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of my work. I hope that my project report will be
beneficial for the organization.
CONTENTS
Introduction OF NTPC Company Profile
NTPC plant wise capacity
NTPCs Achievement & Awards
NTPCs mission
Strength
perfoumence
name of the department in the NTPC skill gap mapping of NTPC
some of the benefits employee tranning
statement objective
scop of the projectreserach of the INTRODUCTION
objective
methodology
perpose of the study
INTRODUCTION
nature of the training and development need of the training and development
TRAINNING POLICYEVALUSION OF THE TRAINNING AND DEVELOPMENTTRAINNING OF THE NTPC WORKSTRAINNING METHOD AND TECHNIQUESORGANIZATIONAL CHART OF HR DEPARTMENTWALFARE MEASUREWORKERS PARTICIPATION IN MANAGEMENTMETHOD OF SECURITY WORKERS PARTICIPATION
FINDINGSUGGESTIONCONCLUSIONBIBLIOGRAPHY
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Statement of Objectives
Scope of the project
Research objectives
Research Methodology
Introduction to Topic
Introduction of training and development
Nature of training and development
Need of training and development
Training policy
Training need assessment
Training Calendar
Identifying training and development needs
Evaluation of training and development
Training at Bargarh Cement Works
Training methods or techniques
Organisation Chart of HR
Welfare measures
Workers participation in Management
Data analysis
Findings
Suggestions
Conclusions
Questionnaire Format
Bibliography
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performance to see whether the employee has done the work entrusted to
him in the way it was expected. Whether there is
any wastage in tears of time, money, energy, skill etc. whether the same
work could have been done in a better way. In the process, whether the
employee has equipped himself responsibilities. Normally it is measured by
a third party or the immediate higher officer. This method of measuring
the work is called appraisal. Unless the work is carried out in the proper
way, the employer will lose; their employee will not learn anything by
carrying out his work. It is a formal exercise in a documented form in
which organization makes anevaluation
Require differential treatments among the members of a group as
distinguished form actions affecting all members equally. Others regard it
as a process of estimating or judging the value, excellence, qualities or
status of some object, person or thing.
of its employees in terms of his contributions made towards achieving
organizational objectives. It also evaluates further personal strengths or
weakness in terms of attributes and behaviors demonstrated for meeting
whatever objectives the organization may consider relevant.
According to Heyel, Performance Appraisal is the process of evaluating
the performance and qualification of the employees in terms of the
requirements of the job for which he is employed for the purpose of
administration including placement,selection,promotion providing
financial rewards and other actions which
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Thus, performance appraisal is the step where the management finds out
how effective it has been at hiring and placing employees. If any problems
are identified steps are taken to communicate with the employee for their
remedy.
Performance appraisal is a systematic and objective way of judging the
relative worth or ability of an employee in performing his job. The
appraisal is systematic when it evaluates all performances in the same
manner, utilizing the same approaches so that appraisal of different
persons is comparable. Appraisal has objective also. Its essential features
are that it attempts at accurate measurement by trying to eliminate human
biases and prejudices.
.
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NTPC Plant-wise Capacity:
Sr.
No.City State Inst.Capacity
1 Singrauli Uttar Pradesh 2,000
2 Korba Chhattisgarh 2,600
3 RamagundamAndhra
Pradesh2,600
4 Farakka West Bengal 2,100
5 VindhyachalMadhya
Pradesh3,260
6 Rihand Uttar Pradesh 2,000
7 Kahalgaon Bihar 2,340
8 Dadri Uttar Pradesh 2,310
9 Talcher Orissa 3,000
7
http://en.wikipedia.org/wiki/Singraulihttp://en.wikipedia.org/wiki/Uttar_Pradeshhttp://en.wikipedia.org/wiki/Korbahttp://en.wikipedia.org/wiki/Chhattisgarhhttp://en.wikipedia.org/wiki/Ramagundamhttp://en.wikipedia.org/wiki/Andhra_Pradeshhttp://en.wikipedia.org/wiki/Andhra_Pradeshhttp://en.wikipedia.org/wiki/Farakkahttp://en.wikipedia.org/wiki/West_Bengalhttp://en.wikipedia.org/wiki/Vindhyachalhttp://en.wikipedia.org/wiki/Madhya_Pradeshhttp://en.wikipedia.org/wiki/Madhya_Pradeshhttp://en.wikipedia.org/wiki/Rihandhttp://en.wikipedia.org/wiki/Uttar_Pradeshhttp://en.wikipedia.org/wiki/Kahalgaonhttp://en.wikipedia.org/wiki/Biharhttp://en.wikipedia.org/wiki/Dadrihttp://en.wikipedia.org/wiki/Uttar_Pradeshhttp://en.wikipedia.org/wiki/Talcherhttp://en.wikipedia.org/wiki/Orissahttp://en.wikipedia.org/wiki/Uttar_Pradeshhttp://en.wikipedia.org/wiki/Korbahttp://en.wikipedia.org/wiki/Chhattisgarhhttp://en.wikipedia.org/wiki/Ramagundamhttp://en.wikipedia.org/wiki/Andhra_Pradeshhttp://en.wikipedia.org/wiki/Andhra_Pradeshhttp://en.wikipedia.org/wiki/Farakkahttp://en.wikipedia.org/wiki/West_Bengalhttp://en.wikipedia.org/wiki/Vindhyachalhttp://en.wikipedia.org/wiki/Madhya_Pradeshhttp://en.wikipedia.org/wiki/Madhya_Pradeshhttp://en.wikipedia.org/wiki/Rihandhttp://en.wikipedia.org/wiki/Uttar_Pradeshhttp://en.wikipedia.org/wiki/Kahalgaonhttp://en.wikipedia.org/wiki/Biharhttp://en.wikipedia.org/wiki/Dadrihttp://en.wikipedia.org/wiki/Uttar_Pradeshhttp://en.wikipedia.org/wiki/Talcherhttp://en.wikipedia.org/wiki/Orissahttp://en.wikipedia.org/wiki/Singrauli7/30/2019 MBA Project 02
