A

PROJECT REPORT ON

TRAINING AND DEVELOPMENT DONE BY THE

ORGANIATION AT VARIOUS LEVELS

AT

SUBMITTED BY

MISS SUBHASHREE SUSMITA

In partial fulfillment for award of the degree of

BACHELOR IN BUSINESS MANAGEMENT (BBA)
DAV SCHOOL OF BUSINESS MANAGEMENT,BHUBANESWAR,ORISSA.

Under the Guidance of:

ORGANIZATION GUIDE

Mr. Amiya Patnaik

Assistant General Manager, HRD
NALCO, BBSR.

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 DECLARATION

I hereby declare that this project work entitled “A STUDY ON TRAINING PROGRAM DONE BY
NALCO AT VARIOUS LEVELS “is my work, carried out under the guidance of my faculty guide
Miss Anjali Panda and my company guide Mr. Amiya Patnaik. This report is neither full nor any
part has ever been submitted for award of any other degree of either this university or any other
university.

SUBHASHREE SUSMITA.

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 TABLE OF CONTENTS

CHAPTER DESCRIPTION PAGE NO.

1. ACKNOWLEDGEMENT 4
2. EXECUTIVE SUMMARY 5

3. INTRODUCTION 6-13
4. COMPANY PROFILE 14-31
5. RESEARCH 32-34
METHODOLOGY

6. DATA ANALYSIS & 35-60

INTERPRETATION

7. FINDINGS & 62-63

CONCLUSIONS

8. ANNEXURES 64
9. BIBLIOGRAPHY 65
9. QUESTIONAIRE 66-72

ACKNOWLEDGEMENT

3
It gives me immense pleasure to express my deep sense of gratitude to Miss Anjali
Panda, faculty, DAV School Of Business Management, Bhubaneswar for her
valuable guidance and consistent supervision through out the course.

I am also thankful to Mr. Amiya Patnaik, my Company Guide of NALCO for his
valuable guidance for preparing the Final Report and also for providing the necessary
facilities.

Finally I am indebted to our other faculty members, my friends and my parents who
gave their full-fledged co-operation for successful completion of my project.

It was an indeed learning experience for me.

NAME OF THE STUDENT : Subhashree susmita

Executive Summary
4
The research project entitled ‘Training and Development done by the Organization at Various Levels’
is an attempt to understand the opinion and attitudes of the various categories of employees
Of the NALCO towards the maintenance of effectiveness of Training services provided by the
Company.

It also aims to know and study obstacles in the proper utilization and increase the
Effectiveness of Training programs and tries to suggest remedial measures wherever
Possible.

The data was collected through well structured questionnaires. About 50 employees were
considered for the sample size. This survey was carried out in both executive and non executive of
concerned department.

In the course of study, it was found that the training programmes analyzed were provided to all the
employees of NALCO and was not specific to particular category of employees. The in depth study of
the welfare measures adopted by the company revealed that majority of the employees were fairly
satisfied with the training and development programmes.

Finally, creating awareness of organization structure and its products to the employee is very
important to have individual as well as organizational growth. So it can be possible only when the
employees go through the training program.

INTRODUCTION
An organization either Business or Industrial Enterprises, needs many factors for its growth, further
development and for its very survival. The most important factors are Capital, Materials, Machineries
and Human Resources as the success or failure of any organization depends on the effective
combination of these factors. Managing all other factors are comparatively easier than managing

5
Human Resources. The Human Resources are most important and need to be handled carefully. Since
all the others factors are handled by the human resources, they have to be trained in an effective
manner to utilize the resources at optimal level to get the desired output and thereby to reach the
organization goals. The effective combination of all these factors results to way for success.

Training is defined as learning that is provided in order to improve performance on the ,present job. A
person's performance is improved by showing her how to master a new or established technology. The
technology may be a piece of heavy machinery, a computer, a procedure for creating a product, or a
method of providing a service. Oliver Sheldon says ‘No industry can rendered efficient so long as the
fact remains unrecognized that the in principally human – not a mass of machines and technical
process but a body of men. If manpower is properly utilized it causes the industry to run at its
maximum optimization getting results and also work for as an climax for industrial and group
satisfaction in the relation to the work formed. Competitive advantage is therefore depend on the
knowledge and skill possessed by employee more than the finance or market structure by
organization.

The employee training not only serves the purpose to develop their employers but also safeguard
organizational objectives of survival and success through competitive advantages. The training
function now popularly called as Human Resource Development, coordinates the provision of training
and development experiences in organization.

In recent years, the scope of Training and Development has broadened from simply providing training
programs to facilitating learning throughout the organization in a wide variety of ways. There is
increasing recognition that employees can and should learn continuously, and that they can learn from
experience and from each other as well as from formally structured training programs. Nevertheless,
formal training is still essential for most organizations or teach them how to perform in their initial
assignment, to improve the current performance of employees who may not be working as effectively
as desired, to prepare employees for future promotions and increased responsibilities. The Computer
Application Training and New Employee Training are most popular training topics. Various
Management and supervisory skills such as leadership, performance appraisal, interviewing, and
problem solving were also commonly taught. Many organization provide ‘Train-the trainer’ courses
for superiors or peers who will in turn provide on-the-job training to others. Besides being one of the
most important HRM functions, Training and Development is also one of the most expensive.

Meaning and Definition:

Definition of training :

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Staimez: Defines ‘Training is a short term process utilizing a systematic and
organized procedure by which non-managerial personnel to learn technical
knowledge and skill”

S. P. Robbins: Defines “Training is a learning process which seeks a relatively

permanent change in behavior that occurs as a result of experience.

