My Hr Project

8/19/2019 My Hr Project

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Table of Content1. Introduction

2. Training Held in SCL and variousTopics3. Objectives4. Researc !etodolog" #. $nal"sis and Interpretation o% &ata'. (inding ). Li*itation

+. Suggestion,. Conclusion -ibliograp" $nneure /arious Training Topics

IntroductionIntroduction to Industry:-

Introduction

Te Indian ce*ical industr" is a*ong teestablised traditional sectors o% te countr"0 pla"ingan integral role in te countr"s econo*icdevelop*ent. Tis sector0 %or*ing part o% te basicgoods industr"0 is a critical input %or industrial andagricultural develop*ent. Te industr" as a eigto% 14 in te Inde o% Industrial roduction 5-ase

"ear 1,,36,4 7 18890 giving an indication o% tei*portance te sector olds in te countr"s


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industrial grot. $ robust ce*ical industr" is aarbinger o% signi:cant econo*ic and strategicbene:ts to te nation.

Te ce*ical industr" is a*ong te *ost diversi:edindustrial sectors0 including basic ce*icals and its

products0 petroce*icals0 %ertilisers0 paints0 gases0 par*aceuticals0 d"es0 etc. Te sector covers over)80888 co**ercial products0 and provides tebuilding bloc; %or *an" donstrea* industries0 sucas :nised drugs0 d"estu d"estu


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Sources: Department of Chemicals & Petrochemicals,Gol

Industry Sub-segmentsTe annual production o% basic ce*icals beteen(@826(@8# as been groing at ) per "ear0 ileconsu*ption as been rising at # per annu*.I*ports and eports ave also been rising at ).2#and 3).' respectivel"0 i*pl"ing tat India as beena net eporter o% ce*icals. $s per te &epart*ento% Ce*icals0 on te largest i*ports0 in value ter*save been %or organic ce*icals %olloed b" d"es >d"estu


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and co*binations tereo%0 and is do*inated b"*ediu* and s*all pla"ers0 it specialised %ocus in

particular product seg*ent. -eing largel" atecnolog" driven seg*ent0 tese *anu%acturersave eibited te co*petence to producece*icals o% ig Bualit" standards. Tis seg*ent

too is concentrated in estern India.

Sources: Department of Chemicals &Petrochemicals,Gol

Inorganic ChemicalsTis seg*ent co*prises o% products suc asalu*inu* ?uoride0 calciu* carbide0 carbon blac;0

potassiu* clorate0 sodiu* clorate0 titaniu*dioide and red posporous0 etc. Dnd6users o% tesece*icals include *anu%acturers o% soaps >detergents0 glass0 %ertilisers and al;alis.

Sources: Department of Chemicals & Petrochemicals,Gol

Pesticidesesticides are one o% te *ost i*portant constituento% te agro6ce*icals sub6seg*ent0 ic as

pla"ed an al*ost revolutionar" role in te Indianagricultural sector. $ccording to esti*ates0 India iste second largest *anu%acturer o% agroce*icals inte orld it 1'# pesticides registered in tecountr" .

Sources: Department of Chemicals &


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Petrochemicals,Gol

Introduction to Company :-

Dstablised in te earl" ,8s SCL o


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Introduction toProject:-'raining:-Training is a critical in an" organiAationMs strateg"0

but organiAations donMt ala"s evaluate te businessi*pact o% a training progra*. Jiven te largeependitures %or training in *an" organiAations0 it isi*portant to develop business intelligence tools tatill elp co*panies i*prove te *easure*ent o%training e


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progra**es are o


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eperience on te job. (or instance0 engineeringstudents are sent to big industrial enterprises %orgaining practical or; eperience and *edicalstudents are sent to ospitals to get practical;noledge. Te period o% suc training varies %ro*si *onts to to "ears.

