Training & Devlopment

ASUMMER INTERNSHIP REPORT

ON

“To study, analyze and evaluate Training and development practices imparted by GHCL LIMITED

(June – August 2011)”

ATGHCL-SUTRAPADA

In partial Fulfillment ofMASTERS DEGREE IN BUSINESS ADMINISTRATION

SUBMITTED TOGUJARAT TEC. UNIVERSITY

SUBMITTED BY: GUIDED BY:POOJA A. MALVI RUCHITA MANDLI MBA-II

Enrolment no.:-107730592057

SHRI SUNSHINE GROUP OF INSTITUTIONS

RAJKOT

Sri Sunshine Groups of Institution Rajkot Page 1

DECLARATION

I am very well aware of the ethics and guidelines one has to follow while working

on a project in a disciplined manner.

Being aware of a project regarding its Factuality and Authenticity, I have tried my

best to perform my task.

All the information mentioned here throughout the project is true to the best of my

knowledge.

And I declare it as true and the collection made through own website and by my

own personal observation and experience.

The theoretical part is gathered from various Human Resource reference books

whose quotations have been mentioned in bibliography.


PREFACE

It is definitely true that the world outside your house is many a time different from

what you have been preceding in the same way. It is possible in that theoretical

knowledge acquired by in the class room may differ from the practical knowledge.

With a view to making aware of the practical implication of what I learned really

helping in industries during the remaining period the main.

I have undergone training at GHCL LTD. Sutrapada, Where I study the

organization working and also analyze the performance appraisal system at there.

A sincere effort has been done by me to mention. The knowledge

acquired during the Training period. The meters mention is based on information

gathered during the survey.


ACKNOWLEDGEMENT

Words are inadequate to express my gratitude to the GHCL Limited for giving me

an opportunity to undergo the practical training in their company and extend me full

cooperation, enabling me to successfully complete this project report.

I am thankful to my family and friends who have helped and supported me to

make this project a success.

I am particularly grateful to Mr. Manoj Manon, H.R. manager At GHCL, his

cooperation extended to me by providing necessary information & timely help.

I am also obliged and indebted to Miss. Ruchita Mandli, Assistant Prof. Sunshine

Institute Rajkot.

POOJA A. MALVI


INDEX

NO PARTICULAR Page No

1 Executive summery 06

2 My project 07

3 Industrial Review 08

4 Company Profile 09

5 Production Department 24

6 Marketing department 37

7 Personnel Department 45

8 Training & Development 56

9 Training & Development Structure in organization 65

10 Research Study 75

11 Data Analysis & interpretation 82

12 Suggestion 95

13 Conclusion 96

14 Bibliography 97


EXECUTIVE SUMMERY

The report consists of the Company’s overview, its vision, mission, history

and development, the achievements and awards that the Company has received

organization hierarchy, management profile etc..

The next part of the project contains the departmental studies of the

organization, like production, marketing, finance and human resource

management.

Further, the report reveals the research work that I have undertaken in the

Company during my training period on the topic “performance appraisal

effectiveness analysis”.

At the end annexure, like one sample of questionnaire and copy of

financial statements.


MY PROJECT

The project report presented here is primarily concerned with training and

development part of employees in the organization.

Training and development is always an important aspect of the growth of a

company and the individual employees as well. Due to daily changing business

environment, manufacturing process, technological advancement and rapid growth in

the demand of the products and services etc the workforce of any organization has to

be very well equipped with the skills, ability, and talent required to cope up with the

market competition.

Now a day’s many organizations are conducting training programme to improve

the productivity of employees.

The quality of employees and their development through training and education

are major factors in determining long term profitability of a business. If you hire and

keep good employees, it is good policy to invest in the development of their skills, so

they can increase their productivity

Evaluation is the systematic appraisal by which we determine the worth, value or

meaning of something to someone, In case of training we are concerned with providing

information on the effectiveness of the training activity to decision makers who will make

decision based on the information.

It is important that evaluation be a planned or systematic effort that is built from

the start of the training process. The main objective of training programmed to


determine if they are accomplishing specific training objectives, i.e., correcting

performance deficiencies. .

INDUSTRY OVERVIEW

GHCL Limited was incorporated in the year 1983 in joint sector between the

Dalmia group and GIIC (Gujarat Industrial Investment Corporation) for producing

4,20,000 MTPA of soda ash.

The Plant was commissioned in the year 1988. GHCL Limited is situated at

Sutrapada coastal village on the shore of Arabian Sea in Gujarat. It is about 10kms

away from the famous Somnath temple.

Over years, GHCL Limited has diversified into the fields of manufacturing

industrial chemicals and textiles. The products are catering to both domestic and

international markets. GHCL Limited is a customer focused Company committed to

leadership through quality.

GHCL Limited is a multinational Company as it has four international

acquisitions. GHCL Limited possesses top position in three industries- chemicals,

textiles and information technology outsourcing. Company manufactures markets and

distributes its products and services in all over the world.

As GHCL Limited is a growing Company, it will help me to learn the industrial

culture and nature throughout the training. It will further help me to work out in any

organization in near future.

The rest of the project consists of the departmental studies of the organization

through which the reader can expect to know about the organization.


COMPANY PROFILE


INDEX

HISTORY AND DEVELOPMENT

GHCL a 2870 million joint venture between GLLC and DALMIA GROUP OF

INDUSRIES. It is a very ambition heavy industry laid down on the western coast of

Arabian sea in Gujarat on March 24, 1988. The plant manufactures high grade dense

and light soda ash for domestics and international use.


NO Particular Page No.

1 History & Development 11

2 GHCL Soda Ash Business 12

3 Size Of Unit 13

4 GHCL Soda-The journey so far 14

5 Achievements & Awards 15

6 Employee benefit 16

7 Quality Policy 17

8 Vision 18

9 Mission 19

10 Company Fact 20

11 Board of Director 22

12 Organization hierarchy 23

The mission of GHCL is to be a multi-product company manufacturing chemicals,

industrial raw material and other product, using modern technology and serving

domestic and international market.

The GHCL faced much competition like NIRMA and TATA industrial. In past

NIRMA industrial was also the customer of GHCL and most of the part production is

bought by them. But after some time they start their one soda ash industry and become

a big competitor of GHCL but them also GHCL is No.1 is Asia in production of soda ash

because of their products services and their goodwill.

GHCL SODA ASH BUSINESS

Soda ash (chemical name sodium carbonate) is the basic input for glass,

delegates (especially popular/low priced detergents), silicates (silica based chemicals,

stylists, gets, certain other cleaning, water purification and pigments) and certain other

chemicals. In India the major demand comes from the glass industry soda ash id of light

and dense verity. The light verity (lsa) finds application in detergents, whereas the

dense verity (dsa) is used in glass manufacturing. Globally natural soda ash is mined in

USA and Kenya while synthetic plants are located in Europe, china, and India. In India


the production capacities are concentrated in saurashtra region of Gujarat, due to easy

availability of key raw materials (sell and chemicals grade limestone) and proximity to

major markets.

Soda ash consumption in India is almost 40% of demand (entirely in the from of

L.S.A.) glass accounts for 23% (entirely in the form of D.S.A.) chemicals 17% silicate

10% and through trade 10%.

