Project Report on NICCO

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A

PROJECT

ON

“TRAINING AND DEVELOPMENT”

IN

NICCO CORPORATION LIMITED (CABLE DIVISION, BARIPADA)

IN

THE PARTIAL FULFILLMENT OF THE AWARD OF MBA IN

ACADEMY OF MANAGEMENT STUDIES

SUBMITTED BY

SASMITA BEHERA

MBA 2ND YEAR, REGD NO. 0806272022

UNDER THE GUIDANCE OF:

INTERNAL GUIDE EXTERNALGUIDE

Prof.Mrs. Sasmita Nayak Mr. N.R Panigrahi

ACADEMY OF MANAGEMENT STUDIES NICCO CORPORATION LTD

BHUBANESWAR BARIPADA

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DECLARATION

I Sasmita Behera hereby declare that I have conducted the project entitled “ A

PROJECT ON TRAINING AND DEVELOPMENT IN NICCO CORPORATION

LIMITED” at NICCO CORPORATION LIMITED(Cable Division),BARIPADA,

under the guidance of Mr. N.R.Panigrahi ( Deputy General Manager, Personnel &

Administration Dept.) in partial fulfillment for the award of Master of Business

Administration from Academy of Management Studies,Bbsr.

I do state that the project is my original work and no part of it has been submitted for

any other degree of purpose nor published in any other form till date.

Place:Bhubaneswar

Date: Signature

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ACKNOWLEDGEMENT

This project has been a great learning experience for me and I would like to express my

sincere gratitude to those who guided me throughout the project and without their help

it would have been a very tough task for me and completion of this project would not

have been possible.

At the very outset, I would like to express my sincere and heartiest gratitude to my all

the faculty members of AMS who were kind enough for providing me this opportunity

to undertake my summer training at Nicco Corporation Ltd, Baripada.

I would again like to convey my sincere and heartiest gratitude to Mr. N.R Panigrahi

(Deputy General Manager,Personnel & Administration Dept. ,Nicco Corporation

Ltd,Baripada) for giving me the scope and all types of facilities for accomplishing my

SIP smoothly. Getting their advice and valuable time during my SIP encouraged me all

throughout and helped me to complete the project timely.

Last but not the least I would remain grateful to my friends who helped me a lot and

supported me throughout the project. Without them, it would not have been possible to

complete this project. Back to my institute, Academy of Management Studies I

acknowledge with gratitude of suggestions received from Mrs. Sasmita Nayak (internal

guide) to be ever obliging catering to the academic aspect of the project. I am thankful

to her for her guidance and constant help during my SIP.

Sasmita Behera

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CONTENTS

Sl.No. CHAPTERS PAGES1 Chapter 1 1

Introduction 2

Scope of the study 3

Objective of the study 3

Importance of the study 3

Method of study 4

Limitations 5

2 Chapter 2 6NICCO Group 7

Nicco background 9

Products 11

Achievements 12

Quality Policy 13

Environmental Policy 14

Departments 16

3 Chapter 3 18Concept of training and development 19

Meaning & Definition 21

Principles of training 27

Training & Development in Nicco 34

4 Chapter 4 46Analysis & Interpretation 47

Findings 69

Suggestions 70

Conclusion 72

Bibliography 74

Annexure 75

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CHAPTER 1

INTRODUCTION

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INTRODUCTION

The research project entitled ‘Training and Development in NICCO’ is an attempt to

understand the opinion and attitudes of the various categories of employees of the Nicco

Corporation Ltd 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 try to suggest remedial measures wherever possible.

The data was collected through well structured questionnaires. About 75 workers were

considered for the sample size out of 142 workers, since very limited time was given. This

survey was carried out in various departments of the Company.

In the course of study, it was found that the training programmes analyzed were

provided to all the employees of Nicco Corporation Ltd and was not specific to particular

category of employees. The indepth study of the welfare measures adopted by the company

revealed that majority of the employees were fairly satisfied with the training and

development programmes.

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 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 a 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.

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SCOPE OF THE STUDY

The present study is carried out in Nicco Corporation Limited (cable division),Baripada

taking into consideration of 75 no. of respondents. The data was collected through well

structured questionnaires.

OBJECTIVES OF THE STUDY

The present study on “Training and development in NICCO” is precisely concentrated

upon the following objectives:

(i) To study the type of training and development program conducted in Nicco

Corporation Limited.

(ii) To study the effectiveness of training and development programme.

IMPORTANCE OF THE STUDY

It helps the organization to improve the training and development programs if needed.

It helps in revealing the real impact of the training and development programs.

It helps the organization to know the advantages and disadvantages (if any) of the

different training and development programs.

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METHOD OF STUDY

Methodology is a systematic study that guides the scientific investigation. It refers to the

body of methods or techniques used in the study. In facts, the main aim of any kind of study,

whether science or otherwise, is to acquire knowledge, to know the truth and the reality

behind a phenomenon. So, maximum care has been taken to make the study systematic and

scientific. The data for the present study have been collected by the field survey method

through questionnaire. For this purpose objectives are made on the subject of research and

identified the problem. Primary data and secondary data also have been taken during the

study.

Primary sources

Primary data were collected from the respondent consisting of executives, workers and

supervisors in different departments of NICCO.

Secondary sources

Secondary data were collected by the books, documents, NICCO’s published magazines,

leaflets, new bulletins which gave sufficient idea about the various organizational setup,

staffing pattern, training facilities, employee welfare & beneficial activities provided by the

management.

Sample

Questionnaires are carefully prepared for the above purpose. Simple random sampling is

used in the selection of respondents. In this simple random sampling technique, the sample is

so drawn that each and every units in the industry has an equal and independent chance of

being included in the sample.

Analysis

After the data were collected, it was properly analysed and an empirical study has been

made by compiling, classifying and tabulating the same for drawing conclusion on the

subject.

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LIMITATIONS

The subject like “Training and Development programmes” at NICCO cannot be studied

thoroughly with a short span of time, and it is also very difficult to collect the information

regarding each and every aspect of training and development within a short period of time.

Also the busy job of employees has made the task more difficult.

In-spite of all these lacunas the researcher tried her best by persuasions and requesting to

complete her studies with satisfactory and comprehensiveness, the researcher however

received corporation from all quarters for her study.

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CHAPTER 2

COMPANY PROFILE

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NICCO CORPORATION

Nicco Corporation Limited (NCL) is the flagship company of the Nicco Group.

For nearly over six decades, NCL has been one of the pioneers in cable manufacturing

industry. It produces a wide range of power, control, instrumentation and telecom cables and

provides a spectrum of engineering services and executes turnkey projects.

Established in 1942, the US$ 67 million Nicco Group is a widely respected Indian industrial

powerhouse. It is involved in a spectrum of activities ranging from power cables to turnkey

engineering projects and services, and from HR activities to amusement parks. The diverse

and dynamic Group employs over 2000 people and comprises Nicco Corporation, Nicco

Engineering Services, Nicco Parks and Resorts and Nicco Internet Ventures Limited.

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NCL's Cable Division produces a wide range of power cables.

NCL's Project Division is an ISO 9001 certified Engineering, Procurement and Construction

(EPC) contracting company serving the refining, gas handling and processing, petrochemicals

& chemical process industries.

Nicco Engineering Services Limited (NESL) was started in 1981 with On-Line Leak

Sealing Services in collaboration with Furmanite International Ltd. U.K. With time this

division has grown up into a full fledged specialised maintenance services provider by

bringing in many state-of-the-art technologies from world leaders.

Nicco Parks has three mega amusement parks in Eastern India in Kolkata, Bhubaneswar,

Tatanagar and is looking at setting up more parks in India and emerging markets. Drawing on

its core strengths in engineering design and project execution, Nicco Parks is a pioneer in

designing and manufacturing rides. It has the potential and expertise of setting up parks in a

cost effective turnkey basis. The company is also equipped to provide consultancy services to

other oraganisations in similar business and function.

Nicco Internet Ventures Limited (NIVL) provides HR solutions including recruitment,

training and psychometric testing.