Meaning:

Training refers to a planned effort by a company to facilitate employees’ learning of job-related

competencies. Training design is effective only if it helps employees reach instruction or training
goals and objectives. It is attempt to improve current or future employee performance by increasing
an employee’s ability to perform through learning, usually by changing the employee’s attitude or
increasing his or her skills and knowledge. Training is essential for job success. It can lead to :

• higher production
• fewer mistakes
• greater job satisfaction
• lower turnover.

When an employee is selected, placed and introduced, he or she needs to be provided with training
facilities. The training is the act of increasing the knowledge and skill of an employee for doing the
particular job. Training is a short term educational process and utilizing systematic and organized
procedure by which an employee learns the technical knowledge.

Training is part of Human Resource Development. It is concerned with concerned with training,
development, and education. Training has been defined as an organized learning experience,
conducted in a definite time period, to increase the possibility of improving job performance and
growth. Organized means that is conducted in a systematic way.

Although learning can be incidental, training is concerned with the worker learning clear and concise
standards of performance or objectives. Training is the acquisition of technology which permits
employees to perform their present job to standards. It improves human performance on the job the
employee is presently doing or is being hired to do. Also, it is given when new technology in
introduced into the workplace.

Definition of development:

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Mamoria: defines “Development covers not only the activities which improve job
Performance, but also those which b ring about growth of personality, helps
individual in the Process towards maturity and actualization of this potential
capacities so that they become not only good employees but also both good men and
women.

Meaning:

Development is training people to acquire new horizons, technologies, or viewpoints. It enables

leaders to guide their organizations onto new expectations by being proactive rather than reactive. It
enables workers to create better products, faster services, and more competitive organizations. It is
learning for growth of the individual, but not related to a specific present or future job. Unlike
training, which can be completely evaluated, development cannot always be fully evaluated. This
does not mean that we should abandon development programs, as helping people to grow and develop
is what keeps an organization in the cutting edge of competitive environments. Development can be
considered the forefront of what many now call the Learning Organization.

Development involves changes in an organism that are systematic, organized, and successive…and
are thought to serve an adaptive function. Training could be compared this metaphor - if I miss one
meal in a day, then I will not be able to work as effectively due to a lack of nutrition. While
development would be compared to this metaphor - if I do not eat, then I will starve to death. The
survival of the organization requires development throughout the ranks in order to survive, while
training makes the organization more effective and efficient in its day-to-day operations.

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STATEMENT OF THE PROBLEM

Training plays an important role in human resource development. It is necessary,

useful and productive for all categories of workers and supervisory staff. It is very
important in the present age as development in science and technology are
introducing radical changes in the industrial field. Training is important as it gives
various benefits to employers and workers. The basic purpose of training is to
develop skills and efficiency. Every organization has to introduce systematic training
programme for its employees. This is because trained personnel are likely valuable
assets of an organization. Expenditure on training is profitable investment. Training is
valuable as it constitutes vital part of managerial control.

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NEED AND IMPORTANCE OF THE STUDY

Need:
Training must be tailored to fit the organization’s strategy and structure. It is seen as pivotal in
implementing organization-wide culture-change efforts, such as developing a commitment to
customer service, adopting total quality management, or making a transition to self-directed work
teams. Pace-setting Human Resource Development departments have moved from simply providing
training on demand to solving organizational problems. Trainers see themselves as internal
consultants or performance improvement specialists rather than just instructional designers or
classroom presenters. Training is only one of the remedies that may be applied by the new breed of
Human Resource Development practitioners.

Training is required to serve the following purposes:-

• For growing the individual and organization at a rapid pace.

• Helps in job rotation.

• To bridge the gap between what employees has in terms of knowledge & skills and what
his/her job demands.

• Helps for newly recruited employees to perform their task effectively.

• To face the challenges of global competition

THE NEED FOR TRAINING AND DEVELOPMENT IS DETERMINED BT THE

EMPLOYEES’S PERFORMANCE DEFICIENCY, COMPUTED AS FOLLOWS:-

Training and Development need = Standard Performance – Actual

Performance

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Importance:
• Training makes employees more efficient and effective.

• Training enables employees to secure promotions easily.

• Employee can avoid mistakes and accidents on the job.

• Training can contribute to higher production fewer mistakes, greater job satisfaction.

Whom to Train?

Top/

strategic
level.

Management

Supervisory Level

Operational Level

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Objectives of the research
OBJECTIVES AND GOALS OF TRAINING:

Training and Development can help an organization in a number of ways. Ultimately, it is employee
knowledge and skill that produce the organization’s product or service. Training facilitates the
implementation of strategy by providing employees with the capability to perform their jobs in the
manner dictated by the strategy. Training also assists in solving immediate business problems, such as
when a team of Manager in an action learning programmes studies a real problem and recommends a
solution. Finally to keep ahead in a highly competitive the turbulent environment, it has been
suggested that the training function must foster a continuous learning culture and stimulate managers
to reinvent their corporation.
Training enables employees to develop within the organization and increase the market value, earning
power and job security. It moulds the employee’s attitude and also helps them to achieve better co-
operation with the company and greater loyalty to it. The management is benefited in the sense that
higher standard of quality are achieved, a satisfactory organization structure is built up, authority can
be delegated and stimulus for progress applied to employees.

