A RESEARCH REPORT ON INNOVATIVE TRAINING PRACTICES EMPLOYED IN
RENUSAGAR POWER DIVISION (HINDALCO)
SUBMITTED IN PARTIAL FULFILLMENT OF THE REQUIREMENT FOR THE
MASTER OF BUSINESS ADMINISTRATION
(SESSION- 2013-15)
INSTITUTE OF MANAGEMENT STUDIES MAHATMA GANDHI KASHI
VIDYAPITHVARANASI
SUBMITTED TO- SUBMITTED BY-Prof. Krishna Kumar Agarwal Ankur
Rai(Director) IMS MBA-4th (SEM)MAHATMA GANDHI VIDYAPITH Exam Roll
no. -10013109 VARANASI Enrolment No. KA2K14/109
DECLARATION
I, Mr. Ankur Rai hereby declare that this research report is the
record of authentic work carried out by me and has not been
submitted to any other University or Institute for the award of any
degree / diploma etc.
SignatureAnkur Rai
Date-:
PREFACE
In this new era all the countries & their companies are
trying their best to improve economic growth. This trend has
created a very complex & competitive environment in the field
of business & commerce. In order to keep oneself in competition
& win the race a new system of management is needed.
The most unique challenge for organization comes with respect to
the management of human resources to ensure the availability of
sufficient number & quality of human resources at all times for
the successful achievement of organisation objective.
At the completion of FOURTH SEMESTER every student has to
complete a research project allotted by his/her college. This
particular research is for every student of M.B.A (FOURTH SEMESTER)
to provide them particular knowledge about each & every aspect
of business.
This research report consist of HUMAN RESOURCE MANAGEMENT
specialization whose topic is-To study about the Innovative
training practices employed in RPD
Therefore I am submitting this report prepared within limited
time & resources within a little practical knowledge.
Ankur RaiACKNOWLEDGEMENT
I, Ankur Rai, a student of MBA- 4th (SEM) at the Institute of
Management Studies, Mahatma Gandhi Kashi Vidyapith Varanasi, would
like to take this opportunity to thank all those who have directly
and indirectly helped me in the assimilation and completion of this
Research Report.
I would like to express my heartfelt gratitude towards
Mr.Abhishek Mishra Institute of Management Studies, who gave me
timely recommendations and guidance throughout in my research
report.
I sincerely thanks to Prof. K.K Agarwal, Director, Institute of
Management Studies Mahatma Gandhi Kashi Vidyapith, Varanasi and all
other staff member for providing all the facilities and suggestions
required to complete my research report.
I am very much thankful to all the staff member and management
of IMS for providing the necessary information and data needed in
this research report. I have made sincere effort to make this
report more meaningful, complete, Compaq and comprehensive. It is
pleasure to let you know that I have put my felling into a
practice.
TABLE OF CONTENT
Chapter-1
INTRODUCTION Aditya Birla Group-Overview Chapter-2 Objective of
the study Research MethodologyChapter-3
ORGANISATION AT A GLANCE Hindalco-OverviewChapter-4
HR POLICIES OF HINDALCO Introduction HR Vision, Mission HR
ObjectiveChapter-5
TRAINING & DEVELOPMENT Introduction of Training &
Development Concept of Training & Development Objective of
Training & Development Principle of Training & Development
TRAINING & DEVELOPMENT IN HINDALCO Introduction Training Policy
Training Methodology Training Purpose TRAINING & DEVELOPMENT
PROCESS IN HINDALCO Training Need Identification (TNI)
Setting(Alignment) Training objectives Chapter-6
Finding Conclusion Recommendation Limitation Bibliography
INTRODUCTION
ADITYA BIRLA GROUP OVERVIEW
INTRODUCTION:
The Aditya Birla Group is Indias first truly multinational
corporation global in vision, rooted in Indian values, A US $24
billion corporation with a market cap of US $31.5 billion and in
the league of Fortune 500, the Aditya Birla Group is anchored by an
extraordinary force of 100,000 employees, belonging to 25 different
nationalities. In India, the Group has been adjudged "The Best
Employer in India and among the top 20 in Asia" by the
Hewitt-Economic Times and Wall Street Journal Study 2007. Over 50
per cent of its revenues flow from its overseas operations. The
groups products and services, offer distinctive consumer solutions.
