Project Report

ACKNOWLEDGEMENT

I have taken efforts in this project. However, it would not have been possible without the kind support and help of many individuals and organizations. I would like to extend my sincere thanks to all of them.

I would like to thank Dr. Sunil Tiwari, Dr. Usha Tiwari, Dr. Ajay Singh, Dr. Sushma Tiwari and Miss Madhwi Mishra (Department of HRD) for proviuding this opportunity to having project in this department & also thank to Mr. S.K. Das, G.M.(Training HINDALCO) for having arrangement of my training in this organisation.

I am highly indebted to Mr. S. P. JOSE sir for their guidance and constant supervision as well as for providing necessary information regarding the project & also for their support in completing the project.

At this outset i would like to thank my parents for their blessing showered On me which enabled me to complete my project.

ATUL SINGH

MBA(HRD) DECLARATIONI, ATUL SINGH student of MBA-HRD APSU Rewa (M.P.), solemnly declare that I have successfully completed project assigned to me as per the part of Training & Devlopment at HINDALCO.

I further declare that this report is outcome of my personal experience, exploration observation and knowledge, which I have acquired through my research period.

ATUL SINGH MBA (H.R.D 3rd sem) APS University REWA

PREFACEI have been chosen for my vocational Training in Training Department of HINDALCO INDUSTRIES LIMITED, for a period of 41 days from Training Department was carried out & a project report on TRAINING AND DEVELOPMENT at HINDALCO, RENUKOOT was made.

The company has the separate training and development department. Human resources is the backbone of any industry. For the development of any organization people are the responsible for the work activities. For this Training and Development created behavior related problem for employees.

There are mainly two program- Supervisory Development and Managerial Development programs.

These program mainly covers the following topics:-

1. Role and Responsibilities

2. Motivation

3. Interpersonal relation survey through questionair

4. Communivation

5. Time management

6. Leadership

7. Teambuilding

For checking the effectiveness of programs I conducted the survey throuhg questionair distributed in each department of the Hindalco industries limited, renukoot.

CHAPTER 1

INTRODUCTION OF THE TOPIC

INTRODUCTION OF TRAINING & DEVELOPMENT

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. Training makes newly appointed workers fully productive in the minimum of time. It is equally necessary for the old employees whenever, New machines &equipments are introduced and there is a change in the techniques of doing the things. In fact, training is a continuous process. The managers are continuously engaged in training their subordinates.

They should ensure that any training program should attempt to bring about positive changes in the:

(I) Knowledge,

(ii) Skills, and

(iii) Attitudes

Of the workers, improving business performance is a journey, not destination. Business performance rises and falls with the ebb and flow of human performances. HR professionals lead the search for ways to enhance the effectiveness of employees in their jobs today and prepare them for tomorrow. Over the years, training programs have grown into corporate with these goats in mind. Training programs should enhance performance and enrich the contributions of the workforce. The ultimate goal of training is to develop appropriate talent in the workforce internally. In India, training as an Activity has been going on as a distinct field with its own roles, structures and budgets, but it is still young. This field is however; expanding fast but controversy seems to envelop any attempts to find benefits commensurate with the escalating costs of training. Training has made significant contributions, to development of all kinds. Trainings essential; doubts arise over its contribution in practice. Complaints are growing over its ineffectiveness and waste. The training apparatus and costs have multiplied but not its benefits. Training is a Employee training is a specialized function and is one of the fundamental operative functions ofHuman Resource Management.

Acc to FLIPPO

Training is the act of increasing the knowledge and skill of an employee for doing a particularjob.

It is a short-term educational process and utilizing a systematic and organized procedure by which employees learn technical knowledge and skills for a definite purpose. Training refers to the organizations efforts to improve an individuals ability to perform a job or organizational role. It can be defined as a learning experience in which it seeks a relative permanent change in an individual that would improve his ability to perform the job.

DIFFERENCE BETWEEN TRAINING AND DEVELOPMENT

Training and development go hand in hand and are often used synonymously but there is a difference between them. Training is the process of learning a sequence of programmedbehavior. It is an application of knowledge. It gives people an awareness of the rules andprocedures to guide their behavior. It intends to improve their performance on the current job andprepares them for an intended job.

Development is a related process. It covers not only those activities, which improve jobperformance, but also those, which bring about growth of the personality. It helps individual in the progress towards maturity and actualization of potential capabilities so that they can become not only good employees but better human beings.

Learning experience in that it seeks a relatively permanent change inane individual that will improve his or her ability to perform on the job. The primary objective of training is to improve Individual and organization performance. Training is usedor misusedto do a variety of things from informing, motivating, rewarding to changing behavior and improving performance. However the goal of the training professional (as shown below) is to have the training input impact the performance output of the trainee.

Meaning of training (what is training?):

Training plays an important role in human resource development. It is necessary and useful in the case of all categories of operative employees, supervisory staff and managers. Training raises their skills and creates confidence and ability to perform the job efficiently. It also facilitates self development and career development of employees. The main purpose of training is to develop the human resources present within the employees. In brief, training is the watchword of present dynamic business world.

Training is necessary due to technological changes rapidly taking place in the industrial field. Industrial training is for a short period but has wide coverage. It relates to Knowledge, information, technical skills, social skills, administrative skills and finally attitude building. Training is for developing overall personality of an employee. Training is the responsibility of the management as it is basically for raising the efficiency and productivity of employees. Expenditure on training is an investment for manpower development and gives rich dividend to employees and organization in the long run.

Definition of training:

According to Edwin Flippo, training is the act of increasing the knowledge and skill of an employee for doing a particular job.

Training may be defined as a planned programme designed to improve performance and to being about measurable changes in technical knowledge and skills of employees for doing a particular job.

A formal definition of training is, it is an attempt to improve current or future employee performance by increasing an employees ability to perform through learning, usually by changing the employees attitude or increasing his or her skills and knowledge. The need for training is determined by the employees performance deficiency, computed as follows:

Training need = standard performance actual performance.

PRINCIPLES OF TRAININGMOTIVATION

Learning is enhanced when the learner is motivated. Learning experience must be designed solearners can see how it will help in achieving the goals of the organization. Effectiveness oftraining depends on motivation.

FEEDBACK

Training requires feedback. It is required so the trainee can correct his mistakes. Only getting information about how he is doing to achieve goals, he can correct the deviations.

REINFORCEMENT

The principle of reinforcement tells the behaviors that are positively reinforced are encourage sustained. It increases the likelihood that a learned behavior well be repeated.PRACTICEPractice increases a trainees performance. When the trainees practice actually, they gain confidence and are less likely to make errors or to forget what they have learned.

