Training and Development in NALCO(Final Report)

A PROJECT REPORT ON

AT

SUBMITTED BY

In partial fulfillment for award of the degree of BACHELOR BACHELOR IN BUSINESS MANAGEMENT (BBA) DAV SCHOOL OF BUSINESS MANAGEMENT,BHUBANESWAR,ORI MANAGEMENT,BHUBANESWAR,ORISSA. SSA.

Under the Guidance of: ORGANIZATION GUIDE Mr. Amiya Patnaik Assistant General Manager, HRD NALCO, BBSR.

1

DECLARATION TRAINING PROGRAM DONE BY I hereby declare that this project work entitled “ A STUDY ON TRAINING NALCO AT VARIOUS VARIOUS LEVELS “ is is my work, carried out under the guidance of my faculty guide Miss Anjali Panda and my company guide Mr. Amiya Patnaik. This report is neither full nor any

part has has ever been been submitted submitted for award of any other other degree of of either either this universit university y or any other other university.

SUBHASHREE SUSMITA.

2

DECLARATION TRAINING PROGRAM DONE BY I hereby declare that this project work entitled “ A STUDY ON TRAINING NALCO AT VARIOUS VARIOUS LEVELS “ is is my work, carried out under the guidance of my faculty guide Miss Anjali Panda and my company guide Mr. Amiya Patnaik. This report is neither full nor any

part has has ever been been submitted submitted for award of any other other degree of of either either this universit university y or any other other university.

SUBHASHREE SUSMITA.

2

TABLE OF CONTENTS

CHAPTER

DESCRIPTION

PAGE NO.

1.

ACKNOWLEDGEMENT

4

2.

EXECUTIVE SUMMARY

5

3.

INTRODUCTION

6-13

4.

COMPANY PROFILE

14-31

5.

RESEARCH

32-34

METHODOLOGY

6.

DATA ANALYSIS &

35-60

INTERPRETATION

7.

FINDINGS &

62-63

CONCLUSIONS

8.

ANNEXURES

64

9.

BIBLIOGRAPHY

65

9.

QUESTIONAIRE

66-72

ACKNOWLEDGEMENT 3

It gives me immense pleasure to express my deep sense of gratitude to Miss Anjali Panda, faculty, DAV School Of Business Management, Bhubaneswar for her

valuable guidance and consistent supervision through out the course. I am also thankful to Mr. Amiya Patnaik , my Company Guide of NALCO for his valuable guidance for preparing the Final Report and also for providing the necessary facilities. Finally I am indebted to our other faculty members, my friends and my parents who gave their full-fledged co-operation for successful completion of my project. It was an indeed learning experience for me.

NAME OF THE STUDENT :

Subhashree susmita

Executive Summary 4

The research project entitled ‘Training and Development done by the Organization at Various Levels’ is an attempt to understand the opinion and attitudes of the various categories of employees Of the NALCO towards the maintenance of effectiveness of Training services provided by the Company. It also aims to know and study obstacles in the proper utilization and increase the Effectiveness of Training programs and tries to suggest remedial measures wherever Possible. The data was collected through well structured questionnaires. About 50 employees were considered for the sample size. This survey was carried out in both executive and non executive of concerned department. In the course of study, it was found that the training programmes analyzed were provided to all the employees of NALCO and was not specific to particular category of employees. The in depth study of the welfare measures adopted by the company revealed that majority of the employees were fairly satisfied with the training and development programmes. Finally, creating awareness of organization structure and its products to the employee is very important to have individual as well as organizational growth. So it can be possible only when the employees go through the training program.

INTRODUCTION An organization either Business or Industrial Enterprises, needs many factors for its growth, further development and for its very survival. The most important factors are Capital, Materials, Machineries and Human Resources as the success or failure of any organization depends on the effective combination of these factors. Managing all other factors are comparatively easier than managing

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Human Resources. The Human Resources are most important and need to be handled carefully. Since all the others factors are handled by the human resources, they have to be trained in an effective manner to utilize the resources at optimal level to get the desired output and thereby to reach the organization goals. The effective combination of all these factors results to way for success.

Training is defined as learning that is provided in order to improve performance on the ,present job. A person's performance is improved by showing her how to master a new or established technology. The technology may be a piece of heavy machinery, a computer, a procedure for creating a product, or a method of providing a service. Oliver Sheldon says ‘No industry can rendered efficient so long as the fact remains unrecognized that the in principally human – not a mass of machines and technical process but a body of men. If manpower is properly utilized it causes the industry to run at its maximum optimization getting results and also work for as an climax for industrial and group satisfaction in the relation to the work formed. Competitive advantage is therefore depend on the knowledge and skill possessed by employee more than the finance or market structure by organization.

The employee training not only serves the purpose to develop their employers but also safeguard organizational objectives of survival and success through competitive advantages. The training function now popularly called as Human Resource Development, coordinates the provision of training and development experiences in organization.

In recent years, the scope of Training and Development has broadened from simply providing training programs to facilitating learning throughout the organization in a wide variety of ways. There is increasing recognition that employees can and should learn continuously, and that they can learn from experience and from each other as well as from formally structured training programs. Nevertheless, formal training is still essential for most organizations or teach them how to perform in their initial assignment, to improve the current performance of employees who may not be working as effectively as desired, to prepare employees for future promotions and increased responsibilities. The Computer Application Training and New Employee Training are most popular training topics. Various Management and supervisory skills such as leadership, performance appraisal, interviewing, and problem solving were also commonly taught. Many organization provide ‘Train-the trainer’ courses for superiors or peers who will in turn provide on-the-job training to others. Besides being one of the most important HRM functions, Training and Development is also one of the most expensive.