Its 66 state-of-the-art manufacturing units and sectoral service
span throughout the world. The Group operates in 20 countries:
India, Thailand, Laos, Indonesia, Philippines, Egypt, China,
Canada, Australia, USA, UK, Germany, Hungary, Brazil, Italy,
France, Luxembourg, Switzerland, Malaysia and Korea which make it
Indias first truly multinational conglomerate.The name "Aditya
Birla" evokes all that is positive in business and in life. It
typifies integrity, quality, performance, perfection, and above
all, character. Our corporate logo, 'The Rising Sun' symbolizes
these traits. (Aditya' is the Hindi word for sun).
Globally the Aditya Birla Group is: A metals powerhouse, among
the world's most cost-efficient aluminium and copper producers.
Hindalco-Novelis from its fold is a Fortune 500 company. It is the
largest aluminium rolling company. It is one of the three biggest
producers of primary aluminium in Asia, with the largest single
location copper smelter.
No.1 in viscose staple fibre
The fourth largest producer of insulators
The fourth largest producer of carbon black
The 11th largest cement producer globally
Among the world's top 15 BPO companies and among India's top
three
Among the best energy efficient fertiliser plants
Beyond business the Aditya Birla Group is: Working in 3,700
villages
Reaching out to seven million people annually through the Aditya
Birla Centre for Community Initiatives and Rural Development,
spearheaded by Mrs. Rajashree Birla
Focusing on: health care, education, sustainable livelihood,
infrastructure and espousing social causes
Running 41 schools and 18 hospitals
The Group has following Achievement to its credit The worlds
no.1 in viscose staple fiber. The third largest producer of
insulator. The worlds third largest producer of carbon black. The
worlds eighth largest producer of cement and the largest in a
single geography. Asias largest integrated aluminum producer. A
globally competitive, fast growing copper producer. Indias premier
branded garments player. Among Indias most energy efficient private
sector fertilizer plants. Indias second largest producer of viscose
filament yarn. Indias second largest private sector insurance
company. Among the worlds top 15 and Indias top three BPO
companies. The group has also made successful forays into it and IT
sector and has a significant presence in the Financial Sector and
telecommunications sectors in tie-ups with giants like Sun Life
insurance (Canada) and At &T (USA) respectively.
CHAPTER:- 2
OBJECTIVE OF THE STUDY
People are the key to the future success of any company or
economy. Quality is the feature that sells goods and services, and
it is competent people who assure quality. Thus for business to be
successful they must be trained to deliver value for the
organization. Objective of this project is to find out the process
of training and development undertaken by this industry & to
study about the various innovations done in the field of
training
The main objective is to identify the innovative training
practice in Renusagar Power Division. To determine the motivation
of the employees. To determine what are the different methods used
in Renusagar Power Division (RPD) to train and develop the
employees so that they can work well with ease. To determine how
trainers fulfils individual and organizational objectives.
RESEARCH METHODOLOGY
Descriptive and conclusive types of research is conducted. On
the basis of the empasis laid on the analysis of the information
and the data the type of research used in descriptive research.
This kind of research is needed to provide a theoretical framework
and background on which, total knowledge and operational practices
can be used and judged. The major purpose of descriptive research
is description of the state of affairs, as it exits at present.
DATA COLLECTION
Secondary data are used for the purpose of completion of this
project report.
SECONDARY METHODS
Secondary data is being collected through following methods;
Hindalcos training planner and induction guide. Company annual
report and other publication. Company Website
Data Analysis
Data is analysed on the basis of available information.