• To increase productivity of employees or workers

• To improve quality of work and product
• To enhance and update knowledge and skill level of employee in the organization
• To promote better opportunity for the growth and promotion chances of employees and
thereby the employability
• To secure better health and safety standard
• To improve quality of life of employees
• To sustain competitive advantage
• To impart new entrants of knowledge and skill
• To build up a sound line of competent efficiency and prepare them as a part of their
• career progress to occupy more responsible positions
• To impart customer education, help grading skills and knowledge and employees estimate
career planning of the company

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ORGANIZATION STUDY

• PROFILE OF THE ORGANIZATION

• VISION, MISSION &OBJECTIVES OF THE ORGANIZATION

• PRODUCT PROFILE

• SWOT ANALYSIS

• ORGANIZATION STRUCTURE

• TRAINING & DEVELOPMENT AT NALCO

ABOUT THE ORGANISATION

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After the discovery of large reserve bauxite ore in the East Cost in 1975, the Government of India
during the year 1979 prepared the feasibility report and considered to establish an integrated Bauxite
Aluminium complex in the state of Orissa. In January 1980, the visit of president of France to India
saw the sight of a memorandum of understanding for initiating discussion on technological
collaboration and financing for the project. In November 1980 the Govt. of India sanctioned the
establishment of Orissa Aluminium Complex. Finally the project was christened and registered as the
National Aluminium Company Ltd. On 7th January 1981 in collaboration with Aluminium pechiney of
France to impotent one of the largest multi location integrated Aluminium project of the world with
its own Captive Power Plant and Port facilities. The prime minister of India late Smt. Indira Gandhi
laid the foundation stone of Nalco at Damonjodi of Koraput on 29th March 1981, which shows new
path to the history of India’s Aluminium industry as well as to Nalco.

NALCO’S original project cost of Rs2408 corers was partly financed by 980 US Million
dollars, extended by a constitution of international Banks. The company had paid back overseas loans
by 1988 .There after the company is going steady with major expansion plan with an internal fund
involving an investment of over Rs3700 corers.

Different segments of NALCO states its production in a phased manner commencing from
November 1985 .With in a short span of time Nalco has emerged as a leader in the field of
Aluminium production in India and has also made significant impact abroad ,with its consistent track
record on quality assurance excellent thrust on customer services , export performance and posting of
profits ,not only the company has earned a substantial foreign exchange but also earned many laurels
in the form of rewards and awards ,the details of which are depicted as the largest integrated Bauxite-
Alumina-Aluminum complex in Asia .Nalco are dedicated to the nation by the then Prime minister of

14
India Late Sir Rajib Gandhi in June ,1989 .Now Nalco is dealing with its product in more than 30
countries worldwide including the UK ,the USA ,France ,Norway ,Italy ,Switzerland ,Brazil ,Belgium
,Russia ,Australia ,China ,and Japan .

1. First mines safety Award 1988

2. First Capaxil Export Award 1988

3. London metal exchange reorganization May, 1989

4. Star trading house status Jan, 1992

5. Indira Gandhi Raja Bhasa award 1993 &1995

ISO 9002 certification

6. Alumina Refinar Nov, 1994

7. Smelter Plant Feb, 1995

8. Boxite Mine Jan, 1996

9. Capture Power Plant Dec, 1995

10.Indira Priyadarsini

------------

NALCO TODAY

15
 NALCO Alluminium refinery Captive power plant Anugul.

Rolled product unit

Today Nalco is considered to be during point in the 50 years old history of Indian Aluminium
Industry. In a major leap forward, Nalco has not only addressed it self to the country’s need for self
sufficiently in Aluminium but has also given the country, the technology edge in making this strategic
metal on the best of the world standards.

With its consistent track record in capacity utilization, technology absorption, quality assurance,
export performance, serving of loans, internal resource generation & posting of profits.

Now Nalco has emerged as the largest integrated Bauxite Alumina Aluminium complex in
Asia, evading India to witness a quantum jump in Aluminium & Alumina production. Nalco for the
first time created exportable surplus in Alumina & helped India to focus on its massive Bauxite

16
resources in the East Coast estimated at 1600 million tones for setting up export oriented Alumna
Plants.

Today Nalco is created with best Technology base self-sufficiency international orientation,
regional development and environmental care, accent on future growth and above all a committed
work force.

GLOBAL LINKAGES

Nalco has a strong global presence. The company today boasts of customers in more than thirty
countries worldwide . Nalco has its contacts with regard to the technological association with the
country named USA ,France ,UK ,Germany ,Hong Kong etc. with regard to Aluminium export the
countries are Belgium, UK, Switzerland, Bangladesh, Singapore, Srilanka, Italy, Saudiabia, Pakistan ,
Thailand , Indonesia, Dubai, Myanmar, Nepal, with regard to Alumina export the countries are USA,
brazil, Norway, France, UK, Egypt, Bahrain, Switzerland, Indonesia, Hong Kong, Australia, Japan,
North Korea, Russia, china, Dubai, Finland, Philippines, Iran .

LOCATIONAL ADVANTAGE:

The Aluminium refinery is close to the bauxite mines at Damanjodi where as the smelter and
CPP at Angul are in proximity to the Talcher coalmines in Orissa. This spilt location gives a
tremendous advantage. This ensures minimum movement of bulk materials like coal and bauxite as
well as transmission of power thereby cutting costs.

Angul today is a fairly big and bustling town on the NH No. 42 which is the main highway
connecting BBSR with Raipur , Sambalpur , Sundargarh and Rourkela. Nalco has established its
smelter plant CCP and its town ship close to the NH. The place is easily accessible from Cuttack and
BBSR by road and rail.

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 VOLUME OF WORK:

♦ Earth work: 113 lakh cubic meter.

♦ Concrete: 7.5 lakh cubic meter .

♦ Structured steel work: 11,01,000 tones.

♦ Tankages: 24,000 tones.

♦ Piping: 400 kms.

♦ Railway tracks: 90 kms.

♦ Rolling stock: 326 Alumina wagons

40 caustic soda wagons

37 Bottom discharge coal wagons

9 shunting locomotives

VISION

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To be a reputed global company in metals and energy sectors.

MISSION
To achieve growth in business with global competitive edge providing satisfaction
to the customers, employees shareholders and community at large.

