A SUMMER INTERNSHIP REPORT ON “To study, analyze and evaluate Training and development practices imparted by GHCL LIMITED (June – August 2011)” AT GHCL-SUTRAPADA In partial Fulfillment of MASTERS DEGREE IN BUSINESS ADMINISTRATION SUBMITTED TO GUJARAT TEC. UNIVERSITY SUBMITTED BY: GUIDED BY: POOJA A. MALVI RUCHITA MANDLI MBA-II Sri Sunshine Groups of Institution Rajkot Page 1
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ASUMMER INTERNSHIP REPORT
ON
“To study, analyze and evaluate Training and development practices imparted by GHCL LIMITED
(June – August 2011)”
ATGHCL-SUTRAPADA
In partial Fulfillment ofMASTERS DEGREE IN BUSINESS ADMINISTRATION
SUBMITTED TOGUJARAT TEC. UNIVERSITY
SUBMITTED BY: GUIDED BY:POOJA A. MALVI RUCHITA MANDLI MBA-II
Enrolment no.:-107730592057
SHRI SUNSHINE GROUP OF INSTITUTIONS
RAJKOT
Sri Sunshine Groups of Institution Rajkot Page 1
DECLARATION
I am very well aware of the ethics and guidelines one has to follow while working
on a project in a disciplined manner.
Being aware of a project regarding its Factuality and Authenticity, I have tried my
best to perform my task.
All the information mentioned here throughout the project is true to the best of my
knowledge.
And I declare it as true and the collection made through own website and by my
own personal observation and experience.
The theoretical part is gathered from various Human Resource reference books
whose quotations have been mentioned in bibliography.
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PREFACE
It is definitely true that the world outside your house is many a time different from
what you have been preceding in the same way. It is possible in that theoretical
knowledge acquired by in the class room may differ from the practical knowledge.
With a view to making aware of the practical implication of what I learned really
helping in industries during the remaining period the main.
I have undergone training at GHCL LTD. Sutrapada, Where I study the
organization working and also analyze the performance appraisal system at there.
A sincere effort has been done by me to mention. The knowledge
acquired during the Training period. The meters mention is based on information
gathered during the survey.
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ACKNOWLEDGEMENT
Words are inadequate to express my gratitude to the GHCL Limited for giving me
an opportunity to undergo the practical training in their company and extend me full
cooperation, enabling me to successfully complete this project report.
I am thankful to my family and friends who have helped and supported me to
make this project a success.
I am particularly grateful to Mr. Manoj Manon, H.R. manager At GHCL, his
cooperation extended to me by providing necessary information & timely help.
I am also obliged and indebted to Miss. Ruchita Mandli, Assistant Prof. Sunshine
Institute Rajkot.
POOJA A. MALVI
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INDEX
NO PARTICULAR Page No
1 Executive summery 06
2 My project 07
3 Industrial Review 08
4 Company Profile 09
5 Production Department 24
6 Marketing department 37
7 Personnel Department 45
8 Training & Development 56
9 Training & Development Structure in organization 65
10 Research Study 75
11 Data Analysis & interpretation 82
12 Suggestion 95
13 Conclusion 96
14 Bibliography 97
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EXECUTIVE SUMMERY
The report consists of the Company’s overview, its vision, mission, history
and development, the achievements and awards that the Company has received
organization hierarchy, management profile etc..
The next part of the project contains the departmental studies of the
organization, like production, marketing, finance and human resource
management.
Further, the report reveals the research work that I have undertaken in the
Company during my training period on the topic “performance appraisal
effectiveness analysis”.
At the end annexure, like one sample of questionnaire and copy of
financial statements.
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MY PROJECT
The project report presented here is primarily concerned with training and
development part of employees in the organization.
Training and development is always an important aspect of the growth of a
company and the individual employees as well. Due to daily changing business
environment, manufacturing process, technological advancement and rapid growth in
the demand of the products and services etc the workforce of any organization has to
be very well equipped with the skills, ability, and talent required to cope up with the
market competition.
Now a day’s many organizations are conducting training programme to improve
the productivity of employees.
The quality of employees and their development through training and education
are major factors in determining long term profitability of a business. If you hire and
keep good employees, it is good policy to invest in the development of their skills, so
they can increase their productivity
Evaluation is the systematic appraisal by which we determine the worth, value or
meaning of something to someone, In case of training we are concerned with providing
information on the effectiveness of the training activity to decision makers who will make
decision based on the information.
It is important that evaluation be a planned or systematic effort that is built from
the start of the training process. The main objective of training programmed to
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determine if they are accomplishing specific training objectives, i.e., correcting
performance deficiencies. .