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NICCO BACKGROUND:

Nicco is one of the leading manufactures of powers & telecommunication cables in

Orissa. The Industrial Development Corporation of Orissa Limited (IDCOL), Bhubaneswar, a

govt. of Orissa undertaking and the National Insulated Cable Company of India Limited

(NICCO), Kolkata started a public limited company on 10 th Aug, 1979. In the name of

NICCO Orissa Limited to set a power cable manufacturing unit beside National Highway

No-5 at Palbani, Baripada, with financial and technical collaboration with M/s TEMCO,

Italy. Commerical production of PVC (Polyvinyl Chloride) power cable started in 1984 and

XLPE (Cross Linked Polyethylene) power cable in 1985.

In 1991, M/S NICCO Orissa Limited changed its name to NICCO INDUSTRIES

LIMITED from 10th April, 1992, M/s NICCO industries limited and other Group companies

of NICCO were merged with M/s Telelink NICCO Ltd. And subsequently changed its name

to NICCO CORPORATION LIMITED. Since then NICCO industries limited (NICCO

Orissa Limited) Baripada is known as NICCO Corporation Limited, Cable Division,

Baripada.

NICCO cable division comprise of the cable factory at Baripada in Orissa and the

factory in shyamnagar and Kalyani in West Bengal. Both units are accredited with ISO

certification.

The plant at Shyamnagar produces the following types of cables:-

Elastomeric cables for host of applications- Mining, Railways, Steel/Power/Petrochem Plants,

Shipboard, Heavy Engineering, and Material Handling.Large range of specialized cable for

Defence (e.g. Water tight cables and buoyant cables).

Electron Beam Irradiated Cables for a wide range of applications.

XLPE & PVC power and control cables (including Flame Retardant, Low Smoke,

Low Halogen (FRLS & LSZH).

Zero halogen fire survival category (FS)

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Array of highly specialized Instrumentation, Data Transmission and miniature cables

(including Fluoroplastic category).

Special high temperature conductors (Kapton covered)

Shyamnagar Unit

Cable division situated at Baripada, Orissa. It sprawls over a total area of 22 acres and

manufactures XLPE cables up to 66 KV. The manufacturing process is carried out witn the

latest state-of-the-art technology using triple extrusion using single (common) Cross-Head

Extrusion techniques and Dry Cure (inert gas cured) cross linking process.

The Baripada plant has been awarded the prestigious EMS certification ISO 14001 which

makes it the first cable manufacture in the world to be environmentally certified. This plant is

also an ISO 9002 certified unit.

Baripada Unit

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PRODUCTS:

PVC (Poly Vinyl Chloride) Cables conforming to IS:1554 (Part I & II ) . XLPE Power

Cables conforming to IS:7098 (Pt- I, II & III). The voltage ranges from 1:1 KV to 66 KV and

the size of the cables varies from 35 sq.mm to 1000 sq.mm.

XLPE Cables

XLPE is an abbreviation of Cross-linked Polyethylene. This has been recognised worldwide

as an excellent dielectric for wires and cables. It first went into commercial production in

1960. Worldwide High Voltage XLPE Cables have rapidly replaced the conventional Oil-

Impregnate-Paper insulated cables and Gas - Filled cables for the following advantages:

Higher Power Transmission Capacity

Lower dielectric Losses

Maintenance Freedom

Independence of route profile and terrain

Easier jointing and termination

lower installation cost

no environmental hazard

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ACHIEVEMENTS:

NICCO Corporation Limited, Cable Division, Baripada is the first Indian company to be

certified as per “Environment Management System- BS: 7750/ISO:14001” in 1995 and also

certified by IRQS for Quality Management System as per the IS:9002/94 since 1994.

QUALITY POLICY:

Our Quality Policy is to provide complete satisfaction to our customers by ensuring

quality products and services and ensuring continual improvement in all our activities with

the involvement of all our people and complying with the requirements of the Quality

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Management System.The policy and its measurable objectives are reviewed for effectiveness

and sustainability.

Quality Objectives

Understanding the needs and expectations of our customers

Establishing systems for in-process quality assurance and quality improvement at

every stage.

Actively encouraging training and development of all our people.

Choosing our vendors on the basis of quality and securing their participation in our

quality improvement

Striving constantly for continuous improvement of all our activities.

ENVIRONMENTAL POLICY:

NICCO Corporation Limited, Cable Division, Baripada are committed to:

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A clean environment by reducing environmental impacts of our activities, products

and services.

The efficient use of resources and environmentally acceptable management of wastes.

Comply with applicable legal requirements and other requirements related to the

environmental aspects.

Ensure continual improvement of environmental performance and preventation of

pollution.

This Policy, its objectives, targets and programmes are periodically reviewed.

The policy is communicated to all persons, working for or on behalf of the

organization.

Environment Legislations applicable at present:

1. Annual consent as per Air & Water Acts.

2. Monthly water return and payment of water cess under the water cess Act.

3. Annual Environment Statement as per Environment protection act.

4. Hazardous Waste (Handling & Management) Rules.

5. Batteries (Handling & Management) Rules.

6. Environmental Protection 2nd & 3rd Amend Rules – Noise level for DG.

7. The Noise Pollution (Regulation & Control) Rules, 2000.

The mother Act is Indian Factories Act 1948.

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NICCO AND ITS ESTEEMED CUSTOMERS:

NICCO, Cable Division, Baripada caters the requirements of XLPE/PVC power cable

of various industrial project power generation & distribution organization in India and

abroad. All Electrical Boards like GRIDCO, TNEB, KEB, KSEB, MSEB, DVB, UPSEB etc.

Indian Railways including Metro Railways, Thermal Power Generating Plants like – NTPC

and other major Industrial Projects of TISCO, GUJURAT; AMBUJA, GACL, NALCO,

MARUTI UDYOG, TATA CHEMICALS, etc.

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DEPARTMENTS:

Product marketing is looked into by the Marketing Department situated at Shyamnagar,

Kolkata. Regional Offices at Kolkata, Chennai, and Mumbai. In additional to Regional

Offices, the company has also the Branch Office in different place of India like- Hyderabad,

Bangalore and Baroda etc.

At Baripada, Production, Finance, Personnel & Administration, Commercial, Production

Planning and Control (PPC), Inspection & Quality Control and Engineering Departments are

present. The Commercial Departments is divided into 3 sections like- Stores, Purchase and

Go down & Dispatch. Similarly, the Electrical Department is also divided into 3 sections

like- Workshop mech.,Electrical and Utility.

Personnel & administration department:

Personnel department is the key department of all organization. As human resource

planning is deemed necessary for all organizations in determining its current manpower

positions to its desired manpower position. Though planning, management strives to have the

right number and right kind of people at the right places at the right time, doing things which

result in both the organization and the individual receiving maximum long-run benefit.

The Personnel & Administration department’s functions are General Administration,

Maintaining Cordial individual Relation & Public Relations with Government authorities,

local bodies and general public. The Security wing keeps vigilance round the clock for safety

and protection of man, machine and material. They also involve in fire, spillage, accident and

other hazards. In order to maintain the system, periodical maintenance of Fire Fighting

Equipments, Mock drills and Emergency Action Plans etc.

NICCO involved right from the recruitment till retirement of an individual. For the

development of any individual during the service career the necessary steps are taken for the

individual development as well as the growth of the company. NICCO provide on the job

training, in-house training and also outside training.

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CHAPTER 3

THEORETICAL DESCRIPTION

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CONCEPT OF TRAINING AND DEVELOPMENT

Every organization needs to have well trained and experienced people to perform the

activities that have to be done. If the current or potential job occupant can meet this

requirement, training is not important. But when this is not the case, it is necessary to raise

the skill levels and increase the versatility and adaptability of employees. Inadequate job

performance or a decline in productivity or changes resulting out of job redesigning or a

technological breakthrough requires some type of training and development efforts. As the

jobs become more complex, the importance of employee development also increases. In

rapidly changing society, employee training and development are not only an activity that is

desirable but also an activity that an organization must commit resources to if is to maintain a

viable and knowledgeable work force.

Executive development is an attempt at improving an individual’s managerial

effectiveness through a planned and deliberate process of learning. For an individual this

means a change through a process of planned learning. This should be the common and

significant aim of development attempts from the point of view of the trainer and the trainee

in an organizational setting.

The modern concept of management treats the organization as a human sub system.

Human beings are the most important elements of an organization. They live in the

organization, aspire to grow and rise in the path of progress and prosperity. So now-a-days,

training has become the corner stone of sound management training is the act of increasing

the knowledge and skill of an employees for doing a particular job. It is concerned with

imparting specific skills for particular purpose. Training is also different from development.