SIZE OF THE UNIT

According to the definition of the unit only consider as large scale unit .Who has

invest more than 100 carores in fixed assets. As GHCL invest 210 carores in his net

fixed assets. He is considered as large scales.

There is a three types of industry,

1. SMALL SCALE INDUSTRY:-


The industry whose investment in fixed assets

is less then Rs.1 Carore is known as small scale industry.

2. MEDIUM SCALE INDUSTRY:-

The industry whose investment in fixed assets is more then

Rs.1 adores but less then 3 cores.

3. LARGE SCALE INDUSTRY:-

The industry whose investment in fixed assets is more then

Rs.3 cores.

GHCL is a large scale industry as the investment above 210 corers, so it is a

large scale industry.

GHCL Soda Ash- The Journey So Far……


Capacity increase525000 TPA Capacity increase to 600000 TPA

Total capacity 800000 TPA

Total capacity 1.1 million TPA

Total capacity 5 million TPA

Initial capacity 420000 TPA


1988 2001 2006 2007 2008 2009 2010

Prod

uctio

n

We started our Soda Ash journey 1988 when we commissioned our plant

with 420000 TPA which was further enhanced to 525000 TPA in the year 2001.

In the year 2006 the total capacity increased to 600000 TPA which was

followed by acquisitions in Romania with capacity of 300000 TPA. We are increasing

our capacity in India for another 250000 TPA making our global capacity to 1.1 million

TPA. We further have acquisition planned to make the capacity to 5 million TPA.

ACHIEVMENTS AND AWARDS

Achievements

GHCL Limited is amongst the top ten soda ash players in the world and

one of the top three in India.

Awards

International Safety Award:

For satisfying the requirement prescribed by the British Safety Council.

ICMA Award (in 1993):

For the wide spread impact on the chemical industry and the economy.

ISO 9000 certification (in 1996):

For having started TQM in 1992.

Four Stars (in 1997)

Five Stars (in 1999):


British Safety Council gave five stars for health and safety management

system to the Company

EMPLOYEES BENEFITS

The benefit for employees in GHCL is that he get very good motivation from his

senior and GHCL also give the facility like quarter, school for their children, GHCL also

give short term loans, to his employees and they do not charge any interest and

company approved med claim till 35000 for him and company also approve med claim

of rupees 15000 for employees wife or other family members and company give

employees advance salary if he needs. Company also gives bonus in festivals days

which was decided by the union and company management.

GHCL also provide the G.P.A. (group personal accident) the

employed can take loan on basis of P.F. And company also gives car loan, housing

loan, subsidies etc. The company have good safety system for their employees safety

they give him many equipment for safety and for this they have OHSAS 18001

certificate.


QUALITY POLICY

GHCL is committed to.....

Provide quality products and services which meet customers need & regulatory

requirements.

Achieve excellence through continual improvement of business of business

recesses and technologies by harnessing the spirit, will unintelligence of our

people.

Set-up systems and procedures to facilitate quality in products, services and in

day operations.

Achieve customs satisfaction in each segment of industry where our product is

used.


Build GHCL as an effecting team to work together to achieve business goals.

Have a market driven approach to business in all its endeavors.

Continually upgrade our resources, infrastructure and work environment to

support quality objective.

VISION

“GHCL Limited will be a customer-focused Company committed to leadership

through quality. Company strives for building trusting relationships, encouraging

entrepreneurship and sharing prosperity”


MISSION

The mission of GHCL Limited is to be multiproduct Company manufacturing

chemicals, industrial raw materials and other products by using modern technology and

securing domestic as well as international markets.

The quality of the Company’s products or services is of the utmost importance for

the continuous achievement of business goals. GHCL Limited will harness the spirit, will

and intelligence of its people for achieving,

A reasonable return on equity for its investors

A safe and healthy environment at the work place

A reputation for being responsible corporate bodies


COMPANY FACTS

Company name : GHCL LIMITED

Brand name : GHCL

Year of establishment : 1988

Industry : Industrial products/ FMCG

Type of the Company : Public Limited Company


Size : Large-scale unit

Main product : Soda ash

Location : “GHCL LTD.”

Sutrapada

Dist: Junagadh

State: Gujarat (India) 362275

Registered office : “GHCL HOUSE”

Opp. Punjabi Hall

Navrangpura,

Ahmadabad 380009

Corporate office : “GHCL HOUSE”

Institutional Area

Sector-1, B-38

Noida- 20L 301(UP)


Website : www.ghcl.co.in

BOARD OF DIRECTORS

Chairperson : Mr. Sanjay Dalmia

Vice chairperson : Mr. Anurag Dalmia

Whole time directors : Mr. R. S. Jalan, MD

Mr. Tej Malhotra Sr. ED (Operation)

Independent Directors : Mr. Jagdish Kapoor.

Mr. H. H. Faruqi

Alternate Directors : Mr. Neelabh Dalmia


http://www.ghcl.co.in/

Mr. Naresh Chandra

Mr. Mahesh Kheria

Institutional Nominees : Mr. G. A. Tadas - Nominee (IDBI)

Mr. R. W. Khanna - Nominee (EXIM Bank)

ORGANIZATION HIERARCHY

Vice President


Senor Executive Director (operation)

Vice President

Sr. General Manager

General Manager

Deputy General Manager

Assistant General Manger

Sr. Manager

Manager

PRODUCTION DEPARTMENT


Deputy Manager

Sr. Officer / Engr.

Officer / Engr.

Assistant Officer/Engr.

Junior Officer / Engr.

INDEX


Sr. No. Particulars Page No

1 Introduction 26

2 Product 27

3 Raw Materials 28

4 Process 29

5Quality Management

Policy30

6 ISO 9000 35

INTRODUCTION

Production department is very essential for any business. Production involves

systematic conversion of one form of raw material into another to create the utility of

products or services. The production manager has to make sure that they produce a

product, which functions as expected viz. production at the right time and in right

quantity.

GHCL Limited has also good production department for producing soda ash and

other products. The Head of the production department manages all the activities

related to production. Soda ash is used as raw material in the production of detergent

powder, glass, pure fire etc... GHCL Limited produces soda ash with the help of high

tech machinery. GHCL Limited provides best quality of product to their customers.


PRODUCT

As said earlier the Company manufactures two types of products:

1. Light Soda Ash (LSA)

2. Dense Soda Ash (DSA)

Light soda ash and dense soda ash are used in major industries like:

Glass

Detergents


Paper

Textile

Sodium silicate

RAW MATERIALS

1. Lime stone

2. Salt

3. Coal / coke

4. Ammonia

5. Briquette

Except for coal and water, which are arranged through government agencies, the

Company manages the generations of other raw materials.


Company has enough mining land at lease for limestone. The Company has its

own Captive salt-manufacturing units. The Company has capacity to generate power of

11mw. In scarcity of soft water, the Company has provision for the intake of seawater.

Production capacity is 21000 tones per year.

PROCESS

Section 100

In process stream, section 100 includes washing of salt, handling of salt, dissolving pure

salt and purification of raw brine for preparation of brine for making soda ash.