INDUSTRY OVERVIEW
GHCL Limited was incorporated in the year 1983 in joint sector between the
Dalmia group and GIIC (Gujarat Industrial Investment Corporation) for producing
4,20,000 MTPA of soda ash.
The Plant was commissioned in the year 1988. GHCL Limited is situated at
Sutrapada coastal village on the shore of Arabian Sea in Gujarat. It is about 10kms
away from the famous Somnath temple.
Over years, GHCL Limited has diversified into the fields of manufacturing
industrial chemicals and textiles. The products are catering to both domestic and
international markets. GHCL Limited is a customer focused Company committed to
leadership through quality.
GHCL Limited is a multinational Company as it has four international
acquisitions. GHCL Limited possesses top position in three industries- chemicals,
textiles and information technology outsourcing. Company manufactures markets and
distributes its products and services in all over the world.
As GHCL Limited is a growing Company, it will help me to learn the industrial
culture and nature throughout the training. It will further help me to work out in any
organization in near future.
The rest of the project consists of the departmental studies of the organization
through which the reader can expect to know about the organization.
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COMPANY PROFILE
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INDEX
HISTORY AND DEVELOPMENT
GHCL a 2870 million joint venture between GLLC and DALMIA GROUP OF
INDUSRIES. It is a very ambition heavy industry laid down on the western coast of
Arabian sea in Gujarat on March 24, 1988. The plant manufactures high grade dense
and light soda ash for domestics and international use.
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NO Particular Page No.
1 History & Development 11
2 GHCL Soda Ash Business 12
3 Size Of Unit 13
4 GHCL Soda-The journey so far 14
5 Achievements & Awards 15
6 Employee benefit 16
7 Quality Policy 17
8 Vision 18
9 Mission 19
10 Company Fact 20
11 Board of Director 22
12 Organization hierarchy 23
The mission of GHCL is to be a multi-product company manufacturing chemicals,
industrial raw material and other product, using modern technology and serving
domestic and international market.
The GHCL faced much competition like NIRMA and TATA industrial. In past
NIRMA industrial was also the customer of GHCL and most of the part production is
bought by them. But after some time they start their one soda ash industry and become
a big competitor of GHCL but them also GHCL is No.1 is Asia in production of soda ash
because of their products services and their goodwill.
GHCL SODA ASH BUSINESS
Soda ash (chemical name sodium carbonate) is the basic input for glass,
delegates (especially popular/low priced detergents), silicates (silica based chemicals,
stylists, gets, certain other cleaning, water purification and pigments) and certain other
chemicals. In India the major demand comes from the glass industry soda ash id of light
and dense verity. The light verity (lsa) finds application in detergents, whereas the
dense verity (dsa) is used in glass manufacturing. Globally natural soda ash is mined in
USA and Kenya while synthetic plants are located in Europe, china, and India. In India
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the production capacities are concentrated in saurashtra region of Gujarat, due to easy
availability of key raw materials (sell and chemicals grade limestone) and proximity to
major markets.
Soda ash consumption in India is almost 40% of demand (entirely in the from of
L.S.A.) glass accounts for 23% (entirely in the form of D.S.A.) chemicals 17% silicate
10% and through trade 10%.
SIZE OF THE UNIT
According to the definition of the unit only consider as large scale unit .Who has
invest more than 100 carores in fixed assets. As GHCL invest 210 carores in his net
fixed assets. He is considered as large scales.
There is a three types of industry,
1. SMALL SCALE INDUSTRY:-
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The industry whose investment in fixed assets
is less then Rs.1 Carore is known as small scale industry.
2. MEDIUM SCALE INDUSTRY:-
The industry whose investment in fixed assets is more then
Rs.1 adores but less then 3 cores.
3. LARGE SCALE INDUSTRY:-
The industry whose investment in fixed assets is more then
Rs.3 cores.
GHCL is a large scale industry as the investment above 210 corers, so it is a
large scale industry.
GHCL Soda Ash- The Journey So Far……
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Capacity increase525000 TPA Capacity increase to 600000 TPA
Total capacity 800000 TPA
Total capacity 1.1 million TPA
Total capacity 5 million TPA
Initial capacity 420000 TPA
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1988 2001 2006 2007 2008 2009 2010
Prod
uctio
n
We started our Soda Ash journey 1988 when we commissioned our plant
with 420000 TPA which was further enhanced to 525000 TPA in the year 2001.
In the year 2006 the total capacity increased to 600000 TPA which was
followed by acquisitions in Romania with capacity of 300000 TPA. We are increasing
our capacity in India for another 250000 TPA making our global capacity to 1.1 million
TPA. We further have acquisition planned to make the capacity to 5 million TPA.
ACHIEVMENTS AND AWARDS
Achievements
GHCL Limited is amongst the top ten soda ash players in the world and
one of the top three in India.