Being always work oriented, training carries narrow implication of imparting some specific

skills only to an individual. In contrast, development emphasis and unending process and

carries an implication of an individual’s growth and maturity. Training is not only give to

new employees but also to the old. It is a continuous process. As the job grows more and

more complex, the importance of development also increases. In a rapidly changing society,

employees training advisory committees decide or reviews in every quarter the type of

functional training needed to promote the efficiency of the people and organization at large.

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India being a developing country needs economic development. This is not a matter of

improvement of technology which cannot be successful unless it is maintained by trained

workforce available internally.

Organized training and development activities play a major role not only in the area of human

resources development but in the area of economic development of a developing country.

Industrial growth cannot take place without trained manpower. The rapid technology

innovation in the field of science and technology has created the necessity of sophisticated

and specialized qualification of workforce. As a result of these innovations both training and

development deals with creation and maintenance of an environment in which the individual

can work together in group effectively and efficiently towards the attainment of group

objectives. Even the most careful selection cannot eliminate the need for training as people

are not molded to and rarely the demand for their job adequately.

Learning Dimensions Training Development

1. Who is learning? Non-managerial personnel Managerial personnel

2. What is learning? Technical & mechanical Theoretical & conceptualization

3. Why such learning takes

place?

Specific job related purpose Long term general knowledge

4. When learning occurs? Short term Long term

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MEANING & DEFINATION OF TRAINING AND DEVELOPMENT:

After 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 is learned the technical

knowledge.

Definition:

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”

Mamoria: defines “Development covers not only the activities which improve job

performance, but also those which bring 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”.

S. P. Robbins: defines “Training is a learning process which seeks a relatively permanent

change in behavior that occurs as a result of experience”.

Dale Yoder: Defines “It is that deals with the effective control and use of manpower as a

distinguished from other source of man power”.

Meaning:

Training is part of Human Resource Development. It is 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 it 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.

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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.

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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TRAINING EXCUSES:

Training is one element many corporations consider when looking to advance people and

offer promotions. Although many employees recognize the high value those in management

place on training and development, some employees are still reluctant to be trained. It is not

uncommon to hear excuses regarding why someone has not received training.

Some people are just comfortable in what they are doing. Some fails to see the value of

training because they really believe that they already know it all. And while that might be

true, the knowledge value of training and development is not the only perk.

Training and development offers more than just increased knowledge. It offers the added

advantage of networking and drawing from others’ experiences. When you attend a seminar

or event with others who have jobs that are much like yours, you have the added benefit of

sharing from life experience. The seminar notes or the conference leader might not give you

the key nugget you take back and implement in the workplace. Your best piece of for the day

might come from the peer sitting beside you.

Another common excuse is that there is not enough money budgeted to pay for training.

Who said that training always carries a heavy enrollment fee? Training can be free. You can

set up meetings with peers who are in similar positions and ask how they are doing their jobs.

Follow someone for a day to see how he organizes or manages his work and time. The cost to

you is a day out of your normal routine, so the only drawback may be working a little harder

on an assignment to catch up from a day out of the office. You usually don’t think twice

about taking a day of vacation, so why should a day of training be any different?

Time is another often heard excuse when training and development is mentioned. Have

you considered that training and development might actually give you time? Often the

procedures, ideas, short cuts, and timesaving hints learned in training and development

sessions equal more time in the long run. Have you heard the old saying that you have to

spend money to make money? Well, in a sense, the same is true for training and

development. You have to devote some time to training and development to make you more

productive in the long run.

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TRAINING FOR PRODUCTIVTY IN INDUSTRY:

An effective use of materials, money, machines and human resources is essential for

achieving a higher level of productivity in the industry whereas other resources have

limitations. The human resource has unlimited potential. Moreover, this is the only activating

resources, to be being passive. Its quality can be improvement in the quality for the human

resources through training inputs is of vital importance.

Training of HR can be considered at the levels of

1. Workers

2. Supervisors

3. Trade Union Functionaries

4. Middle level Managers

5. Top Managers

1. Workers: From the point of raising industrial production the training of workers

essentially

Improving job knowledge

Attitudinal change

While job knowledge can be imparted through on the job training, attitudinal and behavioral

changes can be induced through training inputs intended to the understanding of his work, his

environment and his relations with his colleagues trade union and the management.

2. Trade Union Functionaries : Effective use of HR in industry will not be possible without

a positive approach on the part of trade union functionaries. Where there could occasionally,

be a great conflict of interests as well as a role conflict of union functionaries in improving

productivity and safe guarding workers interest, there is a need essentially to give the training

on job evaluation, work study and other productivity techniques.

Out experience shows that their appreciation of these techniques generate a favorable

disposition towards the use of these techniques. The trade union and worker programmes

(TUWP) or The National Productivity Council are aimed at workers and Trade Union

functionaries. The objectives of the programme are to create productivity consciousness

amongst workers trading to a favorable climate in the organization or enterprise for wider

acceptance or productivity improvement efforts and techniques.

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These programmes aimed at :

Acquaint the participants with the concept, approach and techniques or Productivity.

Identifying areas in which employees could play an effective role in promoting

productivity in an organization.

Develop a rational understanding of the economical and social circumstances and

constraints in which the workers and community are placed.

Create a favorable climate for the promotion of productivity through positive and

constructive union management relations.

Help participants in the proper understanding of the role and responsibilities of the

unions.

These programmes highlight:

Appreciation of organizational work in the context of micro and macro factors of

production.

Appreciation of productivity techniques with special reference to manpower

requirements, workload assessment, wage differential (job evaluation) incentive

system etc.

Appreciation of improved technological requirement for modernization

Thus, NPC programmes aim at educating and training the works in the concepts and methods

of productivity, stimulating the idea and thinking, levels of productivity. The Central Board

of Worker’s education (CBWE) on the other hand, has bordered objectives of educating

workers in trade unionism, good citizenship, leader qualities, etc., the CBWE scheme adopts

a three tier system with the long-term training for workers, teachers who after their training

are deputed to plants for workers education. While NPC programmes are of short duration

and are mostly tailor made, DBSE schemers are broadly both in objectives and approach.

3. Supervisory and Middle Level Management: Usually, we find that supervisory jobs are

filled in by promoting efficient workers. An efficient worker need not be a good supervisor.

The type soft skills required being an efficient worker and the supervisor are quite different.

A good supervisor needs a possess human relations and administrative skills. Training in

these areas seems to be inadequate. The prime need therefore is to sharpen these skills

through systematic training inputs.

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An efficient use of training instruments should be made to develop these skills among the

promote supervisors.

Provides for acquiring professional standards in supervision to those who may hold

or are in line for promotion to supervisory positions

Induces existing supervisory personnel to acquire essentials of scientific supervision

through training and self-study, supplemented by the enterprise level guidance

wherever practicable.

Test if he candidate possess sufficient skills, including management of men at work,

so as to be able to discharge supervisory duties effectively.

5. Top management:

It has to be trained essentially and primarily for bridging the gap between technology

and management. Scientific and technological kno2wledge has been growing, particularly

during the last decade, at an astonishing rate. It becomes vital or the top manager to have

keen appreciation of the widening scope of technology. In this way he will be able to

discharge his functions as an effective manager. Another area where he needs to be trained

and exposed is computers and electronic processes. The growing complexities of companies

internal operations, diversification and growth, and in some cases competitions, have

generated unprecedented pressures. The process of managerial decision-making can be

considerably improved by harnessing these electronic aids. The top manager also needs to be

exposed to the growing complexities of the environment. He needs to examine the

relationship of his job so such as the growing influence of the government in business, the

changing role of the organized labour, the altered expectation of the public from the business

and growing internal competitions as well as possibilities for international co-operation.

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PRINCIPLE OF TRAINING:

1. Training Plan: This must be well planned, prescribed and ably executed effective

implementation depends to great extend on planning.

2. Organizational objectives: Training & Development program must meet objectives of the

organization.

3. Equity and fairness: Training & Development program must enjoy equal opportunity to

drive benefit out of such training and must have equal chance to undergo such training.

4. Application specification: Training content is balanced between theory and practical. It

must be ‘Application specification’.

5. Upgrading information: Training & Development program is continuous reviewed at

periodic interval in order to make them updated in terms of knowledge and skill.

6. Top Management support: Top management support is essential to make Training and

Development effective.