Meaning and Definition: Definition of training :

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Staimez : Defines ‘Training is a short term process utilizing a systematic and organized procedure by which non-managerial personnel to learn technical knowledge and skill”

S. P. Robbins: Defines “Training is a learning process which seeks a relatively permanent change in behavior that occurs as a result of experience. Meaning: Training refers to a planned effort by a company to facilitate employees’ learning of job-related competencies. Training design is effective only if it helps employees reach instruction or training goals and objectives. It is attempt to improve current or future employee performance by increasing an employee’s ability to perform through learning, usually by changing the employee’s attitude or increasing his or her skills and knowledge. Training is essential for job success. It can lead to : • • • •

higher production fewer mistakes greater job satisfaction lower turnover.

When an employee is selected, placed and introduced, he or she needs to be provided with training facilities. The training is the act of increasing the knowledge and skill of an employee for doing the particular job. Training is a short term educational process and utilizing systematic and organized procedure by which an employee learns the technical knowledge. Training is part of Human Resource Development. It is concerned with concerned with training, development, and education. Training has been defined as an organized learning experience, conducted in a definite time period, to increase the possibility of improving job performance and growth. Organized means that is conducted in a systematic way. Although learning can be incidental, training is concerned with the worker learning clear and concise standards of performance or objectives. Training is the acquisition of technology which permits employees to perform their present job to standards. It improves human performance on the job the employee is presently doing or is being hired to do. Also, it is given when new technology in introduced into the workplace.

Definition of development:

7

Mamoria: defines “Development covers not only the activities which improve job Performance, but also those which b ring about growth of personality, helps individual in the Process towards maturity and actualization of this potential capacities so that they become not only good employees but also both good men and women. Meaning: Development is training people to acquire new horizons, technologies, or viewpoints. It enables leaders to guide their organizations onto new expectations by being proactive rather than reactive. It enables workers to create better products, faster services, and more competitive organizations. It is learning for growth of the individual, but not related to a specific present or future job. Unlike training, which can be completely evaluated, development cannot always be fully evaluated. This does not mean that we should abandon development programs, as helping people to grow and develop is what keeps an organization in the cutting edge of competitive environments. Development can be considered the forefront of what many now call the Learning Organization.

Development involves changes in an organism that are systematic, organized, and successive…and are thought to serve an adaptive function. Training could be compared this metaphor - if I miss one meal in a day, then I will not be able to work as effectively due to a lack of nutrition. While development would be compared to this metaphor - if I do not eat, then I will starve to death. The survival of the organization requires development throughout the ranks in order to survive, while training makes the organization more effective and efficient in its day-to-day operations.

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STATEMENT OF THE PROBLEM

Training plays an important role in human resource development. It is necessary, useful and productive for all categories of workers and supervisory staff. It is very important in the present age as development in science and technology are introducing radical changes in the industrial field. Training is important as it gives various benefits to employers and workers. The basic purpose of training is to develop skills and efficiency. Every organization has to introduce systematic training programme for its employees. This is because trained personnel are likely valuable assets of an organization. Expenditure on training is profitable investment. Training is valuable as it constitutes vital part of managerial control.

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NEED AND IMPORTANCE OF THE STUDY

Need: Training must be tailored to fit the organization’s strategy and structure. It is seen as pivotal in implementing organization-wide culture-change efforts, such as developing a commitment to customer service, adopting total quality management, or making a transition to self-directed work teams. Pace-setting Human Resource Development departments have moved from simply providing training on demand to solving organizational problems. Trainers see themselves as internal consultants or performance improvement specialists rather than just instructional designers or classroom presenters. Training is only one of the remedies that may be applied by the new breed of Human Resource Development practitioners.

Training is required to serve the following purposes:•

For growing the individual and organization at a rapid pace.

•

Helps in job rotation.

To bridge the gap between what employees has in terms of knowledge & skills and what his/her job demands. •

•

Helps for newly recruited employees to perform their task effectively.

•

To face the challenges of global competition

THE NEED FOR TRAINING AND DEVELOPMENT IS DETERMINED BT THE EMPLOYEES’S PERFORMANCE DEFICIENCY, COMPUTED AS FOLLOWS:-

Training and Development need = Standard Performance – Actual Performance

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Importance: •

Training makes employees more efficient and effective.

•

Training enables employees to secure promotions easily.

•

Employee can avoid mistakes and accidents on the job.

•

Training can contribute to higher production fewer mistakes, greater job satisfaction.

Whom to Train?

Top/ strategic level.

Management

Supervisory Level

Operational Level

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Objectives of the research OBJECTIVES AND GOALS OF TRAINING: Training and Development can help an organization in a number of ways. Ultimately, it is employee knowledge and skill that produce the organization’s product or service. Training facilitates the implementation of strategy by providing employees with the capability to perform their jobs in the manner dictated by the strategy. Training also assists in solving immediate business problems, such as when a team of Manager in an action learning programmes studies a real problem and recommends a solution. Finally to keep ahead in a highly competitive the turbulent environment, it has been suggested that the training function must foster a continuous learning culture and stimulate managers to reinvent their corporation. Training enables employees to develop within the organization and increase the market value, earning power and job security. It moulds the employee’s attitude and also helps them to achieve better cooperation with the company and greater loyalty to it. The management is benefited in the sense that higher standard of quality are achieved, a satisfactory organization structure is built up, authority can be delegated and stimulus for progress applied to employees.