/$ +.0+.S.+ '+I(I(, $s te na*e i*plies0 te re%reser training is*eant %or te old e*plo"ees o% te enterprise. Tebasic purpose o% tis training is to acBuaint teeisting or;6%orce it te latest *etods o%

per%or*ing teir jobs and i*prove teir eNcienc"%urter. In te ords o% &ale @oder0 Retraining

progra**es are designed to avoid personnelobsolescence.P Te s;ills it te eistinge*plo"ees beco*e obsolete because o%tecnological canges and o% te u*an tendenc" to

%orget./i$ '+I(I(, 0O+ P+OMO'IO(

Te talented e*plo"ees *a" be given adeBuatetraining to *a;e te* eligible %or pro*otion toiger jobs in te organiAation. ro*otion *eans asigni:cant cange in te Responsibilities and duties.Tere%ore0 it is essential tat e*plo"ees are providedsuNcient training to learn ne s;ills to per%or* teir

jobs *ore eNcientl". Te purpose o% training %or pro*otion is to develop te eisting e*plo"ees to*a;e te* :t %or underta;ing iger job

responsibilities. Tis serves as a *otivating %orce tote e*plo"ees

'+I(I(, M.'O)STraining *etods are usuall" classi:ed b" telocation o% instruction. On te job training is

provided en te or;ers are taugt relevant;noledge0 s;ills and abilities at te actualor;placeQ o< 6 te6job training0 on te oter and0reBuires tat trainees learn at a location oter tan

te real or; spot. So*e o% te idel" used training*etods are listed belo.

%12$3 O( '. O% '+I(I(,:-i$ O% I(S'+*C'IO( '+I(I(,

Te EIT *etod is a %our step instructional processinvolving preparation0 presentation0 per%or*ance tr"out and %ollos up. It is used pri*aril" to teac


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or;ers o to do teir current job. $ trainer0supervisor or co6or;er acts as te coac.

ii$ COCI(,

Coacing is a ;ind o% training *etod

given dail" it %eedbac; given to e*plo"ees b"i**ediate supervisors. It involves a continuous process o% learning b" doing. It *a" be de:ned asan in%or*al0 unplanned training and develop*entactivit" provided b" supervisors and peers.

iii$ M.('O+I(,

!entoring is a relationsip in ic a senior*anager in an organiAation assu*es teresponsibilit" %or groo*ing a junior person. $*entor is a teacer0 spouse0 and counselor0developer o% s;ills and intellect0 ost0 guide0

ee*plar. Te *ain objective o% *entoring is to elpan e*plo"ee attain ps"cological *aturit" ande


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co**onl" used %or training personnel %or clerical andse*i6s;illed jobs. Te duration o% tis trainingranges %ro* a %e da"s to a %e ee;s. Teor" canbe related to practice in tis *etod.

ii$ +O5. P56I(,

It is de:ned as a *etod o% u*an interactiontat involves realistic beavior in i*aginar"situations. Tis *etod o% training involves action0doing and practice. Te participants pla" te role o%certain caracters0 suc as te production *anager0*ecanical engineer0 superintendents0 *aintenanceengineers0 Bualit" control inspectors0 %ore*an0or;ers and te li;e. Tis *etod is *ostl" used %or developing interpersonal interactions and relations.

iii$ 5.C'*+. M.'O) Te lecture is a traditional and direct *etod o%instruction. Te instructor organiAes te *aterialand gives it to a group o% trainees in te %or* o% atal;. To be e


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Training is i*portant not onl" %ro* te point o%vie o% organiAationQ but also %or te e*plo"ees.Training is valuable to te e*plo"ees because itill give te* greater job securit" and opportunit" %or advance*ent. Te need o% training arises in anenterprise due to %olloing reasonG6

i$ C(,I(, '.C(O5O,6 Tecnolog" is canging at a %ast pace. Teor;ers *ust learn ne tecniBues to *a;e use o% advanced tecnolog". Tus0 training sould betreated as a continuous process to update tee*plo"ees in ne *etods and procedures.

ii $ 7*5I'6 CO(SCIO*S C*S'OM.+S

Custo*ers ave beco*e Bualit" conscious andteir reBuire*ents ;eep on canging. To satis%"te custo*ers0 Bualit" o% products *ust becontinuousl" i*proved troug training o% or;ers.