7. Centralization: For economy of effective uniformity and efficiency, centralization of

training department is found more common and useful.

8. Motivation – Training & Development have motivation aspects like better career

opportunity, individuals & skill development etc.

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IMPORTANCE OF TRAINING IN RECENT YEARS:

Recent changes in the environment of business have made the Training and Development

function even more important in helping organization maintain competitiveness and prepare

for the future. Technological innovations and the pressure of global competition have

changed the ways organizations operate and the skills that their employee need. The tight

labor market has increased the importance of training in several ways. First higher employee

turnover means that more new employees need training. Second, it has been suggested that

frequent and relevant development experiences are an effective way to gain employee loyalty

and enhance retention of top-quality staff.

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NEED FOR TRAINING:

1. Shortage of skill: Skilled and knowledge people are always on short supply, alternatively

they are too expensive to hire from outside. The best way is to improve the skill and

knowledge of the existing employees through Training and Development.

2. Technological Obsolesce: Growth of technology takes place very fast. This will render

current technological obsolesces in the near future.

3. Personal Obsolesce: At the time of recruitment employees posses a certain amount of

knowledge and skill. As the time passes their knowledge becomes obsolesce unless it is

uploaded by proper training. This happens because of changes take place in product methods

procurement of better machines.

4. Organization Obsolesce: Modern management has introduced a number of innovative

steps in functioning of management like play organizing, controlling to such change are

bound to fail and become obsolete, to prevent obsolesce organization. Employees must be

exposed to modern Technology through Training & Development.

5. Increased Productivity: Instruction can help employees increase their level of

performance. Increase human performance often directly leads to operational productivity

and increase company profits.

6. Coercive Training by Government: In order to provide better employability changes of

unemployed youth, certain governments have taken initiatives to mobilize resource available

at public/government and private to provide training to outside candidates. One such

arrangement is called at “Apprenticeship Training’ conducted by Government of India. A

part of expenditure incurred for this by the private sectors is reimbursed by government.

7. Human Capital: The latest thinking is to treat employees as ‘Human Capital’. The

expenditure involved in training and development are now being considered as an

investment. This is cause in globalization it is the knowledge and skill of employees which

determine complete advantages of firm.

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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 program

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 and train 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 co-operation 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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OBJECTIVES OF DEVELOPMENT: Executives or managerial development means the development of knowledge, skills,

efficiency and attitude of different officers at managerial level so that they may extend their

full co-operation and contribution towards the accomplishment of organizational objectives.

The main objectives of development are:

1. To improve the performance of the managers.

2. To identify the persons with the required potential and prepare them for senior

positions.

3. To increase the morale of the members of the management group.

4. To increase the versatility of the management group.

5. To keep the executives abreast with the changes and developments in their respective

fields.

6. To create the management succession which can take over in case of contingencies.

7. To improve thought process and analysis ability.

8. To broaden the outlook of the executives regarding his role position and

responsibilities.

9. To understand the conceptual issues relating to economic, social, and technical areas.

10. To understand the problems of human relations and improve human relations skills.

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ASSESSMENT OF TRAINING NEEDS:

Training needs are identified on the basis of organizational analysis, job analysis and

man analysis. Training programme, training methods and course content are to be planned on

the basis of training needs. Training needs are those aspects necessary to perform the job in

an organization in which employee is lacking attitude, knowledge and skill.

Training needs can be identified through identifying the organizational needs based on:

(i) Organizational analysis- This includes analysis of objectives, resource utilisation,

environment scanning and organizational climate. Organsatioal strengths and weakness in

different areas like accidents, excessive scrap, frequent breakage of machinery, excessive

labour turnover, market share, and other marketing areas, quality and quantity of the output,

production schedule, raw materials and other production areas, personnel, finance, etc.

(ii) Departmental analysis- Departmental strength and weakness including special problems

of the department or a common problem of a group of employees like acquiring skills and

knowledge in operating computer by accounting personnel.

(iii) Job/Role analysis- This include study of jobs/roles, design of jobs due to changes, job

enlargement, and job enrichment etc.

(iv) Manpower analysis- Individual strengths and weaknesses, in the area of job knowledge,

skills etc.

Methods used in Training Needs Assessment:

Group or Organisational analysis Individual analysisOrganisational goals and objectives

Personnel/skills inventories

Organisational climate indices

Efficiency indices

Exist interviews

MBO

Quality circle

Customer survey/satisfaction data

Performance appraisal

Work sampling

Interviews

Questionnaires

Attitude survey

Training progress

Rating scales

Observation of behaviour

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TRAINING PROCEDURE FOLLOWED IN NICCO:

The training and development of employees is looked after by the personnel and

administration dept. with the help of other departmental heads/in-charge.

The procedures for the training of employees both for management level and

workmen level are clearly detailed in EMS and QMS training procedures. As per the training

procedures the training need identification of the employees are made by the concerned

departmental head or in-charge during May every year in the specified formats separately for

workmen and management staffs.

PREPARATION OF TRAINING CALENDAR:

Based on the training need identification necessary training calendar is made. Training

calendar prepared for duration of six months. While preparing the training calendar it is kept

in mind about the number of participates involved, availability of faculties etc, as per the

training calendar schedules, the class room training are organized. Basing on the type of

training need identified, the person may be put on the job training or if the numbers of

persons are more and it is theoretically this may be made class room type. If suitable external

faculties are available and number of personnel to whom the training need is identified is

more, the external faculties are called in for giving training to such persons. For example,

recently the ISO internal auditor’s training was organized inside the office by bringing an

external faculty (Mr. R. Rammurthy) from outside.

INDUCTION TRAINING:

The newly employed persons are given induction training. The important departmental

head/in-charge are introduced first. Then he is given the quality policy and EMS policy.

Simultaneously he is explained in detail about the same. Then he is given copy of certified

standing order of the company and detailed about the internal rules and regulations that are to

be followed. And if he is experienced personnel he is directly put on the job. In NICCO

training is imparted to Graduate Engineer for 1 year duration and to Diploma Engineer 2

year’s duration. For the management trainee like the Graduate engineer trainee / Diploma

trainee after induction training they are put in various other departments to acquire

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knowledge about working of these departments of course more time is spent on the

department where he will be likely to be absorbed.

TRAINING AND DEVELOPMENT IN NICCO:

In NICCO the training department is includes in the personnel department. It does not

have any separate department. As possible as the company train its employees in the

company and also send the employee outside for training whenever necessary.

The company believes the development of the individuals is an ongoing process and

the company can only creates the climate. The boss be the motivator and the interest for

development should come from the concerned individuals themselves.

The company also arranges the sharing of knowledge / learning with the colleagues

by the individuals return from external training.

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TYPES OF TRAINING PRACTICED IN NICCO, BARIPADA:

In NICCO there are three types of training mainly done, these are as follows:

1) Apprenticeship training

2) Development training

(a) Executive development training

(b) Supervisors development training

(c) Workers development training

3) Vocational training

1) Apprenticeship training:

As per the Apprenticeship Act 1960, the different branches / trade trainees are

generally come to undergo the training for the given period.

2) Development training:

NICCO provides an elaborate training for the development of the ability of the

existing employees of the organization. It is a unique feature of the company’s training

programme in which employees right from the mark of workers to the executives are given

orientation courses regularly in order to develop their efficiency and activities.

The development training is planned for the employees under the three following heads.

a) Executive development training

b) Supervisors development training

c) Workers development training

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3) Vocational training:

Every year NICCO gives vocational training to trainees. There are different types of

vocational training.

Management vocational training

(ii) Technical vocational training

a) Engineering vocational training

b) ITI vocational training

Every year NICCO gives these three types of vocational training to the vocational

trainees. For these trainees the time duration is also different depend upon the training.

The other various training practices in NICCO can be discussed as follows:

General training / Induction training

Technical training

EMS training for both workers and officers

QMS training for both workers and officers

Emergency Action plan like fire fighter, mock drill, out spillage, etc.

When the training needs identified are posted to the individual training register is

maintained for this purpose. After the training is imparted the same is conveyed to Personnel

& Administration dept. by the respective / concerned department head or in-charge in the

Training Received Information Form. The Personnel & Administration Dept. enter the same

in the individual training register.

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In case any training could not be held as per the training need identification the same

is carried for the next year. The maximum limit is two years. However left over training need

identification can be carried forward to the next block with the approval of higher authority

concerned.