CHAPTER:- 3ORGANISATION AT A GLANCE
HINDALCO OVERVIEW
Hindalco was set up in collaboration with Kaiser Aluminium &
Chemicals Corporation USA, in a record time of 18 month. The plant
started its commercial production in the year 1962 with a capacity
of 20,000 TPA. It has since grown to become the largest integrated
aluminium producer in India. The company has grown manifold and is
managed by board of directors, with Shri Kumar Mangalam Birla as
the chairman of the board of directors Hindalco Industries Limited,
the metals flagship company of the Aditya Birla Group, is an
industry leader in aluminium and copper. A metals powerhouse with a
consolidated turnover in excess of US$ 14 billion, Hindalco is the
world's largest aluminium rolling company and one of the biggest
producers of primary aluminium in Asia. Its Copper smelter is the
world's largest custom smelter at a single location. Company's
principal products comprise of Aluminium Ingots, Aluminium Billets,
Aluminium Wire Rods, Sheet Products, Extrusions, Aluminium Foils
and Aluminium Alloy Wheels. The Company's by products include
Gallium Metal, Vanadium Sludge and Aluminium Dross Established in
1958, Hindalco commissioned its aluminium facility at Renukoot in
Eastern U.P. in 1962. Later acquisitions and mergers, with Indal,
Birla Copper and the Nifty and Mt.Gordon copper mines in Australia,
strengthened the company's position in value-added alumina,
aluminium and copper products, with vertical integration through
access to captive copper concentrates.
In 2007, the acquisition of Novelis Inc. a world leader in
aluminium rolling and can recycling, marked a significant milestone
in the history of the aluminium industry in India. With Novelis
under its fold Hindalco ranks among the global top five aluminium
majors, as an integrated producer with low cost alumina and
aluminium facilities combined with high-end rolling capabilities
and a global footprint in 12 countries outside India. Its combined
turnover of US$ 14 billion, places it in the Fortune 500 league.
Hindalco, at Renukoot, houses a fully integrated plant, comprising
of 3 main plants i.e. the Alumina, Smelter & Fabrication
Plants. Each plant employs varying Technology. With integrated
facilities, output from various plants is used by next, along with
varying raw materials. Company has its own captive power plant at
Renusagar (30 Km away from Renukoot) with installed capacity of
741.7 MW and 78 MW of Co Generation Plant at Renukoot itself.
Aluminium has turned out to be the wonder metal of the
industrialized World. No other single metal can do so many jobs so
well, and so Economically also. Aluminium growth rate is the
highest amongst the major basic metals today. Hindalco ranks as the
largest aluminium producer in India and contributes about 40 %
share in total production of the country. The companys fully
integrated aluminium operations consists of the Mining of bauxite,
conversion of bauxite in to alumina, production of primary
aluminium from alumina by electrolysis and production of Properzi
redraw roads, rolled products, extructions and value added products
like foil wheel at silvasa.
Hindalco integrated operations and operational efficiency has
enabled the company to be one of worlds lowest cost producers of
aluminium. The companys cost efficiency has helped it to record an
outstanding performance in the face of adverse market conditions.
Hindalco also owns a large captive thermal power plant at renusager
that Meets the power requirment of the company very efectively, has
a current Generation units . Hindalco currently has primary
aluminium capicity of 3, 50,000 MTPA.
Board of Directors Mr. Kumar Mangalam Birla, Chairman Mrs.
Rajashree Birla Mr. A.K. Agarwal Mr. M.M. Bhagat Mr. K. N. Bhandari
Mr. E.B. Desai Mr. S.S. Kothari Mr. C.M. Maniar Mr. N.J. Jhaveri
Mr. D. Bhattacharya, Managing DirectorChief Financial Officer Mr.
S. Talukdar, President
Advisor Mr. R.K KasliwalCompany Secretary Mr. Anil MalikBusiness
/Unit Heads Mr. Shashi K. Maud gal, Chief Marketing Officer Mr.
Shankar Ray, President, Chemicals & Intl. Trade Mr. Satish M
Bhatia, President, Foils & Wheel Mr. R.S Dhulkhed, Head
Operations Mr. D. Kohli, Chief Officer Operations, Renukoot Unit
Mr. V S Kasbekar, Executive President-CopperAditya Aluminum Mr. S N
Bontha, CEOUtkal Alumina International Ltd. Mr. H.R. Pattanayak, MD
& CEONovalis Inc. Ms. Martha Finn Brooks, President & Chief
Operating Officer
HINDALCO BUSINESSHindalco in India enjoys a leadership position
in aluminium and copper. The company's aluminium units across the
country encompass the entire gamut of operations from bauxite
mining, alumina refining, aluminium smelting to downstream rolling,
extrusions, foils and alloy wheels, along with captive power plants
and coal mines. The Birla Copper unit produces copper cathodes,
continuous cast copper rods along with other by-products, including
gold, silver and DAP fertilizers.