Awards
International Safety Award:
For satisfying the requirement prescribed by the British Safety Council.
ICMA Award (in 1993):
For the wide spread impact on the chemical industry and the economy.
ISO 9000 certification (in 1996):
For having started TQM in 1992.
Four Stars (in 1997)
Five Stars (in 1999):
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British Safety Council gave five stars for health and safety management
system to the Company
EMPLOYEES BENEFITS
The benefit for employees in GHCL is that he get very good motivation from his
senior and GHCL also give the facility like quarter, school for their children, GHCL also
give short term loans, to his employees and they do not charge any interest and
company approved med claim till 35000 for him and company also approve med claim
of rupees 15000 for employees wife or other family members and company give
employees advance salary if he needs. Company also gives bonus in festivals days
which was decided by the union and company management.
GHCL also provide the G.P.A. (group personal accident) the
employed can take loan on basis of P.F. And company also gives car loan, housing
loan, subsidies etc. The company have good safety system for their employees safety
they give him many equipment for safety and for this they have OHSAS 18001
certificate.
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QUALITY POLICY
GHCL is committed to.....
Provide quality products and services which meet customers need & regulatory
requirements.
Achieve excellence through continual improvement of business of business
recesses and technologies by harnessing the spirit, will unintelligence of our
people.
Set-up systems and procedures to facilitate quality in products, services and in
day operations.
Achieve customs satisfaction in each segment of industry where our product is
used.
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Build GHCL as an effecting team to work together to achieve business goals.
Have a market driven approach to business in all its endeavors.
Continually upgrade our resources, infrastructure and work environment to
support quality objective.
VISION
“GHCL Limited will be a customer-focused Company committed to leadership
through quality. Company strives for building trusting relationships, encouraging
entrepreneurship and sharing prosperity”
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MISSION
The mission of GHCL Limited is to be multiproduct Company manufacturing
chemicals, industrial raw materials and other products by using modern technology and
securing domestic as well as international markets.
The quality of the Company’s products or services is of the utmost importance for
the continuous achievement of business goals. GHCL Limited will harness the spirit, will
and intelligence of its people for achieving,
A reasonable return on equity for its investors
A safe and healthy environment at the work place
A reputation for being responsible corporate bodies
Borosil Ltd., Alembic Glass, Hindustan National Glass Ltd., etc. are the major customers
of dense soda ash.
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PERSONNEL DEPARTMENT
INDEX
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NTRODUCTIONSri Sunshine Groups of Institution Rajkot Page 48
Sr. No. Particulars Page No.
1 Introduction 47
2 Human Resource Management 48
3 Recruitment 49
4 Selection 50
5 Orientation & Placement 51
6 Performance Appraisal 52
7 Promotion & Increment 53
8 Communication 54
9 Time Keeping System 55
The most valuable assets of any organization are human being at work.
Human Resource Management (HRM) is a management function concerned with hiring,
motivating, and maintaining people in an organization. HRM focuses on people in
organizations.
Personnel Management has limited scope and inverted orientation. The
main function of the personnel department is to maintain the human resource of
persons at work. The main aim of the personnel department is to keep smooth
relationship between the employers and employees in the organization.
HRM is a broad concept. Personnel Management (PM) and Human
Resource Development (HRD) are a part of HRM. Essentially, HRD is a function more
concerned with training and development, career planning and development, and
organizational development.
HRM has four objectives, namely (i) Societal, (ii) Organizational, (iii)
Functional, and (iv) Personal.
An organization must have set policies, definite procedures and well
defined principles relating to its personnel. These contribute to the effectiveness,
continuity and stability of the organization.
“GHCL Ltd.” has very smooth and effective relationship with their
employees. The environment of the firm is very friendly.
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HUMAN RESOURCE MANAGEMENT
Human Resource Management is defined as the people who staff and manage
organization. It comprises of the functions and principles that are applied to retaining,
training, developing, and compensating the employees in organization. It is also
applicable to non-business organizations, such as education, healthcare, etc Human
Resource Management is defined as the set of activities, programs, and functions that
are designed to maximize both organizational as well as employee effectiveness
Scope of HRM without a doubt is vast. All the activities of employee, from the
time of his entry into an organization until he leaves, come under the horizon of HRM.
The divisions included in HRM are Recruitment, Payroll, Performance
Management, Training and Development, Retention, Industrial Relation, etc. Out of all
these divisions, one such important division is training and development.
TRAINING AND DEVELOPMENT is a subsystem of an organization. It ensures that
randomness is reduced and learning or behavioral change takes place in structured
format.
Hence I have taken this topic for my project. My project deals with training and
development of the employees at GHCL limited.
Following are the areas of Training & Development I tried to cover-up in my work.
