training and development project IIPM

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CHAPTER-I

INTRODUCTION

PGP/SS/11-13/ISBE HYD/HR/PGP/SS1303

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INTRODUCTION

Human Resources are the single most and very valuable asset of any organization. Training and

development is the field which is concerned with organizational activity aimed at bettering the

performance of individuals and groups in organizational settings. In the fast changing world, where

technology and process as are subject to up gradation, most of the skills and knowledge possessed by

the employees become redundant and requires up gradation.

Training and development (T&D) encompasses three main activities: training, education, and

development. The purpose of training is to effect change in the behaviour of employees so as to enable

them to reach the goals of the organisation. Therefore, there is a need to train and retrain the employees

in an organization to enable them to cope up with new job requirements.

SCOPE OF THE STUDY

Training and development is a branch of the human resource function of an organisation. Training

and development is important because it leads to an optimum utilization of the human resources of a

firm.

This research provides me with an opportunity to explore in the field of Human Resources. This

research also provides the feedback of people involved in the Training and development process apart

from that it would provide me a great deal of exposure to interact with the high profile managers of the

company.

OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVE

The primary objective of my study at NMDC Ltd., SIU is to lay down the foundation of training and

development.

SECONDARY OBJECTIVE


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The secondary objective of my study at NMDC Ltd., SIU is to apply my learning in the area of

Human Resources so that I gain practical knowledge and understand the nature and importance of

training and development.

RESEARCH METHODOLOGY

A research methodology simplifies the plans for study that guides the collection of data and data

analysis.

PRIMARY DATA

The primary data is collected by informal interview and by the method of designing a questionnaire;

the type of questionnaire designed was a structured one. The objective of the study was the main

concern while framing the questions and accordingly the questions were framed .The employees filled

the questionnaires and the whole process was interactive. The questionnaire includes certain questions,

which were framed using the additional rating scale format. It was both an informal interview and a

questionnaire session where interaction was an important tool for eliciting information.

SECONDARY DATA

Secondary data means the data that is already available. It refers to the data which is already collected,

analyzed and published or unpublished by someone else. There are two major sources of secondary

data – internal sources, external sources

Internal sources:

In this, information can be collected from organization books, brochures and handouts of the

organization and reports.

External sources:

Information that is available from public sources such as business news papers or magazines,

management books and websites, internet etc.

SAMPLING METHOD

Sampling is a process used in statistical analysis in which a predetermined number of observations

will be taken from a larger population. The sampling technique used is simple random sampling.


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Simple Random sample is the popular and simplest technique of sampling. In it each unit of the

population has equal chance of being included or selected in the sample.

SIZE OF SAMPLE

The size of sample deals with number of respondents to be included in a study. This is very crucial for

the study since consistency of the data depends as the number of samples or respondent taken under the

study. The current study has used a sample size of 20 members.

PERIOD OF STUDY

The time taken for the study is 45 days.

LIMITATIONS OF THE STUDY

The research has its limitations though the research has reached its aims.

Only 20 employees are covered due to time constraint and busy schedule of employees.

The respondents were not readily available and the data was collected as per the convenience of

the respondents.

As the sample size is small the inferences and conclusion drawn may not be appropriate.


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CHAPTER-II

COMPANY PROFILE


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COMPANY PROFILE

The Mining industry in India is a major economic activity which contributes significantly to the

economy of India. Incorporated in 1958 as a Government of India fully owned public enterprise,

NMDC is under the administrative control of the Ministry of Steel, Government of India. Primarily

engaged in the business of exploring minerals and developing mines to produce raw materials for the

industry, it is also expanding activities towards steel making and other value added products. It has

been conferred “Navratna” status by Government of India.

NMDC has been actively contributing to development of the nation for five decades and grown from

strength to strength on its journey to nation building.

CONTRIBUTION TO INDIAN ECONOMY

NMDC has been consistently paying dividend since 1990-91. For the financial year ended 31

March 2012, the dividend paid to the Government of India is Rs. 1,606 crore and the

cumulative dividend upto 2011-12 is Rs.6,316 crore approximately.

In 2011-12 gross contribution to the national exchequer was Rs.6,904 crore.

NMDC has about 6000 employees.

Single largest producer of iron ore in India

From a single-product-single-customer company, NMDC has grown to be a major Indian iron ore

supplier in the national and important supplier of Iron ore in international markets. The company has

planned to increase iron ore production to 40 million tonnes by 2014-15 by developing new mines.

Only mechanized diamond mine in Asia

NMDC also operates the only mechanised diamond mine in Asia with a capacity to produce one lakh

carats per annum from its Panna diamond mine, Madhya Pradesh.

Pioneer in exploration

NMDC is doing exploration and prospecting works for high value minerals like diamond in Andhra

Pradesh and gold in Tanzania.


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Scientific mining

NMDC has been carrying out scientific mining of the mineral deposits by mechanized means. Quality

control, mineral beneficiation, proper blending, etc, are done systematically and religiously to ensure

optimum exploitation of precious mineral. NMDC’s mines stand testimony to scientific mining and

conservation of the mineral.