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10 Unchahar Uttar Pradesh 1,050
11 Talcher Thermal Orissa 460
12 SimhadriAndhra
Pradesh1,500
13 Tanda Uttar Pradesh 440
14 Badarpur Delhi 705
15 Sipat Chhattisgarh 1660
16 Sipat (erection phase) Chhattisgarh 1980
17Bongaigaon (erection
phase)Assam 750
18 Mouda (erection phase) Maharashtra1000 (2x500
MW)Total 25,815
8
http://en.wikipedia.org/wiki/Unchaharhttp://en.wikipedia.org/wiki/Uttar_Pradeshhttp://en.wikipedia.org/w/index.php?title=Talcher_Thermal&action=edit&redlink=1http://en.wikipedia.org/wiki/Orissahttp://en.wikipedia.org/wiki/Simhadrihttp://en.wikipedia.org/wiki/Andhra_Pradeshhttp://en.wikipedia.org/wiki/Andhra_Pradeshhttp://en.wikipedia.org/wiki/Tandahttp://en.wikipedia.org/wiki/Uttar_Pradeshhttp://en.wikipedia.org/wiki/Badarpurhttp://en.wikipedia.org/wiki/Delhihttp://en.wikipedia.org/wiki/Sipathttp://en.wikipedia.org/wiki/Chhattisgarhhttp://en.wikipedia.org/wiki/Sipathttp://en.wikipedia.org/wiki/Chhattisgarhhttp://en.wikipedia.org/wiki/Bongaigaonhttp://en.wikipedia.org/wiki/Assamhttp://en.wikipedia.org/wiki/Moudahttp://en.wikipedia.org/wiki/Maharashtrahttp://en.wikipedia.org/wiki/Unchaharhttp://en.wikipedia.org/wiki/Uttar_Pradeshhttp://en.wikipedia.org/w/index.php?title=Talcher_Thermal&action=edit&redlink=1http://en.wikipedia.org/wiki/Orissahttp://en.wikipedia.org/wiki/Simhadrihttp://en.wikipedia.org/wiki/Andhra_Pradeshhttp://en.wikipedia.org/wiki/Andhra_Pradeshhttp://en.wikipedia.org/wiki/Tandahttp://en.wikipedia.org/wiki/Uttar_Pradeshhttp://en.wikipedia.org/wiki/Badarpurhttp://en.wikipedia.org/wiki/Delhihttp://en.wikipedia.org/wiki/Sipathttp://en.wikipedia.org/wiki/Chhattisgarhhttp://en.wikipedia.org/wiki/Sipathttp://en.wikipedia.org/wiki/Chhattisgarhhttp://en.wikipedia.org/wiki/Bongaigaonhttp://en.wikipedia.org/wiki/Assamhttp://en.wikipedia.org/wiki/Moudahttp://en.wikipedia.org/wiki/Maharashtra7/30/2019 MBA Project 02
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NTPC Achievements
Year Achievement1972 . 80-mile wood pole (69 kV) transmission line constructed from
Inuvik to Tuktoyaktuk, the only line of its type in the world,
north of the Arctic Circle.
1973. Head office moved from Ottawa to Edmonton..1978. Forty-nine communities across the North now served by the
Northern Canada Power Commission.1986. Pine Point Mine closes
1988. Government of the Northwest Territories acquires NCPC.Inuvik plant destroyed by fire. Inuvik supplied with power
from Tuktoyaktuk while plant was rebuilt..1989. Head office moves to Hay River. The Commission is renamed
the Northwest Territories Power Corporation. NWT Public
Utilities Board commences partial regulation of the
Corporation.1990. New 150 km (115 kV) transmission line installed between Snare
and Yellowknife..1992. Agreement with Dogrib Power Corporation to construct, own
and lease back for 65 years a 4.3 MW hydro electric facility on
the Snare River. Full regulation of the Corporation by the
NWT Public Utilities Board.1996. Environmental site assessments commenced. Snare Cascades
hydro, a 4.3 MW plant, is commissioned1997. Community-based rates established. Fuel and water
stabilization funds established.1999. .. Creation of Nunavut, April 1, 1999. The Corporation
continues to supply both the NWT and Nunavut under a two-
year transition plan. Inuvik plant begins multi-year transitionfrom diesel to natural gas
2001. .. On April 1 the assets of Northwest Territories Power
Corporation are divided into two corporations: the Northwest
Territories Power Corporation, which is wholly owned by the
Government of NWT, and the Nunavut Power Corporation,
which is wholly owned by the Government of Nunavut.
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2002. . NTPC receives the national Leadership Award for electric
utilities for reduction in greenhouse gas emissions.2003. . NTPC purchases the Bluefish (7 MW) hydro plant from
Miramar Con Mine, near Yellowknife
2004.. A new subsidiary, Sahdae Energy Limited, is created to
pursue the hydro potential of the Bear River, working with the
Deline Land Corporation and the Tulita Yamoria Community
Secretariat. In January, Fort McPhersons power plant burned
to the ground. NTPC restored power to the community within10 hours.
2005. New Fort McPherson power plant is commissioned in FortMcPherson..
2007. The Government of the Northwest Territories passes the NWTHydro Corporation Act, creating the Northwest Territories
Hydro Corporation (NT Hydro). The new corporate structure
includes NTPC as one of three NT Hydro subsidiaries. Former
subsidiaries of NTPC are now "sister companies" of the
Corporation.2008. .. NTPCs 20th anniversary as a wholly-owned crown
corporation of the Government of the Northwest Territories
Awards
We derive immense satisfaction from the awards wereceive and the resulting recognition they bestow. Theawards are key indicators and milestones on our HR
journey, and reinforce our
HR philosophy and practices. NTPC has been awardedNo.1, Best Workplace in India among large organisationsfor the year 2008, by the Great Places to Work Institute,India Chapter in collaboration with The Economic Times.