Section 200

After section 100, section 200 comprises of limekiln. This section gets the raw material

through R.M.H. (Raw material handling) section, which comprises of three phases and

they are limestone, coke, coal. The process of trade is belt conveyer.

Section 300


This section includes of lime grinding. For Lime grinding, Limestone is processed in

different machines respectively.

Section 400

The section comprises of the addition of ammonia and reduction of carbon dioxide. High

salt losses in Plant are caused due to large flow of waste circulation brine from settling

pond.

Section 500 & 600

These two sections include preparation of Soda Ash. These sections also include

calcinations and carbonation process. In this process, Light soda ash and dense soda

ash and baking soda are prepared.

Section 700

This section includes the packaging of the produced products that are light soda ash

and dense soda ash.

QUALITY MANAGEMENT POLICY

GHCL is committed to:

Provide quality products and services, which meet customer’s needs and

regulatory requirements.

Achieve excellence through continual improvement of business processes and

technologies by harnessing the spirit, will and intelligence of our people.


Set up systems and procedures to facilitate quality in products, services and in

day-to-day operations.

Achieve customer satisfaction in each segment of industry here our product is

used.

Build GHCL as an effective team to work together to achieve business goals.

Have a market driven approach to business in all its endeavors.

Continuously upgrade our resources, infrastructure and work environment to

support quality objectives.


PURCHASE / SUPPLY PROCEDURE

Purchase of any material is done when the requirement arises. First of all the

indent form is received at MES (maintenance engineering service) department. After

that, the issuing of enquiries is done to the registered vendors.

Then the code comparative statement is noted where the last purchase details is

taken i.e. when purchase was done, quantity is being checked, price is checked and the

supplier is checked, etc. Then selection of the economical item is done.

For some items rate contract is done. Rates are placed as per the least price of

the item (MRP) of the Company. Here as and when requirement is raised order is

placed accordingly.

Some items are called annual store stock where in the beginning of the year the

requirements are being fulfilled. Some items are being ordered to the original

manufactures, such items are called original equipment manufacturers.


PAYMENT

Payment of the purchased items is done in the following ways:

1. Credit is given for 30 days

2. Payment through bank

3. Cash on delivery

Thus, the function of purchase is:

1. Order comes which is converted to purchase order.

2. Converted should be received (i.e. whatever is purchase is of good quality and

the payment is made in the right time.)


STORES MANAGEMENT

In the store management, they need to check the item and the quantity and make

a record of inward outward goods, received receipt, material checking and handling.

Material comes according to the purchase order. Material should reach as per

the rules and regulation. Proper documentation and proper accounting is necessary for

the transportation purpose. Store manages the items to be issued to the user

department. If the material is accepted and certified by the users accept, the accounts

department processes the bill.


PACKAGING

In GHCL Ltd. for packing of light soda ash 50kg, bags and 750kg bags are

used and for dense soda ash, Company uses 50kg and 1-tone bags, which are known,

as “Jumbo bags”. For packing, HDPE packing bags are used in GHCL Limited.

POLLUTION CONTROL

Only the good quality production is not essential for the Company, but

to control the pollution during the production process is also mandatory.

GHCL Limited follows the government rules to control the pollution.

For that, the Company has grown more than 5500 trees around the surroundings and

installed pollution controlling equipment, pneumatic systems, etc.


ISO 9000

ISO (International Organization for Standardization) is a worldwide federation of

National Standards Institutes. It was created in 1947 at Geneva, Switzerland. India is a

founder member with voting rights. GHCL Limited is ISO 9000 registered.

Objective of ISO is:

to promote the development of standardization and related activities

to assure supplier’s quality


BENEFITS OF USING ISO 9000 SERIES

ISO 9000 enables organizations to know the minimum level of quality that a

purchaser expects.

One can also learn the pre-requisites and characteristics of good quality

assurance and quality management.

Those who are not ISO 9000 companies will have difficulty in selling in certain

markets.


MARKETING DEPARTMENT


INDEX


Sr. No. Particulars Page No.

1 Introduction 39

2 Four P’s of Marketing 40

3 Distribution Channel 41

4 Competitors 42

5 Marketing Research 43

6 Domestic & International

Customers

44

INTRODUCTION

Marketing is a system / strategy for satisfying needs and wants through

exchange process. Marketing consists of all the activities by which a Company adopts

itself to its environment creatively and properly.

GHCL has a strong Marketing and Distribution network that enables it to

effectively cater to both Domestic and Overseas Market. Almost all major manufacturers

of Glass, Soap and Detergent, Silicates and Other Chemicals use GHCL Soda Ash.

Besides being recognized as an ‘Export House' by the Government of India, it

has also won the Niryat Shree Gold Trophy from the Federation of Indian Exporters

Organization and the Chemical Award for excellence in exports on various occasions.

GHCL Ltd. has large marketing system. Marketing manager of respective ROs

handles all the marketing departments. The main office of marketing department of

GHCL Ltd. is situated at Noida, all operations are carried out from there, and regional

marketing offices are setup in major zones within India like Ahmadabad, Vadodara,

Kanpur, Hyderabad, Chennai and Mumbai.

.


FOUR P’S OF MARKETING

Price

Consumer is interested in landed price at their premises including all costs like

freight, taxes, loading / unloading apart from basic prices. The Company also tries to

keep their prices competitive with other manufacturers including imports. Currently the

basic price for Gujarat is for LSA 15,920/- and for DSA – 16,720/-. Ex- factory cost

excluding taxes and freights.

Product

GHCL produces Soda Ash (Light and Dense) which is mainly used in Chemical,

Detergent and Glass Industries.

Promotion

The product (soda ash) is an industrial raw material and hence its marketing

strategy is different from that of FMCG product marketing. The Company does not go

for TV/ Newspaper ads but they do give emphasis in personal contact and for that, they

make lot of market survey.

PHYSICAL DISTRIBUTION

GHCL Limited has only one manufacturing unit. From the place of

manufacturing, the Company dispatches its product on order basis. The Company has a

full fledge logistic system from the loading of the finished goods to the dispatch of the


finished product. GHCL also has its go-down / warehouse in different places in order to

stock. The Company dispatches its product (soda ash) by road, rail – rake/ FFS/ wagon,

by sea – containers/barge etc.

DISTRIBUTION CHANNEL

The channel/medium through which the product is reached to its ultimate

customer is known as the distribution channel.

TYPES OF DISTRIBUTION CHANNEL

Direct channel Indirect channel

As the product (soda ash) is industrial raw material, 40% of it is directly sold.

GHCL Ltd. distributes its goods through direct channel. Company receives orders from

their customers and supply goods directly to them. It has different regional offices in

India, which is divided in the 5 main zones as under:

1. Gujarat: Bharuch, Baroda, Rajkot, Junagadh, Ahmedabad, Vapi, Surat, Veraval.

2. Delhi, Ludhiana, Sonepat, Amritsar, Jaipur, Varanasi, Allahabad, Gwalior,

Firozabad, Kanpur, Moradabad, Ghaziabad.