The scientific exploration conducted by NMDC resulted in proving additional mineable reserves from

its existing mines. At Bailadila range, NMDC was able to prove and establish an additional mineable

reserve of 125 million tonnes. At Bailadila deposit-5, the additional mineable reserve was proved to be

about 156 million tonnes. Exploration is in progress to prove additional resources.

Expansion/Diversification

As part of the Greenfield expansion/diversification programme, NMDC is setting up an integrated

steel plant of 3 MTPA capacities at Nagarnar, Chattisgarh. The project is estimated to cost about Rs

15,525 crore.

Sponge Iron India Limited, Paloncha has merged with NMDC and is being considered for its

expansion.

NMDC has planned to expand its business through horizontal integration as well in the fields of Coal,

Rock Phosphate, Lime Stone, Gold and Diamond.

NMDC has already diversified its activities in the field of renewable energy by setting up Wind mills in

Karnataka and is exploring the possibilities in solar energy.

NMDC Global – International Investment Division of NMDC

NMDC Global has successfully acquired a majority state in legacy iron ore limited – an ASX limited

company – NMDC has acquired three coal tenements through legacy in Australia. In addition, it is

actively pursuing acquisition of iron ore and manganese in Brazil, Peru and Uruguay, Coal in Russia

and US and fertilizer minerals in Australia and Africa. In addition it is also pursuing the development

of path breaking technology in coal and iron ore sector.


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Human Resources

NMDC is known for its excellence of human assets. The company exhibits the best possible work

culture, and its manpower productivity shows continuous growth. The per capita productivity in

NMDC is now about 30 metric tonnes of output per man shift. NMDC endeavours to give individual

attention for the improvement of skills and management of aspirations of its employees, on the one

hand; and, on the other, for the integration of individual motivation with the goals of the organisation,

so that the achievements of the employees and the organisation are at the highest possible level.

The company maintains modern townships with all necessary facilities for its around 6000 employees

in Bailadila in Chattisgarh, Donimalai in Karnataka, Panna in Madhya Pradesh and other units.

Global Exploration Centre

NMDC has got a drilling division at Raipir for taking up exploratory drilling works at potential

mineral deposits. This has been strengthened to take up strategic exploration in mineral rich states at no

cost to the state governments.

R&D Centre

From a nucleus R&D cell set up in 1970, it has grown into a highly sophisticated R&d Centre. One of

the best-equipped laboratories of its kind, the centre at Hyderabad can take up any assignment in the

field of ore beneficiation, mineral processing, agglomeration, bulk solids flow ability and mineral waste

utilisation. With its excellent research facilities, the centre carries out technology development missions

in fields like mineral processing, flow sheet development, mineralogical studies and product

development. It has been recognised as a “centre of excellence” by UNIDO.

A pilot plant facility for production of carbon free sponge iron powder has been created based on

research work done on value addition of blue dust R&D centre. The process route consists of reduction

of blue dust by hydrogen produced through electrolysis of water. The powder has major application for

making powder metallurgy component, soft magnetic components, friction materials and food

fortification.


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Corporate Social Responsibility

NMDC has taken up CSR activities even much before the concept was formally introduced. It has now

strengthened its CSR activities. The beneficiaries are mostly the tribal’s/backward sections in the

proximity of the mines, which are in remote locations. The areas focussed are education, health,

medicare, drinking water, infrastructure development and self employment. These services are

provided in consultation with the local people and the local administration.


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Environment Management

NMDC pays utmost attention to the environment management. It has its own environment

management programme.

Restoration and conservation of forest are its prime objective, and its self commitment is that mined

out areas will have a better forest than it was when NMDC entered the area. The afforested aread in the

mines stand testimony to this commitment.

NMDC, a socially responsible company, believes in engaging its stake holders through a continuous

and consultative process towards the fulfillment of its corporate mission and vision which focus on

sustainable growth and improvement in the quality of life of its employees and the related

communities. Corporate Social Responsibility (CSR) of NMDC is deeply ingrained in its CSR

philosophy right from its inception in 1958. The CSR Policy has a holistic triple bottom line approach

benefitting the company and the society at large, with particular emphasis on the immediate

surroundings of its Projects. It envisages the socio-economic advancement of the community and also

adheres to environment-friendly operations as well as socially relevant interventions.

In fact, NMDC’s way of approach for fulfilling the dreams of the local people and society through its

CSR activities has not only touched the lives of thousands of people living in an around our Projects

but also impressed the decision makers in the field of CSR.


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CHAPTER – III

REVIEW OF LITERATURE


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TRAINING AND DEVELOPMENT

Training and development is a subsystem of an organization. It ensures that randomness is reduced

and learning or behavioural change takes place in structured format.

TRADITIONAL AND MODERN APPROACH OF TRAINING AND DEVLOPMENT

Traditional approach – Most of the organizations before never used to believe in training. They were

holding the traditional view that managers are born and not made. There were also some views that

training is a very costly affair and not worth. Organizations used to believe more in executive pinching.

But now the scenario seems to be changing.

The modern approach of training and development is that Indian Organizations have realized the

importance of corporate training. Training is now considered as more of retention tool than a cost. The

training system in Indian Industry has been changed to create a smarter workforce and yield the best

results.