iii) ,+.'.+ P+O)*C'I4I'6It is essential to increase productivit" and

Reduce cost o% production %or *eeting co*petitionin te *ar;et. D


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in an organiAation. It also elps te e*plo"ees inattaining personal grot.

iii$ ).4.5OPM.(' O0 S9I55S O0.MP5O6..S

Training and &evelop*ent elps in increasing te job ;noledge and s;ills o% e*plo"ees at eac level.It elps to epand te oriAons o% u*an intellectand an overall personalit" o% te e*plo"ees

i/$ P+O)*C'I4I'6

Training and &evelop*ent elps in increasing te productivit" o% te e*plo"ees tat elps teorganiAation %urter to acieve its long6ter* goal.

/$ '.M SPI+I' Training and &evelop*ent elps in inculcating te

sense o% tea* or;0 tea* spirit0 and inter6tea*collabourations. It elps in inculcating te Aeal tolearn itin te e*plo"ees.

/i$ O+,(I'IO( C*5'*+.

Training and &evelop*ent elps to develop andi*prove te organiAational ealt culture ande


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it organiAational goals. 9 .5' () S0.'6

Training and &evelop*ent elps in i*proving teealt and sa%et" o% te organiAation tus preventingobsolescence.

9 MO+5.

Training and &evelop*ent elps in i*proving te*orale o% te or; %orce. ;i$ Image

Training and &evelop*ent elps in creating abetter corporate i*age.

;ii$ P+O0I'%I5I'6

Training and &evelop*ent leads to i*proved pro:tabilit" and *ore positive attitudes toards pro:t orientation.

;iii$ Training and &evelop*ent aids inorganiAational develop*ent i.e. OrganiAation gets*ore e


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K !edical cec;6up

K Social Securit"

K Co**unication

K ersonal H"gieneK House;eeping

.S ".n/ironment ealth & Safety$K Sa%et" *easures during dut"

K (ire :gting

K sages o% :re eBuip*ents

K Training %or protect te environ*ent

,MP 'rainings ",ood ManufacturingPractice$

K Leadersip

K J! guidelines

K DBuip*ent cleaning and use records

K &ocu*entation and records

K Training and Dvaluation

K Cange control

K /alidation

K #s Training


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Ob$ecti%e ofTraininK To acBuire a toroug ;noledge base on

subject o% Training and &evelop*ent.K To stud" o Training and &evelop*ent

progra**es are underta;en in te organiAation.

K To ;no process o% Training and &evelop*entat Saurav Ce*ical Li*ited $t Saidpura0&erabassi.

K To stud" te induction progra**e at SCL..

K To stud" te e


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(OLLOS Identi:cation o% proble* Researcobjective Sources o% data collection Sa*ple SiAe&ata interpretation &ata anal"sis (inding andobservation Conclusion Reco**endation

+.S.+C ).SI,( Researc design can be tougt o% as testructure o% researc. It is te glue tat olds all teele*ents in a researc project togeter. Researcdesign is a vital part o% te researc stud". It is telogical and s"ste*atic planning and directing o%

piece o% researc. It is te *aster plan and blue print o% te entire stud".

SO*+C.S O0 )' Te sources o% te data are as %ollos

P+IM+6 )' K Internal data about or;ing o% HR depart*entgatered %ro* organiAation.

K Intervie

. K Observation.

K SuNcient data collected troug %eedbac; %or*sb" te e*plo"ees. UuestionnairesV.

S.CO()+6 )':

K !agaAines0 journals0 brocures0 etc. K ebsite o% te co*pan". .irsl.co* V.

K -oo;s. K Darlier researces on si*ilar topic.