OBJECTIVE
1.To maximize capacity utilization

2.To place leadership values in action

3.To have global presence and earn foreign exchange.

4.To have a positive environment in the organization to attain success.

5.To optimize efficiency and productivity.

6.To scale new heights & and achieve the desired position among competitors.

7.To instill financial discipline at all levels.

8.To be a leader in customer satisfaction and cost efficiency.

9.To provide a steady growth in business.

10. To promote a result oriented organizational ethos and work culture.

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PRODUCT PROFILE

Alumina

• Calcined Alumina

• Alumina Hydrate

• Specialty Alumina & Hydrates

• Detergent Grade Zeolite

Aluminum Metal

• Standard Ingots

• Swo Ingots

• Wire Rods

• Billets

• Cast Strip

• Flat Rolled Products

• Alloy Igno

Organization structure:

CMD

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 D/R D/R D/R D/R D/R D/R
PRODUCT personal
project Finance Commercia CBU
ION
&Technology Administer l

ED ED
EDHRD &
Smelter Mines & ED
Administration ED ED
& Power Refineries
Materials Marketing
MR

GM

DGM

Chief Manager

Senior Manager

Manager

Dy Manager

Asst Manager

Jr Manager ─ Asst Officer

SWOT ANALYSIS
It is a powerful tool for analyzing both complex qualitative and quantitative facets of an investment
decision. The results of this analysis have been fed into marketing and organizational strategic
plans and have been highly successful in strategy formulation. NALCO Presents enigma
enviable strength, weakness, wide opportunities and many threats in the horizon.

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 STRENGTHS

• Planning and organizing

• Crisis management

• Leadership & subordinate development

• Advanced technology

• Captive recourses

• Interpersonal skills & management of HR

• Integrated operations

• World class products

• Operation management

• Integrated operation

• International linkages in technology & Market

• Care of ecology & environment

• Coordination ability

• Cost conscious

WEAKNESS

• Limited number of skilled manpower

• Over dependent on Mahanadi coalfield

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 • Red tapiesim

• Work culture

• Inert to new development in the area of specialization.

• No diversification of products
•
OPPORTUNITIES

• Abundance of ore- providing mines

• Availability of suitable labor

• Uninterrupted power supply

• Asia’s largest Aluminum plant (Damanjodi)

• Better transportation (port) facility

• Supportive Government policies

THREATS

• Competition from upcoming alumina company in Orissa

• Privatization

• Environmental threat like super cyclone

• High age factors (most of the employee are more than 45 years ) so more number of
superannuation in coming 5 years which may lead to create vacuum in middle level
management

• Achieved a great reputed heights, so that should be maintained and even more excelled

FUNCTIONAL AREAS

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Industrial and institutional services
The division handles the water and waste treatment needs of industrial and institutional customers.
It is organized around eight key industry segments: Food, Beverages, Power, chemical/
pharmaceuticals, institutional manufacturing, primary metals, transportation, and mining. In
addition environmental hygiene services serve all NALCO customers with global water and air
hygiene programs that protect against health risks like legionnaire disease.

The industrial and institutional services division’s areas of expertise include:

• Programs for clarification of water in industrial and municipal processes
• Program to control scale, corrosion, fouling and micro-organisms in industrial and
utility boiler and cooling systems
• Advanced recycle technology for water minimization and reuse
• Specialty maintenance chemical including water treatment , odor control and
facility maintenance chemical s, lubricant and functional fluids
• Process chemical and service for metal working operation, paint finishing operation
and related post treatment processes
• Polishing of wafers and memory disks used by the electronics industry
• Specialty additives for use in water-based systems such as coating , paint,
adhesives, emulsions slurries, plastics, and building products procedures.

PAPER SERVICE DIVISION

Today’s pulp and paper makers face an increasing pressure to produce products with improved
performance for less cost. Their customer demand that end product properties such as pulp
brightness, tissue softness, or paper strength – to perform increasingly challenging specifications
and for less cost than in past

To help the customers NALCO developed a smart solution, a grade focused approach for
improving our customers end product quality and performance while reducing manufacturing,
production and mill operation cost. NALCO paper service division’s grade specific solution help
paper mills balance mechanical, operational and chemical variables to optimize machine
performance, improve sheet properties and enhance customer profitability

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ENERGY SERVICES DIVISION
Headquartered in sugar land, the energy service division is the global leader in providing onsite
problem solving innovations through our extensive network of technical field specialists in more
than 130 countries. By listening, understanding the market place and identifying technology and
business model opportunities, we offer an integrated approach to chemical programs unsurpassed
in the industry.
With a continued emphasis on environmental leadership, NALCO is the principal supplier of
specialty chemicals and applications for oil exploration, production, refining and chemical process
industries. Over 75 years NALCO has offered value driven solution for both upstream and
downstream markets within the hydrocarbon industry.

UPSTREAM
Beginning with drilling and exploration, NALCO supports the oil well service industry by
developing and supplying chemicals for drilling activities at the formation level. NALCO work
with the leading well service to continually improve their offerings. The area of expertise are
supplying chemicals for cementing , completion , drilling, fracturing and acidizing phase of oil and
gas exploration. NALCO also addresses critical issues facing today’s oil and gas producers
throughout the entire life cycle of the well. The portfolio of successes includes technology that
delivers high- shear, deep water and ultra deep water environments, and business structure that
reduce lifting cost in emerging marketplaces, and chemistries designed to treat the heaviest crudes
and gasses with high sulfur properties.