1) Studying training activities
2) Analyzing training programme
3) Evaluating the training.
The study shows the scope in the field of T & D ranges rights from recruiting an employee at any level and how to treat them throughout their working year till the time he discharged or retired from the organization.
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RECRUITMENT
Recruitment involves attracting and obtaining as many applications as possible
from eligible job seekers. Recruitment need arises when replacement / vacancy needs
to be filled up or when the new requirement arises. The requirement is put up through a
Manpower Requisition Form, which is filled up by the respective Department Head,
approved by Sr. ED (O), and sent to Head Office- Corporate HR.... The methods
adopted in GHCL Limited for recruitment are as below:
Advertisement in news papers
Placement Consultants
Campus recruitment
Advertisement in newspaper
For advertisement, not all regions are selected. Only those regions are
selected from which the selection of the candidate has to be made. The medium of
newspaper is selected based on the required candidate’s profiles.
Placement Consultants
The profiles of the required position are sought from the placement
consultancy services and scrutinized by the respective department heads and HR
finalized the candidates to be called for interview.
. Campus recruitment (only for trainees)
Company goes to the selected colleges and from there the students are
selected after taking their interview.
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SELECTION
Selection is the process of differentiating between applicants in order to
identify and hire those with a greater likelihood of success in a job.
Two alternative methods of selection are participative selection and
employee leasing. In participative selection, subordinates participate in selection of their
co-employees. Employee leasing represents the leasing of employees by a client
Company from a third party.
At Plant level (in GHCL), the selection process is carried out after getting
the list of candidates from the consultants. The short listing of candidates is carried out
and they are called for the interview. Here the interview is carried out in three steps:
1. Technical
2. HR department
3. Plant Head finalizes the candidate
That is, first, the candidate has to pass the technical exam, and then
accordingly the HR department will select a candidate who is much suitable for the
vacancy and at last, the Plant Head finalizes the candidate.
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After the finalization of the candidate from all the three rounds, the salary
part is negotiated and finalized by HR department.
ORIENTATION AND PLACEMENT
Orientation is a systematic and planned introduction of employees to their
jobs, their co-workers and the organization. It is also called induction. Organizations are
known to spend a few weeks or even months on orientation programs. The idea is to
make the employees feel comfortable and settle in the new environment.
Induction helps in overcoming the problems like comfort in new working
culture, new environment, etc. Once an employee is selected and placed on an
appropriate job, the process of familiarizing him with the job and the organization
begins. This is called induction.
In GHCL Ltd., once an employee is selected, he is placed on a suitable
job. Putting the right employee at the right place is very important. This increases the
performance & productivity of the concerned employee and gives the employee
immense job satisfaction, which also reduced the employee turnover. After allocating
the selected candidates with proper jobs, it is necessary to make him / her familiar with
the job, the Company and the other employees.
In GHCL Limited, the new incumbent undergoes orientation program for
one to two weeks and then is placed to his job to start his / her work with enthusiasm to
achieve organizational as well as personal goals.
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PERFORMANCE APPRAISAL
Performance Appraisal is the systematic evaluation of the individual with
respect to his or her performance on the job and his or her potential for development. It
is an objective assessment of an individual’s performance against well-defined
benchmarks.
Performance appraisal offers gives advantage to the Management for
improving performance of the employee, helping him to take responsibility, minimizing
job dissatisfaction / employee turnover and ensuring consistency.
Performance appraisal is mainly used for three purposes:
1. For giving reward such as salary, increments, promotion.
2. To identify weakness of the employees and to spot the areas where he / she
needs to be developed.
3. For training need identification of the employee
In GHCL Ltd. Performance Management System is formed for DGM and
above. Target is given which has to be achieved in a period mentioned against each
target to be accomplished by the end of the financial year / targeted time. Each target is
given rating which is subsequently converted into monitory benefits not exceeding the
fixed amount as finalized for each category.
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From level 1 to 7A, appraisal is done which the individual himself thereby
setting the goals / targets to be achieved / completed generally fills. Rating is not done
by the individual but by the Divisional Manager / Departmental Head. The final
compilation is done by the HR department and finally approved by Plant Head to be
sent to Corporate HR for finalization, which is done by a panel of executives thereat.
PROMOTION & INCREMENT
Promotion
Promotion results in an improvement in pay, prestige, designation
and responsibilities of an employee within his or her organization. In GHCL Ltd., the
promotion is given as per the laid down promotion policies for different categories. The
categories are mentioned as below:
1. Executives
2. Foreman / Sr. Foreman
3. Staff
4. Technicians
Executives
Executives with qualification of B.E, M.E, MBA, MCA, ICWA with
minimum 3 year residency in the grade with RATING SCORING POINT of 24 which
includes last 2 years RATINGS and current years RATING. Such qualifying groups
are eligible for promotion to next level depending on the recommendations by H.O.D
and decision of top management thereafter.