3. West: Mumbai, Nagpur, Pune, Indore, Ratlam, Raipur.


4. East: Kolkata, Patna, Ranchi, Cuttack.

5. South: Chennai, Bangalore, Madurai, Hyderabad.


COMPETITORS

Tata Chemicals Ltd, Nirma (Nirma and VXL), Dhrangadhra Chemical Works (small

quantity) and Soda Ash manufacturers from China / America are the competitors of GHCL

Limited.

OVERSEAS MARKET

The product of GHCL Ltd. (Soda Ash) has already created a niche in the Indian market.

The product has also carried out significant niches in the export market. The Company exports

20% of its total production to the international market every year.

The International Logistics department set up at their Head Office, Noida takes care of

the export activity. Company exports Soda Ash to Saudi Arabia, Dubai, Bahrain, Kuwait, Iran,

Taiwan, South Africa, Korea, Indonesia, Malaysia, Thailand, Srilanka, Nepal, Bangladesh and

East Africa.


MARKETING RESEARCH

Marketing research is the systematic and exhaustive search for study of the facts

relevant to any problem in the field of marketing. It is a systematic and intelligent

investigation about unsatisfied needs and wants of potential buyers.

Marketing research is very important because it gives knowledge regarding

changing attitude of consumer towards their product and it is important during the

formation of marketing strategies.

GHCL limited analyzed the market based on various reports and concluded that

the soda ash’s current market size viz. according to the year 2006, global market size is

43 million tones.


DOMESTIC AND INTERNATIONAL CUSTOMERS

Light Soda Ash

All major Indian detergent manufacturers and small-scale producers consume it.

Few of them are, Hindustan Lever Ltd., Ghadi detergent group, Fena group, Hipolin,

etc.

Dense Soda Ash

Gujarat Guardian Ltd. Float Glass India Ltd., Haryana Sheet Glass Ltd., Gujarat

Borosil Ltd., Alembic Glass, Hindustan National Glass Ltd., etc. are the major customers

of dense soda ash.


PERSONNEL DEPARTMENT

INDEX


NTRODUCTIONSri Sunshine Groups of Institution Rajkot Page 48

Sr. No. Particulars Page No.

1 Introduction 47

2 Human Resource Management 48

3 Recruitment 49

4 Selection 50

5 Orientation & Placement 51

6 Performance Appraisal 52

7 Promotion & Increment 53

8 Communication 54

9 Time Keeping System 55

The most valuable assets of any organization are human being at work.

Human Resource Management (HRM) is a management function concerned with hiring,

motivating, and maintaining people in an organization. HRM focuses on people in

organizations.

Personnel Management has limited scope and inverted orientation. The

main function of the personnel department is to maintain the human resource of

persons at work. The main aim of the personnel department is to keep smooth

relationship between the employers and employees in the organization.

HRM is a broad concept. Personnel Management (PM) and Human

Resource Development (HRD) are a part of HRM. Essentially, HRD is a function more

concerned with training and development, career planning and development, and

organizational development.

HRM has four objectives, namely (i) Societal, (ii) Organizational, (iii)

Functional, and (iv) Personal.

An organization must have set policies, definite procedures and well

defined principles relating to its personnel. These contribute to the effectiveness,

continuity and stability of the organization.

“GHCL Ltd.” has very smooth and effective relationship with their

employees. The environment of the firm is very friendly.


HUMAN RESOURCE MANAGEMENT

Human Resource Management is defined as the people who staff and manage

organization. It comprises of the functions and principles that are applied to retaining,

training, developing, and compensating the employees in organization. It is also

applicable to non-business organizations, such as education, healthcare, etc Human

Resource Management is defined as the set of activities, programs, and functions that

are designed to maximize both organizational as well as employee effectiveness

Scope of HRM without a doubt is vast. All the activities of employee, from the

time of his entry into an organization until he leaves, come under the horizon of HRM.

The divisions included in HRM are Recruitment, Payroll, Performance

Management, Training and Development, Retention, Industrial Relation, etc. Out of all

these divisions, one such important division is training and development.

TRAINING AND DEVELOPMENT is a subsystem of an organization. It ensures that

randomness is reduced and learning or behavioral change takes place in structured

format.

Hence I have taken this topic for my project. My project deals with training and

development of the employees at GHCL limited.

Following are the areas of Training & Development I tried to cover-up in my work.

1) Studying training activities

2) Analyzing training programme

3) Evaluating the training.

The study shows the scope in the field of T & D ranges rights from recruiting an employee at any level and how to treat them throughout their working year till the time he discharged or retired from the organization.


RECRUITMENT

Recruitment involves attracting and obtaining as many applications as possible

from eligible job seekers. Recruitment need arises when replacement / vacancy needs

to be filled up or when the new requirement arises. The requirement is put up through a

Manpower Requisition Form, which is filled up by the respective Department Head,

approved by Sr. ED (O), and sent to Head Office- Corporate HR.... The methods

adopted in GHCL Limited for recruitment are as below:

Advertisement in news papers

Placement Consultants

Campus recruitment

Advertisement in newspaper

For advertisement, not all regions are selected. Only those regions are

selected from which the selection of the candidate has to be made. The medium of

newspaper is selected based on the required candidate’s profiles.

Placement Consultants

The profiles of the required position are sought from the placement

consultancy services and scrutinized by the respective department heads and HR

finalized the candidates to be called for interview.

. Campus recruitment (only for trainees)

Company goes to the selected colleges and from there the students are

selected after taking their interview.


SELECTION

Selection is the process of differentiating between applicants in order to

identify and hire those with a greater likelihood of success in a job.

Two alternative methods of selection are participative selection and

employee leasing. In participative selection, subordinates participate in selection of their

co-employees. Employee leasing represents the leasing of employees by a client

Company from a third party.

At Plant level (in GHCL), the selection process is carried out after getting

the list of candidates from the consultants. The short listing of candidates is carried out

and they are called for the interview. Here the interview is carried out in three steps:

1. Technical

2. HR department

3. Plant Head finalizes the candidate

That is, first, the candidate has to pass the technical exam, and then

accordingly the HR department will select a candidate who is much suitable for the

vacancy and at last, the Plant Head finalizes the candidate.


After the finalization of the candidate from all the three rounds, the salary

part is negotiated and finalized by HR department.

ORIENTATION AND PLACEMENT

Orientation is a systematic and planned introduction of employees to their

jobs, their co-workers and the organization. It is also called induction. Organizations are

known to spend a few weeks or even months on orientation programs. The idea is to

make the employees feel comfortable and settle in the new environment.

Induction helps in overcoming the problems like comfort in new working

culture, new environment, etc. Once an employee is selected and placed on an

appropriate job, the process of familiarizing him with the job and the organization

begins. This is called induction.

In GHCL Ltd., once an employee is selected, he is placed on a suitable

job. Putting the right employee at the right place is very important. This increases the

performance & productivity of the concerned employee and gives the employee

immense job satisfaction, which also reduced the employee turnover. After allocating

the selected candidates with proper jobs, it is necessary to make him / her familiar with

the job, the Company and the other employees.

In GHCL Limited, the new incumbent undergoes orientation program for

one to two weeks and then is placed to his job to start his / her work with enthusiasm to

achieve organizational as well as personal goals.


PERFORMANCE APPRAISAL

Performance Appraisal is the systematic evaluation of the individual with

respect to his or her performance on the job and his or her potential for development. It

is an objective assessment of an individual’s performance against well-defined

benchmarks.