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NTPCS MISSION
MISSION-
.
Develop and providereliable power, relatedproducts and services at
competitive prices,integrating multiple energysources with innovative andeco-friendly technologiesand contribute to society.
STRENGTH-
A solid partner.
Integrity & strength of character of our people.
A strong organization behind them with global leadership andcompetence.
PERFORMANCE-
Delivering on our promises to each other and to ourstakeholders.
Best solutions for our customers.
Demanding excellence
Open 7 always searching for new and better ways
Best results from working together.
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PASSION- Dedication and commitment We care about everything we
do.
We take pride in performing well and recognize and celebratesuccess.
NAME OF THE DIFFERENT DEPARTMENTS OF NTPC
HR, Administration, & Legal
Finance
Material Management
Project
Mechanical Production & Quality Control
Electrical & Instrumentation
Safety
Transport
Security
Water Supply
Health Services.
SKILL GAP MAPPING OF NTPC
Training and development offer competitive advantage to afirm by removing performance deficiencies; makingemployees stay long; minimizing accidents scrap anddamage; and meeting future employee needs. This is possible
only through skill mapping. The study gap existing inknowledge, skills and attitude aspects of the existing trainingprogrammes across top, senior, middle and juniormanagement levels is the motive of the skill mapping.
The objective of the skill is to find out
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The deficiencies which ids caused by a lack of abilityrather than a lack of motivation to perform.
The individual(s) involved have the aptitude andmotivation to learn to do the job better, and
Supervisors and peers are supportive of the desiredbehaviors.
The present scenario is changing; it requires multi-variousskilled workers at top management, middlemanagement and wage boards. The aim of the skill mapping isknowledge test, one to one interaction and to assess theperformance.
For one to one interaction company calls third party for
assessment. After the assessment of skill company used todesign the training course for those employee who are notmeeting the requirement of the organization. There is greaterstability, flexibility and capacity for growth in an organization.Employees become efficient after undergoing training.Efficient employees contribute to the growth of the firm.Growth renders stability to the work force. Training makes theemployees
versatile in operations. In this way the growth of employeesresults in the growth of the company, state, and finally of thenation
Some of the benefits of employee training
Improves the job knowledge and skills at all levels of theorganization.
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Helps create a better corporate image.
Improves relationship between boss and subordinate.
Aids in organizational development.
Organization gets more effective decision- making and problem-solving skills.
Improves labor-management relations.
Helps the individual in making better decisions and effectiveproblem solving.
Helps a person handle stress, tensions, frustration and conflict. Helps eliminate fear in attempting new tasks.
Improves communication between groups and individuals.
Improves interpersonal skills
Makes organizational policies, rules and regulations viable
Provides a good climate for learning, growth, and co-ordination.
STATEMENTOF OBJECTIVES
The objective of the project is to study the effectiveness of
training and development program in company. As we know that
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training is an important factor for growing because growth is
lifeline for the company.
The main motto of this project was to know, how company
conducts training program. What are the basic requirements during
this process? How does the company come to know that some
body needs training? After providing them training analysis is
required. Analysis makes the management aware of the workers of
staffs whosoever had gone through the training. Development is
the main objective of any training. If there is no any development,
the objective of training is not achieved. So for achieving the
objective, development is very much required.
The way of analyzing of the training should be carefully
developed. Because a good analysis reflects the true figure of the
development of trainees. How the company analyses the training is
a subject to be learnt.
So the ultimate goal of this project is to study the way ofproviding training as well as the way of measure the development
of trainees in ntpc.
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SCOPE OF THE PROJECT
1. For individuals (employers & employees), it gives a better
understanding of what is expected of them; where priorities
lie; where their contribution fits into the organization and
how they are progressing.
2. For managers (middle & top level), it provides a basis for
allocating responsibility to individuals for achieving certain
results; monitoring the achievement of results and
providing solid evidence, which is less subjective, for
assessing an individuals performance.
3. For the organization, it identify the best method of training
& development program which can help the organization to
achieve corporate plants & gives a greater likelihood of
strategic planning.
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RESEARCH OBJECTIVE
Research is a multipurpose tool which is used to help solve avariety of organizational problem. The main aim of research is tofind out the truth which is hidden and which has not beendiscovered yet. The concept of research can be applied to all
organizational studies, be they large or small, descriptive oranalytical, major or minor, human or non human, broad or narrowin perspective, dimension and scope. In fact it is useful foreveryone who is concerned with personnel problems-labor,management, the general public, governmental agencies andconsumers.
Though each research has its own purpose or objectives which arediscussed below:-
1. To measure and evaluate present conditions.2. To predict future conditions, event and behavioral pattern.3. To evaluate the effects and results of current policies,
programmes and practices.4. To provide an objective basis for a revision of current
policies, programmes and practices.5. To appraise proposed policies, programmes and activities.6. To keep the management abreast of its competitors by
replacing old products by new products, old techniques by
new techniques old organizational practices by neworganizational practices.
7. To discover ways and means of strengthening the abilitiesand attitudes of employees at good or a high level and oncontinuing basis.
8. To gain familiarity with a phenomenon or to achieve newinsights into it (studies with this in view are termed asexploratory or formulate research studies).
9. To Portray accurately the characteristics of a particular
individual, situation or a group (studies with this object inview are known as descriptive research studies).10. To determine the frequency with which something occurs
or with which it is associated with something else (studieswith this object in view are known as diagnostic researchstudies).
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11. To test hypothesis of a casual relationship betweenvariables (such studies are known as hypothesis testingresearch studies).