Executives with qualification or equivalent of DIPLOMA with 4 years
residency in a particular grade with RATING SCORING POINT of 32, which includes
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last 3 years RATING, such qualifying groups becomes eligible for promotion to next
level. But this group gets freezes up to level 7A.
Staff
Graduate with minimum 4 year residency, S.S.C, H.S.C with 5 year
residency and NON S.S.C with 6 year residency in particular grade, becomes
eligible for the promotional group.
These eligibility groups across the organization, as per the seniority 30% are
promoted to next level.
But NON S.S.C groups progress to the level of Sr. Assistant and get freeze.
In staff level category progress above Sr. assistant level as below,
Graduates with 3 year residency, S.S.C / HSC with 5 years residency in the
particular grade are eligible for further progress.
Technicians
Graduate with minimum 4 year residency, S.S.C/ H.S.C with 5 year
residency and NON S.S.C with 6 year residency in particular grade becomes the
qualifying groups for promotion to next level.
These eligibility groups across the organization, as per the seniority
30% are promoted to next level.
But NON S.S.C groups progress to the level of Tech-VI and get
freeze. In Technician category progress above TECH-VI level as below,
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B.sc with 2 year residency, I.T.I with 4 years, S.S.C / HSC with 5 year’s residency in
the particular grades are eligible for further progress.
Increment
Staff & Technicians - Double increment is given @20% excluding promotes
in a department and rest of the staffs / technicians are given single increment.
However, in disciplinary cases increment & promotion is withheld.
Executives – Increment is given based on the rating given to such
executives.
Transfer Policy
Employees are transferred within the organization and
externally, depending on requirements of the Company arising due to new project, extra
work load or vacancy.
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For transfer outside the plant, the Transfer Allowance,
Traveling Expenses and Disturbance Allowance extra are given by the Company.
COMMUNICATION
Good communication is essential to any group or organization’s effectiveness. In GHCL
Ltd., they have internet connections and all computers are connected with the network.
ERP / Business Application
ERP system helps to co-ordinate the data within different departments of a Company.
ERP system used by GHCL Ltd. is Baan system. The Company has started the SAP
project, which is a more advanced system than BaaN and has replaced the later, which
has eased the Company’s functioning in all the areas both technical and commercial..
E – Messaging / E – Mail
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The Company does not have its own server for mail but takes rental facility from Sify.
The Company has its own server like Baan server, Baan back up server, server for data
storage, server for Management reports, and proxy server for internet.
Telecommunication (BSNL & Reliance) Mobile (Reliance) Video conferencing
TIME KEEPING SYSTEM
The company has very good time keeping system by the use of punch card
system and its help of computer. The company start continue 24 hr. Non-stop so they
have four shift of work which are as below............
Shift Time Workers
A(First) 6.30am to 2.30pm 160
B(second) 2.30pm to 10.30pm 160
C(Night) 10.30pm to 6.30am 180
General 8.30am to 5.30pm 525
Total 1025
Soda ash plant:-
Production activity: Days All 7 days 3 shifts
support function : Days ; 6 days including saturday
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Hours:8.30am to 5.30pm
Lunch:12.30pm to 1.30pm
Head office,Regional offices,Registered office:-
Days : 6 days a week (excluding 2nd & saturday)
Hours:9.30am to 5.30pm
Lunch:1:00pm to 1:30pm
TRAINING AND DEVELOPMENT
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TRAINING OBJECTIVES
To raise the productivity: Increased human performance often directly leads
to increased operational productivity and increased company profit.
To improve quality in work: Improvement in quality may be in relation to
company‘s product / service.
To improve health and safety: Proper training can help prevent industrial
accidents.
To improve organization climate: An endless chain of positive reactions
results from a well-planned training programme. Production and product quality
may improve, financial incentives may then be increased, less supervisory
pressure may result.
Personal growth: Management development programmes seem to give
participants a wider awareness, an enlarged skill, and enlightened altruistic
philosophy, and make enhanced personal growth.
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Outdated prevention: Training and development programmes foster the
initiative and creativity of employees and help to prevent manpower
obsolenscence, which may be due to age, temperament or motivation or the
inability of a person to adapt himself to technological changes.
SELECTION OF TRAINEES :
Trainees should be selected on the basis of recommendations of superiors or by the HR
department itself.
SELECTION OF TRAINERS:
Training and development programs may be conducted by several people, including
following..
1. Immediate supervisors,
2. Members of the personnel staff,
3. Socialists in other parts of the company,
4. Outside consultants,
5. Industry associations,
6. Faculty members of Universities.
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Large organizations generally maintain their own training departments whose staff
conducts the programs.