SMP5.Se ala"s ave to or; it a sa*ple o% subjects

rater tan te %ull population. -ut people areinterested in te population0 not te sa*ple. TogeneraliAe %ro* te sa*ple to te population0 tesa*ple as to be representative o% te population.Te sa%est a" to ensure tat it is te representative

is to use a Rando* selection procedure. M.'O) O0 SMP5I(, *S.)i$+()OM SMP5I(, M.'O) In te rando* sa*pling *etod0 all ite*s aveso*e cance o% selection tat can be calculated.Rando* sa*pling tecniBue ensures tat bias is notintroduced regarding o is included in te surve".

http://www.irsl.com/http://www.irsl.com/


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ii$ SMP5. SI. Te sa*ple siAe ta;en is 28 e*plo"ees %ro* te

Hu*an Resource &epart*ent o% Indora*a s"ntetics5India9 ltd. -utibori0 Fagpur.

)' CO55.C'IO( Surve"6BuestionnaireG 6 -eaviors0 belie%s andobservations o% speci:c groups are identi:ed0reported and interpreted.

K !ost o% te e*plo"ees ants to te or;place tobe redesigned ere te training sessions are beenconducted.

K D*plo"ees %elt te ti*e astage during trainingsession. -ut trainees ere satis:ed it activitiesconducted during training progra* because it asrelated to teir job.

D"T" "#")YSIS "#DI#TE!P!ET"IO#

1. @our organiAation consider as a part o%organiAation strateg".

@ourorganisation isconsider as a

Response Response


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part o%organiAationStrateg"

Fo

• $gree 38 '8

• Strongl" $gree

18 28

3.&isagree 18 28

Conclusion

Training is considered as part o% organiAationstrateg".

2. Ho !an" Training rogra* @ou $ttendWHo *an"Trainingrogra* @ou $ttend

Response

Fo.

Response

1. X18 # 18 2. 18628 ) 14

3. 28648 1# 38

4. Y48 23 4'

Conclusion

!ost o% te e*plo"ee attends *ore tan 48training progra*s.

3. To o* training is given *ostWTo o*training is given

Response

Fo.

Response

1. Senior # 18

2.Einnior ' 12


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3.Fe Sta< 18 28

4.-ased on

ReBuire*ent

2, #+

Conclusion

Training progra*s are need base.

4. at are all i*portant barrier to T>& inOrganisationW

I*portant barrierto raining in org.

Response Fo. Response

1. Ti*e 12 24

2. !one" 18 28

3. Lac; o% interest

b" te sta<

' 12

4. Fon6availabilit" o% S;illed Trainers

22 44

Conclusion

!ost i*portant barrier to training is non6availabilit" o% s;illed trainers.

#. Training TecniBue usedW

TrainingTecniBue sed


1. O< te Eob 1' 32

2. On te Eob 14 2+

3. -ot 28 48


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Conclusion

-ot on te job and o< te job *etod areused during training.

'. Training !etod used W

Training !etodsed


1. Eob Rotation

!etod

13 2'

2. DternalTraining !etod

1# 38

3. Con%erenceor &iscussion

14 2+

4. rogra*Instruction

+ 1'

Conclusion!ostl" all te *etods o% training are %olloedb" te co*pan" or organiAation.

). Dnoug Training is givenW

Dnoug Trainingis Jiven


1. $gree 3' )2

2. &isagree # 18

Strongl"&isagree

, 1+

Conclusion


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Dnoug training is given in te organiAation.

+. Training session conduct in "ourorganiAation is use%ulW

Training sessionconduct inorganiAation


1. $gree 34 '+

2. &isagree ' 12

3.Strongl"agree 18 28

Conclusion

Training session conduct in te organiAation isuse%ul at all levels.

,. T>& do "ou need to *a;e "our carrierspirationW

T>& do "ouneed to *a;e "our carrieraspiration


1. Leadersip 1+ 3'

2. Dternal&egree 18 28

3. (or*al*eeting process

, 1+

Oter 13 2'


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Conclusion

Training *a;es e


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12. er%or* oter job in organiAation0 attraining and eperience do "ou reBuiredW

at training or eperiencereBuired

Response Fo.

1. Sa%et"aareness

2' #2

2. FegotiationS;ills

18 28

3. !acine

operations

, 1+

4. Occupationalealt

# 18

Conclusion

!ost o% training progra*s are based on sa%et"aareness.