TRAINING DEFINED

It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts,

rules, or changing of attitudes and behaviours to enhance the performance of employees. Training is

activity leading to skilled behaviour.

It’s not what you want in life, but it is knowing how to reach it

It’s not where you want to go, but it’s knowing how to get there.

It’s not how high you want to rise, but it’s knowing how to take off.

It may not be quite the outcome you were aiming for, but it will be an outcome.

It’s not what you dream of doing, but it’s having the knowledge to do it.

It's not a set of goals, but it’s more like a vision.

It’s not the goal you set, but it’s what you need to achieve it.

Training is about knowing where you stand (no matter how good or bad the current situation

looks) at present, and where you will be after some point of time.

Training is about the acquisition of knowledge, skills, and abilities (KSA) through professional

development.


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IMPORTANCE OF TRAINING AND 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 and behavioural 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.


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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 force.

Image

Training and Development helps in creating a better corporate image.

Profitability

Training and Development leads to improved profitability and more positive attitudes towards profit

orientation.

Training and Development aids in organizational development i.e. Organization gets more effective

decision making and problem solving. It helps in understanding and carrying out organizational

policies.

Training and Development helps in developing leadership skills, motivation, loyalty, better attitudes,

and other aspects that successful workers and managers usually display.

TRAINING AND DEVELOPMENT OBJECTIVES

The principal objective of training and development division is to make sure the availability of a

skilled and willing workforce to an organization. In addition to that, there are four other objectives:

Individual, Organizational, Functional, and Societal.


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Individual Objectives – help employees in achieving their personal goals, which in turn, enhances the

individual contribution to an organization.

Organizational Objectives – assist the organization with its primary objective by bringing individual

effectiveness.

Functional Objectives – maintain the department’s contribution at a level suitable to the

organization’s needs.

Societal Objectives – ensure that an organization is ethically and socially responsible to the needs and

challenges of the society.

IMPORTANCE OF TRAINING OBJECTIVES

Training objective is one of the most important parts of training program. While some people think of

training objective as a waste of valuable time. The counter argument here is that resources are always

limited and the training objectives actually lead the design of training. It provides the clear guidelines

and develops the training program in less time because objectives focus specifically on needs. It helps

in adhering to a plan. Training objectives tell the trainee that what is expected out of him at the end of

the training program.

Training objectives are of great significance from a number of stakeholder perspectives.

1. Trainer

2. Trainee

3. Designer

4. Evaluator

Trainer

The training objective is also beneficial to trainer because it helps the trainer to measure the progress

of trainees and make the required adjustments. Also, trainer comes in a position to establish a

relationship between objectives and particular segments of training.


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Trainee

The training objective is beneficial to the trainee because it helps in reducing the anxiety of the trainee

up to some extent. Not knowing anything or going to a place which is unknown creates anxiety that can

negatively affect learning. Therefore, it is important to keep the participants aware of the happenings,

rather than keeping it surprise.

Secondly, it helps in increase in concentration, which is the crucial factor to make the training

successful. The objectives create an image of the training program in trainee’s mind that actually helps

in gaining attention.

Thirdly, if the goal is set to be challenging and motivating, then the likelihood of achieving those

goals is much higher than the situation in which no goal is Set.

Therefore, training objectives helps in increasing the probability that the participants will be

successful in training.

Designer

The training objective is beneficial to the training designer because if the designer is aware what is to

be achieved in the end then he’ll buy the training package according to that only. The training designer

would then look for the training methods, training equipments, and training content accordingly to

achieve those objectives. Furthermore, planning always helps in dealing effectively in an unexpected

situation.

Consider an example; the objective of one training program is to deal effectively with customers to

increase the sales. Since the objective is known, the designer will design a training program that will

include ways to improve the interpersonal skills, such as verbal and non verbal language, dealing in

unexpected situation i.e. when there is a defect in a product or when a customer is angry. Therefore,

without any guidance, the training may not be designed appropriately.

Evaluator

It becomes easy for the training evaluator to measure the progress of the trainees because the

objectives define the expected performance of trainees. Training objective is an important to tool to

judge the performance of participants.


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TRAINING AND HUMAN RESOURCE MANAGEMENT

The HR functioning is changing with time and with this change, the relationship between the training

function and other management activity is also changing. The training and development activities are

now equally important with that of other HR functions. Gone are the days, when training was

considered to be futile, waste of time, resources, and money. Now-a-days, training is an investment

because the departments such as, marketing & sales, HR, production, finance, etc depends on training

for its survival. If training is not considered as a priority or not seen as a vital part in the organization,

then it is difficult to accept that such a company has effectively carried out HRM.

Training actually provides the opportunity to raise the profile development activities in the

organization. To increase the commitment level of employees and growth in quality movement

(concepts of HRM), senior management team is now increasing the role of training. Such concepts of

HRM require careful planning as well as greater emphasis on employee development and long term

education.

Training is now the important tool of Human Resource Management to control the attrition rate

because it helps in motivating employees, achieving their professional and personal goals, increasing

the level of job satisfaction, etc. As a result training is given on a variety of skill development and

covers a multitude of courses.