IMPORTANCE
Training and development is a routine based, non-stop practice, which a growing
business organization must conduct to achieve production target, good cultural
change, enhance the productivity of the employees.
From organizational point of view training is a very important aspect which
assures the quality, quantity, and effectiveness etc of the product, out put of
employees.
Development of the employee comes handy with training activities, making them
much more capable in performing various activities as a professionals and
arriving accuracy by using advance technical/mechanical tools and equipments.
As a management trainee I myself come through various aspects like
performance appraisal, payroll management, labors related laws and issues etc
during my training and development project.
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Evaluating the productivity of the employees can very well recognize how to
distribute your workforce. This information gathered after conducting training
programme which is immensely helpful for the human resources manager and
the whole department.
Training helps measure the performance of the employees by evaluating the
training given and comparing the individual and group's latest output with the
output given before training programme.
TRAINING METHODS
1. On-the-job training: Almost every employee, from the clerk to company
president gets some “on-the-job training”, when he joins a firm. Under this
method, an employee is placed in a new job and is told how it may be performed.
It is primarily concerned with developing is an employee skills and habits
consistent with the existing practices of an organization, and with orienting him to
his immediate problems.
2. Vestibule training (training-centre training): Vestibule training
method attempts to duplicate on-the-job situation in a company classroom. It is a
classroom training which is often imparted with the help of equipment and
machines which are identical with those in use in the place of work. This methods
enables the trainee to concentrate on learning the new skill rather than on
performing an actual job. Theoretical training is given in the classroom while the
practical work is conducted on the production line. It is a very efficient technique
of training semi skilled personnel e.g. clerk, machine operation, testers, typists
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etc. Training is in the form of lectures, conferences, case studies, role-playing
and discussion.
3. Demonstrations and examples: In the demonstration techniques,
the trainer describes and displays. When he teaches an employee how to do
something by actually performing activities himself and by going through a step-
by-explanation of “why” and “what” he is doing. Demonstrations are effective
techniques in teaching as it is easier to show a person how to do a job then to tell
him or ask him to gather instruction from the reading material. Demonstrations
are often used in combination with lectures, pictures, text materials, discussions
etc.
4. Simulation: Simulation is a technique which duplicates the actual condition
encountered on a job. Trainees’ interest and employees’ motivation are high in
simulation exercises because he actions of a trainee closely duplicate the ‘real
job conditions.’ This method is essential in cases in which actual on-the-job
practice might result in a serious injury, a costly errors. This technique is a very
expensive one.
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5. Apprenticeship: Apprenticeship training is the oldest and most commonly
used methods. It is a training in crafts, trades and in technical areas. A major part
of training time is spent on-the-job production work.
CLASSROOM TRAINING
1) Lectures: Simplest way of imparting knowledge to trainees is by lecture.
Concepts or principles, attitude, method can be useful when large group are to
be taught. The lecture method can be useful when large groups are to be
trained within a short time, thus reducing the cost per trainee.
2) The Conference Method: In this technique, the participating
individuals confer to discuss points of common interest to each other.
Conference is a formal meeting, conducted according to organized plan.
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3) Seminar or team discussion: There are different methods of
conducting seminar. It may be based on paper prepared by one or more
trainees on the subject in consulting with the person in charge of the seminar.
4) Case studies: The person in charge of training make out a case, provides
necessary explanations, initiates the discussion going. When the trainees are
given cases to analyze. They are asked to identify the problem and recommend
tentative solutions.
5) Role Playing: In role playing , trainees act out a given role as they would
in a stage play. It basically involves employee-employer relationships hiring,
firing, interviews disciplining etc.
6) Programmed instruction method: A programmed instruction
involves breaking information down into meaningful units and then arranging
these in a proper way to form a logical and sequential learning programmed or
package.
7) T-group training: This comprises of Audio-visual aids and planned
reading programmes.
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TRAINING FLOWCHART:
TRAINING IDENTIFICATION
TRAINING PLAN
TRAINING PROGRAMME
TRAINING
TRAINING EVALUATION
FEEDBACK
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TRAINING AND DEVELOPMENT STRUCTURE IN THE
ORGANIZATIONSri Sunshine Groups of Institution Rajkot Page 69
INTRODUCTION TO TRAINING AND DEVELOPMENT
Training needs assessment diagnoses present problems and future challenges
to be met through training and development. Organization spends vast sum of money
on training and development. Before using such huge resources, organizations will
assess the training needs of their employees. Organizations that implement training
programs without conducting needs assessment may be making errors.
By doing the Training need assessment the Management can get the feedback
of the employee in respect to job satisfaction, training expectation, opinion on the
benefits / infrastructure provided by the Company, etc. On the basis of such analysis the
training can be calendared in group wise across the Company.