Performance appraisal offers gives advantage to the Management for

improving performance of the employee, helping him to take responsibility, minimizing

job dissatisfaction / employee turnover and ensuring consistency.

Performance appraisal is mainly used for three purposes:

1. For giving reward such as salary, increments, promotion.

2. To identify weakness of the employees and to spot the areas where he / she

needs to be developed.

3. For training need identification of the employee

In GHCL Ltd. Performance Management System is formed for DGM and

above. Target is given which has to be achieved in a period mentioned against each

target to be accomplished by the end of the financial year / targeted time. Each target is

given rating which is subsequently converted into monitory benefits not exceeding the

fixed amount as finalized for each category.


From level 1 to 7A, appraisal is done which the individual himself thereby

setting the goals / targets to be achieved / completed generally fills. Rating is not done

by the individual but by the Divisional Manager / Departmental Head. The final

compilation is done by the HR department and finally approved by Plant Head to be

sent to Corporate HR for finalization, which is done by a panel of executives thereat.

PROMOTION & INCREMENT

Promotion

Promotion results in an improvement in pay, prestige, designation

and responsibilities of an employee within his or her organization. In GHCL Ltd., the

promotion is given as per the laid down promotion policies for different categories. The

categories are mentioned as below:

1. Executives

2. Foreman / Sr. Foreman

3. Staff

4. Technicians

Executives

Executives with qualification of B.E, M.E, MBA, MCA, ICWA with

minimum 3 year residency in the grade with RATING SCORING POINT of 24 which

includes last 2 years RATINGS and current years RATING. Such qualifying groups

are eligible for promotion to next level depending on the recommendations by H.O.D

and decision of top management thereafter.

Executives with qualification or equivalent of DIPLOMA with 4 years

residency in a particular grade with RATING SCORING POINT of 32, which includes


last 3 years RATING, such qualifying groups becomes eligible for promotion to next

level. But this group gets freezes up to level 7A.

Staff

Graduate with minimum 4 year residency, S.S.C, H.S.C with 5 year

residency and NON S.S.C with 6 year residency in particular grade, becomes

eligible for the promotional group.

These eligibility groups across the organization, as per the seniority 30% are

promoted to next level.

But NON S.S.C groups progress to the level of Sr. Assistant and get freeze.

In staff level category progress above Sr. assistant level as below,

Graduates with 3 year residency, S.S.C / HSC with 5 years residency in the

particular grade are eligible for further progress.

Technicians

Graduate with minimum 4 year residency, S.S.C/ H.S.C with 5 year

residency and NON S.S.C with 6 year residency in particular grade becomes the

qualifying groups for promotion to next level.

These eligibility groups across the organization, as per the seniority

30% are promoted to next level.

But NON S.S.C groups progress to the level of Tech-VI and get

freeze. In Technician category progress above TECH-VI level as below,


B.sc with 2 year residency, I.T.I with 4 years, S.S.C / HSC with 5 year’s residency in

the particular grades are eligible for further progress.

Increment

Staff & Technicians - Double increment is given @20% excluding promotes

in a department and rest of the staffs / technicians are given single increment.

However, in disciplinary cases increment & promotion is withheld.

Executives – Increment is given based on the rating given to such

executives.

Transfer Policy

Employees are transferred within the organization and

externally, depending on requirements of the Company arising due to new project, extra

work load or vacancy.


For transfer outside the plant, the Transfer Allowance,

Traveling Expenses and Disturbance Allowance extra are given by the Company.

COMMUNICATION

Good communication is essential to any group or organization’s effectiveness. In GHCL

Ltd., they have internet connections and all computers are connected with the network.

ERP / Business Application

ERP system helps to co-ordinate the data within different departments of a Company.

ERP system used by GHCL Ltd. is Baan system. The Company has started the SAP

project, which is a more advanced system than BaaN and has replaced the later, which

has eased the Company’s functioning in all the areas both technical and commercial..

E – Messaging / E – Mail


The Company does not have its own server for mail but takes rental facility from Sify.

The Company has its own server like Baan server, Baan back up server, server for data

storage, server for Management reports, and proxy server for internet.

Telecommunication (BSNL & Reliance) Mobile (Reliance) Video conferencing

TIME KEEPING SYSTEM

The company has very good time keeping system by the use of punch card

system and its help of computer. The company start continue 24 hr. Non-stop so they

have four shift of work which are as below............

Shift Time Workers

A(First) 6.30am to 2.30pm 160

B(second) 2.30pm to 10.30pm 160

C(Night) 10.30pm to 6.30am 180

General 8.30am to 5.30pm 525

Total 1025

Soda ash plant:-

Production activity: Days All 7 days 3 shifts

support function : Days ; 6 days including saturday


Hours:8.30am to 5.30pm

Lunch:12.30pm to 1.30pm

Head office,Regional offices,Registered office:-

Days : 6 days a week (excluding 2nd & saturday)

Hours:9.30am to 5.30pm

Lunch:1:00pm to 1:30pm

TRAINING AND DEVELOPMENT


TRAINING OBJECTIVES

To raise the productivity: Increased human performance often directly leads

to increased operational productivity and increased company profit.

To improve quality in work: Improvement in quality may be in relation to

company‘s product / service.

To improve health and safety: Proper training can help prevent industrial

accidents.

To improve organization climate: An endless chain of positive reactions

results from a well-planned training programme. Production and product quality

may improve, financial incentives may then be increased, less supervisory

pressure may result.

Personal growth: Management development programmes seem to give

participants a wider awareness, an enlarged skill, and enlightened altruistic

philosophy, and make enhanced personal growth.


Outdated prevention: Training and development programmes foster the

initiative and creativity of employees and help to prevent manpower

obsolenscence, which may be due to age, temperament or motivation or the

inability of a person to adapt himself to technological changes.

SELECTION OF TRAINEES :

Trainees should be selected on the basis of recommendations of superiors or by the HR

department itself.

SELECTION OF TRAINERS:

Training and development programs may be conducted by several people, including

following..

1. Immediate supervisors,

2. Members of the personnel staff,

3. Socialists in other parts of the company,

4. Outside consultants,

5. Industry associations,

6. Faculty members of Universities.


Large organizations generally maintain their own training departments whose staff

conducts the programs.

IMPORTANCE

Training and development is a routine based, non-stop practice, which a growing

business organization must conduct to achieve production target, good cultural

change, enhance the productivity of the employees.

From organizational point of view training is a very important aspect which

assures the quality, quantity, and effectiveness etc of the product, out put of

employees.

Development of the employee comes handy with training activities, making them

much more capable in performing various activities as a professionals and

arriving accuracy by using advance technical/mechanical tools and equipments.

As a management trainee I myself come through various aspects like

performance appraisal, payroll management, labors related laws and issues etc

during my training and development project.


Evaluating the productivity of the employees can very well recognize how to

distribute your workforce. This information gathered after conducting training

programme which is immensely helpful for the human resources manager and

the whole department.

Training helps measure the performance of the employees by evaluating the

training given and comparing the individual and group's latest output with the

output given before training programme.