Immediately after imparting the training, the departmental head / in-charge sends to

Personnel & Administration dept. a training report as per the Exh / Pcb / 712. For even 6

months the P & A dept., circulates training receives information in Exh / Pcs / 716 format to

all departmental head / in-charge for heir reference and guidance in future to all training need

identification. Personnel & Administration department maintain a register to record the

attendance of participants of classroom training. Individual is maintained to record the

training needs, details of training imparted in Rec / Pers / 344 for management staffs

separately and adding new feathers to the company. Periodical slogans, painting, essay

writing competitions are held for Safety day, Quality month, Environmental day etc. The

magazine UTKARSHA also comes out giving opportunity for budding writers and artists.

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CORPORATE OBJECTIVES FOR TRAINING AND

DEVELOPMENT:

The objectives for training & development are:-

a) To prepare individuals for shareholding present and future needs.

b) To prepare individuals for shouldering higher / different responsibilities.

c)To improve commitment and loyalty to the organization as part of corporate long large

manpower planning.

SCOPE: This covers all the permanent employees of the company as well as the trainees.

POLICY: The policies regarding Training and Development in NICCO are-

Training and development activities are not to cover both executive and non

executive.

The thrust is to be on technical / functional training at the plant and behavioral

training at the corporate office.

Sharing of learning and implementation of ideas / suggestions (if possible) are to be

encouraged and given importance.

In “on-the-job “ training, learning / knowledge from different locations / departments

are to be continuous activities.

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METHODS OF TRAINING PRACTICE IN NICCO:

Training methods are numerous and varied. Some are useful for specific growth of

management and employees, others are helpful for dealing with a specific subject matter.

Most training methods however have variety of uses. In NICCO following training methods

are generally used.

On–the–job training

Apprenticeship

Off–the–job training

1) Vestibule training

2) Demonstration

3) Group discussion

4) Lecture

5) Conference

6) Case study

7) Role playing

8) Audio visual

On-the-job training in NICCO:

After the induction training programme the NICCO gives “on-the-job” training to the

new employees of ministerial level to executive level. In this training programme in NICCO

trainers give training to the trainees about their job. By this method the trainees can develop

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skill for doing the job in better way on specified period of time and he can learn the job very

quickly under the quittance of his trainer.

For the old employees, the company uses position rotation method. In this method the trainee

is given a job in various department of the organization. By applying this method a trainee

can learn the working of various sections and departments of the organization which helps in

developing and integrating view of the organizational functions.

Apprenticeship:

Apprenticeship is the oldest and most common method used in NICCO. This type of

training programme is given in the field of craftsman, machinist a tool maker filters and

electrical.

This training is combination of on and off the job training. The department of

Labor regulates apprenticeship programs, and often management and a union jointly sponsor

apprenticeship training. This training is normally given to artisans, electricians, plumbers,

bricklayers etc., the duration is normally vary from 2 to 6 years. Apprenticeship training is

carried out under the guidance and intimate supervision of master craftsman or expert

worker/supervisor. During apprenticeship training period, the trainees are paid less than that

of a qualified worker.

Advantages:

i. Workmanship is good

ii. Immediate returns from training

iii. Economical, better loyalty

iv. Feed back is given quickly about the correctives of performance

Disadvantages:

i. It takes times to learn the skill

ii. Required job knowledge is too complex

R

ole playing:

It is used only in executive level, role playing method emphasize changing behavior

by practice in doing further. They have to added advantages of being dramatic.

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It is defined as a method of human interaction that involves realistic behaviour in

imaginary situations. This method of training involves action, doing and practice. The

participants play role of certain characters, such as the production manager, mechanical

engineer, superintendents, maintenance engineers, quality control inspectors, foreman,

workers and the like. This method is mostly used for developing interpersonal interactions

and relations.

Vestibule training:

In NICCO, the vestibule training is given to the trainees in the training hall. In this

training where more numbers of workers doing the same type of work. In this method, the

trainer gives training with the help of equipments and machines.

In this training, employees are trained of the equipment they are employed, but the training is

conducted away from the place of work. In which all necessary equipment and machines

required as actual machined ship are duplicated. This type of training is commonly used for

training personnel for clerical and semi-skilled jobs. The duration of this training ranges from

days to a few weeks. Theory can be related to practice in this method.

Demonstrations:

This type of training is given to the new workers by the supervisors in the factory. By

giving this type of training workers gets less difficult in doing.

Group Discussion:

This type of training programme is for the executives only. In NICCO group

discussion training programme are done in the conference hall. The trainees are divided into

different groups and the trainer gives a topic to discuss about. The discussion topic may be on

the new programme implemented in NICCO or about the latest development in the industries.

Trainees discuss about the merits and demerits and also find the drawback of the topic.

Advantages:

Two-way communication and hence feedback is provided.

The participants feel free to speak in small groups.

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Disadvantage:

The success of this method depends on the leadership qualities of the person who

leads the group.

Lectures:

Lecture method is a quick way of giving facts to a large group of people. It helps in

explaining how and why a work is done. In NICCO lecture is also called a method of training

to the trainees. The trainees are delivered lecture by various experts and experienced people

on subjects like quality control, safety welfare and other technical matters.

The lecture is a traditional and direct method of instruction. The instructor organizes

the material and gives it to a group of trainees in the form of talk. To be effective, the lecture

must motivate and create interest among the trainees.

Advantages:

Direct and can be used for a large group of trainees.

Minimum cost

Minimum time

Disadvantages:

Monologues and one way communication

It does not provide for transfer of training effectively.

Conference:

This is another method which is also used in training programme in NICCO. Under

this method participants pool their ideas and experience in attempting to arrive at improved of

dealing with problems which are failed by them at their work place. This type of training is

used mainly for the executives.

Case study:

This type of training is done in the executive level of NICCO. Mainly new executives

are trained on this method. In this method the trainer gives a case which is a written

description of an organization containing information about its numerous aspects, its history,

external environment, internal operation, financial structure etc. and the trainee is asked to

make decision on the basis of information given. .

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Cases are prepared on the basis of actual business situations that happened in various

organizations. The trainees are given cases for discussing and deciding upon the case. Then

they are asked to identify the apparent and hidden problems for which they have to suggest

solutions.

Advantages:

Improves decision-making skills

Sharpen analytical and judging abilities.

Audio visual:

This is the latest method of training programme in NICCO. The development

countries training procedures are recorded in the audio-visual cassettes and these cassettes are

shown to the trainees to improve their performance.

TRAINING AIDS IN NICCO:

NICCO has well furnished training class room with head projector, TV, VCP etc.

which are suitable for conducting close room training for the trainees. All training are held in

the training hall and conference hall of the administrative building. In addition to another

training room is also available in the head office at Kolkata.

MODELS OF TRAINING:

NICCO training models are based on the identified training needs for all levels of

employees. Their training organized by the followings:

a. In house training using internal faculty

b. In-company training wing external faculty

c. By sending employees on study tour organized by reputed agencies and to

attend seminars, workshop etc.

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d. Multi-skilled training organized as per requirement.

TRAINING EVALUATION SYSTEM:

Evaluation is an essential future of all programmes for the training of employees. The

concept of evaluation is most commonly interpreted in determining the effectiveness of a

programme in relation to its objectives. Management invests in training programmes of

employees only with the expectation to see some tangible benefits derived there from.

Evaluation can be done for various purposes. The evaluator should be clear about why he has

been asked to evaluate training. Evaluation of training programmes may be done.

1. To increase effectiveness of the training programmes while it is going on.

2. To increase the effective the effectiveness of the programmes to be held next time.

3.To help participants to get feedback, for their improvement and efficiency.

4. To find out to what extent the training objectives are achieved.

The evaluation of training programmes present numerous difficulties.

There are many tangible benefits which may not easily be appraised. There may be

matters of attitude, opinion and feeling. The process of checking up on training programmes

is further complicated by the fact that formal and informal programmes overlap and may

26

conflict. After effectiveness of training programme the behavior of participants are find out

by the followings:

a) Reaction analysis

b) Outcome or Result analysis

a) Reaction Analysis:-

1) Questionnaires: Generally a questionnaire is given to the participant to the

participants at the end of the programme which ask him to rate in terms of his personal

perceptions what he liked best, what he liked least and any other comments he might have

about the programme.