Research is the means of bringing about the end-stage ofimproved performances. It fundamental purpose is to improve
the philosophy and practice of personnel administration andmanpower management.
METHODOLOGY
Research methodology is a way to systematically solve the
research problem. It may be understood as a science of studying
how research is done scientifically. In the present scenario of
industrialization, large number of industries in every sector is
being promoted in our country. This is bound to give a boost to
our national prosperity. In order to reap the optimum out put of
training and development, we should be equally concerned to
the possible programmes of training and development. Proper
training development of skills, attitude and knowledge. The
company spent huge amount for training programmes to get
trained employees for the organization which will ultimately
results in the growth of the corporate image. The organization
needs right people, at right place, and at right time for which
there should be proper training programmes, training need
assessments, & skill mapping.
PURPOSE OF THE STUDYThe purpose of the study is to acquaint with the actual work
situation and enable to learn the practical skills relating to
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organizational climate. And to acquire the knowledge about the
training programmes and its implementation.
METHOD OF STUDY
In order to conduct the research, the researcher has followed the
questionnaire method. Relevant information was collected
through interviews with managers, officers, workers, supervisors
& workers. The
Questionnaire survey method was used mainly to understand as
to how the employees and workers perceive the trainingprogramme of the organization and how they are implementing
in their work.
DATA COLLECTION
The data for the study were collected both from primary andsecondary sources. The primary sources include the executives,
non-executives. The secondary sources include the relevant
records and books. This study involves the technique of both
observation and survey to have an over all idea about the
training and its implementation.
TOOLS AND TECHNIQUES
For the purpose of the study the following tools were used.
A structured interview schedule for the management.
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A questionnaire prepared for the sample respondents,
management trainees, officers, supervisors and workers.
Opinion survey for executives / non-executives.
LIMITATION OF THE STUDY
Various limitations which came across during the project workare:-
Limitation of time factor.
The employees of the organization having heavy workload
due to which they have less time for interaction.
Non availability of resources at time hampers the study.
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INTRODUCTION OF THE TRAINNING ANDDEVELOPMENT
Every organization needs to have well trained and experience 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 break through require some type of
training & development efforts. As the jobs become more complex, the
importance of employee development also
increases. In a rapidly changing society, employee training &
development are not only an activity that desirable.
Like the Fed Ex-Corporation is yet another company which takes
training & development seriously. It spends $155 million on training each
year. The company allocates nearly 1523 man-hours every year on
training & development. Each employee spends 4 to 6 weeks a year n
compulsory training. In addition the company has a tie up with skill of an
e-mail learning portal which offers nearly 800 short term online courses
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to the employees. Fed Ex has a clean strategy with respect to training &
development. If believes that training in house personnel is much more
effective & economical than lateral hiring.
Indian trainers are everywhere. It importing communication
training for local BPOs in the Philippines or imparting soft skills to hotel
staff in south East Asia or people development for Genpacts china
centre.
LG Electronics has made if mandatory for its staff to do two
modules a month and each module has a test that has to be cleared.
Every three months a summary of all the tests is made and prizes are
doled out to encourage people to learn.
Cisco uses web based training as an integral tool to make
employees more productive because it is available anytime, anywhere.
NATURE OF TRAINING AND DEVELOPMENT
In simple terms, training and development refer to the imparting of
specific skills, abilities and knowledge to an employee. More clearly
training and development may be understood as any attempt to improve
current or future employee performance by increasing an employees
ability to perform through learning, usually by changing the employees
attitude or increasing his or her skills and knowledge. The need for
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training and development is determined is determined by the employees
performance deficiency, computed as follows:- Training and
development need = Standard performance Actual performance.
Training refers to the process of imparting specific skils. Development
refers to those learning opportunities designed to help employees grow.
Development is not primarily skills-oriented. Instead, it provides general
knowledge and attitudes which will be helpful to employees in higher
positions. Development activities, such as those supplied by
management development programmes, are generally voluntary.
NEED OF TRAINING AND DEVELOPMENT
1. To increase performance and productivity-
Instruction can help employees increase their level of performance on
their present assignment. Increased human performance often directly
leads to increased operational productivity and increased company
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profit. Again increased performance and productivity, because of
training, are most evident on the part of new employees who are most
efficient and effective ways of performing their jobs.
2. To improve Quality:-
Better informed workers are less likely to make operational mistakes.
Quality increases may be in relationship to a company product or
service, or in reference to the intangible organizational employment
atmosphere.
3. To improve organizational climate:-
Productions and product quality may improve, financial incentives may
then be increased, but one of the most important of these is the current
state of an organizations educational Endeavour.
4. To improve health and safety:- Proper training can help prevent
industrial accidents. A safer work environment leads to more stable
mental attitudes on the part of employees.
5. To help a company fulfill its future personal needs:-
Organizations that have a good interval educational programme will have
to make less drastic manpower changes and adjustments in the event ofsudden personal alternations.
6. Obsolescence prevention:-Training and development programmes
foster the initiative and creativity of employees and help to prevent
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manpower obsolescence, which may be due to age, temperament or
inability of a person to adapt himself to technological changes.
TRAINING POLICY
Every company or organization should have wee-established training
policy. Such a policy represents the top managements commitment to
the training of its employees, and comprises rules and procedures
governing the standards of scope of training. A training policy is
considered necessary for the following reasons:
To indicate a companys intention to develop its personnel; to
provide guidance in the framing and implementation of
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programmes and to provide information concerning them to all
concerned;
To discover critical areas where training is to be given on a
priority basis; and
To provide suitable opportunities to the employee for his own
betterment.
This policy will ensure that we have the adaptability and flexibility to
thrive and succeed as a business. To do this, all line managers,
through the Performance Review process, will
Ensure that staff has a level of knowledge and skill to fully
perform their role.