• • • •

• • • •

• • •

To increase productivity of employees or workers To improve quality of work and product To enhance and update knowledge and skill level of employee in the organization To promote better opportunity for the growth and promotion chances of employees and thereby the employability To secure better health and safety standard To improve quality of life of employees To sustain competitive advantage To impart new entrants of knowledge and skill To build up a sound line of competent efficiency and prepare them as a part of their career progress to occupy more responsible positions To impart customer education, help grading skills and knowledge and employees estimate career planning of the company

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ORGANIZATION STUDY •

PROFILE

•

VISION,

•

PRODUCT

•

SWOT ANALYSIS

•

ORGANIZATION

•

TRAINING & D EVELOPMENT

OF THE ORGANIZATION

MISSION

&OBJECTIVES

OF THE

ORGANIZATION

PROFILE

STRUCTURE

AT

NALCO

ABOUT THE ORGANISATION

13

After the discovery of large reserve bauxite ore in the East Cost in 1975, the Government of India during the year 1979 prepared the feasibility report and considered to establish an integrated Bauxite Aluminium complex in the state of Orissa. In January 1980, the visit of president of France to India saw the sight of a memorandum of understanding for initiating discussion on technological collaboration and financing for the project. In November 1980 the Govt. of India sanctioned the establishment of Orissa Aluminium Complex. Finally the project was christened and registered as the National Aluminium Company Ltd. On 7th January 1981 in collaboration with Aluminium pechiney of France to impotent one of the largest multi location integrated Aluminium project of the world with its own Captive Power Plant and Port facilities. The prime minister of India late Smt. Indira Gandhi laid the foundation stone of Nalco at Damonjodi of Koraput on 29th March 1981, which shows new path to the history of India’s Aluminium industry as well as to Nalco. NALCO’S original project cost of Rs2408 corers was partly financed by 980 US Million dollars, extended by a constitution of international Banks. The company had paid back overseas loans by 1988 .There after the company is going steady with major expansion plan with an internal fund involving an investment of over Rs3700 corers. Different segments of NALCO states its production in a phased manner commencing from November 1985 .With in a short span of time Nalco has emerged as a leader in the field of Aluminium production in India and has also made significant impact abroad ,with its consistent track record on quality assurance excellent thrust on customer services , export performance and posting of profits ,not only the company has earned a substantial foreign exchange but also earned many laurels in the form of rewards and awards ,the details of which are depicted as the largest integrated BauxiteAlumina-Aluminum complex in Asia .Nalco are dedicated to the nation by the then Prime minister of

14

India Late Sir Rajib Gandhi in June ,1989 .Now Nalco is dealing with its product in more than 30 countries worldwide including the UK ,the USA ,France ,Norway ,Italy ,Switzerland ,Brazil ,Belgium ,Russia ,Australia ,China ,and Japan . 1. First mines safety Award

1988

2. First Capaxil Export Award

1988

3. London metal exchange reorganization

May, 1989

4. Star trading house status

Jan, 1992

5. Indira Gandhi Raja Bhasa award

1993 &1995

ISO 9002 certification 6. Alumina Refinar

Nov, 1994

7. Smelter Plant

Feb, 1995

8. Boxite Mine

Jan, 1996

9. Capture Power Plant

Dec, 1995

10.Indira Priyadarsini ------------

NALCO TODAY

15

NALCO Alluminium refinery

Captive power plant Anugul.

Rolled product unit

Today Nalco is considered to be during point in the 50 years old history of Indian Aluminium Industry. In a major leap forward, Nalco has not only addressed it self to the country’s need for self sufficiently in Aluminium but has also given the country, the technology edge in making this strategic metal on the best of the world standards. With its consistent track record in capacity utilization, technology absorption, quality assurance, export performance, serving of loans, internal resource generation & posting of profits. Now Nalco has emerged as the largest integrated Bauxite Alumina Aluminium complex in Asia, evading India to witness a quantum jump in Aluminium & Alumina production. Nalco for the first time created exportable surplus in Alumina & helped India to focus on its massive Bauxite

16

resources in the East Coast estimated at 1600 million tones for setting up export oriented Alumna Plants. Today Nalco is created with best Technology base self-sufficiency international orientation, regional development and environmental care, accent on future growth and above all a committed work force.

GLOBAL LINKAGES Nalco has a strong global presence. The company today boasts of customers in more than thirty countries worldwide . Nalco has its contacts with regard to the technological association with the country named USA ,France ,UK ,Germany ,Hong Kong etc. with regard to Aluminium export the countries are Belgium, UK, Switzerland, Bangladesh, Singapore, Srilanka, Italy, Saudiabia, Pakistan , Thailand , Indonesia, Dubai, Myanmar, Nepal, with regard to Alumina export the countries are USA, brazil, Norway, France, UK, Egypt, Bahrain, Switzerland, Indonesia, Hong Kong, Australia, Japan, North Korea, Russia, china, Dubai, Finland, Philippines, Iran .

LOCATIONAL ADVANTAGE: The Aluminium refinery is close to the bauxite mines at Damanjodi where as the smelter and CPP at Angul are in proximity to the Talcher coalmines in Orissa. This spilt location gives a tremendous advantage. This ensures minimum movement of bulk materials like coal and bauxite as well as transmission of power thereby cutting costs. Angul today is a fairly big and bustling town on the NH No. 42 which is the main highway connecting BBSR with Raipur , Sambalpur , Sundargarh and Rourkela. Nalco has established its smelter plant CCP and its town ship close to the NH. The place is easily accessible from Cuttack and BBSR by road and rail.

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VOLUME OF WORK:

♦

Earth work:

♦

Concrete:

♦

Structured steel work:

♦

Tankages:

♦

Piping:

♦

Railway tracks:

♦

Rolling stock:

113 lakh cubic meter.

7.5 lakh cubic meter .

11,01,000 tones.

24,000 tones.

400 kms.

90 kms.

326 Alumina wagons 40 caustic soda wagons 37 Bottom discharge coal wagons 9 shunting locomotives

VISION 18

To be a reputed global company in metals and energy sectors .

MISSION To achieve growth in business with global competitive edge providing satisfaction to the customers, employees shareholders and community at large.