2) Scalar Ratings: Sometimes scalar ratings are also given against every question and

trainee is required to check off the degree of satisfaction. Participants are required to give

daily ratings for each segment of the programme.

3) Interviews: There may be formal or informal interview to know trainee’s reaction

about the success of training programme. A management representative may drop around

during a coffee break and by putting questions to one or two participants – informally collect

information.

4) Tests: Pre and post tests are administered to the training groups, prior to the training a

test related to the training materials applied and the results of this pre-test are compared with

results on the same or similar test administered after the programme has been completed.

b) Outcome or Result analysis:-

1. Experimental and Control groups: Each group is randomly selected, one to receive

training (experimental) and the other not receive training (control). The random selection

help to assure the formation of groups quite similar to each other. Measures are taken of

26

relevant indicators of success, e.g.,words typed per minutes, units of work produced per hour,

reduction in wastage and turnover etc before training and after training for both groups.

2. Longitudinal or Time series analysis: A series of measurementing programme

begins and continuous during and after the programme is completed. The results are plotted

on a graph to determine whether changes have occured and remain as a result of the training

programme.

26

CHAPTER 4

ANALYSIS & FINDINGS

26

ANALYSIS AND INTERPRETATION OF THE QUESTIONNAIRE

FOR WORKERS:

TABLE 1

SHOWING THE AGE DISTRIBUTION OF THE RESPONDENTS:

Age Class No. of Respondents Percentage

Less than 30 6 8%

30-35 12 16%

35-40 15 20%

40-above 42 56%

Total 75 100%

CHART 1

CONCEPT:Age of employees is the most important factor, which indicates the experience and

knowledge of the employees.

ANALYSIS:From the study it is found that 8% of the employees are in the age group of less than 30,

followed by 16% in the age group of 30-35 years, 20% from the 35 – 40 years,

while 56% from the age group of 40 and above.

26

INTERPRETATION OF DATA:The above diagram indicates that 22% of the employees fall under age group of 35 years and

above who enjoy more experience with regard to their responsibility.

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TABLE 2

SHOWING THE RESPONSE OF RESPONDENT UNDERGONE

TRAINING/DEVELOPMENT PROGRAMS:

Response No. of Respondents Percentage

Yes 66 88%

No 9 12%

Total 75 100%

CHART 2

ANALYSIS:

From the above table it is found that 88% of the respondents says ‘YES’ that they

had undergone training, whereas 12% says ‘NO’.

INTERPRETATION OF DATA:

From the above analysis, they can conclude that majority of the respondents had

undergone training program.

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TABLE 3

SHOWING TYPE OF TRAINING UNDERGONE BY THE RESPONDENTS:

Type No. of Respondents Percentage

On-the-job training 51 68%

Off-the-job training 18 24%

Both 6 8%

Total 75 100%

CHART 3

CONCEPT:

On-the-job satisfaction is the most important part of training programme. It plays a major role

in employee’s growth, personal development and interest or commitment towards work.

ANALYSIS:

From the above chart, it is understood that 68% of the employees have undergone on-the-job

job training followed by 24% off-the-job training and 8% both.

INTERPRETATION OF DATA:

From the above, on-the-job training is given importance in NICCO Corporation Limited

since good quality production is the main aim.

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TABLE 4SHOWING THE RESPONSE TOWARDS SATISFACTION LEVEL FOR DURATION OF TRAINING:

Response No. of Respondents Percentage

Satisfied 51 68%

Not satisfied 3 4%

Moderately satisfied 15 20%

Not known 6 8%

Total 75 100%

CHART 4

CONCEPT:

Satisfaction of the learner is the most important factor in Training programme. It plays a

major role in employees growth and development, commitment towards the job.

ANALYSIS:

The above chart shows that 68% of employees are satisfied with the duration of training,

whereas 20% are moderately satisfied,4% not satisfied and 8% indicates as they could not

conclude.

INTERPRETATION OF DATA:

26

Thus employees are satisfied with the Training duration extended by NICCO Corporation

Limited since there is no particular training period for employees, since training is given as

and when required which calls for up gradation of technical, new skills and knowledge.

TABLE 5

SHOWING THE RESPONDENTS SELECTION CRITERIA FOR TRAINING:Response No. of Respondents Percentage

Department 18 24%

Company 12 16%

Random 42 56%

Not known 3 4%

Total 75 100%

CHART 5

CONCEPT:

For training, a company has to follow some criteria for selection depending on the need and

to get each employees trained to achieve the desired results.

ANALYSIS:

From the above diagram, 56% of the employees are selected randomly, 16% by company,

24% by the department, while 4% says as not known the criteria for selection for training.

INTERPRETATION OF DATA:

The above vividly depicts that the 56% of employees are selected randomly for the

26

training programme and no other proper method is followed.

26

TABLE 6

SHOWING THE OPINION OF RESPONDENTS ABOUT RECEIVING TRAINING PERIODICALLY:

Response No. of Respondents Percentage

Yes 66 88

No 9 12

Total 75 100%

CHART 6

CONCEPT:

Training should be a regular activity. It has to be given periodically to the employees to

enable them to carry out their job in the required manner without any deviation.

ANALYSIS:

From the above table it is clear that of the 88% of respondents says that they undergo training

periodically and only 12% say that they don’t receive training.

INTERPRETATION:

Thus, it is found that at NICCO Corporation Limited, training is a regular and continuous

process based on the training needs and general training guideline structure.

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TABLE 7

SHOWING AWARNESS ABOUT TRAINING OBJECTVIES WHEN BEING SELECTED:

Response No. of respondents Percentage

Yes 72 96%

No 3 4%

Total 75 100%

CHART 7

CONCEPT:

A trainee has to know the objectives of the training program before the training program.

From this he will know that what he is going to learn, need to achieve out of it.

ANALYSIS:

From the above diagram, it shows that out of 75 respondents, 96% accepted that they are

aware about the training objectives, while balance 4% says NO.

INTERPRETATION:

Thus it is clear that most of the employees are aware about the training objectives when being

selected.

26

TABLE 8SHOWING THE OPINIONS OF RESPONDENTS ABOUT THE TRAINEES FEEDBACK:

Response No. of Respondents PercentageYes 33 44%Not at all 0 0%To some extent 36 48%Not known 6 8%

Total 75 100%

CHART 8

CONCEPT:

Trainee's feedback is most important tool which helps the Organization to evaluate the

training standards, needs. If the trainees’ feedback is considered with necessary action plan,

they will be motivated and do the best job.

ANALYSIS:

From the above chart, it clearly shows that 44% of the respondents say YES, their feedback is

considered, while 48% says that their feedback is considered to some extent and balance 8%

says that they do not know.

INTERPRETATION:

26

From the above analysis, it is found clearly that trainees’ feedback is not given so importance

in Nicco Corporation Limited, Baripada.

TABLE 9

SHOWING THE OPINION OF RESPONDENTS THAT THE TRAINING REALLY HELPS THEM TO IMPROVE THEIR SKILLS AND TACTICS TAUGHT FOR EFFICIENT JOB EXECUTION:

Response No. of respondents PercentageTo some extent 6 8%To great extent 30 40%Yes 39 52%Not at all 0 0%

Total 75 100%

CHART 9

CONCEPT:

Skills and efficiency learned in the training need to be applied in the relevant job execution.

ANALYSIS:

From the above it is found that 8% of the respondents says that it is applicable only to some

extent, while 40% says to a great extent, 52% says just yes.

INTERPRETATION:

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From the above analysis, it can be concluded that the majority of respondents accepts that the

training helps in improving their skills and execute their job efficiently.

TABLE 10SHOWING THE SATISFACTION LEVEL OF RESPONDENTS ABOUT THE TRAINING FACILITY PROVIDED:

Response No. of Respondents Percentage

Yes 69 92%

No 6 8%

Total 75 100%

CHART 10

CONCEPT:

The facilities provided during the training have major impact. It should have educational

environment and support to the trainees.

ANALYSIS:

From above chart showing that 92% of the respondents are of the opinion that the existing

facility is good.

INTERPRETATION:

26

From the above chart, it is clear that majority of the respondents are satisfied with the

existing facilities provided during the training.