Encourage staff to develop within their current role.
Look for potential, and find ways for staff to demonstrate
potential.
Recognize and rewards staff development (utilizing it wherever
possible)
Create a learning culture by providing opportunities for
learning.
All staffs are entitled to and can expect to receive training they need to
carry out their current role. This includes seconded, fixed-term contract
or short-term contract staff.
Permanent employees can expect to benefit from further commitment for
each individual to devote at least 5 days a year towards training and
development. First priority will be towards job-related training, but we
will also encourage individuals to undertake personal development
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training. This may entail taking professional qualifications; undertaking
research into a particular field of interest or experiencing a particular
aspect of another job in ordr to gain an insight into the role and fuller
understanding of the work.
Training should not be viewed purely as attending a training course
There are a variety of different methods that can be used to help train
and develop individuals and Personnel Services will be happy to help
individuals and managers select the most appropriate method.
It is recognizes the need for everyone to learn and develop their skills on
a continuous basis and will support individuals to help them achieve
this. Equally, the company expects individuals to take on some
responsibility for their own self- development. For example, identifying
suitable training activities (with the help of line managers and Personnel
Services) and adopting a flexible and positive approach to any training
and development that is identified with them.
TRAINING NEED ASSESSMENT
The right employee training, development & education at the right time
provides big payoffs for the employer in increased productivity,
knowledge, loyalty, and contribution.
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In every company, HR training in many employees related and legally-
related topics is mandatory, especially for managers & supervisors. We
need to equip our employees to handle their employee relations
responsibilities competently. But, for maximum positive impact &
learning, we need to make the HR training motivational & engaging.
DEFINITION-
Training need assessment can be simple as asking an employee what
theyd like to be able to do better to as complex as development an
individualized training plan for every employee. Training needs
assessment is a tool that helps you create a superior workforce. This
training needs assessment works best in small to mid sized
organizations. It will give you a quick assessment of the training needs
of an employee group. This training need assessment helps find
common training programs for a group of employees.
WHAT IS TRAINING NEEDS ASSESSMENT?
A tool utilized to identify what educational courses or activities should
be provided to employees to improve their work productivity. Focus
should be placed on needs as opposed to desires.
WHY CONDUCT A TRAINING NEED ASSESSMENT ?-To pinpoint if training will make a difference in productivity & the
bottom line.
-To decide what specific training each employee needs & what will
improve their job performance.
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-To differentiate between the need for training & organizational issues.
HOW IT IS PERFORMED ?
There are several techniques that can be utilized individually or in
combination with each other. More than one tool should be considered
to get a better view of the big picture, however, which tools are used
should be left up to company.
1. MEET WITH MANAGEMENT- Since most superiors are involved
with the planning of project & the future of the company, they
know what will be needed. They should be able to communicate
where their employees current abilities lie & what is needed to
get them to the next level for new projects on the horizon.
2. MEET WITH EMPLOYEES- Discuss what struggles they may be
facing from day to day & what would make their job easier &
more efficient. Remember to keep them focused on what they
need rather than what they want.
3. CONDUCT SURVEYS- Survey is beneficial because many
people of time. Additionally, surveys provide employees with
the opportunity to confess a need on paper that they may be too
embarrassed to admit needing in a face to face meeting.
Surveys should take the form of a questionnaire. It includes
close ended or open ended questions or a series of both.
Close ended questions require the respondents stay within
certain perimeters set by the person who created the survey.
Being that the answers are limited, tabulating the data is
simple. Open-ended questions allow an employee to provide
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more feedback & introduce new ideas that maynt have been
considered initially, although tallying the results may be
more difficult.
4. CONDUCT FOCUS GROUPS-
Focus groups allow for small group interaction, allowing the
assessor to uncover details about their target audience.
Brainstorming is encouraged allowing for an exchange of new
ideas and a revelation of what training may be needs.
Depending on time limits focus groups can be held once or
repeatedly.
5. REVIEW COMPANY GOALS & MISSION STATEMENT-
A brief review of the companys past & where they are headed
for the future may reveal valuable information for training. A
comparison should be made of what employees are currently
doing & what will be expected of them as the company
continuous to grow & change. In case of focus group &
consideration should be given to either audio taping or video
taping the session allowing it to be reviewed later for any
details.
Identifying training & development needs30
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Identifying training and development needs, and helping individuals to
improve their performance, are key responsibilities for line managers, so
they are expected to be achievely involved in their teams training and
development. Line managers are also responsible for measuring the
effectiveness of any training and development undertaken by team
members, with assistance from personnel services.
The skills and knowledge that will be needed for the future success of
the company will become apparent as each years business (corporate)
plan is drafted and communicated to teams within the company and
individual performance objectives agreed. Where individual skills,
knowledge or the development of competencies are needed to achieve
our business objectives, these should be recorded on the Development
needs Assessment Plan, which forms part of our performance review
process
The training process is divided into three phases:
(1) Needs identification
(2) Training systems(courses, modules, training aids,
presentation, instructors, records)
(3) Evaluation
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Needs identification
The first phase is the identification and analysis of an
organizations training needs. As a minimum, the organization should be
able to accomplish the following four things:
1. Systematic review of each trade, occupation or process by a
team of knowledgeable individuals.
2. Conduct verbal and/or written surveys of managers,
supervisors, leaders, technicians and workers.
3. Conduct a complete review of legislated training requirements.
4. Review the results of Hazard Analyses, occupational health
surveys and other survey or process analysis.
Identification of training needs(ITN)
Identification of training needs (ITN), if done properly, provides the
basis on which all other training activities can be considered. Also
requiring careful thought and analysis, it is a process that needs to be
carried out with sensitivity: peoples learning important to them, and the
success or the organization may by to stake.