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Role of HRD Professionals in Training

This is the era of cut-throat competition and with this changing scenario of business; the role of HR

professionals in training has been widened. HR role now is:

1. Active involvement in employee education

2. Rewards for improvement in performance

3. Rewards to be associated with self esteem and self worth

4. Providing pre-employment market oriented skill development education and post employment

support for advanced education and training

5. Flexible access i.e. anytime, anywhere training.

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

Training is the process of learning a sequence of programmed behaviour. It is an application of

knowledge. It gives people an awareness of the rules and procedures to guide their behaviour. It intends

to improve their performance on the current job and prepares them for an intended job.


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TRAINING PROCESS

DEVELOPMENT

Development is a related process. It covers not only those activities, which improve job performance,

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.


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DEVELOPMENT PROCESS

TRAINING NEED ANALYSIS

A training needs analysis is the method of determining if a training need exists and if it does, what

training is required to fill the gap.

Why should you conduct a TNA?

Avoid training for ‘training sake’.

Supports cost effective training.

Targets areas of greatest need.

Gives information on the organisation’s climate.

Gives commitment from managers and trainers

Separates the ‘symptoms’ from the causes.

How can a need to be identified?


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Complaints from staff, customers/clients

Poor quality work

Frequent errors

Large staff turnover

Deadlines not being met

Conflict amongst staff

New equipment systems

TRAINING NEED ANALYSIS


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METHODS OF TRAINING OPERATING PERSONNEL/FACTORY WORKERS – HRM

There are different methods of training for operating personnel (factory workers). Training these

workers becomes important because they handle equipment worth crores of rupees. The different

methods can be explained with the help of following diagram:

1. On the job training method

In this method workers who have to be trained are taken to the factory, divided into groups and one

superior is allotted to every group. This superior or supervisor first demonstrates how the equipment

must be handled, and then the worker is asked to repeat whatever he has observed in the presence of the

supervisor. This method makes it easy for the employee to learn the details about specific equipment.

Once the worker studies the first equipment thoroughly the supervisor moves on to the next equipment

and so on.

2. Apprenticeship training

In this method both theory and practical session are conducted. The employee is paid a stipend until he

completes training. The theory sessions give theoretical information about the plant layout, the

different machines, their parts and safety measures etc. The practical sessions give practical training in

handling the equipment. The apprentice may or may not be continued on the job after training.

3. Vestibule training

In this method of training an atmosphere which is very similar to the real job atmosphere is created.

The surroundings, equipment, noise level will be similar to the real situation. When an employee is

trained under such conditions he gets an idea about what the real job situation will be like. Similarly

when he actually starts doing the job he will not feel out of place. This method is used to train pilots


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and astronauts. In some places graphics are also used to create the artificial surroundings. This method

involves heavy investment.

4. Job rotation

In this method the person is transferred from one equipment to the other for a fixed amount of time

until he is comfortable with all the equipments. At the end of the training the employee becomes

comfortable with all the equipment. He is then assigned a specific task.

5. Classroom method

In this method the training is given in the classroom. Video, clippings, slides, charts, diagrams and

artificial modules etc are used to give training.

METHODS OF TRAINING FOR MANAGERS, METHODS OF MANAGERIAL

DEVELOPMENT/EXECUTIVE DEVELOPMENT

Various methods are used to train personnel for managerial level jobs in the company. These methods

can be explained with the help of following diagram


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ON THE JOB TRAINING METHODS IN HRM

On the job method refers to training given to personnel inside the company. There are different

methods of on the job training:

1. Job rotation

This method enables the company to train managerial personnel in departmental work. They are taught

everything about the department. This helps when the person takes over as a manager and is required to

check whether his juniors are doing the job properly or not. Every minute detail is studied.

2. Planned progression

In this method juniors are assigned a certain job of their senior in addition to their own job. The method

allows the employee to slowly learn the job of his senior so that when he is promoted to his senior job

it becomes very easy for him to adjust to the new situation. It also provides a chance to learn higher

level jobs.

3. Coaching and counselling

Coaching refers to actually teaching a job to a junior. The senior person who is the coach actually

teaches his junior regarding how the work must be handled and how decisions must be taken, the

different techniques that can be used on the job, how to handle pressure.

There is active participation from the senior. Counseling refers to advising the junior employee as and

when he faces problems. The counselor superior plays an advisory role and does not actively teach

employees.

3. Under study

In this method of training a junior is deputed to work under a senior. He takes orders from the senior,

observes the senior, attends meetings with him, learns about decision making and handling of day to

day problems. The method is used when the senior is on the verge of retirement and the job will be

taken over by the junior.


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4. Junior board

In this method a group of junior level managers are identified and they work together in a group called

junior board. They function just like the board of directors.

OFF THE JOB TRAINING METHODS

Off the job training refers to method of training given outside the company. The different methods

adopted in off the job training are the following:

1. Classroom method

The classroom method is used when a group of managers have to be trained in theoretical aspects. The

training involves using lectures, audio visuals, case study, role play method, group discussions etc. The

method is interactive and provides very good results.