INDIVIDUAL DIFFERENCESIndividual training is costly. Group training is advantageous to the organization. Individuals vary in intelligence and aptitude from person to person. Training must be geared to the intelligence and aptitude of individual trainee.

OBJECTIVES OF TR AININGTO INCREASE PRODUCTIVITY

An instructor can help employees increase their level of performance on their assignment. Increase in human performance leads to increase in the operational productivity and also the increase in the profit of the company.TO IMPROVE QUALITY

Better-trained workers are less likely to make operational mistakes. It can be in relationship to the company or in reference to the intangible organizational employment atmosphere.

TO HELP A COMPANY FULFILL ITS FUTURE PERSONNELNEEDS

The organizations having good internal training and development programs will have to make less changes and adjustments. When the need arises, vacancies can be easily staffed.

TO IMPROVE ORGANIZATIONAL CLIMATE

An endless chain of positive reactions result from a well planned training program.

TO IMPROVE HEALTH AND SAFETYProper training can prevent industrial accidents. A safer atmosphere leads to more stable attitudes on part of the employees.

PERSONAL GROWTHEmployees on a personal basis gain individually from their exposure to educational expressions. Training program give them wider awareness and skills.

NEED OF TRAINING AND DEVELOPMENTTraining and development is the vital part of the human resource development. -:

It is assuming ever important role in wake of the advancement of technology which has resulted in ever increasing competition, rise in customers expectation of quality and service and a subsequent need to lower costs. It is also become more important globally in order to prepare workers for new jobs. In the current write up, we will focus more on the emerging need of training and development, its implications upon individuals and the Employers.

Before we say that technology is responsible for increased need of training inputs to employees, it is important to understand that there are other factors too that contribute to the latter.

Training is also necessary for the individual development and progress of the employee, which motivates him to work for a certain organization apart from just money. We also require training update employees of the market trends, the change in the employment policies and other things.

IMPORTANCE OF TRAINING & DEVELOPMENT

OPTIMUM UTILIZATION OF HUMAN RESOURCES

Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals.

DEVELOPMENT OF HUMAN RESOURCES Training and Development helps to provide an opportunity and broad structure for the development of human resources technical behavioral skills in an organization. It also helps the employees in attaining personal growth.

DEVELOPMENT OF SKILLS OF EMPLOYEES Training and Development helps in increasing the job knowledge and skills of employees at

each level. It helps to expand the horizons of human intellect and an overall personality of the employees.

PRODUCTIVITY Training and Development helps in increasing the productivity of the employees that helps the organization further to achieve its long-term goal.

TEAM SPIRIT Training and Development helps in inculcating the sense of team work, team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the employees. ORGANIZATION CULTURE Training and Development helps to develop and improve the organizational health culture and effectiveness. It helps in creating the learning culture within the organization

ORGANIZATION CLIMATE Training and Development helps building the positive perception and feeling about the organization. The employees get these feelings from leaders, Subordinates and peers.

QUALITY Training and Development helps in improving upon the quality of work and Work-life.

HEALTHY WORK ENVIRONMENT Training and Development helps in creating the healthy working environment. It helps to build good employee, relationship so that individual goals aligns with organizational goal.

HEALTH AND SAFETY Training and Development helps in improving the health and safety of the Organization

Thus preventing obsolescence.

MORALE Training and Development helps in improving the morale of the work of employees.METHODS OF TRAINING & DEVELOPMENTThere are various methods of training, which can be divided in to cognitive and behavioral methods. Trainers need to understand the pros and cons of each method, also its impact on trainees keeping their background and skills in mind before giving training.

COGNITIVE METHODSCognitive methods are more of giving theoretical training to the trainees. The various methods under Cognitive approach provide the rules for how to do something, written or verbal information, demonstrate relationships among concepts, etc.FOCUSES- changes in knowledge and attitude by learning.BEHAVIORAL METHODS

Behavioral methods are more of giving practical training to the trainees. The various methods in this allow the trainee to behavior in a real fashion these methods are best used for skill development. Methods of Cognitive Training

LECTURES METHODS

-This method is used to create understanding of a topic or to influence behavior, attitudes through lecture.-A lecture can be in printed or oral form.-Lecture is given to enhance the knowledge of listener or to give him the theoretical aspect of a topic.-It is difficult to imagine training without lecture format.-There are some variations in Lecture method.-The variation here means That some forms of lectures are interactive while some are not.

DEMONSTRATION METHODS

This method is a visual display of how something works or how to do something.-Example: The trainer shows the trainees how to perform or how to do the tasks of the job.-Helps the focusing their attention on critical aspects of the task

DISCUSSION METHODS

This method uses a lecturer to provide the learners with context that is supported, elaborated, explains, or expanded on through interactions both among the trainees and between the trainer and the trainees.-Discussion method is a two-way flow of communication-Knowledge in the form of lecture isCommunicated to trainees. Then understanding is conveyed back by trainees to trainer.

Types of training: Induction (orientation) training: Induction training is basically for introducing the organization to newly appointed employees. The purpose is to give them the birds eye view of the organization. It is a very short informative type of training given immediately after joining the organization. For induction training, information booklets are issued and short informative films are shown.

Job training: Job training relates to specific job which the worker has to handle. It gives information about machines, process of production, instructions to be followed, methods to be used and precautions to be taken while performing the job. This training develops skills and confidence among the workers and enables them to perform the job efficiently. Training for promotion: Promotion means giving higher position. Training must be given for performing duties at a higher level efficiently. This facilitates easy and quick adjustment with the new job and also develops new insight into the duties and responsibilities assigned. For this, training is given after promotion and before actually joining the new assignment. This training is specific, precise and of short duration.

Refresher training: The purpose of refresher training is to refresh the professional skills, information and experience of persons occupying important executive positions. It gives information about new developments and techniques to trainees. It is useful for updating the knowledge and skills of executives.