Hindalco is the world's largest aluminium rolling company and
one of the biggest producers of primary aluminium in Asia. In
India, Hindalco enjoys a leadership position in specialty alumina,
primary aluminium and downstream products. Hindalco's major
products include standard and specialty grade alumina and hydrates,
aluminium ingots, billets, wire rods, flat rolled products,
extrusions, foil and alloy wheels
Hindalcos Birla Copper unit at Dahej in Gujarat is the world's
largest single location custom copper smelter with 500,000 tpa
capacities. The plant is backed by captive power plants, oxygen
plants, as also by product facilities for fertilisers and precious
metals. A captive jetty with cargo handling capacity of over four
million tpa, facilitates easy input of copper concentrate and other
imported raw materials.
The two copper mines in Australia were acquired in 2003. Birla
Nifty mine consists of an open-pit mine, heap leach pads and a
solvent extraction and electro winning (SXEW) processing plant,
which produces copper cathode. Birla Nifty's copper cathode
capacity is 25,000. A copper sulphide deposit is located at the
lower levels of the Nifty open pit mine and an underground mine and
concentrator have been developed to mine and process ore from this
deposit. The Nifty sulphide operation commenced ore production from
stopping in December 2005 and concentrate production in March 2006.
With the start-up of the Nifty sulphide operation and its
progressive ramp up during FY2007, Aditya Birla Minerals (ABML) is
entering a period of rapid growth.
CHAPTER:- 4
RENUSAGAR POWER DIVISION AN OVERVIEW
Renusagar Power Division (RPD) is a Captive Power Plant of
Hindalco Industries Limited, countrys leading aluminum producer and
a flagship company of The Aditya Birla Group. It has the
distinction of being the first Captive Power Plant for Aluminum
Company in India. The great visionary Late Syt G.D. Birla
conceptualized the Power Plant at Renusagar way back in 1964.
Renusagar Power Division is located at the pithead of Singrauli
Coal Seam of Northern Coal Fields Limited (NCL) and on the banks of
Rihand Lake. It is situated in Sonebhadra District of Uttar Pradesh
(U.P.) on the border of U.P. and M.P. It is 200 KM from Varanasi
and 40 KM from Renukoot.
This region is known as Power Capital of the country and
contributes approximately 10000 MW to the national economy.
CHAPTER:- 5
PART-ITRAINING & DEVELOPMENT
TRAINING & DEVLOPMENT AN INTRODUCTION
Every organisation needs to have well-trained and very
experienced people to perform the activities that have to be done.
If the current or potential job occupant can meet this requirement,
then also training is important for any oranzation.
Empoyees traning is the pricess where learn the skills ,
knowledge, attitude and behaviour necessary to perform the job
effectively. A newly employed person is introduced to his
department, its relation to other departent and its place in the
whole organization. The organization objective philosophy and
practice. Trining is required at every assignment to an other one
of different nature. As the job has become more and more complex,
the importance of employees training has increased. When jobs were
easy to learn, simple and influenced to only a small degree by
technological changes, there was little need for the employees to
upgrade or alter their skills.
The management devlopment on the other hand is designed to over
all effectiveness of manager to their present position and them to
preapair for greater responsibility when they are promoted.
Management development has become more prevalent in recent year
because of increasingly complex demand, being made on manager and
training the manager only through experience is a time consuming
and unreliable process .
Training is linked with performance appraisal career devlopment
Employees are trained on jobs are through in house training
programs. For some employees including manager outside training may
be utilized to enhance, upgrade or develope specific skills. Thus
it can be concluded that training and devopment is an essential
tool in human resource devopment. A society is facing a rapid rate
of technological social changes management need to be developed as
they have to tackle problem arising out of automation intense
market competition growth of new market, enlarge labour
participation in management and greatest interest taken by the
public government in various activities of business.
The participants also have opportunity to improve their
knowledge base by learning the theme related to concept and
building their skills and attitudes through various practical
exercise. Besides above the small group exercises, Role-play,
interface/ panel dicussion also promote participante culture and
break the psychological barriers.
Some programs have a common methodology like knowledge sharing,
group Discussion and presentation etc. however a judicious mix of
lecture/ Discussion/ case studies/ role play/ business game etc. is
used to make absorption learning spontaneous and instant.