It is important to know exactly what you are doing, and why, when
undertaking ITN. This is the reason we have included material to help
you make considered decision and take thoughtful action. You will find,
however, that the return on the investment you make in fully
understanding what ITN is all about will make it well worth while.
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Evaluation of training and development
Evaluation means the assessment of value or worth. Evaluation of
training is the act of judging whether or not it is worthwhile in terms of
set criteria. Evaluation of training and development programmes
provides assessment of various methods and techniques, sells training
to management, identifies the weaknesses of training programmes and
helps to accomplish the closest possible correlation between the
training and the job. A comprehensive and effective evaluation plan is a
critical component of any successful training programmes. It should be
structured to generate information of the impact of training on the
reactions; on the amount of learning that has taken place; on the
trainees behavior and its contribution to the job. Therefore, evaluation is
a measure of how well training has met the needs of its human
resources.
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Training at NTPC Works
Scope & Target:
All employees and workmen including contract laborers are
imparted different training for augmenting their skill and knowledge.
various of training:
1 .services covered under tranning:
. Desigin of comprehensive organization
Recruitment services
Induction and management devlopement tranning
HRD policies and procedures
Simulator training
Customized training programmes.
2 The power management (pmi) of ntpc
Provide management and technical training.
Complemented by full scope simulators training facilities for power
. station
3 EDC (EMPLOYEE DEVELOPEMENT CENTERS)
Located at all the plants of ntpc providing training specific to the
need of
The plant both in technical and managerial areas.
Ntpc has two simulator training institutes atkorba and kawas
providing . experience on running a plant to graduate
engineer trainees,
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4 CLASS (CENTER FOR LEARNING AND SELF STRIVE)
Add value to the org. in achieving desire level of the productivity,
performance and profitability (3ps) through people. Class is to enhance
efficiency and effectivieness in worn in order to achieve business targets
and goals. Class worns for building 48 employe competence to maintain
the compectitive ratio between skill salary.
TRAINING METHODS AND TECHNIQUES
Training method is mainly of two types that is on the job method
and of the job method. So, the following the methods are as
follows:-
ON THE JOB TRAINING:
On the fob techniques are conducted in the real job settings. On the
job methods usually involve training in the total job. These
methods are typically conducted by individuals, workers,
supervisors. The main advantage is that the trainees learn while
actually performing their work, which may minimize the training
cost. They also learn in the same physical and social environment
in which they will be working once the formal training period is
completed.
Types of on the job techniques:
Job instruction training
Job rotation
Apprenticeship
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Coaching
Vestibule training
Job instruction training:
Job instruction training (JIT) is received directly on the job and
so it is called on the job training it is used primarily to teachworkers how to do their current jobs. The worker learns to
master the operation involved on the actual job situation under
the supervision of his immediate boss who has to carry the
primary burden of conducting the training. Usually no special
equipment or space is needed, since now employees are trained
at the actual job location.
JOB ROTATION:
Some trainers move a trainee from job to job. Each worker move
normally is preceded by job instruction training. This is a
method of training wherein worker rotate through a variety of
jobs. Thereby providing them a wide exposure. Trainees are
placed in different jobs in different parts of the organization for
a specified period of time. They may spend several days or even
years in different company locations. In this way they get an
overall perspective of the organization. It is used with both blue-
collar production workers and white collar managers and it has
many organizational benefits. Job rotation creates flexibility,during manpower shortages, workers have the skills to step in
and fill open slots. The method also provides new and different
work on a systematic basis, giving employees a variety of
experiences and challenges. Employees also increase their
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flexibility and marketability because they can perform a wide
array of tasks.
Apprenticeship:
An apprentice is a worker who is learning a trade but who has
not reached the state where he is competent to work without
supervision. It is particularly common in the organization a new
worker is tutored by an established worker for askilled trades.
Inlong period of time. An apprenticeship lasts from two to five
years. Each apprentice is usually given a workbook consisting
of reading materials. Tests to be taken and practice problem to
be solved. This training is used in such trades, crafts and
technical fileds in which proficiency can be acquired after a
relatively long period of time in direct association with the work
and under the direct supervision of experts. Training is intense,lengthy and usually on a one to one basis.
Coaching:
At management levels Coaching of immediate subordinates by
their managers is common. A coach attempts to provide a
model for the trainee to copy it tends to be less formal than an
apprenticeship program. Coaching is almost always handled by
the supervisor or manager. It is likely not being as directive
approaches such as nondirective counseling or sensitivity
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training if the trainees shortcomings are emotional or personal.
Coaching will be ineffective if relations between trainee and
coach are ambiguous in that the trainee cannot trust the coach.
Vestibule Training:
Vestibule training is a type of instruction often found in
production work. A vestibule consists of training equipment that
is set up a short distance from the actual production line.
Trainees can practice in thevestibule without getting in the way
or slowing down the production line. These special training
areas areas are usually used for skilled and semiskilled jobs,
particularly those involving technical equipment.
Vestibule is small, so relatively few people can be trained at the
same time. The method is good for promoting practice a
learning principle involving the repetition of behaviour.
OFF-THE JOB TRAINING-
Off the job method are those training and development
programs that take place away from the daily pressures of the
job and conducted by highly competent outside resource people
who often serve as trainers, which is one of the main
advantages of this method. The major drawback of this is the
transfer problem.
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Types of off the job method-
Audio-visual method
Case studies method
Role playing method
pnference or discussion method.
.
Audio-Visual Techniques:
Audio-visual techniques covers an array of tainting techniques,
such as films, slides and videotapes. It allows seeing while
listening and is usually quite good at capturing their interests.
These methods allow a trainers message to be uniformly given to
numerous organizational locations at one time and to be reused as
often a required.