2. Simulation

Simulation involves creating atmosphere which is very similar to the original work environment. The

method helps to train manager handling stress, taking immediate decisions, handling pressure on the

jobs etc. An actual feel of the real job environment is given here.

3. Business games

This method involves providing a market situation to the trainee manager and asking him to provide

solutions. If there are many people to be trained they can be divided into groups and each group

becomes a separate team and play against each other.

4. Committee

A committee refers to a group of people who are officially appointed to look into a problem and

provide solution. Trainee managers are put in the committee to identify how they study a problem and

what they learn from it.


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5. Readings

This method involves encouraging the trainee manager to increase his reading related to his subject and

then ask him to make a presentation on what he has learned. Information can be collected by trainee

manager from books, magazines and internet etc.

EVALUATION OF TRAINING PROGRAM

Effectiveness of training programs are constantly evaluated by the company to find if the money, they

have invested has been spending properly or not. Training programs can be evaluated by asking

following questions.

i. Has change occurred after training?

ii. Is the change due to training?

iii. Is the change positive or negative?

iv. Will the change continue with every training program?

A training program should give following resulting changes:

1. Reaction

Reaction refers to attitude of employee about the training, whether the employee considers training to

be positive or negative one. If reaction is positive then people have accepted the program and changes

will be possible.

2. Learning

Another method of judging effectiveness is to identify levels of learning i.e. how much the people have

learnt during the training. This can be found out by trainers mark sheet, the report submitted by the

employee, and actual performance.

3. Behaviour

The HR department needs to understand behaviour of the employees, to understand the effectiveness of

training. The behavioural change can be seen in how the person interacts with juniors, peer groups and


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seniors. They mark change in behavior and inform the HR department of the success of training

program.

4. Result

Results provided by employee in monetary terms also determines effectiveness of training program i.e.

employee success in handling the project, the group performance before and after training etc.

Advantages of Training Programs

The following are the advantages of training program to the company:

1. Increase in efficiency of worker

Training programs can help workers to increase their efficiency levels, improve quality and thereby

increase sales for the company.

2. Reduced supervision

When workers have been formally trained they need not be supervised constantly. This reduces the

work load on the supervisor and allows him to concentrate on other activities in the factory.

3. Reduction in wastage

The amount of material wasted by a trained worker is negligible as compared to the amount of material

wasted by an untrained worker. Due to this the company is able to reduce its cost its cost of production.

4. Less turnover of labour

One of the advantages of the training program is that it increases the confidence of employees and

provides them with better career opportunities. Due to this employee generally do not leave the

company. There by reducing labour turnover.

5. Training helps new employees


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A person, who is totally new to the company, has no idea about its working. Training helps him to

understand what is required from him and helps him to adjust to the new environment.

6. Union management relations

When employees are trained and get better career opportunities. The union starts having a possible

attitude about the management. They feel that the management is genuinely interested in workers

development. This improves union management relations.

ADVANTAGES OF TRAINING AND DEVELOPMENT

Following are the advantages of training program to the employee:

1. Better career opportunities

Training programs provide the latest information, develops talent and due to this the employee is in a

position to get better jobs in the same company or other companies.

2. High rewards

Effective training programs result in improved performance. When performance appraisal is done

excellent performance from the employee is rewarded by giving him incentives and bonus

3. Increased motivation

Employees who have been trained are generally more confident as compared to others. Since their

efforts will be rewarded in future they are very much interested in improving their performance.

Therefore we can say that their motivation levels are very high.

4. Group efforts

Training programs are not only technical programs but are also conducted in areas like conflict

management, group dynamics (formal and informal groups), behavioral skills, stress management etc.

This enables employees to put in group effort without facing problems that groups normally face. In

other words training teaches people to work in a group.


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5. Promotion

People who attend training programs learn from them and improve themselves are generally considered

for promotion. Thus training increases chances of promot

TRAINING AND DEVELOPMENT IN NMDC, Ltd, SIU

NMDC gives different training programs to its employees of some levels to improve their technical

and non- technical knowledge. Training programs have been conducted by professionals from Central

Board for Workers Education.

The Central Board for Workers Education conducted mant training programs of workmen and

executives at the company.

There are two types of training programs for the employees in NMDC

1. Executive training program

2. Non-executive training program

As per the policy an employee who joins the company is placed for a professional training for a

specific period. The non-executives when they join first they should undergo 6 months training. When

they are qualified for permanent status they have to appear for a test.

To work in SIIL, the following training is given by the management of SIIL to its executives and non-

executives.

1. Safety training program

2. Fire fighting training program

3. First aid training program

1. Safety training program

NMDC has a safety cell which is under safety officer of the company. The job of this cell is to train the

employee about the industrial safety. They conduct safety lecture on the topics which are important

where working with us orders risky equipment and training the employee to face any risk while


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working. They also conduct elocution, debates and slogan writing and safety posters, painting to bring

the awareness among the employees who are directly or indirectly working in different department.

2. Fire fighting training program

The fire fighting equipments are under the control and safety officer. These equipments are fire

extinguishers. This extinguisher is maintained in working conditions by safety staff and they are placed

in every working place.