OBJECTIVE 1.To maximize capacity utilization 2.To place leadership values in action 3.To have global presence and earn foreign exchange. 4.To have a positive environment in the organization to attain success. 5.To optimize efficiency and productivity. 6.To scale new heights & and achieve the desired position among competitors. 7.To instill financial discipline at all levels. 8.To be a leader in customer satisfaction and cost efficiency. 9.To provide a steady growth in business. 10.

To promote a result oriented organizational ethos and work culture.

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PRODUCT PROFILE Alumina •

Calcined Alumina

•

Alumina Hydrate

•

Specialty Alumina & Hydrates

•

Detergent Grade Zeolite

Aluminum Metal •

Standard Ingots

•

Swo Ingots

•

Wire Rods

•

Billets

•

Cast Strip

•

Flat Rolled Products

•

Alloy Igno

Organization structure: CMD 20

D/R PRODUCT ION

ED

D/R project

D/R Finance

D/R Commercia

D/R CBU

&Technology

ED

Smelter & Power

D/R personal

ED HRD &

Mines & Refineries

Administration

ED

ED

Materials

ED

Marketing

GM

DGM

Chief Manager

Senior Manager

Manager

Dy Manager

Asst Manager

Jr Manager ─ Asst Officer

SWOT ANALYSIS It is a powerful tool for analyzing both complex qualitative and quantitative facets of an investment decision. The results of this analysis have been fed into marketing and organizational strategic plans and have been highly successful in strategy formulation. NALCO Presents enigma enviable strength, weakness, wide opportunities and many threats in the horizon . 21

STRENGTHS •

Planning and organizing

•

Crisis management

•

Leadership & subordinate development

•

Advanced technology

•

Captive recourses

•

Interpersonal skills & management of HR

•

Integrated operations

•

World class products

•

Operation management

•

Integrated operation

•

International linkages in technology & Market

•

Care of ecology & environment

•

Coordination ability

•

Cost conscious

WEAKNESS

•

Limited number of skilled manpower

•

Over dependent on Mahanadi coalfield

22

•

Red tapiesim

•

Work culture

•

Inert to new development in the area of specialization.

•

No diversification of products

•

OPPORTUNITIES

•

Abundance of ore- providing mines

•

Availability of suitable labor

•

Uninterrupted power supply

•

Asia’s largest Aluminum plant (Damanjodi)

•

•

Better transportation (port) facility Supportive Government policies THREATS

•

Competition from upcoming alumina company in Orissa

•

Privatization

•

Environmental threat like super cyclone

•

High age factors (most of the employee are more than 45 years ) so more number of superannuation in coming 5 years which may lead to create vacuum in middle level management

•

Achieved a great reputed heights, so that should be maintained and even more excelled

FUNCTIONAL AREAS

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Industrial and institutional services

The division handles the water and waste treatment needs of industrial and institutional customers. It is organized around eight key industry segments: Food, Beverages, Power, chemical/ pharmaceuticals, institutional manufacturing, primary metals, transportation, and mining. In addition environmental hygiene services serve all NALCO customers with global water and air hygiene programs that protect against health risks like legionnaire disease.

The industrial and institutional services division’s areas of expertise include: •

Programs for clarification of water in industrial and municipal processes

•

Program to control scale, corrosion, fouling and micro-organisms in industrial and utility boiler and cooling systems

•

Advanced recycle technology for water minimization and reuse

•

Specialty maintenance chemical including water treatment , odor control and facility maintenance chemical s, lubricant and functional fluids

•

Process chemical and service for metal working operation, paint finishing operation and related post treatment processes

•

Polishing of wafers and memory disks used by the electronics industry

•

Specialty additives for use in water-based systems such as coating , paint, adhesives, emulsions slurries, plastics, and building products procedures.

PAPER SERVICE DIVISION

Today’s pulp and paper makers face an increasing pressure to produce products with improved performance for less cost. Their customer demand that end product properties such as pulp brightness, tissue softness, or paper strength – to perform increasingly challenging specifications and for less cost than in past

To help the customers NALCO developed a smart solution, a grade focused approach for improving our customers end product quality and performance while reducing manufacturing, production and mill operation cost. NALCO paper service division’s grade specific solution help paper mills balance mechanical, operational and chemical variables to optimize machine performance, improve sheet properties and enhance customer profitability

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ENERGY SERVICES DIVISION

Headquartered in sugar land, the energy service division is the global leader in providing onsite problem solving innovations through our extensive network of technical field specialists in more than 130 countries. By listening, understanding the market place and identifying technology and business model opportunities, we offer an integrated approach to chemical programs unsurpassed in the industry. With a continued emphasis on environmental leadership, NALCO is the principal supplier of specialty chemicals and applications for oil exploration, production, refining and chemical process industries. Over 75 years NALCO has offered value driven solution for both upstream and downstream markets within the hydrocarbon industry.

UPSTREAM

Beginning with drilling and exploration, NALCO supports the oil well service industry by developing and supplying chemicals for drilling activities at the formation level. NALCO work with the leading well service to continually improve their offerings. The area of expertise are supplying chemicals for cementing , completion , drilling, fracturing and acidizing phase of oil and gas exploration. NALCO also addresses critical issues facing today’s oil and gas producers throughout the entire life cycle of the well. The portfolio of successes includes technology that delivers high- shear, deep water and ultra deep water environments, and business structure that reduce lifting cost in emerging marketplaces, and chemistries designed to treat the heaviest crudes and gasses with high sulfur properties.