DOWNSTREAM
NALCO provides the world class products and services to the petroleum refining and fuels
industry, enabling its customers to profitably refine, fuel and move hydrocarbons. It work closely
with customer to ensure that oil shipment arrive on time and on spec. NALCO has focused on
ethylene and butadiene plant optimization through proprietary fouling, corrosion and coking
control technology, acid gas removal optimization, cooling tower and boiler treatment, and
antifoams. We guide chemical plants through obstacles that arise during operations and helps

25
maximize return on investment through products and services to each customer’s requirements,
climate and logistics

SAFTEY HEALTH &ENVIRONMENT

Protecting the environment, health and safety of the employees is amongst the main
here plays an important role in identifying and successfully managing SH&E issue, including
process for measuring reviewing and improving our performance. Implementation of SH&E
management system at numerous field and manufacturing locations, as well as corporate
headquarters, has been certified by responsible CARE and ISO standards.

ROLE OF TRAINING AND DEVELOPMENT DEPARTMENT IN NALCO:-

Nalco believes that training is a continuous process throughout the career of every employee with the
view to develop its technical, human and conceptual skills as required for its current job his future
career growth. while knowledge in these areas can be imparted through well conceived training
programmes conducted by in house or external agencies, skills and attitude can be developed and
strengthen mostly on the job. Real development of the employees, therefore takes place on the job
provided there is a continuous challenge and demand for superior performance.

The Training Set-UP In NALCO :

Infrastructure

Training Institutions in NALCO INCLUDE-

1. Human Resources Development Centre, s&p complex Angul.

2. Human Resources development centre, M&R Complex, Damonjodi.
3. HRD Centre of Excellence, Bhubaneswar.
4. Mines Vocational Training Centre, Panchpatmali mines, Damanjodi.

1. Human Resources development Centre Angul:-

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 Headed by a Chief Manager(Training), the centre caters to the training need of the Aluminium
Smelter Plant and Captive Power Plant, located at Angul main functions are:

• To provide statutory training to st.operative Trainees(SOT’s)& Jr. Operative

Trainees(JOT’s)- the two entry level for non-executive technical employees.
• Technical training to SOT’S & SOT’s
• To conduct Supervisory Development Programmes & Workers Education
Programmes.
• To provide Technical Training to graduate Engineer Trainees(GET’s)

Beside these, the centre provides specialized training in the following fields:

• Technical of aluminium making.

• Power plant operation, maintenance, power generation,transmission and distribution.
• Mechanical & Electrical maintenance of Aluminium sjpelter.
• Electronics & Instrumentation.
• Computer-related packages
• TOTAL QUALITY MANAGEMENT
• Safety, health & Environment

2. Human Resource Development Centre, R Complex Damanjodi :-

Headed by a Chief Manager (Training), the centre caters to the requirements of the employees
of the mines & Aluminium at damanjodi.The functions are similar to that of Anugul HRD
centre for the following specialized. Training’s –

(a) Technology of Alumina making process.

(b) Mechanical & Electrical maintenance and automobile engineering.
(c) Mining & Geology

3. HRD Centre of Excellence, Bhubaneswar:-

27
 Headed by General Manager (HRD), the HRD Centre of Excellence caters to
the following requirements –

(a) To plan and coordinate implemention of the appropriate training and

development strategies for the employees of the Organizational level.
(b) To plan and coordinate implemention of the appropriate training and
development strategies for the employees on the Organisational level
(c) To prepare and update curriculum training materials.
(d) To organize nomition of executives to outstation training programmes,
seminars and conferences on annual training plans.
(e) To coordinate updation of the technical literature relevant to NALCO and
maintain an archieve of all technical literature. Concerning the organization, apart
from maintaining a well equipped library.
(f) To conduct action oriented research and surveys on the emplyoyees’morale,
motivation and other organizational issues.

To consolidate training needs of employees based on their performance appraisal reports and make
it a basis for organizational training need analysis

4. Mine under the statutory requirement of Mine Vocational Rule, 1996, with a view to develop the
personnel working in the Bauxite Mine ,the centre in headed by mining Engineer (equivalent to the
rank of a Dy. Manager) having a first class mines Manager certificate of competency. The centre
provides training in –

a) Mines Safety

b) Mines Fire Hazards

c) Statutory Mining Requirements.

Function Of The Training Department

• Necessity of Training
• Principles of Training
• Training Method
• Training Aids and Equipment

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Necessity Of Training:-

The need for training of the employees could be clear from the following observations.

(1). The increase Productivity: Instructions can help employees to increase their level of
performance on their present assignment increased human performance often directly leads to
company’s profits. Training is required for new employees because they are not aware to most
efficient and effective ways of performing their jobs.

(2). To Improve Quality: Better – informed workers are less likely to make less operational
mistakes. Quality increases the company’s productivity.

(3). To Help Company Fulfill Its Future Personal Needs: Organizations have 2 good internal
educational programmes, which helps in making less drastic manpower changes and adjustments
in the event of sudden personal vacancies can more easily be staffed from internal sources
programme for both its non-supervisory and managerial employees.

(4). To Improve Organizational Climate: Due to training the quality of any product may
improve, finanancial incentives may increase internal promotion become stress and in result
basic pay rate but the most important thing is the current state of an organization’s educational
Endeavour.

(5). Obsolescence Prevention: Training and Development programme faster the initiative and
creativity of employees and help to prevent manpower obsolesce, which may be due to the
permanent or motivation, or the inability of a person to adapt him to technological changes.

(6). Personal Growth: Employees on a personal basis gain individuality from their exposure to
educational experiences. Training and development programme give participants a wider
awareness, an enlarged skill and enhances personal growth.

(7). To Improve health and Safety: Proper training can help in preventing industrial accidents. A
safer work environment ensures stable mental attitude on the part of the employee.