CONCEPT OF TRAINING AND DEVELOPMENT
Definition: Traning is the process of the learning a sequence of
programmed behavior. It is application of knowledge. It is attempts
to improve their performance on the current job and prepare
them.
Training is essentially a process of developing skills,
knowledge, attitude or behavior of the people through instruction,
practice domestic demostration or other techniques, either on the
job or in the class room. it aims at ensuring the effective use of
peple at all levels and in all types of employment and creating
such individually or collectively, enable people to make the best
contribution to the success of helping emplayees to be more
effcetive in present or future work. Well-trained emplyees will not
only do the job efficiently but also get more satisfaction from
work.
Training is the main function of HR. To enhance the
Corporation's growth and keep the Corporation ready to anticipate
all types of competition and face it too, there is a need that
Human Resource should play more active role for overall progress of
the Corporation.
The impact of training programme is to mould the employees
attitude and help them to synergies individual goals with
organizational goals. It also helps in reducing dissatisfaction,
complaints, absenteeism and labor turnover.
ROLE OF TRAINING AND DEVELOPMENT IN ORGANIZATION
EFFECTIVENESS
OBJECTIVES RESULTS
To provide technical training Required for respective
jobs.Improve quality in every function.
To upgrade these skills as per Technological changes. Prevents
manpower turnover.
To substitude the lack of experience incase of new
employees.Facilities personal growth of employees.
To improve the interpersonal Skills of the employees.Enable the
organisation to fulfill thethe needs of employees.
Creation of a learning environment in the company
Organizational effectiveness
OBJECTIVES OF TRAINING AND DEVELOPMENT
Training helps the trainees to accquire the subject matter.
Training helps to the brings about a change of attitude and
behavior.
Training helps to bring about a change of attitude and behaviour
towards a particular problem. Training aims at enhanching the
capabilities of the trainees so as to enable them to increase their
probem solving capacity.
Traing aims at bridging the gap between the expected levels of
performance and actual performance.
To assure the organization the availibility of required number
of manager with requisite skills to meet the present and
anticipated future needs of business.
To encourage manager to grow as efficient person and increased
their capacities and handling more responsibility.
To improve the performance of managers at all levels of job they
hold.
To sustain good performance of manager through out their
career.
To prepare managers with forward-looking approach.
PRINCIPLES OF TRAINING
A sound program of operative training is based on the following
principle:
Every human being is capable of being trained
An adequate interest and motive for training is essential
People achieve more of their training when they are informed of
their achievements.
Training is an active process.
Training is related to attention concentration process.
Trainees learn better when they learn at their own place.
Training technique and process should be directly related to the
needs of the organization
Training should be conducted in the actual job environment to
the maximum possible extent. There is always some gap beetween
actual performance and the capacity to perform, which provide
opportunities for improvement
PART-IITRAINING AND DEVELOPMENT IN HINDALCO
TRAINING AND DEVELOPMENT IN HINDALCO
Introduction:
Hindalco seeks to create an environmet where each employee can
give his best, through the acquisition of the needed competencies
and skills.
The Training and Development Centre of Hindalco has taken up a
comprehensive, innovative, real world approach to employee
education, training and development that mirror the multi
disciplinary nature of todays business and opportunity. This
approach expands the scope and reach of training programs to
clarify challenges, identify opportunities, develop relevant
competencies and deliver effective training solution.
T & D Centre offers the training services to the individual,
departments/ functions. The Training Programs are designed to
support employees at various levels from High Potential, Young
Achiever, to Middle level to Supervisor including workers.
TECHNICAL TRAINING AND MANAGEMENT DEVELOPMENT CENTRE (TTMDC)
A motivated workforce equipped with latest knowledge and skill
is underlying philosophy for all HR related strategies of Renusagar
Power Division. For overall development of our employees, we have a
well-established Technical Training and Development Centre (TTMDC),
which is equipped with all the facilities and well-trained
faculties. The training centre is recognized as GRADE-A institute
in Category-I by Central Electricity Authority - Ministry of Power
Government of India, for imparting training to power plant
personnel.TTMDC is the only private sector training institute
recognized as Grade A training centre in the country. TTMDC
represents Renu power commitment to identify and build capabilities
of its people. In doing so, it strives to create multiple learning
opportunities for its people and create a culture of learning and
development.