TRAINING METHODS

1. On-the-job training: Almost every employee, from the clerk to company

president gets some “on-the-job training”, when he joins a firm. Under this

method, an employee is placed in a new job and is told how it may be performed.

It is primarily concerned with developing is an employee skills and habits

consistent with the existing practices of an organization, and with orienting him to

his immediate problems.

2. Vestibule training (training-centre training): Vestibule training

method attempts to duplicate on-the-job situation in a company classroom. It is a

classroom training which is often imparted with the help of equipment and

machines which are identical with those in use in the place of work. This methods

enables the trainee to concentrate on learning the new skill rather than on

performing an actual job. Theoretical training is given in the classroom while the

practical work is conducted on the production line. It is a very efficient technique

of training semi skilled personnel e.g. clerk, machine operation, testers, typists


etc. Training is in the form of lectures, conferences, case studies, role-playing

and discussion.

3. Demonstrations and examples: In the demonstration techniques,

the trainer describes and displays. When he teaches an employee how to do

something by actually performing activities himself and by going through a step-

by-explanation of “why” and “what” he is doing. Demonstrations are effective

techniques in teaching as it is easier to show a person how to do a job then to tell

him or ask him to gather instruction from the reading material. Demonstrations

are often used in combination with lectures, pictures, text materials, discussions

etc.

4. Simulation: Simulation is a technique which duplicates the actual condition

encountered on a job. Trainees’ interest and employees’ motivation are high in

simulation exercises because he actions of a trainee closely duplicate the ‘real

job conditions.’ This method is essential in cases in which actual on-the-job

practice might result in a serious injury, a costly errors. This technique is a very

expensive one.


5. Apprenticeship: Apprenticeship training is the oldest and most commonly

used methods. It is a training in crafts, trades and in technical areas. A major part

of training time is spent on-the-job production work.

CLASSROOM TRAINING

1) Lectures: Simplest way of imparting knowledge to trainees is by lecture.

Concepts or principles, attitude, method can be useful when large group are to

be taught. The lecture method can be useful when large groups are to be

trained within a short time, thus reducing the cost per trainee.

2) The Conference Method: In this technique, the participating

individuals confer to discuss points of common interest to each other.

Conference is a formal meeting, conducted according to organized plan.


3) Seminar or team discussion: There are different methods of

conducting seminar. It may be based on paper prepared by one or more

trainees on the subject in consulting with the person in charge of the seminar.

4) Case studies: The person in charge of training make out a case, provides

necessary explanations, initiates the discussion going. When the trainees are

given cases to analyze. They are asked to identify the problem and recommend

tentative solutions.

5) Role Playing: In role playing , trainees act out a given role as they would

in a stage play. It basically involves employee-employer relationships hiring,

firing, interviews disciplining etc.

6) Programmed instruction method: A programmed instruction

involves breaking information down into meaningful units and then arranging

these in a proper way to form a logical and sequential learning programmed or

package.

7) T-group training: This comprises of Audio-visual aids and planned

reading programmes.


TRAINING FLOWCHART:

TRAINING IDENTIFICATION

TRAINING PLAN

TRAINING PROGRAMME

TRAINING

TRAINING EVALUATION

FEEDBACK


TRAINING AND DEVELOPMENT STRUCTURE IN THE

ORGANIZATIONSri Sunshine Groups of Institution Rajkot Page 69

INTRODUCTION TO TRAINING AND DEVELOPMENT

Training needs assessment diagnoses present problems and future challenges

to be met through training and development. Organization spends vast sum of money

on training and development. Before using such huge resources, organizations will

assess the training needs of their employees. Organizations that implement training

programs without conducting needs assessment may be making errors.

By doing the Training need assessment the Management can get the feedback

of the employee in respect to job satisfaction, training expectation, opinion on the

benefits / infrastructure provided by the Company, etc. On the basis of such analysis the

training can be calendared in group wise across the Company.

In GHCL Limited, training needs are identified by HR department through

different methods. After assessment of training needs of the employees the requisite

training are arranged at different levels either in-house or through external faculties.


After imparting trainings to the employees, the feedback is obtained and its

effectiveness is evaluated. In GHCL, safety training is must for every employee and is

compulsory given to new recruiters.

TYPE OF TRAINING IN GHCL

Training refers to the process of imparting specific skills. Development refers

to the learning opportunities design to help employees grow. In simple terms, training

and development refer to the imparting of specific skills, abilities and knowledge to an

employee. Training in GHCL Ltd. is given in two types:

1. Behavioral

2. Technical

1. Behavioral Training


Earlier the training need identification was a part of the performance

appraisal system, form that was filled up by the HOD / Immediate Supervisor in the

executive group. Presently training need forms are given to the executives. Then it is

analyzed that how many people are interested for training and which training they

require. After that, faculty is arranged from outside / in- house for the scheduled training

program. The external training is provided mainly away from the work place so that the

participants can have the training without any disturbance.

2. Technical Training

For technical training, faculty comes from manufacturing Company itself, as

they are well known with the parts of the machine & its perfect functioning, which are

supplied to GHCL Company. Also on job, training is given to the technical employees.

Respective participants who get the feedback on the faculty, topic of the

training, presentation, etc, fill the feed back form. After three months of the training

feedback is received from the employee who has participated in the training program or

else from the immediate superior / HOD. For supervisor, supervisory development

training is given. On an average two training is being provided to every employee per

year.

These both kinds of training are provide to improve such aspects.

Attitude


Team building

Motivation

Technical skill

Interpersonal skill

Self development

Personal hygiene

Sometimes faculties from outside are called upon for conducting programs inside the

plant.


WELFARE & DEVELOPMENT ACTIVITIES OF

GHCL

TOWNSHIP:

GHCL Limited has built a very big and well-furnished colonies, Sanjay

Nagar and Anurag Nagar about 1 Km away from the Company. The colony has a

cosmopolitan crowd having residents from all part of the Country where amenities like

English medium school, consumer co-operative store, ATMs, medical centre, temple,

club, recreation centre for colony resident are available.

DALMIA PUBLIC SCHOOL EDUCATION COMPLEX

Dalmia public school education complex comprises the following educational

institutions:

Tiny Tots pre – primary school at Anurag Nagar

Gujarati medium school from K.G. to 10th standard.

English medium school from K.G to 12th standard.

(Affiliated to CBSE board, Delhi)


MEDICAL FACILITIES

GHCL Limited medical centre is running a dispensary. It provides primary treatment for minor elements to the employees and their family members. It is well equipped with the facility for various pathological tests such as blood and urine test, ECG, X – rays etc. This medical centre provides its service to several needy patients.

SOCIAL RESPONSIBILITY AND COMMUNITY DEVELOPMENT

PROGRAMS

As a responsible corporate body, GHCL has undertaken various community

development programmes to provide knowledge, better life, health, sanitation,

education & society welfare to the community in and around its manufacturing location

at Sutrapada in Gujarat. GHCL is playing an important role in strengthening the fabric of

society with a finely tuned sense of moral responsibility towards the community of

people where it operates and the country at large.