13. Jeneral co*plaints about te training

sessionWCo*plaintsabout training


1. Ta;e aa" previous ti*e o% e*plo"ee

1# 38

2. Too *an"gap beteente session

24 4+

3. Trainingsession areunplanned

# 18

4. -oring andnot use%ul

' 12


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Conclusion'here is too many gap in training programs32


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I#DI#G1. $ttitude o% or;er toards training is good.

2. Training is need base. !eans training is givenen it is reBuired.3. Training is given to bot old and ne Sta


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!ECO((E#D"TIO#S

"#DS*GGESTIO#S K So*e advanced training is reBuired in

tecnolog" depart*ent.

K Te co*pan" sould adopt so*e oter a"s%or no*inating te trainees li;e training needidenti:cation surve"0 sel% no*ination0 personalanal"sis0 organiAational anal"sis0 etc.

K Training sould be a continuous process i.e.0 itsould be i*parted at regular intervals.

K Te duration o% training progra* sould beless and details sould be precise and accurate.

K HR depart*ent sould conduct se*inars onso*e vital topics so tat e*plo"ees are ala"s*otivated and encouraged to or;.

CO#C)*SIO#S On te basis o% te anal"sis *ade0 te %olloingconclusions are dranG

K !ai*u* nu*ber o% te e*plo"ees :ndsealt" environ*ent at te or; place.

K Lac; o% interest in e*plo"ees act as a barrierin training progra**ers.

K !ai*u* e*plo"ees said tat te" get elpenever te" reBuire.

K D*plo"ees are satis:ed it te training anddevelop*ent progra**ers given to te*.

K Te training progra**ers as elped in

developing s;ills o% te e*plo"ees.K $%ter attending te training progra**ed *osto% te or;ers :nd teir attitude better toardste job.


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ANNEXUEU.1 @our organiAation is considered as a part o% organiAationW

a9 Strong agree

b9 $gree

c9 &isagree

U.2 Ho *an" training progra*s "ou aveattendW

a9 X18

b9 18628

c9 28648

d9 Y48

U.3 To o* training is givenW

a9 Fe sta<

b9 -ased on reBuire*ents

c9 Senior

d9 Eunior U.4 at are all i*portant barrier to T>& inorganiAationW

a9 Ti*e

b9 !one"

c9 Lac; o% interest b" te sta<

d9 Fon6availabilit" o% s;illed trainer

U.# Training tecniBue usedW

a9 On te job

b9 O< te job

c9 -ot


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U.' Training *etod usedW

a9 Eob rotation

b9 Dternal training

c9 Con%erence or &iscussiond9 rogra* Instruction

U.) Dnoug practice is givenW

a9 $gree

b9 &isagree

c9 Strongl" disagree

U.+ Training session is conduct in "our

organiAation is use%ulWa9 $gree

b9 &isagree

c9 Strongl" $gree

U., T>& do "ou need to *a;e "our carrieraspirationW

a9 Leadersip

b9 Dternal &egreec9 (or*al *eeting process

d9 Oter

U.18 o provides training to or;erW

a9 &eptt. Supervisor

b9 Dpert

c9 $n" oter U.11 S;ills tat te trainer sould possess to*a;e te training e


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U.12 er%or* oter job in "our organiAation0at training or eperience ould "oureBuiredW

a9 Sa%et" aareness

b9 Fegotiation s;illsc9 !acine operations

d9 Occupational ealt

U.13 Jeneral Co*plaints about te trainingsessionW

a9 Ta;e aa" previous ti*e o% e*plo"ee

b9 Too *an" gaps beteen te sessions

c9 Training sessions are unplannedd9 -oring > not use%ul

U.14 On ic %actor training i*pact *ostl"W

a9 DNcienc"

b9 roductivit"

c9 !oral

d9 Eob satis%actione9 noledge

U.1# &o "ou tin; training elp to reduceic o% te %olloingW

a9 $ccident

b9 -rea;don

c9 Labour turnover

d9 $bsenteeis* +I+)OG!"P'Y

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