Padmashree Dr. D.Y.Patil University

Department Of Business Management

Study and assessment of Employees Training and Development Programmes

Summer Internship Presentation

Submitted by Zoya Maqsood

(MBA-Human Resource)

Name and Address of the company JINDAL STEEL & POWER LTD.

BARBIL OFFICE- P.B.No. 86, Barbil-Joda Highway, Barbil-758035,Odisha

Industry Type :- steel and power producer

Length of the internship:- 2 months.

Department :- Human Resource

Name and designation of mentor’s:-Mr. Alok Malhotra – General Manager(HR), Barbil PlantMr. S.K.Tripathi- Manager (HR)Mr. Tarun Das – Assistant Manager (HR)

Project title :- Study and assessment of Employees Training and Development programmes.

Objectives :-To study the training and development

programme of employees. To study how training and development

programs help to increase productivity of employees.

To analyze effectiveness of training and development programs for employees to understand their duties.

About the company :-Founder- O.P.JindalFounded in 1952

Headquarters-New Delhi, IndiaKey people-Naveen Jindal (Chairman) Ravi Uppal (MD and Group CEO)Products- Steel, Iron, Electricity generation and distributionCompany’s Vision-To be a globally admired organisation that enhances the quality of life of all stakeholders through sustainable industrial and business development.

Definitions of training and development:-Training is the formal and systematic modification of behaviors through learning which occurs as a result of education, instruction, development and planned experience.Development is any learning activity, which is directed towards future, needs rather than present needs, and which is concerned more with career growth than immediate performance.

Training policyPreamble- Jindal’s believe that organization's

talent pool is key to their success. Their exponential expansion makes the task of upgradation of talent even more critical . It is in this context that a review for a more robust Training Policy / System becomes imperative to a learning organization.

Philosophy- To make Training an effective instrument in transforming the Organization into envisioned Learning Organization.

Training policy

Objectives- Integrate organizational and individual developmental

needs. Develop critical competence and skills, based on

organizational / functional requirements. To bring uniformity in matters of training strategy i.e.

training plan, training resources, training implementation and training evaluation in all the units of the organization.

Ensure value addition through training to the overall business process

Enhance employees’ performance. Addressing potential gaps. Increase employees’ motivation.

Study and analysis of training & development programme-Study and analysis of training is an essential requirement to understand and design the effective training. The purpose of training analysis is to determine whether there is a gap between what is required for effective performance and present level of performance.

Training Need Analysis and its identificationPreparation of Training Calendar & BudgetDesign & DeliveryEvaluation of employees.Effectiveness of the Programme.

Different Training progammes adopted by Jindal Steel and Power limited for existing employees-

In-house Training Programme: A training programme designed, developed and conducted within the Company, exclusively for the employees of the Company, with or without the assistance of external agency (ies).

 External Training Programme: A training programme designed, developed and conducted within India, by an outside agency, not exclusively for the employees of the Company, and to which one or more employees of the Company may be nominated.

 Planned Intervention: A grade/ level / category-wise in-house general management training programme, normally based on a template course design, and conducted to improve competency base of employees with a view to developing leadership pipeline in the organization.

 Need-based Programme: A training programme, designed, developed and conducted on the basis of the developmental needs felt and identified for the employees concerned .

 Individual Leadership Need Assessment (ILNA) Based Programme: A programme designed to develop such skills and attitude in individuals, mostly at senior levels of management, which are necessary to make effective leaders. This will include Leadership Coaching also.

Training method adopted by Jindal Steel and Power limited for new employees

 Induction Training: Programmes designed to successfully induct new joinees and will include the following:-

i.  Orientation: Programmes designed to make a new joinee generally aware of the various facets of different processes and business of the Company, apart from its values and ingredients of culture. It will be for those hired at lateral levels from different organizations.

ii.  Executive Training: Programmes designed to develop requisite knowledge, skill and attitude (KSA) in fresh graduates recruited through open advertisement or campus. This will include GETs (Graduate Engineer Trainees), MTs(Management Trainees)

iii.  JLMG (Jindal Lead Management Group Scheme): Programmes designed to develop leadership skills in addition to other knowledge, skills and attitude in fresh graduates recruited from reputed Business Schools.

iv.  Foreign Training: A training programme workshop or, seminars conducted outside India, wholly or partially to address training needs, which are individual and / or, specialized in nature in Business Organization, Business Schools, Industries. It also includes training of employees at works of equipment suppliers / service providers consultants including training not necessarily in their establishment alone. This will however not include foreign visit of employees for participation in Exhibition / Road Shows / Business negotiations and the like.

Findings of study:-The Firms follow an effective training process.Feedback on the effectiveness off the programme are

collected at various levels as per KirkPatrick Model.All the training programmes which are highly rated by

the participants time and again is repeated and their content wise circulated / shared through Knowledge Management System (KMS) Professional Circles within the plant / organization.

Training Database is maintained: Head of Training maintains a database of training

details of all employees of the respective unit which includes-:

i. Training Needs identified.ii. Training Programmes nominated / attended /

absented.iii. Details of the programme .iv. Training Cost: Per programme as well as per

employee.v. Any other relevant information on training such as

details of faculty / instructor / faculty etc.

Recommendations:-• Implementation of training tracker program for tracking trainings of each employee to avoid any delay in trainings.

• Keep new employees in Fixed Step training program and monitor their progress

Introduce and implement Cross training Program to keep employees motivated