DOWNSTREAM

NALCO provides the world class products and services to the petroleum refining and fuels industry, enabling its customers to profitably refine, fuel and move hydrocarbons. It work closely with customer to ensure that oil shipment arrive on time and on spec. NALCO has focused on ethylene and butadiene plant optimization through proprietary fouling, corrosion and coking control technology, acid gas removal optimization, cooling tower and boiler treatment, and antifoams. We guide chemical plants through obstacles that arise during operations and helps

25

maximize return on investment through products and services to each customer’s requirements, climate and logistics

SAFTEY HEALTH &ENVIRONMENT

Protecting the environment, health and safety of the employees is amongst the main here plays an important role in identifying and successfully managing SH&E issue, including process for measuring reviewing and improving our performance. Implementation of SH&E management system at numerous field and manufacturing locations, as well as corporate headquarters, has been certified by responsible CARE and ISO standards.

ROLE OF TRAINING AND DEVELOPMENT DEPARTMENT IN NALCO:-

Nalco believes that training is a continuous process throughout the career of every employee with the view to develop its technical, human and conceptual skills as required for its current job his future career growth. while knowledge in these areas can be imparted through well conceived training programmes conducted by in house or external agencies, skills and attitude can be developed and strengthen mostly on the job. Real development of the employees, therefore takes place on the job provided there is a continuous challenge and demand for superior performance.

The Training Set-UP In NALCO : Infrastructure Training Institutions in NALCO INCLUDE1. Human Resources Development Centre, s&p complex Angul. 2. Human Resources development centre, M&R Complex, Damonjodi. 3. HRD Centre of Excellence, Bhubaneswar. 4. Mines Vocational Training Centre, Panchpatmali mines, Damanjodi.

1. Human Resources development Centre Angul:-

26

Headed by a Chief Manager(Training), the centre caters to the training need of the Aluminium Smelter Plant and Captive Power Plant, located at Angul main functions are: •

To provide statutory training to st.operative Trainees(SOT’s)& Jr. Operative Trainees(JOT’s)- the two entry level for non-executive technical employees.

•

Technical training to SOT’S & SOT’s

•

To

conduct

Supervisory

Development

Programmes

&

Workers

Education

Programmes. •

To provide Technical Training to graduate Engineer Trainees(GET’s)

Beside these, the centre provides specialized training in the following fields: •

Technical of aluminium making.

•

Power plant operation, maintenance, power generation,transmission and distribution.

•

Mechanical & Electrical maintenance of Aluminium sjpelter.

•

Electronics & Instrumentation.

•

Computer-related packages

•

TOTAL QUALITY MANAGEMENT

•

Safety, health & Environment

2. Human Resource Development Centre, R Complex Damanjodi :-

Headed by a Chief Manager (Training), the centre caters to the requirements of the employees of the mines & Aluminium at damanjodi.The functions are similar to that of Anugul HRD centre for the following specialized. Training’s – (a)

Technology of Alumina making process.

(b)

Mechanical & Electrical maintenance and automobile engineering.

(c)

Mining & Geology

3. HRD Centre of Excellence, Bhubaneswar:-

27

Headed by General Manager (HRD), the HRD Centre of Excellence caters to the following requirements – (a)

To plan and coordinate implemention of the appropriate training and

development strategies for the employees of the Organizational level. (b)

To plan and coordinate implemention of the appropriate training and

development strategies for the employees on the Organisational level (c) To prepare and update curriculum training materials. (d)

To organize nomition of executives to outstation training programmes,

seminars and conferences on annual training plans. (e)

To coordinate updation of the technical literature relevant to NALCO and

maintain an archieve of all technical literature. Concerning the organization, apart from maintaining a well equipped library. (f)

To conduct action oriented research and surveys on the emplyoyees’morale,

motivation and other organizational issues.

To consolidate training needs of employees based on their performance appraisal reports and make it a basis for organizational training need analysis 4. Mine under the statutory requirement of Mine Vocational Rule, 1996, with a view to develop the personnel working in the Bauxite Mine ,the centre in headed by mining Engineer (equivalent to the rank of a Dy. Manager) having a first class mines Manager certificate of competency. The centre provides training in – a) Mines Safety b) Mines Fire Hazards c) Statutory Mining Requirements.

Function Of The Training Department • • • •

Necessity of Training Principles of Training Training Method Training Aids and Equipment

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Necessity Of Training:-

The need for training of the employees could be clear from the following observations. (1). The increase Productivity : Instructions can help employees to increase their level of performance on their present assignment increased human performance often directly leads to company’s profits. Training is required for new employees because they are not aware to most efficient and effective ways of performing their jobs. (2 ). To Improve Quality: Better – informed workers are less likely to make less operational mistakes. Quality increases the company’s productivity. (3). To Help Company Fulfill Its Future Personal Needs: Organizations have 2 good internal educational programmes, which helps in making less drastic manpower changes and adjustments in the event of sudden personal vacancies can more easily be staffed from internal sources programme for both its non-supervisory and managerial employees. (4). To Improve Organizational Climate: Due to training the quality of any product may improve, finanancial incentives may increase internal promotion become stress and in result basic pay rate but the most important thing is the current state of an organization’s educational Endeavour. (5). Obsolescence Prevention: Training and Development programme faster the initiative and creativity of employees and help to prevent manpower obsolesce, which may be due to the permanent or motivation, or the inability of a person to adapt him to technological changes. (6 ). Personal Growth: Employees on a personal basis gain individuality from their exposure to educational experiences. Training and development programme give participants a wider awareness, an enlarged skill and enhances personal growth. (7). To Improve health and Safety: Proper training can help in preventing industrial accidents. A safer work environment ensures stable mental attitude on the part of the employee.

Training Aids And Equipments:-

A well-maintained store having all types of materials which are required at the time of training are present in the training centre. And they are:

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1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13.