TTMDC is conceived, as a one-stop solution provider to the
capability needs of the business and promoting a culture of
self-learning.
Training and retraining of our employees is one of the
motivating factors responsible for outstanding plant performance
(PLF, specific oil & water consumption, Aux. power consumption
etc.), best maintenance practices and productive work culture.
Training and Development activities of the centre are
comprehensive covering all aspects of power plant operation &
maintenance and management development; and methodology adopted to
ensure that these training experiences are effective.
Letter of Renewal of RecognitionOVERVIEW OF TTMDC:
Training and Development activities at Renusagar are grouped
into three categories: Functional/Technical Programmes
Managerial/Behavioural Programmes Supporting Programmers Catering
to the need of organizational initiatives like ISO Certification
(ISO 9001, ISO 14001, and OHSAS 18001), QC, WCM Implementation, ERP
etc.
While Induction & Orientation Level Training (IOLT),
Technical Skill Development Programmes, Management and Supervisory
Development Programmers, Mock Drills and Supportive Programmers on
ISO-14001 and ISO-9001 and OHSAS 18001 are aimed at knowledge and
skill development. A number of initiatives like departmental
Learning System and Coaching (LSC), Mentoring, Quality Circle,
Inter Unit Visits, One Point Lessons, KAIZENS contributes to
creating an open atmosphere and spread the implicit & explicit
knowledge concentrated in different pockets of the
organization.
TRAINING & DEVELOPMENT PROCCESS IN HINDALCO
Framework:
TRAINING NEED IDENTIFICATION (TNI)
SETTING TRAINING OBJECTIVES
TRAINING MODULE PREPRATION
IMPARTING TRAINING
PREPRATION OF DEVELOPMENT PLAN
EVALUATION AND FEEDBACK
TRAINING NEED IDENTIFICATION PROCESS (TNI)PROGRAM FEEDBACK360
DEGREE FEEDBACKS
O H SPERFORMANCE
COMPETENCYCOMPETENCY GAP ANALYSIS
TRAINING NEEDS INPUTS SOURCES
Collation of training needs by training centre
Collated data send to department for validation
Validation by plant head/ functional head
Confirmation of training needs to participants selected for
program with information to plant headFinalization of training
needs by training centre
TRAINING POLICY
At hindalco, we are commited to develop and maintain the
training culture through the grass root to apex level. The training
shall equip the employees with modern technological innovation for
manufacturing facilities along with the development on social and
behavioral aspects .Training shall also be to maintain a positive
work culture with a skilled and motivated workforce with a sense of
pride .
TRAINING METHODOLOGY
Selection of methodology has been done very carefully keeping
the sensitivity and objectives of the programs in mind. Fine blend
of theoretical & practical approach is used to make programs
more learning oriented. The simulations of real life situations
during program help learners to understand the finer aspects of a
concept and build a deeper understanding of a particular
competency.
Most of our programs have been designed based on experiential
learning technique. The Experiential Learning technique facilitates
learning by reflecting and then drawing conclusions from own
experiences of participants in order to apply them to similar
situations in the future. The Experiential Learning Cycle is a
powerful and effective way to promote learning because it enables
learners to move through various phases where they can internalize
and apply their learning. It encourages learners to actively
transform information into knowledge, which is useful/ meaningful
to them.
Different Training Methodology/ Learning Channels:
01.Intrapersonal Method Self Learning Modules E-Learning Modules
Guided Video Individual Projects
02. Interpersonal Method On the job Training Mentor System of
Learning Project under Supervision
03. Group Methods Class Room Training Experimental Learning Out
Bond Learning Group Projects & Presentation
Training & Development Needs Training & Development
needs identification (TNI) provides the basis on which all training
activities are conducted. This process is undertaken with care and
sensitivity to maximize return on investment. Following are the
inputs for TNI process.