3. First aid training program

NMDC has a first aid centre located at the entrance of the second gate the company. Where first aid is

given to sick or injured employees by medical staff and company doctor, this helps the organisation to

immediately arrange the needs


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CHAPTER-IV

METHODOLOGY


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RESEARCH METHODOLOGY

The research methods refer to the different methods which are used in research studies. So, before

starting any research a preliminary plan has to be drawn out. The aim of the study and available

resources should be understand at the outset.

The level of systematic research depend upon proper sampling, collection of data, keen observation of

existing condition, classification and interpretation of data.

PROBLEM FORMULATION:

Training is act of increasing the knowledge and skills of an employee for doing a particular job.

Training is employed as techniques of control and also gives information for developing new skills of a

job. The primary concern of any organization is to respond to this pressure, it may find itself rapidly

losing whatever share of the market it has.

The employee training imparts specific skills and knowledge to the employees, so that they contribute

to the organization efficiency and be able to cope with the pressure of a changing environment.

Research methodology is a way to systematically solve the problem. In order to find out the truth

involved in or problems, certain steps must be taken. In a certain order and the ordered steps are called

a method. This research methodology is very essential.

AIM OF THE STUDY:

Aim of the researcher is to find out the level of satisfaction of employee and to know about the

different methods of training in the organization.

Objective of Study:

To study the various Training programmers provided to employees.

To understand the satisfaction levels of the employees towards Training program.

To study the importance of Training in maintaining good human relation.

To understand the importance of Training in acquiring the skills and efficiency of employees.


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To draw suggestion though interpretation of employees feedback for improvement of Training

program.

Sampling Technique:

Random sampling method is used for collecting data. Under simple random sampling every item of

the universe has equal chance of inclusion in the sample. This type of sampling was selected because it

gives each event in the population an equal probability of being a sample.

DATA COLLECTION:

The data and information has been collected through two sources namely primary and secondary

sources.

Primary Data:

The data was collected through questionnaire method the researcher collected responses from 20

employees belonging to various department of NMDC

Secondary Data:

The secondary data collected with the help of research guide at NMDC by asking different details

about the organization. Details were from annual reports, Company profile, Articles and reference

books of NMDC and also from website of NMDC.

INSTRUMENT:

Questionnaire method was used to collect the data from the respondents.


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CHAPTER - V

DATA ANALYSIS


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1. What do you understand by training?

OPTIONS RESPONDENTS % OF RESPONDENTSLearning 8 40.00%Enhancement 0.00%Sharing Information 0.00%All the above 12 60.00%

40%

60%

LearningEnhancementSharing InformationAll the above

INTERPRETATION

From the above pie chart we can say that 40% employees responded that they understand training as learning and 60% of the employees responded that they understand training an learning, enhancement, sharing information

2. Training is must for enhancing productivity and performance?


Completely agree 20 100.00%

Partially agree

Disagree

Unsure

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100%

Completely agreePartially agreeDisagreeUnsure

INTERPRETATION

From the above pie chart we can say that 100%of respondents says that they completely agree with training and development is must for enhancing productivity and performance.

3. Do you feel training program is compulsory for the employees?

Yes 13 65.00%

No 2 10.00%

Can't Say 5 25.00%


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65%10%

25%

YesNoCan't Say

INTERPRETATION

From the above pie chart we can say that 65% feel training program is compulsory for the employees,

10% no and 25% can’t say.

4. From the following training methods under which training method you have trained?

On the job 11 55.00%

Off the job 3 15.00%

Both 6 30.00%


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55%

15%

30%

On the jobOff the jobBoth

INTERPRETATION

From the above pie chart we can say that 55% undergone on the job training method, 15% undergone

off the job training method, 30% undergone both the training methods.

5. Did you attend the training program before induction in the organisation?

Yes 9 45.00%

No 11 55.00%

Can’t say 0 0


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35%

65%

YesNocant say

INTERPRETATION

From the above pie chart we can say that 355 attend the training program and 65% not attend the

training program.

6. If you trained under on the job training method then from the following method which method you

had undergone?

Job rotation 12 60.00%

Coaching 0

0

Others 8 40.00%


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60%

40%Job rotationCoachingOthers

INTERPRETATION

From the above pie diagram we can say that 60% attended job rotation training method and 40%

attended other training methods.

7. If you trained under off the job training method from the following method which method

you had undergone?

Lecture method 4 20.00%

Vestibule method 3 15.00%

Others 13 65.00%


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20%

15%

65%

Lecture methodVestibule methodOthers

INTERPRETATION

From the above pie diagram we can say that 20% attended lecture method, 15% attended vestibule

method, 65% attend other training methods

8. From the following training programs which type of training program you had undergone?

Internal 6 30.00%

External 4 20.00%

Both 10 50.00%


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30%

20%

50%InternalExternalBoth

INTERPRETATION

From the above pie diagram we can say that 30% respondents attended internal training, 20% attended

external training and 50% attended both.

9. Your opinion about improvement of knowledge after training program?

Yes 14 70.00%

No 0 0.00%

can't say 0 0


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100%

YesNocan't say

INTERPRETATION

From the above pie diagram we can say that 100% of respondents says that there is a improvement in

knowledge after training.