Television ( 29’’ size) One 25mm projector Audio and video cassettes( 200 nos ) Movable blackboards Screen ( 6 nos) VCR Printer Slide projector Conference Hall ( 2 nos) Open forum hall Syndicate room ( seating capacity) Computer room with latest facility Technical library

Organization Chart Of Training Departmen t:

Chief of (H & A) HOD (HRD) Training Training Facilitator – 1 Training Facilitator – 2

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RESEARCH METHODOLOGY

RESEARCH •

Types of research

•

Sampling technique

•

Sample size

•

Sample description

DATA COLLECTION

31





Instrumentation Technique Collection of data

RESEARCH DESIGN

•

Type of Research: Descriptive Research Design

•

Sampling Technique: A random Sampling is taken.

•

Sample Size: To cover all the variability I’ve taken 52 employees.

•

Sample Description: The sample consists of 52 respondents i.e. both executive and nonexecutives of concerned department.

32

Data Collection Data is collected from this research are primary and secondary data. •

Primary & Secondary Data

1. Primary Data: The primary data has been collected fresh and for the first time. In the research the researcher has used questionnaire method to collect primary data.

The

respondents were given questionnaire containing twenty questions and they were asked to fill it up.

2. Secondary Data: The secondary data on the other hand were collected from published and unpublished materials available in NALCO like Training Document Journals Manual

Instrumentation Technique: Based on descriptive research design method for achieving the objectives the study, the researcher was adopting instrument or tool for the questionnaire according to the objectives.

Software Used for the Data Analysis:

33

First of all researcher collect the data using the questionnaire and analysis the data by using the Window Excel. By which researcher can analysis the whole data to get the effectiveness of training and development in the organisation.

PRESENTATION AND ANALYSIS OF DATA

•

PRESENTATION OF DATA

•

CONCLUSION FROM ANALYSIS

34

PRESENTATION OF DATA DATA ANALYSIS:

1. Employees going for training go with a clear understanding of the knowledge and skills they are expected to acquire.

Types of respondents Numbers of respondents Percentage

Strongly agree 24

Agree

Disagree

Total

28

Somewhat agree 0

0

52

46.15

53.85

0

0

100

35

0% 0%

46%

stronglt agree agree

54%

somewhat agree disagree

Inference: In the above pie chart 46.15% respondents strongly agree going with employee for training go with a clear understanding of the knowledge and skills they are expected to acquire and 53.8% agree with it. None of the respondents somewhat agree and disagree with it.

2) Training is being given adequate importance in your organization.


Strongly agree 12

Agree

Disagree

Total

28

Somewhat agree 12

0

52

23.08

53.84

23.08

0

100

36

Inference: In the above pie chart 54% respondents agree with training is being given adequate importance in your organization and 23% strongly agree also23% somewhat agree and none of the respondents disagree with it.

Q3. The norms and values of the company are clearly explained to the new employees during induction.

Types of respondents Numbers Numbers of respondents Percentage

Strongly agree 8

Agree

Disagree

Total

28 28

Somewhat agree 8

8

52

15.39

53.83

15.39

15.39

100

37

Inference: In the above pie chart 54% respondents agree with the norms and values of the company are clearly explained to the new employees during induction,16% strongly agree 15% somewhat agreeand15%disagree with it.

Q4. Employees in your organization are sponsored for training based on need identification.


Strongly agree 4

Agree

Disagree

Total

28

Somewhat agree 20

0

52

7.70

53.84

38.46

0

100

38

Inference: In the above pie chart 54%respondents agree with employees in your organization are sponsored for training based on need identification, 38% somewhat agree,8% strongly agree and none of the respondents disagree with it.

Q5. The recent training you attended was a good learning experience.


Strongly agree 20

Agree

Disagree

Total

28

Somewhat agree 0

4

52

38.46

53.84

0

7.70

100

39

Inference: In the above pie chart 54% respondents agree with the recent training you attended was a good learning experience,38% strongly agree,8% disagree and none of the respondents somewhat agree with it.

Q6. Whether the location of training is suitable for you ?


Strongly agree 4

Agree

Disagree

Total

36

Somewhat agree 24

4

52

7.70

69.23

46.15

7.70

100

40

Inference: In the above pie chart 53% respondents agree whether the location of training is suitable for you,35% somewhat agree ,6% strongly agree and 6%disagree with.

Q7. Are you satisfied with the facilities given in the training center?


Strongly agree 0 0

Agree

Disagree

Total

12

Somewhat agree 24

16

52

23.08

46.15

30.77

100

41

Inference: In the above pie chart 46% respondents somewhat agree, 23% agree, 31% disagree and none of the respondents strongly agree with it.

Q8 Supervisor’s effort to identify your Strength and weakness?


Strongly agree 0 0

Agree 28 53.85

42

Somewhat agree 16

Disagree

Total

8

52

30.76

15.39

100

Inference: Here 54% of respondents are agree, 15% are disagree, 31% are somewhat agree to identify the employee strength and weakness.

9) Training was planned according to your pre-assessed training needs.


Strongly agree 8 15.38

Agree 28 53.84

43

Somewhat agree 12

Disagree

Total

4

52

23.09

7.69

100

Inference: 15% of employee are strongly agree, 54% of respondents are agree, 23% are somewhat agree, 8% of respondents are disagree with training what has been planned according to pre- assets training needs.

10. Training was relevant to the job employees attend



Agree

Disagree

Total

20

Somewhat agree 4

4

52

38.46

7.69

7.69

100

44

Inference: Here 46% respondents are strongly agree, 38% are agree, 8% are both somewhat agree and disagree that training is relevant to the job employee attained.

11. Are the employees are satisfied with the amount of time spent in the training programme.

45



Agree

Disagree

Total

20

Somewhat agree 4

4

52

38.46

7.69

7.69

100

Inference: Here 46% are strongly agree, 38% are agree, and 8% are somewhat and disagree are respondents satisfied and not satisfied with the amount of time spent in training.