The various CSR initiatives have been undertaken either directly or through

GHCL Ladies Welfare Organization (Glow) which involved a proactive approach

towards socio-economic development at the manufacturing locations involving the

district administration & the local representatives. The focus areas of these programmes

have been on:

Education: wherein the Company tries to promote literacy and higher

education by grant of scholarship & assistance to deserving young pupils

of weaker sections of society. The GHCL has been instrumental in

construction & renovation of school buildings and other basic

infrastructure required for successful running of the program.


Healthcare & Family Welfare; wherein the Company continuously

organizes medical camps and has opened Dispensaries. The focus of the

program has been on the health care for children, disabled and the under

privileged segment of the society

Community Development; initiatives of the Company focuses on

providing civic amenities: clean drinking water facilities to panchatyas

along with a raising awareness about the environment protection. The

Company has been continually supporting the initiatives on upgrading the

skills of the local people and developing the socially and economically

weaker sections of the society. GHCL has been greatly instrumental in the

development of infrastructure facilities-improvement of roads, street

lighting, drainage systems, etc. in the region. Apart from this, grants-in-aid

help in building schools and hospitals is being also provided. Villages are

adopted and several health and community welfare programs are

organized in the area around our activities.


REVIEW OF LITERATURE

When the candidates are recruited from outside or selected, promoted from

inside, it is expected that they must perform their jobs with maximum efficiency and

competence. Therefore after selecting the candidates, the next logical step is to train

them for better performance. Era of vocational training started during industrial

revolution, which took place in Britain in 18th century. The apprentice‘s working n

different factories use to get vocational training in the form of direct instructions in the

operation of machines. Thereafter especially when use of computers, automatic

machines increased and because of rapidly changing techniques the need of training is

recognized as one of the most important organizational activities.

Training is required to be given to employees to keep them updated effective and

efficient. At present, it is observed that all organizations, of whatever types they may be,

need to have well trained experienced and skilled people to perform various activities. If

current job occupants meet this requirement, in that case, training is not important but if

it is not the case, it is very essential to raise the skill levels, increase the versatility and

adaptability of the job occupants by giving them necessary and appropriate training.


THE TRAINING PROCESS:

ASSESSMENT PHASE

Assess training need of different group of employee

Define objectives

PLANING TRAINING

Design training programme

Define Methods, content of programme

About trainer

Place and time of training programme

CONDUCT OF TRAINING

EVALUATION

Evaluation of training programme

Check- objective are achieved ?


Needs Assessment:

Needs assessment diagnoses present and future challenges to be met through

training and development Needs assessment occurs at two levels- Group and

individual.

An Individual obviously needs training when her or his performance falls short of

standars i.e. when there is performance deficiency.

Assessment of training needs occurs at the group level too.Any change in the

organization‘s strategy necessitates training of group of employees.


RESEARCH STUDY


RESEARCH DESIGN

A research design is a type of blueprint prepared on various types of

blueprints available for the collection, measurement and analysis of data. A

research design calls for developing the most efficient plan of gathering the

needed information. The design of a research study is based on the purpose of

the study. A research design is the specification of methods and procedures for

acquiring the information needed. It is the overall pattern or framework of the

project that stipulates what information is to be collected from which source and

by what procedures.


SAMPLING

An integral component of a research design is the sampling plan.

Specifically, it addresses three questions whom to survey (The Sample Unit)

How many to Survey (The Sample Size) & How to select them (The Sampling

Procedure) Making a census study of the whole universe will be impossible on

the account of limitations of time. Hence sampling becomes inevitable. A sample

is only a portion of the total employee strength. According to Yule, a famous

statistician, the object of sampling is to get maximum information about the

parent population with minimum effort.


METHODS OF SAMPLING

PROBABILITY SAMPLING

Is also known as random sampling or chance sampling .Under this

sampling design every individual in the organization has an equal chance, or

probability, of being chosen as a sample. This implies that the section of sample

items is independent of he persons making the study that is, the sampling

operation is controlled objectively so that the items will be chosen strictly at

random.

NON PROBABILITY SAMPLING

Is also known as deliberate sampling, purposeful land judgmental

sampling. Non-Probability Sampling is that which does not provide every

individual in the Organization with a known chance of being included in the

sample.


DATA COLLECTION METHOD

Collection of data is the first step in statistics. The data collection process follows

the formulation for research design including the sample plan. The data can be

secondary or primary.

COLLECTION OF PRIMARY DATA

During the course of the study or research can be through observations or

through direct communication with respondents on one form or another or

through personal interviews. I have collected primary data by the means of a

Questionnaire. The Questionnaire was formulated keeping in mind the objectives

of the research study.

SECONDARY DATA means data that is already available i.e., they refer to

data, which has already been collected and analyzed by someone else. When a

secondary data is used, the researcher has to look into various sources from

where he can obtain data. This includes information from various books,

periodicals, magazines etc.


RESEARCH METHODOLOGY

Research Design : Descriptive research

Research Instrument : Structured Questionnaire

SAMPLING PLAN

I) Sample Method : Non-Probability Sampling (Convenience Sampling)

II) Sample Size : 50

III) Sample Unit : Executive

SAMPLING DESIGN

CONVENIENCE SAMPLING , as the name implies, is based on the

convenience of the researcher who is to select a sample. Respondents in the

sample are included in it merely on account of their being available on the spot

where the survey was in progress.

SOURCE OF DATA

a) Primary Data : Structured Questionnaire

b) Secondary Data : Journals, Booklets,

Company Data, etc.


GHCL – TRAINING NEED ASSESSMENT

Objective:

To identify the training needs of the employees, with respect to their behavioral and

technical competency towards actual need of the job.

Target Area:

The target areas are the staff and technicians of GHCL Limited.

Methodology:

Sample size : Categorized employees of GHCL Ltd.

(Total number of employees surveyed is 100)

Sample type : (Scale - Ordinal)

Sample design : Random sampling

Type of research : Exploratory

Secondary information is here the main source (i.e., the information which

is already available)

Expert survey: In this, opinion of the experienced people is taken.


DATA ANALYSIS AND

INTERPRETATION


DATA ANALYSIS AND INTERPRETATION

Training program in business organizations are taking new shapes and

dimensions, which one has to consider while dealing with the activities of training and

development in the field of human resources.

Training is so crucial that there is no need to mention its significance to the

organization and as well as to the individual employees. Training begins right from the

recruitment of an employee and follows thought the life span of the job of each

employee of that organization.

Training has bundles of numbers of actions to be performed in daily routine work

and hence lot of quality, efficiency depends upon the performance level of the

employee.

Organization are very keen as far as training of employees are concerned and

are always ready to spend what it takes to train and develop the employees in best

concerned with the favor of the organization.

Here we come to know the willingness of the organization regarding the

employees and the cost they are bearing for that purpose. A good management always

tries to cut down the unnecessary and unwanted expenditure of money. Hence if this

area of management is taken care of and a very well planned and a highly systematic

initiative can result in heavy saving, in other words earning a healthy profit.