10. Whether training is relevant to the needs of the organisation?

Yes 18 90.00%

No 0 0.00%

can't say 0 0


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100%

YesNocan't say

INTERPRETATION

From pie above pie diagram we can say that 100% respondents says that yes training is relevant to the

needs of organisation.

11. Are you satisfied with the effectiveness of training program?

Excellent 4 20.00%

Very Good 10 50.00%

Average 6 30.00%

Poor 0.00%


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20%

50%

30%

ExcellentVery GoodAveragePoor

INTERPRETATION:

From the above diagram we can say that the 20% of respondents says that training program is

excellent, 30% of respondents says that training program is average, 50% of respondents says that

training program is very good.

12. Do you think that the feedback can evaluate the effectiveness of training program?

Yes 20 100.00%

No 0 0.00%

cant'say 0 0


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100%

YesNocant'say

INTERPRETATION:

From the above pie diagram we can say that 100% of respondents says that feedback can evaluate the

effectiveness of training program.

13. What should be the ideal time to evaluate training?

Immediate after training 3 15.00%

After 15 days 9 45.00%

After 1 month 5 25.00%

Can't Say 2 10.00%


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16%

47%

26%

11%

Immediate after trainingAfter 15 daysAfter 1 monthCan't Say

INTERPRETATION

From the above diagram we can say that respondents 165 feel that feedback should be immediate after

training, 47% 15 days, 26% after 1 month, 11% can’t say.

14. Is the whole feedback after training worth the time, money, effort?

Yes 14 70.00%

No 0 0.00%

Can't Say 6 30.00%


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70%

30%

YesNoCan't Say

INTERPRETATION

From the above diagram we can say that 70% of respondents says that feedback after training worth the

time, money, effort and 30% can’t say.

15. Do you like to attend the training program?

Yes 20 100.00%

No 0 0.00%

cant'say 0 0


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INTERPRETATION

From the above pie diagram we can say that 100% of respondents say that they are interested in

attending the training program.


100%

YesNocant'say

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RECOMMENDATIONS


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FINDINGS

1. The training program is compulsory for each and every employee.

2. The employees said that training program should be 1 week.

3. The employees have trained under ON THE JOB training method.

4. The employees have trained under job rotation method in ON THE JOB training method.

5. They have not attended the training program before induction in the organisation.

6. The majority of the employees have not undergone for training programs in other places.

7. The employees are receiving feedback of their performance.

SUGGESTIONS

1. Training should be provided in order to improve employee performance.

2. After training program performance of the participant should be checked and rewarded.

3. Conduct relevant training programs to the employees from the bottom to top level.

4. Give feedback to employees about their learning levels

5. NMDC should conduct a test to know the learning levels of the employees

CONCLUSION


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The employees in this organisation should be given the best training and provide a learning

environment to its employees not only workers should be trained but also some of the executives

should get exposure for training.

REFERENCES


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BIBILIOGRAPHY

WEB SOURCES

1. TRAINING FOR DEVELOPMENT, R.K. SAHU , first edition , New Delhi , 2005

2. HUMAN RESOURCES AND PERSONNEL MANAGEMENT, K.ASWATHAPPA, 5th

EDITION, TATA Mc GRAW HILL, 2008

3. P.C. TRIPATHI AND P.N.REDDY, Principles of Management Tata McGraw-Hill publishing

company limited New Delhi. 3rd edition (2007)

INTERNET SOURCES

www.Nmdc.co.in

www.hrguru.com

www.studyvalue.com


http://www.studyvalue.com/

http://www.hrguru.com/

http://www.Nmdc.co.in/

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QUESTIONNAIRE


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Dear Madam/Sir,

I am a MBA student pursuing my course from IIPM. As a part of my curriculum I am doing my project

in your company. Please give your views/opinions to the questions given below about the training and

development program in NMDC. The information provided by you will be kept highly confidential&

will be used by me strictly for an analysis only.

NAME:

AGE:

GENDER:

EDUCATION:

DESIGNATION:

DEPARTMENT:

1. What do you understand by training?

a) Learningb) Enhancementc) Sharing informationd) All the above

2. Training is must for enhancing productivity and performance?

a) Completely agreeb) Partially agreec) Disagreed) Unsure

3. Do you feel training program is compulsory for the employees?


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a) Yesb) Noc) Can’t say

4. From the following training methods under which training method you have trained?

a) On the job

b) Off the job

c) Both

5. Did you attend the training program before induction in the organisation?

a) Yes

b) No

6. If you trained under on the job training method then from the following method which method

you had undergone?

a) Job rotation

b) Coaching

c) Other

7. If you trained under off the job training method from the following method which method

you had undergone?

a) Lecture method

b) Vestibule method


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c) Other

8. From the following training programs which type of training program you had undergone?

a) Internal

b) External

c) Both

9. Your opinion about improvement of knowledge after training program?

a) Yes b) No

10. Whether training is relevant to the needs of the organisation?

a) Yes b) No

11. Are you satisfied with the effectiveness of training program?

a) Excellent

b) Very Good

c) Average

d) Poor

12. Do you think that the feedback can evaluate the effectiveness of training program?

a) Yes


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b) No

13. What should be the ideal time to evaluate training?

a) Immediate after training

b) After 15 days

c) After 1 month

d) Can’t say

14. Is the whole feedback after training worth the time, money, effort?

a) Yes

b) No

c) Can’t say

15. Do you like to attend the training program?

a) Yes

b) No


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RESPONSE SHEET NUMBER- 1

1) Name: N.Susmitha

2) Thesis ID: HYD/HR/PGP/SS1303

3) The Topic of the study: overview of the company and recruiting it employees

4) Date when the Guide was consulted: May 15th

The outcome of the discussion:

My external guide explained me about the company and the process and product of the company.