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ANALYSIS AND INTERPRETATION OF THE QUESTIONNAIRE FOR EMPLOYEES:

TABLE 1SHOWING THE RESPONSE OF RESPONDENTS ABOUT THE TRAINING PROGRAM CONDUCTED LAST YEAR:

Response No. of Respondents Percentage

Yes 24 96%

No 1 4%

Total 25 100%

CHART 1

ANALYSIS:

From the above table it is found that 96% of the respondents says ‘YES’ that they had

undergone training last, whereas 4% says ‘NO’.

INTERPRETATION OF DATA:

From the above analysis, they can conclude that majority of the respondents had undergone

training program in the last year.

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TABLE 2

SHOWING TYPE OF TRAINING UNDERGONE BY EMPLOYEES:

Type No. of Respondents Percentage

On-the-job training 16 64%

Off-the-job training 8 32%

Both 1 4%

Total 25 100%

CHART 2

CONCEPT:

Satisfaction is the most important part of Training Programme. It plays a major role in

employers’ growth, personal development and interest or commitment towards work.

ANALYSIS:

From the above chart, it is understood that 64% of the employers have undergone on-the-job

job training followed by 32% off-the-job training and 4% both.

INTERPRETATION OF DATA:

From the above, on-the-job training is given importance in Nicco Corporation Limited.

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TABLE 3

SHOWING THE RESPONSE TOWARDS SATISFACTION LEVELFOR DURATION OF TRAINING:

Response No. of respondents Percentage

Satisfied 16 64%

Not satisfied 0 0

Moderately satisfied 8 32%

Not known 1 4%

Total 25 100%

CHART 3

CONCEPT:

Satisfaction of the learner is the most important factor in training programme. It plays a major

role in employers growth and development, commitment towards the job.

ANALYSIS:

The above chart shows that 64% of employees are satisfied with the duration of training,

whereas 32% are moderately satisfied and 4% indicates as they could not conclude.

INTERPRETATION OF DATA:

Thus employers are satisfied with the training duration extended by Nicco Corporation

Limited since there is no particular training period for employers, since training is given as

and when required which calls for up gradation of managerial skills and knowledge.

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TABLE 4SHOWING THE EMPLOYEES SELECTION CRITERIA FOR TRAINING:

Response No. of respondents Percentage

Department 24 96%

Company 1 4%

Supervisor 0 0%

Not known 0 0%

Total 25 100%

CHART 4

CONCEPT:

For training, a company has to follow some criteria for selection depending on the needs and

to get each employers trained to achieve the desired results.

ANALYSIS:

From the above diagram, 96% of the employees are selected randomly, 4% by company, 0%

by the department, while 0% says as not known the criteria for selection for training.

INTERPRETATION OF DATA:

The above vividly depicts the employers are not selected randomly for the training

programme.

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TABLE 5SHOWING THE OPINION OF RESPONDENTS ABOUT RECEIVING TRAINING PERIODICALLY:

Response No. of respondents Percentage

Yes 24 96%

No 1 4%

Total 25 100%

CHART 5

CONCEPT:

Training should be a regular activity, it has to be given regularly to the employers to enable

the them to carry out their job in the required manner without any deviation.

ANALYSIS:

From the above table it is clear that of the 96% of respondents says that they undergo training

regularly and only 4% say that they don’t receive training.

INTERPRETATION:

Thus, it is found that at Nicco Corporation Limited, training is a regular and continuous

process based on the training needs and general training guideline structure.

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TABLE 6SHOWING AWARNESS ABOUT TRAINING OBJECTVIES WHENBEING SELECTED:

Response No. of respondents Percentage

Yes 24 96%

No 1 4%

Total 25 100%

CHART 6

CONCEPT :

A Trainee has to know the objectives of the training program before the training program.

From this he will know that what he is going to learn, need to achieve out of it.

ANALYSIS

From the above diagram, it shows that out of 25 respondents, 96% accepted that they are

aware about the training objectives, while balance 4% says NOT.

INTERPRETATION

Thus is it clear that the most of the employees are aware about the Training Objectives when

being selected.

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TABLE 7SHOWING THE OPINION OF RESPONDENTS ABOUT SKILLS AND TACTICS TAUGHT FOR EFFICIENT JOB EXECUTION:

Response No. of respondents Percentage

To some extent 1 4%

To great extent 16 64%

Yes 8 32%

Not at all 0 0%

Total 25 100%

CHART 7

CONCEPT:

Skills and efficiency learned in the Training need to be applied in the relevant Job execution.

ANALYSIS:

From the above it is found that 4% of the respondents says that it is applicable only to some

extent, while 64% says to a great extent, 32 % says just yes.

INTERPRETATION:

From the above analysis, it can be concluded that the majority of respondents accepts that the

Training helps in improving their skills and execute their job efficiently.

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TABLE 8SHOWING THE MANAGEMENT CO-OPERATION DURING TRAINING AND DEVELOPMENT:

Response No. of respondents Percentage

Good 24 96%

Moderate 1 4%

Bad 0 0%

No support 0 0%

Total 25 100%

CHART 8

CONCEPT:The Management support should be extended to the Trainees, it can motivate them and

develops confidence in handling various kinds of jobs.

ANALYSIS:

From the above chart, it is found that 96% of the respondents says that the Management

support is good, while 4% says that they are getting moderate support.

INTERPRETATION

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From the above analysis, it is found that the majority of the respondents are of the opinion

that the Management is extending its full co-operation during Training and Development

program.

TABLE 9SHOWING THE OPINION OF THE RESPONDENTS OF SHOULDERNG ANY HIGHER RESPONSIBILITY:

Response No. of respondents Percentage

Confident 24 96%

To some extent 1 4%

Not at all 0 0%

Not known 0 0%

Total 25 100%

CHART 9

CONCEPT:Training helps in getting promotion also, if an employees is undergoes training, he may get

promoted to higher level.

ANALYSIS:

From the above table, it is found that 96% of the respondents say that they are confident to

shoulder higher responsibility, while 4% says that to some extent they are confident.

INTERPRETATION:

From the above analysis, they can conclude that majority of the respondents are

confident and ready to handle any higher responsibility

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TABLE 10SHOWING THE SATISFACTION LEVEL OF RESPONDENTSABOUT THE TRAINING FACILITY PROVIDED:

Response No. of respondents Percentage

Yes 24 96%

No 1 4%

Total 25 100%

CHART 10

CONCEPT:

The facilities provided during the training have major impact. It should have professional

environment and support to the Trainees.

ANALYSIS:

From above chart showing that 96% of the respondents are of the opinion that the existing

facility is good.

INTERPRETATION:

From the above chart, it is clear majority the respondents say that they are satisfied

with the existing facilities provided during the Training.

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TABLE 11SHOWING THE OPINION TOWARDS FREEDOM OF EXPRESSIONGIVEN TO TRAINEES:

Response No. of respondents Percentage

Good 24 96%

No freedom at all 0 0%

Average 1 4%

Total 25 100%

CHART 11

CONCEPT:The freedom of expression of doubts is which in turn will affect the productivity of the

organization, if no freedom is given then Trainee might do some mistakes in while working

with machines and executing shipments.

ANALYSIS:

From the above table it is found that 96% of the respondents says freedom of expression in

clearing their doubts is good, while 34% says average.

INTERPRETATION:

From the above, they can conclude that majority of the respondents are highly satisfied with

the freedom extended to them for expressing their doubts for clearance.

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TABLE 12SHOWING THE RESPONSE OF EMPLOYEES TOWARDS TRAINING ANDDEVELOPMENT PROGRAM IS REGULAR ACTIVITY AT NICCO CORPORATION LIMITED:

Response No. of respondents Percentage

Yes 24 96%

No 1 4%

Total 25 100%

CHART 12

CONCEPT :

Regular training program keep the employees updated and intact about the knowledge of

various hurdles arising during the job process.

ANALYSIS:

From the above table it is found that 96% of the respondents are says YES, the Company

follows training and development program as regular activity.

INTERPRETATION:

From the above analysis they can conclude that the Training and Development program is

followed as regular activity at this Company.

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FINDINGS

Training and development programs at NICCO Corporation Limited are aimed at

systematic development of knowledge, skills, attitude and team work.

The majority of employees fall under age group of 40 years and above who enjoys

more experience with regard to their responsibility.

Maximum respondents have undergone training program in the last year. But it is only

showing 66% of the respondents are satisfied with the training duration.

The employees are not aware about the criteria of selection for Training. 42% of the

employees are selected randomly for the training programme and no other proper

method is followed.