Corrective training: corrective training is necessary when employees violate company rules and procedures. For example, absence without prior sanction or smoking in a No Smoking area or not using safety devices while operating dangerous machines. Here the evelopm of employees cannot be changed simply by disciplinary action. The manager should motivate, handle the problem and criticize the act and not the individualThe Training Process:- SHAPE \* MERGEFORMAT

1. Assessment of Training Needs:- Identifying the training needs of an organization is the first step in the systematic training process. All training needs should be related to the specific needs of the organization and also of the individual employees. For the identification of training needs, the gap between the existing level of knowledge, skills, performance and aptitudes of employees and the required levels of the knowledge, skills performance and aptitude should be clearly specified. Training needs can be identified clearly through the following types of analysis:

a) Organizational Analysis.

b) Operational Analysis.

c) Manpower Analysis.

a) Organizational Analysis:- it relates to the determination of the organizations goals, its resources and the allocation of the resources as they relate to the organizational goals establishes the framework within which training needs can be defined more clearly. The purpose of the organizational analysis is to determine where training emphasis should be placed within the organization.

b) Operational Analysis:-it focuses on the task or job regardless of the employee doing the job. This type of analysis includes the determination with which the worker must perform the job and the specific worker behavior required in order to perform the job effectively.c) Manpower Analysis:-It reviews the knowledge, attitudes and skills of the workers in each position and determines what knowledge, attitude he must acquire and what adjustments in his behavior he must introduce if he is to contribute substantially to the attainment of organizational objectives. Training can be effective if the three types of analysis are carried on continuously. In addition the conclusions from this analysis should be integrated in a properly designed and executed training programme.

2. Establishment of Training Goals:-

After deciding the training needs, the logical steps in the training process is to set training and development objectives in concrete terms. In fact, without clearly set objectives/goals, it is not possible to design a well planed training programme which is to be executed and also evaluated for judging its effectiveness.

The overall training objective is to fill in the gap between the existing and the desired pool of knowledge, skills and aptitudes. Defining training objectives in quantitative and qualitative terms is useful for designing, executing and also for evaluation of the training programme.

3. Designing Training Programme:- After finalizing the objectives of training, the next step in the training programme is designing a training programme which acts as a base of actual training to employees. For achieving training objectives, an appropriate training policy is absolutely essential. This policy represents the commitment of top management to employee training and development. Training policy involves rules and procedures relating to training activity.

FEEDBACK OF TRAINING

ANALYSISThis phase consist of training need assessment, job analysis, and target audience analysis.

PLANNING

This phase consist of setting goal of the learning outcome, instructional objectives that measures behavior of a participant after the training, types of training material, media selection, methods of evaluating the trainee, trainer and the training program, strategies to impart knowledge i.e. selection ofcontent, sequencing of content, etc.

DEVELOPMENT

This phase translates design decisions into training material. It consists of developing course material for the trainer including handouts, workbooks, visual aids, demonstration props, etc, course material for the trainee including handouts of summary.

EXECUTION

This phase focuses on logistical arrangements, such as arranging speakers, equipments, benches, podium, food facilities, cooling, lighting, parking, and other training accessories.

EVALUATION

The purpose of this phase is to make sure that the trainingprogram has achieved its aim in terms of subsequent work performance. This phase consists of identifying strengths and weaknessesand making necessary amendments to any of the previous stage in orderto rimprove failure practices.TRAINING & DEVLOPMENT IN HINDALCO

Introduction

Hindalco seeks to create an environment where each employee can give his best, through the evelopment of the needed competencies and skills

The training & evelopment centre of hindalco has taken up a comprehensive, innovative. Real world approach to the employee education, training & evelopment that mirror the multi evelopment nature of todays business and opportunity. This approach expands the scope & reach of training program to clearyfy challanges identify opportunities evelopment relevant compentencies & delever effective traing solution.

The training programs are design to support evelopme at various levels from high potential, young achiever to middle level to supervisor including workers.

The training is being offered broadly in following categories....

A. Behavioural & Managerial Training (a)COMPETENCIES DEVLOPMENTThe various modules addressing evelopment of competencies have been planned & customize on the basis of TNI.

(b) TALENT MANAGEMENT

These programs are focused to address the compentencies identified under talent management initiatives across the ADITYA BIRLA GROUP.

RECEIVED general management

Through those programs the focus would be to provide general management skills required to take up the higher challanges for the managers aspiring to go higher up in the evelopment.

{a} supervisory skills

{b} change management

{C} E learning

{d} workers evelopmentB. Job Oriented Technical Training(1) These programs covet the training needs realated to functions to improve skills required for present & future rolls

(2) Special focus on technology programs

(3) Most of the programs done with the help of enternal trainers

C. Quality Circle And World Class Manufacturing to promote a culture of total qulity

WCM practices are adopted in all manufacturing facility

to improve the qulity of product & oraganisation

TRAINING POLICY

At hindalco we are commited to devlop & maintain the training culture through the grass root level to the apex level the training shall equip the employees with modern technological innovation for manufacturing facilities along with the evelopment on social & behavioural evelop.

Training shall also be to maintain a positive work culture with a skilled & motivated work force with a sense of pride.

TRAINING METHEDOLOGY

Selection of evelopment has been done very carefully keeping the evelopment & objectives of programmes in mind. Fine blend of theoretical & practical approach is used to make programs more learning oriented.

Most of our programs have been designed based on experiental learning techniques. The experience learn techniques facilitate learning by reflecting & then drawing conclusions from own experiences of participants in order to apply them to similar situations in the future. The experiental learning cycle is a power full & effective way to promote learning because it enables learners to move through various phases where they can evelopment and apply their learning the four phases of experiental learning are:

INTRAPERSONAL METHOD

Self learning modules

E learning modules

Guided video

Individual projects

INTERPERSONAL METHOD

A. on the job training

B. mentor system of learning

c. project under supervision

GROUP METHODS Class room training

Experimental learning

Out brand learning

Group Project & PresentationCHAPTER 2COMPANY PROFILE

About the organization

TheAditya Birla Groupis an Indianmultinational conglomerateheadquartered inMumbai, Maharashtra, IndiaIt operates in 33 countries with more than 133,000 employees worldwide.The group interests in sectors such as viscose staple fibre, metals, cement, viscose filament yarn, branded apparel, carbon black, chemicals, evelopment, insulators, financial services, telecom, BPO and IT services.

The Aditya Birla group is a diversified conglomerate with a total revenue of approximately US$40 billion in year 2012The group was founded byGhanshyam Das Birla. With a gross revenue of USD 40 Billion (in 2012)

it is the third largest Indian conglomerate behindTata group with revenue of nearly USD 100 Billion andRILwith revenue of USD 76 Billion.