Training Aids And Equipments:-

A well-maintained store having all types of materials which are required at the time of training are
present in the training centre. And they are:

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 1. Television ( 29’’ size)
2. One 25mm projector
3. Audio and video cassettes( 200 nos )
4. Movable blackboards
5. Screen ( 6 nos)
6. VCR
7. Printer
8. Slide projector
9. Conference Hall ( 2 nos)
10. Open forum hall
11. Syndicate room ( seating capacity)
12. Computer room with latest facility
13. Technical library

Organization Chart Of Training Department:

Chief of (H & A)

HOD (HRD)

Training

Training Facilitator – 1

Training Facilitator – 2

30
RESEARCH METHODOLOGY

RESEARCH
• Types of research
• Sampling technique
• Sample size
• Sample description

DATA COLLECTION

31
  Instrumentation Technique

 Collection of data

RESEARCH DESIGN

• Type of Research: Descriptive Research Design

• Sampling Technique: A random Sampling is taken.

• Sample Size: To cover all the variability I’ve taken 52 employees.

• Sample Description: The sample consists of 52 respondents i.e. both executive and non-
executives of concerned department.

32
 Data Collection

Data is collected from this research are primary and secondary data.

• Primary & Secondary Data

1. Primary Data: The primary data has been collected fresh and for the first time. In the
research the researcher has used questionnaire method to collect primary data. The
respondents were given questionnaire containing twenty questions and they were asked to fill
it up.
2. Secondary Data: The secondary data on the other hand were collected from published
and unpublished materials available in NALCO like
• Training Document
• Journals
• Manual

• Instrumentation Technique:
Based on descriptive research design method for achieving the objectives the study, the
researcher was adopting instrument or tool for the questionnaire according to the objectives.

• Software Used for the Data Analysis:

33
 First of all researcher collect the data using the questionnaire and analysis the data by using
the Window Excel. By which researcher can analysis the whole data to get the effectiveness
of training and development in the organisation.

PRESENTATION AND ANALYSIS OF DATA

• PRESENTATION OF DATA

• CONCLUSION FROM ANALYSIS

34
 PRESENTATION OF DATA
DATA ANALYSIS:

1. Employees going for training go with a clear understanding of the

knowledge and skills they are expected to acquire.

Types of Strongly Agree Somewhat Disagree Total

respondents agree agree
Numbers of 24 28 0 0 52
respondents
Percentage 46.15 53.85 0 0 100

35
 0% 0%

46% stronglt agree

54% agree
somewhat agree
disagree

Inference:
In the above pie chart 46.15% respondents strongly agree going with employee for training go with a
clear understanding of the knowledge and skills they are expected to acquire and 53.8% agree with it.
None of the respondents somewhat agree and disagree with it.

2) Training is being given adequate importance in your organization.

Types of Strongly Agree Somewhat Disagree Total

respondents agree agree
Numbers of 12 28 12 0 52
respondents
Percentage 23.08 53.84 23.08 0 100

36
Inference:
In the above pie chart 54% respondents agree with training is being given adequate importance in
your organization and 23% strongly agree also23% somewhat agree and none of the respondents
disagree with it.

Q3. The norms and values of the company are clearly explained to the new
employees during induction.

Types of Strongly Agree Somewhat Disagree Total

respondents agree agree
Numbers of 8 28 8 8 52
respondents
Percentage 15.39 53.83 15.39 15.39 100

37
Inference:
In the above pie chart 54% respondents agree with the norms and values of the company are clearly
explained to the new employees during induction,16% strongly agree 15% somewhat
agreeand15%disagree with it.

Q4. Employees in your organization are sponsored for training based on need
identification.

Types of Strongly Agree Somewhat Disagree Total

respondents agree agree
Numbers of 4 28 20 0 52
respondents
Percentage 7.70 53.84 38.46 0 100

38
Inference:
In the above pie chart 54%respondents agree with employees in your organization are sponsored for
training based on need identification, 38% somewhat agree,8% strongly agree and none of the
respondents disagree with it.

Q5. The recent training you attended was a good learning experience.

Types of Strongly Agree Somewhat Disagree Total

respondents agree agree
Numbers of 20 28 0 4 52
respondents
Percentage 38.46 53.84 0 7.70 100

39
Inference:
In the above pie chart 54% respondents agree with the recent training you attended was a good
learning experience,38% strongly agree,8% disagree and none of the respondents somewhat agree
with it.

Q6. Whether the location of training is suitable for you ?

Types of Strongly Agree Somewhat Disagree Total

respondents agree agree
Numbers of 4 36 24 4 52
respondents
Percentage 7.70 69.23 46.15 7.70 100

40
Inference:
In the above pie chart 53% respondents agree whether the location of training is suitable for you,35%
somewhat agree ,6% strongly agree and 6%disagree with.

Q7. Are you satisfied with the facilities given in the training center?

Types of Strongly Agree Somewhat Disagree Total

respondents agree agree
Numbers of 0 12 24 16 52
respondents
Percentage 0 23.08 46.15 30.77 100

41
Inference:
In the above pie chart 46% respondents somewhat agree, 23% agree, 31% disagree and none of the
respondents strongly agree with it.

Q8 Supervisor’s effort to identify your Strength and weakness?

Types of Strongly Agree Somewhat Disagree Total

respondents agree agree
Numbers of 0 28 16 8 52
respondents
Percentage 0 53.85 30.76 15.39 100

42
Inference:
Here 54% of respondents are agree, 15% are disagree, 31% are somewhat agree to identify the
employee strength and weakness.

9) Training was planned according to your pre-assessed training needs.

Types of Strongly Agree Somewhat Disagree Total

respondents agree agree
Numbers of 8 28 12 4 52
respondents
Percentage 15.38 53.84 23.09 7.69 100

43
Inference:
15% of employee are strongly agree, 54% of respondents are agree, 23% are somewhat agree, 8% of
respondents are disagree with training what has been planned according to pre- assets training needs.