Individual training needs captured from performance appraisal
forms and MPDP Competencies identified under group wide Talent
management initiative In-house competencies survey done by HR
department Organizational Health Survey (OHS) feedback Generic
Training needs arising out of MAP and 360 degree feedback workshop
etc. Emerging business trends and challenges Internal customer
satisfaction survey under HR Disha Exit analysis Competencies gap
identified through MAP program Analysis of feedback taken for
various programs conducted in the past
TRAINING NEED IDENTIFICATION IS DONE BY THE FOLLOWING
METHODS
PERFORMANCE APRAISAL:
It is the systematic evalution of the individual with the
respect to his or her performance on the job and his or her
potential for development, assessed by the appraiser once in a year
.It is a formal, structured system of measuring and evaluating
employees job behaviors and out comes to discover how and why the
employee is prensently performing on the job and how the employee
can perform more effectly in the future so that the employee,
organization and society all benefits.
Following is the Sample of PA form:
TRAINING & DEVELOPMENT PLAN 2008-09 (M1-M5)(To be filled in
by the appraiser during the course of discussion with the
(Appraisee)
While identifying training needs appraisers may include strength
area of the Appraisee, which can be harnessed further for
organizational benefit. These may relate to functional, behavioural
or competency aspect.
Appraisers also need to take care of development areas based on
Self Appraisal & Performance Feedback in POORNATA, MAP-IDP, and
Talent-IDP etc.
*Name: Emp. Code: JB: Grade: Department:* Name and Emp. Code are
mandatory to be filled.
TECHNICAL TRAINING & DEVELOPMENT AREAS IDENTIFICATIONBased
on the performance review discussion please indicate the identified
functional/technical trainings:
Training / Development Area, Timeline and
ResponsibilitiesComments
INTRODUCTION TO INNOVATIVE TRAINING
INNOVATIVE TRAINING PRACTICES
HR Meet is organized every year to understand the business need
and set future direction for HR and training. In this meet business
performance, challenges and future goals are communicated by our
Chief People Officer for the year.
TTMDC have adopted Innovative Training Practices in the
following areas:
A. Talent Retention.B. Sustainability and Cost Reduction.C.
Building competencies based on job requirement, current / future.D.
Bridging the skill gap arising out of Modernization and
Technological Changes. E. Strengthen the Shop-Floor Learning.F.
Leveraging IT for Learning.G. Re-enforcing values in our
employees.H. Training MethodologyI. Training Effectiveness
A. TALENT RETENTIONLEARNING AVENUES FOR ALLTalent Retention is a
major challenge in our organization. Hence, we are enriching our
all sections of the employees to acquire higher skills and
knowledge so that we may enhance the average level of our skill
inventory. Corporate Post Graduate Diploma in Business
Administration for Executives (C-PGDBA): Opportunity for Executives
to become a Management Post Graduate.C-PGDBA started in
collaboration with Symbiosis Pune. This is an 18 Months Program.
The classes are held by Symbiosis Faculty on Saturday and Sunday.
Students are evaluated on the basis of On Line assignments and
examinations. The specialization can be done in any one of the
following streams: HR Finance Operations Information Technology
Customer Relationship Marketing
IMPACTIt helps line manager in understanding the business needs
and hence they become good decision makers which are reflected in
the financial results of the business.
TALENT MANAGEMENTWe have a structured methodology to identify
talent and groom them. Based on performance and supervisors
assessment of individuals potential, executives are selected to
undergo comprehensive assessment and development centre, which is
conducted by Eicher Consultants and Hewitt. Detailed profile of the
executive is prepared, feedback on his strengths and weaknesses are
given. Based on individuals profile and matching with competency
required at different levels of respective career REWARD &
RECOGNITION SCHEMES FOR EMPLOYEES
We have a systematic procedure to recognize an individual/team,
which has demonstrated utmost sincerity and determination towards
their work, ensuring adherence to timeliness, achievement beyond
the preset target, reaping high returns to the organization and
adding value in terms of project completion before schedule,
technological breakthrough, crisis management, avoiding safety
hazards/accidents/thefts, developing in-house software, devising
innovative people practices and delivering consistent excellent
results. The award leads to raise the motivation level of our
employees. Our training centre facilitates to organize following
award functions- Renusagar Ratna Silver Award- It is an individual
award Renusagar Ratna Gold Award- It is an individual award -
Bhagidari Award- It is a team award
Sl. No.AwardFrequency2008-09
Total Nominees/ teams filed for the awardNos. of Award
received
1Renusagar Ratna Silver Award (Individual)Quarterly7656
2Renusagar Ratna Gold Award (Individual)Annually115
3Bhagidari Award (Team)Six Monthly6611
B. SUSTAINABILITY & COST REDUCTION:
Benchmarking Visits Every month a group of employees are sent to
visit power plants and our other group companies for benchmark
visits. Such visits enable participants to learn the Best Practices
of other units and implement it in all spheres.The visits are
preceded by a preliminary discussion among the group members to
list down the objectives they would like to know during the visit.