Hidalco industry renukoot

Renukoot plant was commissioned in 1962, with one potline and a smelter of 20,000 tpa capacity. Over the years the plant has increased its capacity through various brownfield expansions and asset sweating measures.Today Hindalco, at Renukoot, operates across the aluminium value chain from bauxite mining, alumina refining, aluminium smelting to downstream rolling and extrusions. The integrated facility houses a 700,000 tpa alumina refinery and a 345,000 tpa aluminium smelter along with facilities for production of semi-fabricated products namely conductor redraw rods, sheet and extrusions.In 1967 Hindalco established a captive power plant at Renusagar, the first captive power plant (CPP) for aluminium industry in India. This along with a co-generation power unit ensures continuous supply of power for the smelter and other operations.Renukoot has earned the Integrated Management System (IMS) certification combining quality, environment and occupational health and safety into one business excellence model.The sprawling 1056 acre Renukoot complex located near the Rihand Dam, 160 kms from the city of Varanasi, includes beautifully landscaped gardens with residential colony cum mini township for management and staff members, a full-fledged hospital for employees and the community around along with schools, clubhouses, banks sports, cultural facilities, supermarkets and the Renukeshwar Mahadev Temple.

As a responsible corporate citizen Hindalco Renukoots Community Development Cell plays a leading and exemplary role in social projects on health care, womens empowerment, education, sustainable livelihood schemes and espouse social causes such as widow re-marriage and dowry-less marriages.Hindalco Renukoots CSR cell has taken up various innovative rural development projects in 385 neighbouring villages around its operating sites in the states of Uttar Pradesh, Jharkhand and Chhattisgarh. These social projects are carried out under the aegis of Aditya Birla Center for Community Initiatives and Rural Development spearheaded by Mrs. Rajashree Birla.

A dedicated and highly enthused team of around 1285 managers at Renukoot and Renusagar are engaged in challenging and enriching jobs. The unit has been a recipient of several national and international awards in quality, environment management, energy conservation, CSR, among others.

Scenario

The worlds largest aluminium rolling company

No.1 in viscose staple fibre

Biggest producer of primary aluminium in Asia

Among the top 10 cement producers globally

The No.1 producer of carbon black in the world

Fourth-largest producer of insulators in the world

Fifth-largest producer of acrylic fibre in the world

Among the best energy efficient evelopmen plants

HR policiesmy objectives has been to reveald of meritocracy..... an evelopment is about people who make it and it would continue to be my focus; mr. Kumar manglam birla at the heart of hindalco process , product growth and success life the endeavour and dedication of hindalco team. A multiliangual, multicultural, cross functionl team of people bound by the strong evelopmental values and persuing a common mission to create a super values, evelop full potential & steer the company toward a position of a global metal measure.

An achievement focused & evelopment oriented work culture embedded in high standards of business ethics supported by sound management practices and good HR policies in the difining characteristics of the hindalco work ethics

Hindalco has made its HR policies keeping all the things in the mind and in the favour of its human capital.

OVERVIEW OF HUMAN CAPITAL: ( as on 1 -1-2012)

CATEGORY OF EMPLOYEES

Managerial staff 2000

Supervisory staff 3000

Workers 11500

Total strength 16500

HR VISION,MISION AND VALUES

Our vision

To be a premium metals major, global in size and reach, excelling in everything we do, and creating value for its stakeholdersOur mission

To relentlessly pursue the creation of superior shareholder value, by exceeding customer expectation profitably, unleashing employee potential, while being a responsible corporate citizen, adhering to our values.Our values Path to excellence

Honesty in every action.

On the foundation of integrity, doing whatever it takes to deliver, as promised.

Missionary zeal arising out of an emotional engagement with work.

Thinking and working together across functional silos, hierarchy levels, businesses and geographies.

Responding to stakeholders with a sense of urgency.

Hr objectives

To collaborate with and support internal customers of HR in achieving business objectives through services viz. Effective man power planning insuring harmonious industrial relations etc.

To review & evelopm the steusture of the evelopment with clarity of rolls responcibility and accountibilty for overall evelopment effectiveness & speedy response to the emerging business challanges.

To devlop knowledge & skills of the employees & groom leaders with functional & business competencies to meet future demand of the evelopment.

To benchmark best HR practicesin order to enhance human resource effectiveness

To enhance evelopme productivity through evelopmental of jobs and man power evelopment.

HIDALCO TODAY

Aluminium has turn out to be the wonder metal of the evelopmental world no.1 other single metal can do so many jobs so well and so economically also. Aluminium growth rate is the highest amongst the major basis metal today. HINDALCO ranks as thelargest aluminium producer in india and contributes about 40% shares in total production of primary aluminium from alumina by electrolysis and production of properzi redraw rods, rolled product, extractions & value added products ;like foil wheel at silvasaa. Hindalco also ownes alarge captive thermal power plant at renusagar that meets the power evelopment of the company very effectively, has a current generation units HINDALCO currently has primary aluminium capacity of 3,50000 MTPA. MANAGEMENT TEAM

Hindalcos management team consists of experienced individuals with strong credentials.

Board of Directors

Mr. Kumar Mangalam Birla, Chairman

Mrs. Rajashree Birla

Mr. C. M. Maniar

Mr. M. M. Bhagat

Mr. K. N. Bhandari

Mr. A. K. Agarwala

Mr. N. J. Jhaveri

Mr. Ram Charan

Mr. Jagdish Khattar

Mr. D. Bhattacharya, Managing Director

Mr. M. Damodaran

Chief Financial Officer

Mr. Praveen MaheshwariHead Corporate Projects & Procurement Cell

Mr. B.B JhaCompany Secretary

Mr. Anil MalikChief People Officer

Mr. Vineet KaulBusiness / Unit Head

Mr. Dilip Gaur, Group Executive President, Copper

Mr. Sachin Satpute, Chief Marketing Officer, Aluminium

Mr. Satish M Bhatia, President, Foil and Packaging

Mr. R. S. Dhulkhed, Senior President, Operations

Mr. Sanjay Sehgal, President, Chemicals

Mr. D. K. Kohly, Chief Officer Operations, Renukoot Unit & Renusagar Units

Utkal Alumina International Ltd

Mr. Rajesh Jha, CEONovelis Inc.

Mr. Philip Martens, President and Chief Executive OfficerAditya Birla Minerals Limited

Mr. D. Bhattacharya, Chairman

Mr. Sunil Kulwal, CEO and MD

Mr. Peter Torre, Company Secretary

AWARDSHindalco has won several awards for community welfare, environment protection, and also for quality and export performance.

2011

Hindalco bagged the prestigious CII EXIM Bank Business Excellence Award 2011 for its strong commitment to excel on the journey towards business excellence.