Case Study
By studying a case situation, trainees learn about real of
hypothetical circumstances and the actions others take under
those circumstances. Besides learning from the content of the
case, a person can develop decision making skills. Case method is
an excellent medium for developing analytical skills. When cases
are meaningful a similar to work related situations, there is some
transference. There also is the advantage of participation through
discussion of the case. It improves participants skills in problem
analysis, communication and particularly brings home to the
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participant that nothing is absolutely right or wrong in the filed of
human behavior. Survey results indicate that the case method is
considered by training directors to be the best methods of
developing problem solving skills.
Role playing
Active participation rather than passive reception facilitate
learnings. Role-playing believes in active participation. This is a
training method often aimed at enhancing either human relations
skills or sales techniques. Role-playing can be defined as an
educational or therapeutic technique in which some problems
involving human interaction, real or imaginary is presented and
then spontaneously acted out. Participants suggest how the
problem should be handled more effectively in the future. This
acting out is followed by discussion and analysis to determine
what happened and why and, if necessary, how the problem could
be better handled in future.
Conference or discussion method:
This method encourages the participation of all members of the
group in an exchange of opinions, ideas and criticisms. It is a small
group discussion in which the leader plays a neutral role providing
guidance and feedback. In spite of the intention to encourage
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general participation the conferences are frequently dominated by a
few, with the majority no more active than they would be at a
lecture. It is more effective than the lecture in changing adult
behavior and also modifying attitudes. The conference method can
draw on the learning principles of motivation and feedback. It is
used to enhance knowledge or attitudinal development.
Programmed instruction method
It is one of the newest developments in instructional methodology.
It is a logical programmed instruction and shares many of itsbenefits. C.A.I. Has the advantage of individual pace instruction and
a considerably wider range of application. It requires less time to
teach the same amount of information than any conventional
method. Trainees also react favorably to this method. The computer
is capable of assessing the progress of the trainee and can also
adapt to his/her need by virtue of its storage and memory
capacities. This method offers advantages of standard presentation
of materials to all trainees standard, structured practices, and
instant, specific feed back.
The major drawback to C.A.I. For most organizations probably is
the initial expense.
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ORGANISATIONAL CHART OF HR DEPT.
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43
HR
MANAGER
DY.MANAGER
HR & EW,
INDUSTRIAL
DY.MGR HR & EW
LAND & LEGAL
JR.MGR HEALTH
SCIENCE
JR. OFFICER
(ADMN.)
DY.MGR
HR MATTER
INCLUDINGESTABLISHMENT
ASST. MGR
SECURITY
ASST. MGR
HR & EW
SAP, PMS
ASST.
MGRSECURITY
JR. OFFICE
SECURIT
OFFICER
HR & EWDLS
JR.OFFICER (ADMN)
JR. OFFICER
HR & EW
(ESSENTIAL)
ASST. OFFICER
(TRAINING, COLONY
UPKEEPMENT JOB)
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WELFARE MEASURES
Welfare means faring or doing well. It refers to the physical, mental,
moral and emotional well-being of an individual.
Welfare measures can be divided into two broad groups, namely
1. Welfare measures inside the work place; and
2. Welfare measures outside the work place.
1. Welfare measures inside the work place
(i) Conditions of the Work Environment
(a) Neighborhood safety and cleanliness; attention to
approaches
(b) Housekeeping; upkeeping of premises compound wall,
lawns, gardens, and so forth, egress and ingress, passages and
doors; white _washing of walls and floor maintenance.
(c) Workshop sanitation and cleanliness; temperature,
humidity, ventilation, lighting, elimination of dust, smokes, fumes,
gases.
(d) Control of effluents.
(e) Distribution of work hours and provisions for rest hours,
meal times and breaks.
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(f) Maintenance of machines and tools, fencing of
machines, providing guards, helmets, aprons, goggles and first-aid
equipment.
(ii) Conveniences
(a) Rest rooms, wash basins, bathrooms, provision for
spittoons; waste disposal
(b) Provision of drinking water; water coolers.
(c) Canteen services; full meal, mobile canteen.
(d) Management of workers cloak rooms, rest rooms,
reading room and library.
(iii) Workers Health Services
Factory,health centre; dispensary, ambulance, emergency aid,
medical examination for workers; health education, health
research; family planning services.
(iv) Women and Child WelfareAntenatal & postnatal care, maternity aid, crche and child
care; womens general education ; separate services for women
workers, that is lunch rooms, toilets, rest rooms, womens
recreation (indoor); family planning services.
(v) Workers Recreation
Indoor games; strenuous games to be avoided during
intervals of work.
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(vi) Employment Follow-up
Progress of the operative in his/her work; his/her adjustment
Problems with regard to machines and workload, supervisors and
colleagues; industrial counseling.
(vii) Economic Services
Co-operatives, loans, financial grants; thrift and saving
schemes; budget knowledge, unemployment insurance, health
insurance, employment bureau, profit-sharing and bonus schemes;
transport services; provident fund, gratuity and pension; rewards
and incentives; workmens compensation for injury; family
assistance in times of need.
(viii) Labour- Management Participation
(a) Formation and working of various committees, that is,
works committee, safety committee, canteen committee;
consultation in welfare area, in production area, in the
area of administration, in the area of public relations.
(b) Workmens arbitration council
(c) Research bureau.
(ix) Workers Education
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(xii) Community leadership development: council of elders;
committee of representatives; administration of
community services and problems; child, youth and
womens clubs.
WORKERS PARTICIPATION IN MANAGEMENT
For improving the industrial relations and also for boosting the
morale of the workers, it is necessary to allow the workers to
participate in the management of the business concern.
Participation is a mental and emotional involvement of a person in
a group situation which encourages him to contribute to group
goals and share responsibility in them. Participation helps in
improving productivity and provides a sense of satisfaction to theworkers. It makes workers more responsible and make them realize
that they have to contribute a lot to solve the problems of the
concern. Workers participation also helps in eliminating tension
between the management and the workers, in reducing labour
absenteeism and turnover and in minimizing waste. It restores a
measure of human dignity motivation and mutual interest and
encourages better decisions. The workers should participate
actively in the discussions relating to the affairs of the
management. They should not function merely as silent observers
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at the meeting and give their consent whenever they were asked to
do so.