The Trainee has to know the objectives of Training before selection. Only 87% of the

employees are aware about the objective of training when being selected.

Knowledge is the important factor for any kind of learning. It gives an idea to

employee about the subject matter. 40% said that the training imparted is only helping

to some extent in gaining the knowledge, not to the full extent.

Training is given to employees by recognizing their area of deficiency. No training is

imparted to the employees on the basis of giving promotion upon completion.

The Return of investment made on the training and activity are not measured

properly. Employees are feeling that the return on investment made for training is

more than the expected gain.

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SUGGESTION:

Though most of the employees and employers viewed training and development programme

in NICCO is developed and effective, some of them dissatisfied with the training system. For

proper implementation and improvement in training and development programme feedbacks

should be drawn from employees and employers. These suggestions are based on the

observations and experienced gained in the study.

Course curriculum copy should be distributed among the participants well in advance

before the commencement of the course to have better interaction.

Course curriculum should be designed in such a manner that everybody will

understand and be benefited by this. It may aim at saving time and cutting short

procedure.

Courses having new concept should be introduced always.

The duration and frequency of training should be increased so that it result in

optimum benefit.

Using line manager as training and development staff instead of hiring trainers is a

flexible approach. The trainer should have attained specialized training on the subject.

As per as possible expert external faculty members should be arranged for conducting

training.

Better and advanced infrastructure is required for effective training programme.

Motivation should be given highest priority while preparing programme. To see the

necessity for training a workman needs to know not only what to do, rather why it

needs to be done.

Before training the trainee should be get ready on the objective of training.

Job related training should be conducted within the respective department with

practical equipment.

More external training facilities should be there for energetic and talented employees.

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Duration for training should be increased per annum.

Appraisal system should be critically analysed before the trainee.

Customers feedback should be considered.

Participants should very well mixed with each other and with the faculties.

At the time of commencement of every programme objectives should be thoroughly

defined.

Proper duration should be provided for every programme.

Training should also be given to the employer based on giving promotion, not only

for the employers who are found inefficient. This helps in motivating the employers

and maintains the effectiveness of the training programme.

The return on investment made towards training and development activity needs to be

measured. Employees has to be aware about the cost investment of the company

indirectly and they will be motivated to get the desired result output.

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SUMMARY AND CONCLUSION:

The NICCO being private sector is supposed to be an ideal one not only in its dealing

with its employees but in discharging its social responsibilities to the society. The corporate

philosophy of NICCO specially commits the management, to develop competent

management personnel to meet the profit and growth requirement of the company. Training

and development helps the management to develop employees’ attitude and skill for the

consistent achievement of the economic performance & technology growth.

Although NICCO has no separate training and development department but the

personnel & administrative department handles all the programmes in liaison with the top

management and various other department. The company provides training to different levels

of employees such as executives, technicians, skilled, semi-skilled, unskilled workers besides

fresh trainees like graduate engineer trainee, operative trainees, trade apprentices, etc.

NICCO Corporation Limited, Baripada gives ample opportunity to its employees for

self development by the way of training. Besides training facilities are provided to a number

of post graduate, graduate engineering students, professional students of different institutes

for completion of the training courses. Quality improvement programmes, safety training

courses, personal health & hygiene, transactional analysis etc. are also offered to all the

employees of the plant including contract labours. The organization bears all cost of the

supervisors for the training programme, sometimes they are invited from outside. Both

external and internal programmes are given to the trainees.

The evaluation of effectiveness of the training programme is done by separate process

for pre-employment by the trainees with the help of quiz test and submission of final report.

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The evaluation of post employment trainees performance is done by participants feedback

method and customer feedback method.

In NICCO all the employees are of same opinion that the training and development

programme are designed according to the need of the inclusive as well as exclusive needs of

the organization. There is a general policy of the organization for providing training to all its

employees. Mostly the training is given to cope up with the job requirements and preparing

personnel to take up higher responsibility. There are some areas that need to be developed

among the employees through proper training. Those areas are job knowledge, discipline

team work, decision making, inter personnel skill etc.

According to some employees, the frequency of the training programme is less than needed

but the duration of training programme is felt adequate for off-the-job and on-the-job training

programme. While managerial personnel prefer off-the-job training programme. Non

managerial personnel prefer on-the-job training programme. About 70% of the trained

personnel agreed on the good link in between training and job satisfaction, lower rate of

accidents and lower rate of absenteeism and labour turnover.

Most participants are aware of the training programme at the time of their nomination for

the programme. The respondents view was that the programme objectives were fulfilled to a

greater extent. It was also observed that the relative coverage of various topic in the training

programme is sufficient. The respondents’ view was that the training programmed was well

organized. They said that the usefulness of the programme in direct work situation is well.

The training and development programme is useful in development of personal growth as

well.

Hence the training and development programme is useful in making the participants as

complete employee/personnel by developing their performance and potential. No doubt

training and development develop the potential for self development but as a greater

contribution towards the organizational growth.

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26

BIBLIORAPHY

Human resource management – V. S.P. Rao

Human resource management – gary dessler

Strategic human resource management – srinivas r kandula

Personnel Policies – Mamoria

Personnel Policies & Industrial Relation - Tripathi

Internet

Magazines

News papers

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ANNEXURE

Questionnaire for employees

Name -

Gender -

Age -

Nature of work-

1) Does the organization provide any training/development programs? a) Yes b) No

2) Have you gone through any training/development program?

a) Yes b) No

3) What kind of training/development program, specify?

4) What is the training duration undergone? a) Less than one month b) 1-3 months

c) 3-6 months d) 6 & above

5) Are you satisfied with the duration of training/development programmes?a) Satisfied b) Not satisfied

c) Moderately satisfied d) Not known

6) What is the selection criteria for training/development?a) By the department head b) By the supervisior

c) By the company d) Not known

7) Do you get training/development periodically?a) Yes b) No

8) Are you aware about the training/development objectives when being selected?a) Yes b) No

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9) Is your feedbacks on training/development modules considered?a) Yes b) No at all

c) To some extent d) Not known

10) Does the training helps you in improving skills and tactics for effective execution of work?

a) To some extent b) To great extent

c) Yes d) Not at all

11) What are the facilities provided during training/development? Specify.

12) Are you satisfied with the facilities available?a) Yes b) No

13) How is the liberty of expressions given to trainees to clear their doubts?a) Good b) Average

b) No freedom at all

14) Suggestions, if any.

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Schedule regarding Training & Development

to management

Dear Sir,

I, Sasmita Behera, a student of Academy of Management Studies, Bbsr persuing MBA and doing a survey regarding training and development in Nicco Corporation Ltd. So, please help me to collect all the data regarding the above topic by answering all these following question

Name -

Address -

Gender -

Age -

Designation -

1) Does the organization provide any training/development programs? a)Yes b) No

2) Have you gone through any training/development program?a)Yes b) No

3) What kind of training/development program, specify?

4) What is the training duration undergone?

a) Less than one month b) 1-3 months

c) 3-6 months d) 6 & above

5) Are you satisfied with the duration of training/development programmes? a)Satisfied b) Not satisfied

c) Moderately satisfied d) Not known

6) What is the selection criteria for training/development? a)By the department head b) By the supervisior

c) By the company d) Not known

7) Do you get training/development periodically?

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a)Yes b) No

8) Are you aware about the training/development objectives when being selected? a)Yes b) No

9) Is your feedbacks on training/development modules considered? a)Yes b) No at all

c) To some extent d) Not known

10) Does the training helps you in improving skills and tactics for effective execution of job? a)To some extent b) To great extent

c) Yes d) Not at all

11) What is the support you receive from your immediate reporting officer in the form of feedback while implementing training/development inputs?

a)Good b) Moderate

c) Bad d) No support

12) What is your confidence level to shoulder any higher responsibility after the training/development?

a)Confident b) To some extent

c) Not at all d) Not known

13) What type of training/development is being imparted for new recruitments in your organisation? Specify.

14) What are the facilities provided during training/development? a)LCD b) Books

c) OHP d) Audio

e) If any other, specify.

15) Are you satisfied with the facilities available? a)Yes b) No

16) How is the liberty of expressions given to trainees to clear their doubts? a)Good b) Average

c)No freedom at all17) Whether the company conducting training & development as a regular activity for the growth of employees?

a)Yes b) No18) Do you feel the investment made on training/development gains more than the expected returns?

a)Yes b) No

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