Birla Copper, a division of Hindalco, won the IMC Ramkrishna Bajaj Quality Award Commendation Certificate.

Hindalco Renusagar won the Greentech Safety Gold Award 2011 in power sector for outstanding achievement in safety management, by Greentech Foundation, New Delhi.2010Renukoot

NIPM Gold Award for Best HR Practices for the year 2010 by National Institute of Personal Management (NIPM).

Greentech Gold Safety Award 2010 for Occupational Health and Safety Management in the Mining & Metals sector by Greentech Foundation, New Delhi.

Greentech Environment Excellence Gold Award 2010 in the metals sector for its efforts towards environment management, by Greentech Foundation, New Delhi.

The Golden Peacock Award for Corporate Social Responsibility for the year 2010.

Greentech HR Excellence Silver Award for 2010 for excellence in training.

Best Exporter Award for 2010 by the Container Corporation of India for contributing to Indias economic progress through significant volume of exports.

National Energy Conservation Award (Second Prize) 2010, in the metals sector, presented by the Ministry of Energy, Government of India.

Silver Certificate of Indian Manufacturing Excellence Award 2010 byEconomic Timesand Frost & Sullivan.

Birla Copper Dahej

Greentech Environment Excellence Gold Award 2010 in the mining and metals sector for its efforts towards environment management by Greentech Foundation, New Delhi.

Greentech Silver Safety Award 2010 for Occupational Health and Safety Management in the mining and metals sector, by Greentech Foundation, New Delhi.

Renusagar

Greentech Gold Award 2010 in thermal power sector for outstanding achievement in environment management, by Greentech Foundation, New Delhi.

Commendation for Safety Innovation Award 2010, by the Institution of Engineers (India).

Special Commendation for the Golden Peacock Environment Management Award 2010, by the Institute of Directors, New Delhi.

Hirakud

Hirakud Power Plant awarded Third Prize in the state-level CII Orissa Award for Best Practices in Environment, Safety and Health 2010.

Hirakud Power awarded the Greentech Environment Excellence Gold Award 2010 in the thermal power sector category.

Muri

National Award for Excellence in Water Management 2010 Beyond the Fence category, for the indigenous work being done by the unit outside the fence as a corporate citizen and for fulfilling its corporate responsibilities.

Quality Circle Awards

Gold Awards to four Hindalco Renukoot Quality Circle Teams Kushal, Vaibhav, Pragati and Nirantar at the International Quality Circle Competition (IQCC 2010) held at Hyderabad.

Silver and Bronze Awards to Hindalco Hirakud Power Quality Circle Teams Aryan and Power respectively at the International Convention on Quality Concept Circle (ICQCC 2010) held at Hyderabad.

Quality Circle teams from Renukoot, Hirakud and Birla Copper Dahej Units excelled at the National QC Convention (NCQC 2010), winning Par Excellence, Excellence, Distinguished and Runners-Up Awards.

2009

Hindalco Renusagars power division bagged the Golden Peacock Environment Management Award during the Global Convention on Climate Security. The convention was held at Palampur, Himachal Pradesh from 12 to 14 June 2009. Dr. Madhav Mehra, President, World Council for Corporate Governance honoured Renusagars power division with the award in the services category.

2008

Greentech Safety Gold Award 2008 for outstanding achievement in safety management in coal based power sector.

Hindalco Hirakund Systems ranked runners-up at the state level IT Competition 2008 organised by CII in association with the department of information technology, Government of Orissa.

Hirakud smelter was awarded the state level safety award for Best Occupational Healthcare 2006 presented in February 2008 at Bhubaneswar.

Talabira coal mines won a host of safety awards, namely, first in working face and maintenance of Dozer & Payloader and second in dust suppression at the Annual Coal Mines Safety Fortnight 2008 organised by Directorate of Mines Safety, Bhubaneswar and Chaibasa region.

2007

The Golden Peacock Award 2007 by the World Environment Foundation for its remarkable achievements in occupational health & safety.

The Safety Innovation Award 2007 for excellence in the field of occupational health, presented by The Institute of Engineers India.

The National Energy Conservation Award 2007, second prize, awarded by the Ministry of Power and Energy, Government of India.

Renukoot was selected for the Rajiv Gandhi National Quality Award 2007 Silver Trophy, presented by the Bureau of Indian Standards, in the large scale manufacturing (metallurgy) category.

The CII National Award for Excellence in Water Management (Beyond the Fence) 2007, for its land and water management projects in neighbouring villages.

The IMC Ramkrishna Bajaj National Quality Award 2007 special award for excellent performance in the service category.

The CII Human Resource Excellence Award 2007 for strong commitment and significant achievement in the field of HR.

The Greentech Environment Excellence Silver Award 2007 by the Greentech Foundation.

Renusagars quality circle teams VAYUDOOT and NAVODAYA achieved the Par Excellence Quality Circle Award at the National Level Convention NCQC 2007.

Hirakud smelter National Energy Conservation Award first prize 2007.

Hirakud smelter National Safety Award for performance year 2005 (presented in Oct 07) by Ministry of Labour and Employment, Government of India.

Hirakud power CII Orissa Award for Best Practices in Environment, Safety, Health for the year 2007.

Hirakud power plants Jeevan Jyoti and Aryan quality circles won the Distinguished Award at the National Convention of Quality Circles 2007. Other Hirakud power teams, bagged awards at the regional and state level QC competitions.

Hirakud power plants Shakti and Prerana quality circles also bagged third prize in the operations & production category and repair & maintenance category respectively during the seventh Supervisor Skills Competition evelopme by CII in December 2007.

Muri alumina plant selected for CIIs National Award for Excellence in Water Management 2007 for both Within and Beyond the Fence 2007.

Belur was selected for the National Safety Award for outstanding performance in industrial safety as runners up for the performance year 2005 in achieving the lowest average frequency rate (presented in October 2007), by the Ministry for Labour and Employment, Government of India .

Winner of the GreenTech Environmental Gold Award in the metals and mining sector for its outstanding achievement in environment management during 2007 2008.

Earned the National award as an Energy Efficient Unit, presented by CII.

Belur sheet plant was adjudged the winner of the CII Eastern Region Energy Conservation Award for 2007 2008.

Alupuram complex awarded the Outstanding Safety Performance Award 2007 in the small scale engineering industrial category, presented by the National Safety Council, Kerala chapter.

Taloja sheet plant was presented the Metallics Systems USA Maintenance Award for best operation & maintenance of molten metal pump at its recycling plant.