PRESEQUISITES OF EFFECTIVE PARTICIPATION
The workers participation in mgmt is confronted with many
problems due to which it is not successful. Sometimes, the
employers may create such conditions and atmosphere in theorganization which may not be conducive for the effective
participation of workers in the mgmt.
They may be indifferent or submissive or develop an inferior
complex and may not actively participate in the meetings of board
of directors.
Keith Davis has stared prerequisites which area necessary in order
to make the workers participation in mgmt effective.
They are as follows:-
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1. There must be time to participate before action is expected.
2. The financial cost that is involved in participation should not
exceed, economic and otherwise that come from it.
3. Participation should take place only in such subject which is
relevant to the organization, or a subject in which the
participant has an interest.
4. The participants should have the ability to participate. He
should be qualified, trained and experienced.
5. The participants should be in a position to exchange ideas
with each other.
METHODS OF SECURING WORKERS
PARTICIPATION
In recent years, a number of methods of workers participation in
management have been tried. It may be noted that no one plan is
self-sufficient and all inclusive. Some of the more important
methods of workers participation are as follows:
1. Co-partnership Under this method, the workers become partowners of the company and share in the decision making
powers of the company.
2. Suggestion scheme- One of the ways to arouse and maintain
employees interest in the concern is the introduction of
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suggestion scheme. Under this scheme, the workers are
encouraged by their management to give their suggestions to
improve the productive processes, personnel mgmt practices
safety measures etc.
3. Joint consultations- joint consultation is one of the most
important schemes by which the workers are followed to
participate in the activities and purposes of the enterprises.
Under this method, joint committees are set up consisting of
the representatives of the employers and employees.
4. Employees representatives of board of directors- Under this
method of participation, the representatives of workers
participate in the boards meetings of the company. This is the
most common form of satisfaction to the workers because
this method involves full-fledged participation by the workers
in the management.
FINDINGS
From the above survey I came to know that no of training
programmes are held each year for the development of the workers
and employees. Most of the workers of the non-management and
wage boards found difficult to understand the questionnaire. It took
long time to make them clear about the questionnaires. I found that
the workers are very interested towards the training programmes.
They have already attended tree to four programmes but they are
unable to implement what they have learned ands its only reason is
education. They have no basic idea, and the workers form the
different backgrounds also have some sort of lack of knowledge.
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So, to fulfill this gap there is a system called Training needs
assessment. In this, what type of knowledge the workers have and
what more they required is assessed. Below are the findings of the
study undertaken?
Everyone should get equal opportunity to attend the training
for both off & on campus and at all levels. This will
strengthen the overall productivity of the company.
All the training programmes must be specific, clear in its
content & presentation (Audio / Visual). More emphasis must
be laid on practical case studies rather than theory.
Selection of right candidates is the first step for making any
training programme a fruitful one. More & more functional
training should be conducted by hiring eminent faculties.
Training programme should be a part of routine functioning.
Reward system should be linked to the training performance.
Feedback system to be implemented strongly.
Out side training programme for employees to be encourage.
SUGGESTIONS
There is no gainsay regarding the training programme enhance thequality of the performance. No one is perfect in his respective field.A full flazed training program makes trainees complete performer intheir respective areas.
Every company looks for a worker, who can work effectively. Theyare in search of a person who has the maximum skills required forthe job. After selecting the right person, the companys main aim isto make that person a perfect workman. For this they provide themtraining.
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First of all the management should look for that areas whereworkers needs training. For this purpose management should keepeyes on each and every activity of the workers and staffswhosoever may need training. This is a long and time takingprocess. In this way the next step would be to select the trainees.There should develop a mechanism for selecting the trainees.There should be a test for this purpose. This will give the ideaabout the weak and strong points of trainees. It will be very fruitful
in designing the contents of training program.
The printed material is very useful in training. These materialsshould be given before the training. Written material would providethe overall idea about the training and make trainees understandbetter.
Before developing the training contents some points should betaken care of. There should be some practical values in that. Thetraining should include new ideas and should be helpful in thedevelopment of trainees. It must be relevant to the job of workersand staffs. In the training process the efficient use of time shouldbe made as time is the most important factor in any job.
The frequency of training program is according to the requirementand convenience of the trainees as well as the management.Workers require more training so they need one in every six month.Staffs required less training in the compression of workers, so theyrequired at least on training program every year.
The during of any event is the most important, which makes anyprogram successful or fail. It should be according to the needs ofthe trainees of participants.
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CONCLUSIONS
It is very clear that training should be provided but not at the loss
of the company. It is very costly and time taking affair. But it is
most important for the development of the company. So
management cant avoid it at any cost. Here in this company, the
most emphasis is given to the safety training; the aim of the
company is to protect their employees, which are the resources
and assets of the company. With this the training to perform the job
in a better way is another aspect which is also playing a crucial role
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in the company. This is very much required in each level means top
mgmt. middle mgmt and wage boards to develop their skill, so that
there will be growth in corporate image.
BIBLIOGRAPHY
BOOKS :-
1.Human Resource & Personnel Management:-K Aswathapa (the Mc Graw-Hill Companies)
2.Principles & Practice of Management:-Dr. LM. Prasad (Sultan Chand & Sons Publishers)
3.Human Resource Management:-4.Dr. C.B. Gupta (Sultan Chand & Sons Publishers)
INTERNET :-
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1. http://www.google.co.in2. http://www.businessknowhow.com
JOURNALS :-
1. National Human Resource News
http://www.google.co.in/http://www.businessknowhow.com/http://www.google.co.in/http://www.businessknowhow.com/