46

12. Seniors provide the right kind of climate to implement new ideas and methods acquired through training.



Agree

Disagree

Total

20

Somewhat agree 20

8

52

38.46

38.46

15.39

100

Inference:

47

39% of respondents are agree, 38% are somewhat agree, 15% disagree and 8% strongly agree with the seniors provides the right kind of climate to implement new ideas and methods acquired through training.

13. Employees are doing the job more effectively after the training is imparted.


Strongly agree 0 0

Agree

Disagree

Total

36

Somewhat agree 16

0

52

69.24

30.76

0

100

Inference:

48

69% of respondents are agree and 31% of respondents are somewhat agree that they are able to do their job more effectively after attending the training programme.

14. Is it easy for you to apply the training you received?



Agree

Disagree

Total

32

Somewhat agree 8

4

52

61.80

15.39

7.69

100

49

Inference: Here 62% of employees are agree, 15% of employee are somewhat agree and strongly agree and 8% are disagree that it is easy for the employees to apply the training that employees have received.

15. Bonus and incentive programmes are there?


Strongly agree 0 0

Agree

Disagree

Total

24

Somewhat agree 28

0

52

46.16

53.84

0

100

50

Inference: 46% of respondents are agree and 54% of respondents are somewhat agree about bonus and incentives issue to them after training.

16. Could the employees make any significant contribution because of training?



Agree

Disagree

Total

28

Somewhat agree 20

0

52

53.85

38.46

0

100

51

Inference: 54% of respondents are agree, 38% of respondents are agree with make any significant contribution because of training.

17. The quality of in-company programmes in the organization is excellent.

52



Agree

Disagree

Total

36

Somewhat agree 4

8

52

69.24

7.69

15.38

100

Inference: 69% of respondents are agree and 8% are strongly agree and somewhat agree about the quality of incompany programmes in the organization is excellent. 15% are disagreeing about it.

53

18. The HR department conducts briefing and debriefing session for employees sponsored for training.


Strongly agree 0 0

Agree

Disagree

Total

4

Somewhat agree 20

28

52

7.69

38.47

53.84

100

Inference:

54

54% of respondents are disagreeing on the HR department that it conducts briefing and debriefing sessions for employees sponsored for training. 8% are agree and 38% are somewhat agree on this matter.

19. Are you satisfied with the present method of selection of candidates for the training programs?



Agree

Disagree

Total

20

Somewhat agree 20

8

52

38.46

38.46

15.39

100

55

Inference: 8%, 39% and 38% of respondents are strongly agree, agree and somewhat agree that they are satisfied with the present method of selection of candidates for the training programs.

20. Wheather the motivational level enhances after training programme.


Strongly agree 0 0

Agree

Disagree

Total

24

Somewhat agree 24

4

52

46.16

46.16

7.68

100

56

Inference: 46% of respondents agree and somewhat agree about the motivational level enhances after training programme. 8% are disagree about it.

21. Can employees efficiently and effectively handle any problem after attending the training programme.

57



Agree

Disagree

Total

20

Somewhat agree 24

4

52

38.46

46.16

7.69

100

Inference: 46%, 38% and 8% employees are somewhat agree, agree, and strongly agree respectively about the employees efficiently and effectively handle any problem after attending the training programme. 8% are disagreeing about it.

58

22.Whether the time taken for completing the work reduced after training programme?


Strongly agree 0

Agree

Disagree

Total

20

Somewhat agree 32

0

52

0

38.47

61.53

0

100

Chart21 0% 0%

38%

strongly agree agree

62%

somewhat agree disagree

Inference: 38%, 62% of respondents are agree and somewhat agree on the time taken for completing the work reduced after training programme

59

23. The induction training is periodically evaluated and improved.


Strongly agree 0

Agree

Disagree

Total

20

Somewhat agree 20

12

52

0

38.47

38.47

23.06

100

Inference: 39%, and 38% of respondents are agree and some what agree about the induction training is periodically evaluated and improved. 23% are totally disagree about it.

60

24. Would you recommend this company’s training services to your colleagues or contacts within your industry?



Agree

Disagree

Total

32

Somewhat agree 8

8

52

61.53

15.38

15.38

100

Inference:

61

62% of respondents are agree, 15% are both disagree and somewhat agree and 8% are strongly agree that company’s training services to your colleagues or contacts within the industry.

25.Are satisfied with the overall rating of this programme?


Strongly agree 4

Agree

Disagree

Total

20

Somewhat agree 20

8

52

7.68

38.47

38.47

15.38

100

62

Inference: 39% of respondents are agree, 8%are strongly agree,38% are somewhat agree and 15% are disagree that satisfied with the overall rating of this programmes.

Findings:-

•

It is found that employee going for training goes with a clear understanding of the knowledge and skills they are expected to acquire.

•

It is ascertained that the training needs are properly identified.

•

The researcher find that employees prefer external training mode.

•

It is found that employee’s feels satisfied with the type of training imparted at NALCO.

63

•

It is evident that after training is imparted that the trained employee performance satisfactory.

•

The employee makes significant contribution because of training.

•

The employee satisfied with the present session method of selection of candidates for the training programme.

SUMMARY AND CONCLUSION

•

SUGGESTION

•

CONCLUSION

Suggestion: •

Training materials should be redesigned for some of the in-house training programmes.

•

Job rotation can be done so as to make the employees versatile enough to do different jobs.

64

•

•

Apart from in-house, in-company and external training some new type of training like brainstorming, lateral thinking and other management gains should be made a part of training programme. Open- house session should be conducted near frequently to bridge the gap between employees and management.

Conclusion: The NALCO is in fact most successful company in the state of Orissa. Training and development system in this company is by and large designed encourage employees to work in such a way that the organization is benefited by their performance. Training process as a whole is directly related to the development process of Human Resource. However it is difficult to measure this abstract aspect quantitavely as cost involved in training is a positive and meaningful investment which pay dividend future. •

•

The human resource executives should be exposed to lot of management programs. More experienced and senior executive should be involved in training sessions and for experience sharing sessions.