Hindalco awarded the CII-Sorabji Green Business Centre National Award for Excellence in Water Management 2007.

Hindalco won the prestigious D.L. Shah National Award for Economics of Quality given by quality council of India. Chief manufacturing officer, Mr. R. P. Shah and Mr. Arun Kumar received the award from the President of India, H.E. Dr. A.P.J. Abdul Kalam on 9 February 2007 at New Delhi.

2006

Belur sheet plant was presented the Good Green Governance Award 2006 from Srishti Publications.

The prestigious National Energy Conservation Award-2006 was awarded to Hindalco by Ministry of Power, Government of India.

The IT department of Hindalco received prestigious IT certificates BS15000 (IT services), ISO 9001 (Software development) and BS7799 (Information security). Hindalco Renukoot IT department is the first in our group as well as in India to be recommended for all these certifications in an integrated manner.

The prestigious Greentech Safety Award came Hindalcos way for its outstanding performance towards evelopment health and safety.

The companys fabrication plants hot mill team won the prestigious Qualtech Award for their project Reduction of time in work role change time.

Hindalco received the Integrated Management System Certificate from D.N.V. certification agency. This certificate was for ISO-9001, ISO-14001, OHSAS-18001 in an integrated manner.

Hindalco, Renukoot has won the National Award for Excellence in Water Management 2006 organised by CII.

The quality circle teams at Hindalco, Renukoot were adjudged winners in the live quiz competition evelopme by the Quality Circle Forum of India.

J P Nayak of Hirakud Smelter awarded Young Metallurgist of the Year 2006 award sponsored by the Ministry of Steel & Mines, GoI

Hirakud Power team bagged second prize at the state level CII Orissa Award 2006 for Best Practices in Environment, Safety & Health.

Hirakud Power Team earned the Distinguished Presentation Award during the 14th Chapter Convention on Quality Circle, Rourkela, during September 2006.

2005

Mr. Debu Bhattacharya, Managing Director was conferred with Asian business leader award for the Asia corporate citizen of the year by CNBC. The award was conferred in recognition of Hindalcos outstanding contribution to arts, education, the environment and community development.

Mr. Kumar Mangalam Birla, Chairman, has been named Business Today young super performer in the CEO category.

Hindalcos fabrication team won the Qualtech Award 2005 presented by Quimpro College, Mumbai.

Five workmen of our smelter, Mr. Rajesh Pal, Mr. A. K. Gupta, Mr. R. K. Singh, Mr. H. N. Singh and Mr. S. K. Singh were awarded the prestigiousVishwakarma Rashtriya Purashkarby the government of India, ministry of labour and employment.

Mr. Kumar Mangalam Birla, Chairman, has been named as Ernst & Young entrepreneur of the year 2005. He represented India at the award function in Monte Carlo, Monaco in June 2006.

Hindalco Renukoot alumina refinery team made four presentations at the Himer National Conference-2005 (HIMER-2005) and bagged the best paper award.

Mr. Debu Bhattacharya, Managing Director conferred with India business leader award 2005 by CNBC-TV.

Hirakud Smelter awarded the National Safety Award 2005 for lowest accident frequency rate and longest accident free period presented by Ministry of State for Labour and Employment, GoI.

Hindalco won the first prize for National Energy Conservation 2005 in aluminium sector given by the Government of India, Ministry of Power.

Hindalco evelopm the ICWAI National Award for Excellence in Cost Management 2005 in recognition to their efforts towards cost management.

Hindalco won the Greentech Safety Award for the year 2005-06 for its excellent efforts in occupational health and safety.

The Muri Alumina Plant won the Greentech Safety Gold Award 2004-05 and Silver Award 2005-06 as also the Greentech Environment Silver Award 2004-05.

Kalwa foil plant won the Dhanukar rotating trophy for 2005-06 presented by the Indian Association of Occupational Health, Mumbai.

National Award for Excellence in Water Management 2005 (Water Efficient Unit) from CII Sohrabji Godrej Green Business Centre.

Greentech Environment Excellence Gold Award 2005 from Greentech Foundation, New Delhi.

The Belur Sheet Plant was named the winner of the National Awards for Excellence in Water Management 2005 (Water Efficient Unit) and for Excellence in Energy Management 2005 (Energy Efficient Unit), presented by the CII Sohrabji Godrej Green Business Centre. Belur also won the Greentech Environment Excellence Gold Award 2005.

Alupuram extrusions earned first prize in the Kerala state level quality circle competition evelopme by CII.

Alupuram smelter earned third prize in the Kerala state level quality circle competition evelopme by CII.

Best safety performance award conferred on Alupuram extrusions by the National Safety Council (Kerala chapter).

Lohardaga Bagru Mines, Durgmanwadi, Chandgad mines and Talabira coal mines have won awards in safety, environment, pollution control and overall performance during the mines safety week and mines, environment and mineral conservation week programmes evelopme by the Indian Bureau of Mines and the Directorate of Mines Safety in the Ranchi, Goa and Bhubaneswar/Chaibasa regions.

Chandgad mines super status award for winning the overall first prize for three consecutive years.

Kasarsada mines awarded special prize for super status mine for excellent all round performance for the second consecutive year during the mines, environment and mineral conservation week, Goa region.

Durgmanwadi and Kasarsada Bauxite Mines have earned a host of awards during the Mines Environment & Mineral Conservation Week programmes, including special prize for being ranked first for 3 consecutive years in overall performance along with other prizes for safety and other mining operations.

2004

Hindalco won the fourth annual Greentech Safety Gold award for the year 2004-05 in metallurgy sector.

Renusagar Power awarded the Innovation Training and Development (HR) Practices award-2004 by Indian Society for Training & Development, New Delhi.

The mines division has been evelopmen by Indian Bureau of Mines, government of India for afforestation, plantation, waste dump management, top soil management, reclamation and rehabilitation, dust suppression arrangement, publicity and propaganda and overall performance.

Joint winner of Aditya Birla planet award 2004 for community initiatives and rural development.

National energy conservation award 2004 in aluminium sector by the government of India, ministry of power.

IMC Ramkrishna Bajaj National Quality award 2004 certificate of merit.

Quality circle shakti of reduction plant won the excellence case study presentation award at NCQC, Mumbai in December 2004.

Prime MinistersShramawards 2004 Shram Veeraward to Mr. Ram Kailash of Alumina Plant andShram Shreeaward to Mr. Suresh Prasad of alumina plant.

CII National Award for Excellence in Energy Management 2004.

Qualtech Award 2004 for quality management by Quimpro College, Mumbai.