After the visit the group submits a report containing the
suggestions and future action plan. Periodic review is done to
ensure implementation of the action plan and the improvement in the
system.
RANANITI- BUSINESS SIMULATION GAME:
As a part of Aditya Birla Awards for outstanding achievement, it
is an initiative to promote participation and team building across
the rank and file of the group. It also fosters innovation and
creativity. It involves complex business situations to take
strategic and operative decisions. We have partnered with All India
Management Association (AIMA), to conduct RANANITI through
Chanakya, the software simulator. Last year, we had an overwhelming
response to the event from managerial cadre employees.
It helps in honing decision making skill in middle
management
INDIVIDUAL DEVELOPMENT PLAN FOR UNDER PERFORMERS
One mark of an outstanding manager is the ability to turn
underperforming employees, into strong performers. For this we
design their individual development plans (IDP). These are prepared
along with the consultation with individual and their supervisors
to enable them to perform better. We take into account the areas of
improvement and respectively learning plan is prepared.
Training centre executes their individual development plan and
monitor their progress.
TRAINING METHODOLOGY
All the training /development related activities for employees
at RPD is managed by its State of the art TTMDC recognized by CEA,
Ministry of Power, Govt. of India.To cater to the Functional /
Technical training requirement of its employees, TTMDC strives to
create multiple learning opportunities for development.The
Innovative methodologies used for training includes:
LEARNING THROUGH WORKING/NON-WORKING MODELS
The training centre has a good number of self developed working
& non working models related to various systems & equipment
of thermal power station. Composite plant layout & models of
transformers, Boiler, Fans, TG sets, switchyards, Pumps &
Valves cut section etc. are available to explain different parts
& their constructional features during training programmes for
better understanding.
LEARNING THROUGH INTERACTIVE COMPUTER BASED TRAINING (CBT)
We have a good collection of CBTs on various topics as technical
/ managerial / Supportive, which are being used by our employees
for knowledge enhancement & dissemination.
No. of Video cassettes : 143
No. of CDs :151
Cds have been procured from very reputed USA based NUS
organization. This is a very rich and comprehensive video
collection.
LEARNING THROUGH VIDEO CLIPPINGS OF SURVEY/ OVERHAULING
During planned survey/ overhauling, video clippings are prepared
on Survey / Overhauling process, on line maintenance etc. which are
being utilized during training programs to aware our employees
about actual maintenance processes & better understanding of
our own system.
CHAPTER:- 6
FINDINGS
From the research and study conducted following are the findings
enumerated under the following aspects--
1. HINDALCO has a comprehensive training & Development
System and PMI is the centre that coordinates various training
programme not only for its own employees but also for participants
from other organizations.
2. The Training Programs conducted are excellent in terms of
Quality, Content & Faculty.3. The Programs are regularly
updated as per the changing trends and needs.
4. Due to official work, the employees are not easily relieved
for training.
RECOMMENDATION
An action plan has to be taken by an Organization for every
training programme.
The participants follow-up plan.
Regular feedback should be done.
By the help of action plan one can easily evaluate how much the
participant/trainee has grasped and what more efforts are required
to make him/her equally competent and dexterous so that his
learning can be well utilized for the well-being of the
organization and the trainees personal development also.
CONCLUSION
Employee is most valuable asset of any organization.
An investment in the learning and development help in achieving
the overall satisfaction and improvement of an employee.
The action plan helps the organization to overcome its
shortcomings in training and development process.
Annexure 5Annexure 7
Limitation
Time was limited for the research. Data was not that much
accurate for the study. Data cannot be modified.
Bibliography
Search Engine:-
www.google.com
Websites:-
www.wikipedia.com
www.encyclopedia.com
www.hindalco.com
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