10. Training was relevant to the job employees attend

Types of Strongly Agree Somewhat Disagree Total

respondents agree agree
Numbers of 24 20 4 4 52
respondents
Percentage 46.16 38.46 7.69 7.69 100

44
Inference:
Here 46% respondents are strongly agree, 38% are agree, 8% are both somewhat agree and disagree
that training is relevant to the job employee attained.

11. Are the employees are satisfied with the amount of time spent in the training
programme.

45
 Types of Strongly Agree Somewhat Disagree Total
respondents agree agree
Numbers of 24 20 4 4 52
respondents
Percentage 46.16 38.46 7.69 7.69 100

Inference:
Here 46% are strongly agree, 38% are agree, and 8% are somewhat and disagree are respondents
satisfied and not satisfied with the amount of time spent in training.

46
12. Seniors provide the right kind of climate to implement new ideas and methods
acquired through training.

Types of Strongly Agree Somewhat Disagree Total

respondents agree agree
Numbers of 4 20 20 8 52
respondents
Percentage 7.69 38.46 38.46 15.39 100

Inference:

47
39% of respondents are agree, 38% are somewhat agree, 15% disagree and 8% strongly agree with the
seniors provides the right kind of climate to implement new ideas and methods acquired through
training.

13. Employees are doing the job more effectively after the training is imparted.

Types of Strongly Agree Somewhat Disagree Total

respondents agree agree
Numbers of 0 36 16 0 52
respondents
Percentage 0 69.24 30.76 0 100

Inference:

48
69% of respondents are agree and 31% of respondents are somewhat agree that they are able to do
their job more effectively after attending the training programme.

14. Is it easy for you to apply the training you received?

Types of Strongly Agree Somewhat Disagree Total

respondents agree agree
Numbers of 8 32 8 4 52
respondents
Percentage 15.39 61.80 15.39 7.69 100

49
Inference:
Here 62% of employees are agree, 15% of employee are somewhat agree and strongly agree and 8%
are disagree that it is easy for the employees to apply the training that employees have received.

15. Bonus and incentive programmes are there?

Types of Strongly Agree Somewhat Disagree Total

respondents agree agree
Numbers of 0 24 28 0 52
respondents
Percentage 0 46.16 53.84 0 100

50
Inference:
46% of respondents are agree and 54% of respondents are somewhat agree about bonus and incentives
issue to them after training.

16. Could the employees make any significant contribution because of training?

Types of Strongly Agree Somewhat Disagree Total

respondents agree agree
Numbers of 4 28 20 0 52
respondents
Percentage 7.69 53.85 38.46 0 100

51
Inference:
54% of respondents are agree, 38% of respondents are agree with make any significant contribution
because of training.

17. The quality of in-company programmes in the organization is excellent.

52
 Types of Strongly Agree Somewhat Disagree Total
respondents agree agree
Numbers of 4 36 4 8 52
respondents
Percentage 7.69 69.24 7.69 15.38 100

Inference:
69% of respondents are agree and 8% are strongly agree and somewhat agree about the quality of in-
company programmes in the organization is excellent. 15% are disagreeing about it.

53
18. The HR department conducts briefing and debriefing session for employees
sponsored for training.

Types of Strongly Agree Somewhat Disagree Total

respondents agree agree
Numbers of 0 4 20 28 52
respondents
Percentage 0 7.69 38.47 53.84 100

Inference:

54
54% of respondents are disagreeing on the HR department that it conducts briefing and debriefing
sessions for employees sponsored for training. 8% are agree and 38% are somewhat agree on this
matter.

19. Are you satisfied with the present method of selection of candidates for the
training programs?

Types of Strongly Agree Somewhat Disagree Total

respondents agree agree
Numbers of 4 20 20 8 52
respondents
Percentage 7.69 38.46 38.46 15.39 100

55
Inference:
8%, 39% and 38% of respondents are strongly agree, agree and somewhat agree that they are
satisfied with the present method of selection of candidates for the training programs.

20. Wheather the motivational level enhances after training programme.

Types of Strongly Agree Somewhat Disagree Total

respondents agree agree
Numbers of 0 24 24 4 52
respondents
Percentage 0 46.16 46.16 7.68 100

56
Inference:
46% of respondents agree and somewhat agree about the motivational level enhances after training
programme. 8% are disagree about it.

21. Can employees efficiently and effectively handle any problem after attending the
training programme.

57
 Types of Strongly Agree Somewhat Disagree Total
respondents agree agree
Numbers of 4 20 24 4 52
respondents
Percentage 7.69 38.46 46.16 7.69 100

Inference:
46%, 38% and 8% employees are somewhat agree, agree, and strongly agree respectively about the
employees efficiently and effectively handle any problem after attending the training programme. 8%
are disagreeing about it.

58
22.Whether the time taken for completing the work reduced after training
programme?

Types of Strongly Agree Somewhat Disagree Total

respondents agree agree
Numbers of 0 20 32 0 52
respondents
Percentage 0 38.47 61.53 0 100

Chart21
0% 0%

38%
strongly agree
agree
62%
somewhat agree
disagree

Inference:
38%, 62% of respondents are agree and somewhat agree on the time taken for completing the work
reduced after training programme

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23. The induction training is periodically evaluated and improved.

Types of Strongly Agree Somewhat Disagree Total

respondents agree agree
Numbers of 0 20 20 12 52
respondents
Percentage 0 38.47 38.47 23.06 100

Inference:
39%, and 38% of respondents are agree and some what agree about the induction training is
periodically evaluated and improved. 23% are totally disagree about it.

60
24. Would you recommend this company’s training services to your colleagues or
contacts within your industry?