CIOL-Dataquest award for best performance in the pioneer category for 2004-05 by CIOL, an IT portal along with Dataquest Magazine.

Hirakud smelter received the National Safety Award 2004, for outstanding performance in industrial safety and achieving longest accident-free period and runners up award 2004 for lowest accident frequency rate.

Hirakud smelter presented theShrestha Surakhya Puraskar2004 andPrasansa Patra2005, from the National Safety Council of India, Mumbai for developing and implementing effective occupational safety and health management systems and procedures.

Hirakud smelter presented the State Safety Award 2004 for best performance in safety, health and environment management.

Muri works received Greentech Environment Silver award 2004-05 presented by Greentech Foundation, New Delhi.

Hindalco Industries Limited, Renukoot, has been awarded the Certificate of Merit at the IMC Ramkrishna Bajaj National Quality Award 2004 in the manufacturing category.

Outstanding Industrial Relations Award conferred on Hindalcos aluminium division by AIOE (FICCI).

National Safety Award (runners-up) for the aluminium division, presented by the Ministry of Labour for lowest accident frequency rate.

Regional awards won by Hindalcos bauxite mines from the Indian Bureau of Mines, for exemplary achievements in top soil management, sound pollution control, dust management and surface evelopm.

2003

Hindalco has been awarded the trophy for highest exports prime metal ferrous and non ferrous (non-SSI) 2003-04 by Engineering Export Promotion Council (EEPC), India in recognition of outstanding export performance of engineering goods and services

Industrial safety award (runners up) presented to Alupuram smelter for 2003-2005 for lowest average accident frequency by the National Safety Council, Kerala chapter.

Greentech gold award 2003-04 to Renusagar Power by Greentech Foundation, New Delhi for evelopmental health and safety.

National Safety Award 2003 by Ministry of Labour and Employment.

Joint award winner of Rajiv Gandhi National Quality Award 2003 in large scale manufacturing category. The award is instituted by Bureau of Indian Standards, Ministry of Consumer Affairs, Government of India.

Greentech gold award 2003-04 by Greentech Foundation, New Delhi for evelopmental health and safety.

Asian Corporate Social Responsibility Award for 2003 for its aluminium divisions Rural Poverty Alleviation Project.

Hindalco achieves ISO/TS16949 certification for Aura Alloy Wheels in March 2003. It is one of the first few alloy wheel companies in India and the world to receive this certification.

CII National Award for Excellence in energy management 2003 for the aluminium and copper divisions.

2002

FIMIs Social Awareness Award.

The FICCI Socio-Economic Development Foundations (FICCI-SEDF) Social Responsiveness Award for the year 2001, for projects on rural development and promoting economic self-reliance in over 334 villages.

Birla Copper is accredited with ISO 9001 and ISO 14001.

2001

The Fair Business Practices award by the CFBP Jamnalal Bajaj Uchit Vyavahar Puraskar 2001.

The Outstanding Export Award for the years 2000 and 2001 from EEPC and CAPEXIL.

Adjudged the worldwide runner-up for the Millenium Business Award for Environmental Achievement, under the auspices of the United Nations Environment Programme.

Mother Teresa Commendation Certificate for Community Initiative Activities.

FICCI Award for Community Initiative Activities.

Energy Conservation Award by the Ministry of Power.

Various Awards for Mines Environment and Mineral Conservation by the Indian Bureau of Mines.

2000

Alumina refinery is named as the Best Safety Performing Plant in the world by the International Aluminium Institute.

Safety Performance Benchmarking Joint Best Smelter by International Aluminium Institute.

Safety Performance Benchmarking Best Refinery by International Aluminium Institute.

Export Award from EEPC.

Export Award from CAPEXIL.

Annual Report Best in Asia Winners by CFO Asia.

1999

Best Corporate Citizen Award from the Bombay Chambers of Commerce and Industry (BCCI).

Safety Performance Benchmarking Joint Best Refinery by International Aluminium Institute.

Star Trading House Certification.

1998

ISO 14001 certification for Hindalcos entire operations.

CII Exim Award Commendation certificate for Excellence in Quality Management.

Rajiv Gandhi National Quality Award Commendation Certificate.

Energy Conservation Award, Ministry of Power.


1997



1996



1995

Certificates of Meritorious Performance for Reclamation, Rehabilitation, Afforestation and Environmental Pollution Control at Mines, Ministry of Mines.



1994

ISO 9002 certification.



1993


Export Award from Ministry of Commerce.


1992


National Award for R&D Efforts, Ministry of Science and Technology.


CHAPTER 3

RESEARCH METHEDOLOGY

RESEARCH METHODOLOGYResearch methodology is a way to systematically solve the research problem it may be understood as a adopted by researcher in studying his research problem along with the logic behind them. It is necessary for the researcher to know not only the research method/Techniques but also the method along.

How to calculate the mean, the mode, the median or the standard deviation or chi-square, how to apply particular research techniques but they also need to know which of these methods or techniques, are relevant and which are not, and what would, they mean and indicate and why.

Researchers also need to understand the assumptions underlying various techniques and they need to know the criteria by which they can decide that certain techniques and procedures will be applicable to certain problem and other will not.

Research methodology has many dimensions and research methods do constitute a part of the research methodology.

Methodology is the systematic procedure to reach to the conclusion part of the study.

In the present study the steps involved are:-

Steps in Research ProcessResearch Design:-

Descriptive Research Design is used

Hindalco industries was selected on the basis of each department of the Factory

Sample Design:-

Sample Size: Sample size is 100

Method of Sampling: Simple Random sampling was used

Collection of data:-

Primary Data:

The primary data are these which are collected a fresh and for the first time. Or primary data are to be original in character. We are used primary data collection tools for the may project. Am also use primary data tools just as Questionnaire, Observation or Survey.

The primary data was collected by employees of the company. The evelop of primary data collection are given below:

Survey mothod

Questionnaire method

Interview method

Secondary Data:

Secondary data is being collected through following methods:

1. Hindalco training planner & induction guide

2. Training reports & manuals available in the training centre

3. Information from HR user s/w used by hindalco

4. Company annual report & other publication

5. Other training documents available at the training centre

6. Company website

Data analysis

data is analysed on the basis of available information.CHAPTER 4

DATA ANALYSIS AND INTERPRETETIONQ.1 training & evelopment program helps to improve skills & job performance-Category No. of ParticipantsPercentage

Strongly Agree1616 %

Agree 4848 %

Disagree 2121 %

Strongly Disagree1515 %

Total100100%

Interpretation:in this way several participants are give a positive response so the training and development programs are satisfactory in the organization.q.2 managers having part of your training section-CategoryNo. of ParticipantsPercentage


Agree4040 %

Disagree3030 %


Total100100%

Interpretation :

Q3. satisfactory factors are available for training program -

CategoryNo. of ParticipantsPercentage


Agree 5151 %

Disagree 77 %


Total100100%

Interpretation: My superior is interested in my overall development.