65

•

•

•

•

•

The duration of the Training programme should increase. The employees should be aware about the criteria for selection and they should aware about the objectives of training when being selected. Training should be more relevant to the job and need contribute to trainees Knowledge to the fullest extent. Training also to impart the employee based on giving promotion, not just only for the employees who are found inefficient, this helps in motivating the employees and maintains the effectiveness of training. The ROI – The return on investment made towards training and development activity need to be measured. Employee has to be aware about the cost invested by Company indirectly and they will be motivated to get the desired result output.

Annexure

•

BIBLIOGRAPHY

•

QUESTIONNAIRE

66

BIBLIOGRAPHY To give a complete shape of summer project report, the researcher has gone through the followings books, journals and websites. 1. 1-Book Name:-Human Resource Management

2. Author:-V.S.P Rao Findings:-Introduction, definition

3. 2-Book Name:-Human resource management 4. Author:-S.S Khanaka Findings:-Meaning Of Training & Development

5. Importance of Training & Development 6. 3-Company Broucher

67

7. V. S. P. Rao: Human Resource Management. 8. S. S. Khanka: Human Resource Management. 9. K. Ashwathapa: Human Resource Management. 10. www.google.com 11. www.hr.com 12. www.nalcoindia.com 13. Journals 14. Human Resource Magazines. 15. Internet website:-www.NALCO.COM

Findings:-It helps to get company background, company profile, company history etc

QUESTIONNAIRE

1. Employees going for training go with a clear understanding of the knowledge and skills they are expected to acquire. •

Strongly agree

•

Agree

•

Somewhat agree

•

Disagree

2. Training is being given adequate importance in your organisation. •

Strongly agree

•

Agree

•

Somewhat agree

68

•

Disagree

3. The norms and values of the company are clearly explained to the new employee during induction . •

Strongly agree

•

Agree

•

Somewhat agree

•

Disagree

4. Employees in your organisation are sponsored for training based on need identification. •

Strongly agree

•

Agree

•

Somewhat agree

•

Disagree

5. Employees going for training go with a clear understanding of the knowledge and skills they are expected to acquire. •

Strongly agree

•

Agree

•

Somewhat agree

•

Disagree

6. Training is being given adequate importance in your organisation. •

Strongly agree

•

Agree

•

Somewhat agree

•

Disagree

69

7. The norms and values of the company are clearly explained to the new employee during induction. •

Strongly agree

•

Agree

•

Somewhat agree

•

Disagree

8. Employees in your organisation are sponsored for training based on need identification. •

Strongly agree

•

Agree

•

Somewhat agree

•

Disagree

9. The recent training you attended was a good learning experience.

•

•

Strongly agree

•

Agree

•

Somewhat agree

Disagree

10. Whether the location of training is suitable for you? •

Strongly agree

•

Agree

•

Somewhat agree

•

Disagree

11. .Are you satisfied with the facilities given in the training centre?

70

•

Strongly agree

•

Agree

•

Somewhat agree

•

Disagree

12. Supervisor’s effort to identify your strength and weakness? •

Strongly agree

•

Agree

•

Somewhat agree

•

Disagree

13. Training was planned according to your pre-assessed training needs. •

Strongly agree

•

Agree

•

Somewhat agree

•

Disagree

14. Training was relevant to the job you attend. •

Strongly agree

•

Agree

•

Somewhat agree

•

Disagree

15. Are you satisfied with the amount of time spent in the training programme.

71

•

Strongly agree

•

Agree

•

Somewhat agree

•

Disagree

16. Your seniors provide the right kind of climate to implement new ideas and methods acquired through training. •

Strongly agree

•

Agree

•

Somewhat agree

•

Disagree

17. Are you able to do your job more effectively after attending the training programme? •

Strongly agree

•

Agree

•

Somewhat agree

•

Disagree

18. Is it easy for you to apply the training you received? •

Strongly agree

•

Agree

•

Somewhat agree

•

Disagree

72

19. Bonus and incentives programmes. •

Strongly agree

•

Agree

•

Somewhat agree

•

Disagree

20. Could you make any significant contribution because of training ? •

Strongly agree

•

Agree

•

Somewhat agree

•

Disagree

21. The quality of in-company programmes in your organisation is excellent. •

Strongly agree

•

Agree

•

Somewhat agree

•

Disagree

22. The HR department conducts briefing and debriefing sessions for employees sponsored for training. •

Strongly agree

•

Agree

•

Somewhat agree

•

Disagree

73

23. Are you satisfied with the present method of selection of candidates for the training programs? •

Strongly agree

•

Agree

•

Somewhat agree

•

Disagree

24. Whether the motivational level enhances after training programme . •

Strongly agree

•

Agree

•

Somewhat agree

•

Disagree

25. Can you efficiently and effectively handle any problem after attending the training programs? •

Strongly agree

•

Agree

•

Somewhat agree

•

Disagree

26. Whether the time taken for completing the work reduced after training programs? •

Strongly agree

•

Agree

•

Somewhat agree

•

Disagree

74

27. The induction training is periodically evaluated and improved. •

Strongly agree

•

Agree

•

Somewhat agree

•

Disagree

28. Would you recommend this company’s training services to your colleagues or contacts within your industry? •

Strongly agree

•

Agree

•

Somewhat agree

•

Disagree

29. Are you satisfied with the training programme? •

Strongly agree

•

Agree

•

Somewhat agree

•

Disagree

Your valuable suggestion is important for us to improve the efficiency Of Training and Development activity. Please suggest liberally.

75

Training and Development in NALCO(Final Report)

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