I understood about different departments and divisions. The company recruits employees through exam

and interviews and also recruits contract labor for small works.

As per the policy an employee who joins in the company is placed for a professional training for a

specific period. The non-executives when they join first they should undergo 6 months training.

There are two types of training program

Executive training program

Non-executive training program

The Progress of the Thesis:

Initial stage, I understood about company and how it recruits employees and gives training.


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1) Name: N.Susmitha


3) The Topic of the study: different types of training

4) Date when the Guide was consulted: May 23rd


I learned about the minimum training given to all the employees in the organization from top level to

bottom level

Safety training

Fire fighting training

First aid training

Safety Training: NMDC has a safety cell which is under Safety Officer of the company. The job o

this ell is to train the employee about industrial safety. They conduct safety lecture on the topics which

are important for safety while working with risky equipments and trains the employee to face any risk

while working.

Fire Fighting Training: The fire fighting equipments are under control of Safety Officer, these

equipments are extinguishers. This extinguisher is maintained in working conditions by the safety staff


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and they are placed in every working place. Where people are working if any fire takes place any

worker can operate these equipments. This training is given for the security and all the employees

working in the factory.

First Aid Training: NMDC has a first aid center located at the entrance of the second gate of the

company. Where first aid is given to sick (or) injured employees by medical staff and company doctor.

This helps the organization to immediately arrange the needs. If any accident takes place, the

employees are able to give first aid then they are shifted to hospital.

The Progress of the Thesis: I learned about the minimum training given to the employees in the

organization.


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1) Name: N.Susmitha


3) The Topic of the study: Development program

4) Date when the Guide was consulted: May 31st


The management considers different aspects for the employees. The aspects and marks are considered

as follows

Service: This will be for 20 marks. The minimum required service is 10 years. If they get 10 years of

service they will be awarded with 10 marks and 1 additional mark will be given for each and completed

year of service and the maximum marks given will be 20 marks. For example if they get 22 years of

service also they will get 20marks only

Qualification: This is also for 20 marks, in this minimum qualifications required are 10 and if they got

10 qualifications they are awarded with 10 marks, if they got 20 qualifications they are awarded with

20 marks.

Attendance: The minimum attendance is 265 days per year. If they got this much attendance they will

be awarded with 10 marks. If their attendance is in between 260 to 264 days they will be given 5

marks. The organization encourages the employees in this regard by giving gift cheques for the

employees whose attendance throughout the organization.


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Record of Service: This will be as per the confidential reports. The organization rates the employees

as outstanding, very good, fair/satisfactory (or) poor depending upon the confidential reports and these

reports will be drawn by considering several aspects this will be 10 marks. If they employees are rated

outstanding they will be given 10 marks, 8 marks will be given for the employees who are rated very

good, 4 marks will be given for the employees who are rated as fair/satisfactory and finally if they are

rated as poor they will not be given any marks.

Test: The management conducts the test for employee to measure the theoretical knowledge of the

employee. This will be objective and this will be given for 20 marks.

Viva-Voice : The management conduct viva voice for the employees to measure the theoretical

knowledge about different aspects of their work in depth. This will be given for 20 marks.

The management uses this report for giving promotions.

The Progress of the Thesis: Understood development program


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1) Name: N.Susmitha


3) The Topic of the study: training

4) Date when the Guide was consulted: June 6th


Apprenticeship Training:

As per the apprenticeship training act 1961, it is the statutory obligation on the past of every employer

to engage apprentices.

Trade apprentices (ITI holders)

Sandwich trainees ( metallurgical diploma holders)

Trade apprentices: The period of apprenticeship training will be one year on a monthly stipend of

for 2 years traders and for one year trade.

Filters/Electricians/Inst.Mechanics-2 years trade

Welders – 1 year trades

The above stipend will be changed from time to time by the regional directorate of apprenticeship

training (RDAT). The number of candidates to be taken for the apprentices, if training will be as per the

surveys conducted by the RDAT.


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The apprentices shall not be treated as regular employees of the company and there is no commitment

what shows on the part of management to absorb them in regular appointment.

Sandwich trainees: The period of sandwich training will be 6 months at the rate of stipend per

month. The board of apprenticeship training (BOAT) sponsors the regular number of candidates from

sandwich training. For this training Government of India have to pay 50% stipend and the remaining

50% company have to bear.

The Progress of the Thesis: Understood different types of training programs.


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