Strongly Agree44 44 %

Agree 5050 %

Disagree 66 %


Interpretation: q.5 organisation provide training & devlopment program is goal oriented



Agree 5656 %

Disagree 1212 %


Interpretation: Training program should be continuously improved so as to get maximum benefits out of it. Almost all the participants agreed that MDPs are continuously improving.q.6 The organaisation encourages and supports by e-learning and education by manager-


Strongly Agree88 %

Agree 3838%

Disagree 4242%

Strongly Disagree1212%

Q.7 The organization provides appropriate according to the requirements-CategoryNo. of ParticipantsPercentage

Strongly Agree88 %

Agree 3838%

Disagree 4242%


Q.8 The training methodology are very effective-


Strongly Agree88 %

Agree 3838%

Disagree 4242%


Q.9 The supervisor takes feedback of participants performance after the training programs


Strongly Agree88 %

Agree 3838%

Disagree 4242%


Q.10 Organisation provides different training programs for different level employees


Strongly Agree88 %

Agree 3838%

Disagree 4242%


Q.11 You are satisfied from your organization training policy


Strongly Agree88 %

Agree 3838%

Disagree 4242%


Q.12 you have a statement of duty for your job-CategoryNo. of ParticipantsPercentage

Strongly Agree88 %

Agree 3838%

Disagree 4242%


Q.13 you require high degree of technical knowledge for your work-CategoryNo. of ParticipantsPercentage

Strongly Agree88 %

Agree 3838%

Disagree 4242%


Q.14 The organization evaluated training programs every year-


Strongly Agree88 %

Agree 3838%

Disagree 4242%


CHAPTER 4

FINDINGS CONCLUSION

Recommendations FINDINGS

In hindalco industry limited i have surveyed and fill the questionnaire on training & devlopment in which they had given response in most of the questions in the form of very good & excelent in which all the questions are close ended questions- in this i found that the managementof the traing & devlopment policy in the organization is well managed & each & every rules & procedure is followed by the management.

The organization provides many facilities to their employees related training & development for improvement of their skills

In addition to this organizational so providing many welfare facilities for employees.

In the organization i found that the conflict & disputes between the employees and employer is neglisble if there is any disputes it is properly handled by the organization and their resolution ois beneficial for both employee & employer. Recommendations

The training program should be conducted in such a way that it gives a trainees practical view or on the job training should be conducted.

The duration of training program should be increased from current period, so that the trainees get a clear understanding of the subject matter taught.

The participant of the training program should be devided in to different groups according to their level of knowledge and grasping power.

The group to be made in the training program should be made pre-training evaluation test.

Either the training program should be conducted after working hours or on leave days, so that the trainees are free from carrying the work presure to the training centre.

There should be clear cut written instruction that the trainees are free from any sort of work accountability or responsibility at the time of training.

The training program should be organized such a way that every employee gets training once in a year.

More stress should be laid on role-plays at the end session of the training program.

Some film so should be arranged on the teaching topic as learning by observing the things is better than marly listening.

Some employees should be sent to some leading industries of india for more exposure and sessions should be held for them to shair their experiences with other employees.

Recognition and reward should be provided t

o the employees who actually perform well.

CONCLUSION

On the analysis of data collection through my observation we reached to conclusion :

. hindalco industries ltd have agood training and development policy.

hrd is working with its full potential for effective mgt. Programme it has also adopted the mordern tachniques of development with in its specialised in particular field.

the organization provides proper tarining programme for improvemnt of skills of employees.

in addition to this organization providing different training programms for different level of employees.

in this, organization have a better training policy for enhance the morale & skills of employees & it will boost up the mental & physical of each & every one in the related organisation.

hindalco is fullfilling its social responsilbilty very well because the hindalco provides some greenery & plantation to the environment.

BeBLIOGRAPHY

1. Hindalcos training planner and induction Guide

2. Training report and manuals available in the training centre.

3. Agochiya Devendra: Every trainers handbook.

4. Rao VSP: Human Resuorce Management.

5. Prior John: Encyclopadeia of Management(T&D).

6. Information from HRUSER software used by hindalco.

7. Company annual report and other publication.

8. Other training documents available in the training centre.

9. Company website: www.hinlalco.nic .in

QUESTIONNAIRE

NAME:..

DEPARTMENT/PLANT:..

(A)Strongly Agree (B) Agree (C) Disagree (D) Strongly Disagree

1) De-briefing sessions are conducted for participants sponsored for training.


2) I have training opportunities to upgrade my skills & knowledge.


3) My superior is interested in my overall development.


4) The Companys training programs are evaluated and improved upon, every year.


5) Employees are sponsored for training programs on the basis of carefully identified needs.


6) The organization encourages and supports self- learning and education by its officers.


7) Do you have a statement of duty for your job?

(A) Yes (B)No

8) your job accurately described in the duty statement?

(A) Yes (B) No

9) Do you require high degree of technical knowledge for your work?

(A) Yes (B) No

10) How do you work?

(A) Alone (B) Team Work

11) How would you rate the MDPs held in the organization till date?

(A)Poor (B) Average (C)Good (D)Very Good (E)Excellent

12) Degree to which you have used the skills you have learnt.

(A)All Skills (B)Some Skills (C)Very Few Skills (D)No Skills

13) In your opinion, what factor creates difficulty in applying new skills on the job?

(A)Lack of opportunity (B)Lack of time (C)Skills were not relevant

(D)No supervision (E)Lack of coaching or feedback

14) Please rate the methods of training you feel would be most appropriate to achieve your learning goals:

(A)Classroom Lectures (B)Video (C)Workshops (D)On The Job

(D)Computer Base (E)Case Study (F)Role Play (G)In the Basket

(H)Outbound (I)Group Studies

(16)How do you learn more effectively during the training programs?(A) Studying underlying concept

(B) Step-by-step instructions

(C) Observing others

(D) Active participation

Training Process

Assessment of training needs

Establishment of Training goals

Designing Training Programme

Implementation of Training Programme

Following Up & evaluation of Programme

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Project Report

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