In GHCL Limited, training needs are identified by HR department through
different methods. After assessment of training needs of the employees the requisite
training are arranged at different levels either in-house or through external faculties.
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After imparting trainings to the employees, the feedback is obtained and its
effectiveness is evaluated. In GHCL, safety training is must for every employee and is
compulsory given to new recruiters.
TYPE OF TRAINING IN GHCL
Training refers to the process of imparting specific skills. Development refers
to the learning opportunities design to help employees grow. In simple terms, training
and development refer to the imparting of specific skills, abilities and knowledge to an
employee. Training in GHCL Ltd. is given in two types:
1. Behavioral
2. Technical
1. Behavioral Training
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Earlier the training need identification was a part of the performance
appraisal system, form that was filled up by the HOD / Immediate Supervisor in the
executive group. Presently training need forms are given to the executives. Then it is
analyzed that how many people are interested for training and which training they
require. After that, faculty is arranged from outside / in- house for the scheduled training
program. The external training is provided mainly away from the work place so that the
participants can have the training without any disturbance.
2. Technical Training
For technical training, faculty comes from manufacturing Company itself, as
they are well known with the parts of the machine & its perfect functioning, which are
supplied to GHCL Company. Also on job, training is given to the technical employees.
Respective participants who get the feedback on the faculty, topic of the
training, presentation, etc, fill the feed back form. After three months of the training
feedback is received from the employee who has participated in the training program or
else from the immediate superior / HOD. For supervisor, supervisory development
training is given. On an average two training is being provided to every employee per
year.
These both kinds of training are provide to improve such aspects.
Attitude
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Team building
Motivation
Technical skill
Interpersonal skill
Self development
Personal hygiene
Sometimes faculties from outside are called upon for conducting programs inside the
plant.
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WELFARE & DEVELOPMENT ACTIVITIES OF
GHCL
TOWNSHIP:
GHCL Limited has built a very big and well-furnished colonies, Sanjay
Nagar and Anurag Nagar about 1 Km away from the Company. The colony has a
cosmopolitan crowd having residents from all part of the Country where amenities like
English medium school, consumer co-operative store, ATMs, medical centre, temple,
club, recreation centre for colony resident are available.
DALMIA PUBLIC SCHOOL EDUCATION COMPLEX
Dalmia public school education complex comprises the following educational
institutions:
Tiny Tots pre – primary school at Anurag Nagar
Gujarati medium school from K.G. to 10th standard.
English medium school from K.G to 12th standard.
(Affiliated to CBSE board, Delhi)
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MEDICAL FACILITIES
GHCL Limited medical centre is running a dispensary. It provides primary treatment for minor elements to the employees and their family members. It is well equipped with the facility for various pathological tests such as blood and urine test, ECG, X – rays etc. This medical centre provides its service to several needy patients.
SOCIAL RESPONSIBILITY AND COMMUNITY DEVELOPMENT
PROGRAMS
As a responsible corporate body, GHCL has undertaken various community
development programmes to provide knowledge, better life, health, sanitation,
education & society welfare to the community in and around its manufacturing location
at Sutrapada in Gujarat. GHCL is playing an important role in strengthening the fabric of
society with a finely tuned sense of moral responsibility towards the community of
people where it operates and the country at large.
The various CSR initiatives have been undertaken either directly or through
GHCL Ladies Welfare Organization (Glow) which involved a proactive approach
towards socio-economic development at the manufacturing locations involving the
district administration & the local representatives. The focus areas of these programmes
have been on:
Education: wherein the Company tries to promote literacy and higher
education by grant of scholarship & assistance to deserving young pupils
of weaker sections of society. The GHCL has been instrumental in
construction & renovation of school buildings and other basic
infrastructure required for successful running of the program.
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Healthcare & Family Welfare; wherein the Company continuously
organizes medical camps and has opened Dispensaries. The focus of the
program has been on the health care for children, disabled and the under
privileged segment of the society
Community Development; initiatives of the Company focuses on
providing civic amenities: clean drinking water facilities to panchatyas
along with a raising awareness about the environment protection. The
Company has been continually supporting the initiatives on upgrading the
skills of the local people and developing the socially and economically
weaker sections of the society. GHCL has been greatly instrumental in the
development of infrastructure facilities-improvement of roads, street
lighting, drainage systems, etc. in the region. Apart from this, grants-in-aid
help in building schools and hospitals is being also provided. Villages are
adopted and several health and community welfare programs are
organized in the area around our activities.