1. YEARS OF EXPERIENCE WITHIN THE ORGANIZATION.

1 2 3 40

5

10

15

20

25

30

35

40

45

35

1

41

INTERPRETATION:

Most of the employees in the surveyed group are those with good years of

experience and are having a long term association with this Organization. The

Organization has also completed approx 26 years since its inception. The

recruitment procedure is a moderate affair for some department due to employee

separation and at times it becomes difficult to get skilled employees due to


Years of experience

1. Less than year 032. 1 year 05

3. 2 year 01

4. 3year + 41

TOTAL 50

competitive market where good skilled personnel are in high demand, which

makes the candidates choosy while going for a change.

2. HAVE YOU WORKED IN ANY OTHER COMPANY PRIOR TO

JOINING THIS ORGANIZATION?

46%54%

Yes No

INTERPRETATION:-

In the surveyed group most of the junior Management cadre executives

are appointed as fresher’s since the turnover in this particular group is much

higher as compared to the higher cadre of executive / managerial group. The


Response

1. Yes 23

2. No 27

TOTAL 50

senior managerial group who are the part of this survey had also joined as

fresher when they started their career with GHCL.

4 Represents the different methods of training and its

convenience to the employees.

On the Job Training Class Room Training Both

810

32

INTERPRETATION:


Response

1. On the Job Training 08

2. Class Room Training 10

3. Both 32

TOTAL 50

The above figures show preference on the modes of training and it is

found people prefer both i.e. “on the job training” as well as “class room training”

especially technical professionals.

2. WHAT IS YOUR OPINION ABOUT TRAINING TIMING?

Convenient63%

Inconvenient8%

Average27%

4th Qtr2%


Response

1. Convenient 32

2. Inconvenient 04

3. Average 14

TOTAL 50

INTERPRETATION :

Large number of employees find the training convenient.

3. ARE YOU SATISFIED WITH TRAINING?

76%

24%

Yes No

INTERPRETATION:


Response

1. Yes 38

2. No 12

TOTAL 50

Amongst the surveyed group mostly all the employees are fully

satisfied regarding the right type of training aids which is provided for training and a very

few of them feel otherwise.

4. DO YOU FEEL TRAINING ENHANCES THE CAREER GROWTH /

DEVELOPMENT OF AN INDIVIDUAL?

Yes No May Be0

5

10

15

20

25

3026

1014

INTERPRETATION:


Response

1. Yes 26

2. No 10

3. May Be 14

TOTAL 50

Amongst the surveyed group 52% respondent says that training

program enhances the career growth and development of an individual.

5. IMPROVEMENT IN SKILL AND ATTITUDE.

Fairly Good Very Good0

5

10

15

20

25

12

22

16

INTERPRETATION:


Response

1. Fairly 12

2. Good 22

3. Very Good 16

TOTAL 50

Maximum numbers of employees show a positive response in terms

of their skill development and attitude. Almost 50% of employees surveyed feel

that their skill level has improved by training activities.

6. DOES THE TRAINING FULFILL YOUR OBJECTIVE?

Not at all Partially Completely0

5

10

15

20

25

30

8

24

18


Response

1. Not at all 08

2. Partially 24

3. Completely 18

TOTAL 50

INTERPRETATION:

50% of the employees surveyed agree that training programs helps

in fulfilling in achieving their objectives.

7. Support of the superiors while undergoing training.

none average full0

5

10

15

20

25

30

7

13

30

INTERPRETATION:


Response

1. none 07

2. average 13

3. full 30

TOTAL 50

Superiors seem to be very supportive in Training programmes, as

maximum number of employees responses are positive regarding support from

the superiors.

8. Do you think training programs contribute to a positive change

in the working environment / culture in an organization?

0%10%20%30%40%50%60%70%80%90%

100%44

6

INTERPRETATION:


Response

1. Yes 44

2. No 06

TOTAL 50

Form the above data we can say that 88% of respondents believe

that training program contributes positive changes toward working environment and

organization culture. it shows efficiency of training program.

9. Do you feel comfortable discussing any changes / enhancement

about training system in your company?

52%

48% yesno

INTERPRETATION:


Response

1. Yes 26

2. No 24

TOTAL 50

About 50% of the employees surveyed agreed that they feel free to discuss

about giving any suggestions in the aspect of training to their superiors.

SUGGESTION


SUGGESTION

The company should give the compensation as per to the skills, so that the

employees could do the efficient work.

Organizations must enhance work force motivation to improve productivity.

Workers must be encouraged and motivated to develop a customer satisfaction

mind set.

Organizations need to empower their workers by allowing them greater authority

and Control and to design jobs that are more stimulating. This will enhance the

personal productivity.

Interdependency of different departments should be well studied, co-ordinate for

effective output.

Training schedule is worked out well here with proper planning schedule.

Recruitment proper planned, structured according to openings in plant, new

vacancies.


The employee goals are well studied and structured. The Key Related Areas are

properly designed & clearly mentioned to employees.

The trainings should be planned with the involvement of the employees as well

(not only the team leaders) so that there are no low yield trainings being held.

This would cut down the costs of training further.

CONCLUSION


CONCLUSION

I am thankful to the management for permitting me to take training in GHCL

Limited. It was a pleasure experience for me to take a vocational training in such a big

and reputed company.

GHCL has been contributing spontaneously towards the areas of collective social

concern viz. Environment, Safety, Health and Employee welfare. It has been persistent

in its efforts towards improvement in living standards of people, apart from boosting

plantation and water conservation measures in township and plant premises.

Company’s growth objectives is to strengthen existing “popular” offerings for new

customers that view company’s services as critical to their Business Objectives and to


build strategic partnerships in new verticals and service offerings that result in long-term

contracts and business opportunities.

I have learned many new approaches during my project work and to deal with

people of different attitudes at different levels. I am thankful to all those who supported

me to complete this project.


BIBLIOGRAPHY


BIBLIOGRAPHY

Websites

www.ghcl.co.in

www.google.com

Books:-

Human Resource Management by

-Garry Dessler

Company reports and journals


http://www.google.com/

An Employee Survey on Training & development system at

(GHCL (Sutrapada unit))Dear Respondent

1. The purpose behind this Questionnaire is to know about view towards training& Development system at GHCL (Sutrapada).

2. The answers provided by will be kept Strictly Confidential and will not be miss used any where against you.3. Please tick marks all the boxes and fills blanks legibly.

1. Gender: Male Female

2. Age : ___________

3. Marital Status: - Married Unmarried

4. Working area in organization:-

Technical Administration Store Dispatch

5.Years of experience in this Organization


Less than a Year 1 Year

2 Year 3 Year +

6. Have you worked in any other Company prior to joining this Organization?

Yes No

7. Which type of training are you getting?

On Job Training Classroom training Both

8. What is your opinion about training timing?

Convenient Inconvenient Average

9. Are you satisfied with training?

Yes No

10. Do you feel training enhances the career growth / development of an individual?

Yes No May be

11. Improvement in skill and attitude.

Fairly Good Very good

12.Does the training fulfill your objective?


Not at all partially completely

13. Support of the superiors while undergoing training

None Average Full

14. Do you think training programmers contribute to a positive change in the working environment / culture in an organization?

Yes No

15. Do you feel comfortable discussing any changes / enhancement about Training system in your Company?

Yes No

16. Any Suggestions:-

________________________________________ ________________________________________ ________________________________________

________________________________________


Thank You


Date post:	27-Apr-2015
Category:	Documents
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