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REVIEW OF LITERATURE
When the candidates are recruited from outside or selected, promoted from
inside, it is expected that they must perform their jobs with maximum efficiency and
competence. Therefore after selecting the candidates, the next logical step is to train
them for better performance. Era of vocational training started during industrial
revolution, which took place in Britain in 18th century. The apprentice‘s working n
different factories use to get vocational training in the form of direct instructions in the
operation of machines. Thereafter especially when use of computers, automatic
machines increased and because of rapidly changing techniques the need of training is
recognized as one of the most important organizational activities.
Training is required to be given to employees to keep them updated effective and
efficient. At present, it is observed that all organizations, of whatever types they may be,
need to have well trained experienced and skilled people to perform various activities. If
current job occupants meet this requirement, in that case, training is not important but if
it is not the case, it is very essential to raise the skill levels, increase the versatility and
adaptability of the job occupants by giving them necessary and appropriate training.
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THE TRAINING PROCESS:
ASSESSMENT PHASE
Assess training need of different group of employee
Define objectives
PLANING TRAINING
Design training programme
Define Methods, content of programme
About trainer
Place and time of training programme
CONDUCT OF TRAINING
EVALUATION
Evaluation of training programme
Check- objective are achieved ?
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Needs Assessment:
Needs assessment diagnoses present and future challenges to be met through
training and development Needs assessment occurs at two levels- Group and
individual.
An Individual obviously needs training when her or his performance falls short of
standars i.e. when there is performance deficiency.
Assessment of training needs occurs at the group level too.Any change in the
organization‘s strategy necessitates training of group of employees.
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RESEARCH STUDY
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RESEARCH DESIGN
A research design is a type of blueprint prepared on various types of
blueprints available for the collection, measurement and analysis of data. A
research design calls for developing the most efficient plan of gathering the
needed information. The design of a research study is based on the purpose of
the study. A research design is the specification of methods and procedures for
acquiring the information needed. It is the overall pattern or framework of the
project that stipulates what information is to be collected from which source and
by what procedures.
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SAMPLING
An integral component of a research design is the sampling plan.
Specifically, it addresses three questions whom to survey (The Sample Unit)
How many to Survey (The Sample Size) & How to select them (The Sampling
Procedure) Making a census study of the whole universe will be impossible on
the account of limitations of time. Hence sampling becomes inevitable. A sample
is only a portion of the total employee strength. According to Yule, a famous
statistician, the object of sampling is to get maximum information about the
parent population with minimum effort.
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METHODS OF SAMPLING
PROBABILITY SAMPLING
Is also known as random sampling or chance sampling .Under this
sampling design every individual in the organization has an equal chance, or
probability, of being chosen as a sample. This implies that the section of sample
items is independent of he persons making the study that is, the sampling
operation is controlled objectively so that the items will be chosen strictly at
random.
NON PROBABILITY SAMPLING
Is also known as deliberate sampling, purposeful land judgmental
sampling. Non-Probability Sampling is that which does not provide every
individual in the Organization with a known chance of being included in the
sample.
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DATA COLLECTION METHOD
Collection of data is the first step in statistics. The data collection process follows
the formulation for research design including the sample plan. The data can be
secondary or primary.
COLLECTION OF PRIMARY DATA
During the course of the study or research can be through observations or
through direct communication with respondents on one form or another or
through personal interviews. I have collected primary data by the means of a
Questionnaire. The Questionnaire was formulated keeping in mind the objectives
of the research study.
SECONDARY DATA means data that is already available i.e., they refer to
data, which has already been collected and analyzed by someone else. When a
secondary data is used, the researcher has to look into various sources from
where he can obtain data. This includes information from various books,
An Employee Survey on Training & development system at
(GHCL (Sutrapada unit))Dear Respondent
1. The purpose behind this Questionnaire is to know about view towards training& Development system at GHCL (Sutrapada).
2. The answers provided by will be kept Strictly Confidential and will not be miss used any where against you.3. Please tick marks all the boxes and fills blanks legibly.
1. Gender: Male Female
2. Age : ___________
3. Marital Status: - Married Unmarried
4. Working area in organization:-
Technical Administration Store Dispatch
5.Years of experience in this Organization
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Less than a Year 1 Year
2 Year 3 Year +
6. Have you worked in any other Company prior to joining this Organization?
Yes No
7. Which type of training are you getting?
On Job Training Classroom training Both
8. What is your opinion about training timing?
Convenient Inconvenient Average
9. Are you satisfied with training?
Yes No
10. Do you feel training enhances the career growth / development of an individual?
Yes No May be
11. Improvement in skill and attitude.
Fairly Good Very good
12.Does the training fulfill your objective?
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Not at all partially completely
13. Support of the superiors while undergoing training
None Average Full
14. Do you think training programmers contribute to a positive change in the working environment / culture in an organization?
Yes No
15. Do you feel comfortable discussing any changes / enhancement about Training system in your Company?