Types of Strongly Agree Somewhat Disagree Total

respondents agree agree
Numbers of 4 32 8 8 52
respondents
Percentage 7.71 61.53 15.38 15.38 100

Inference:

61
62% of respondents are agree, 15% are both disagree and somewhat agree and 8% are strongly agree
that company’s training services to your colleagues or contacts within the industry.

25.Are satisfied with the overall rating of this programme?

Types of Strongly Agree Somewhat Disagree Total

respondents agree agree
Numbers of 4 20 20 8 52
respondents
Percentage 7.68 38.47 38.47 15.38 100

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Inference:
39% of respondents are agree, 8%are strongly agree,38% are somewhat agree and 15% are disagree
that satisfied with the overall rating of this programmes.

Findings:-

• It is found that employee going for training goes with a clear understanding of
the knowledge and skills they are expected to acquire.

• It is ascertained that the training needs are properly identified.

• The researcher find that employees prefer external training mode.

• It is found that employee’s feels satisfied with the type of training imparted at
NALCO.

63
 • It is evident that after training is imparted that the trained employee
performance satisfactory.

• The employee makes significant contribution because of training.

• The employee satisfied with the present session method of selection of

candidates for the training programme.

SUMMARY AND CONCLUSION

• SUGGESTION
• CONCLUSION

Suggestion:
• Training materials should be redesigned for some of the in-house training programmes.

• Job rotation can be done so as to make the employees versatile enough to do different jobs.

64
 • Apart from in-house, in-company and external training some new type of training like
brainstorming, lateral thinking and other management gains should be made a part of training
programme.

• Open- house session should be conducted near frequently to bridge the gap between
employees and management.

Conclusion:

The NALCO is in fact most successful company in the state of Orissa. Training and
development system in this company is by and large designed encourage employees
to work in such a way that the organization is benefited by their performance.
Training process as a whole is directly related to the development process of Human
Resource. However it is difficult to measure this abstract aspect quantitavely as cost
involved in training is a positive and meaningful investment which pay dividend
future.

• The human resource executives should be exposed to lot of management

programs.

• More experienced and senior executive should be involved in training sessions

and for experience sharing sessions.

65
• The duration of the Training programme should increase.

• The employees should be aware about the criteria for selection and they should
aware about the objectives of training when being selected.

• Training should be more relevant to the job and need contribute to trainees
Knowledge to the fullest extent.

• Training also to impart the employee based on giving promotion, not just only
for the employees who are found inefficient, this helps in motivating the
employees and maintains the effectiveness of training.

• The ROI – The return on investment made towards training and development
activity need to be measured. Employee has to be aware about the cost invested
by Company indirectly and they will be motivated to get the desired result
output.

Annexure

• BIBLIOGRAPHY

• QUESTIONNAIRE

66
 BIBLIOGRAPHY
To give a complete shape of summer project report, the researcher has gone through
the followings books, journals and websites.
1. 1-Book Name:-Human Resource Management

2. Author:-V.S.P Rao

Findings:-Introduction, definition

3. 2-Book Name:-Human resource management

4. Author:-S.S Khanaka
Findings:-Meaning Of Training & Development

5. Importance of Training & Development

6. 3-Company Broucher

67
7. V. S. P. Rao: Human Resource Management.

8. S. S. Khanka: Human Resource Management.

9. K. Ashwathapa: Human Resource Management.

10. www.google.com

11. www.hr.com

12. www.nalcoindia.com

13. Journals

14. Human Resource Magazines.

15. Internet website:-www.NALCO.COM

Findings:-It helps to get company background, company profile, company history etc

QUESTIONNAIRE

1. Employees going for training go with a clear understanding of the knowledge and skills
they are expected to acquire.

• Strongly agree

• Agree

• Somewhat agree

• Disagree

2. Training is being given adequate importance in your organisation.

• Strongly agree

• Agree

• Somewhat agree

68
 • Disagree

3. The norms and values of the company are clearly explained to the new employee during
induction.

• Strongly agree

• Agree

• Somewhat agree

• Disagree

4. Employees in your organisation are sponsored for training based on need identification.

• Strongly agree

• Agree

• Somewhat agree

• Disagree

5. Employees going for training go with a clear understanding of the knowledge and skills
they are expected to acquire.

• Strongly agree

• Agree

• Somewhat agree

• Disagree

6. Training is being given adequate importance in your organisation.

• Strongly agree

• Agree

• Somewhat agree

• Disagree

69
 7. The norms and values of the company are clearly explained to the new employee during
induction.

• Strongly agree

• Agree

• Somewhat agree

• Disagree

8. Employees in your organisation are sponsored for training based on need identification.

• Strongly agree

• Agree

• Somewhat agree

• Disagree

9. The recent training you attended was a good learning experience.

• Strongly agree

• Agree

• Somewhat agree

• Disagree

10. Whether the location of training is suitable for you?

• Strongly agree

• Agree

• Somewhat agree

• Disagree

11. .Are you satisfied with the facilities given in the training centre?

70
 • Strongly agree

• Agree

• Somewhat agree

• Disagree

12. Supervisor’s effort to identify your strength and weakness?

• Strongly agree

• Agree

• Somewhat agree

• Disagree

13. Training was planned according to your pre-assessed training needs.

• Strongly agree

• Agree

• Somewhat agree

• Disagree

14. Training was relevant to the job you attend.

• Strongly agree

• Agree

• Somewhat agree

• Disagree

15. Are you satisfied with the amount of time spent in the training programme.

71
 • Strongly agree

• Agree

• Somewhat agree

• Disagree

16. Your seniors provide the right kind of climate to implement new ideas and methods
acquired through training.

• Strongly agree

• Agree

• Somewhat agree

• Disagree

17. Are you able to do your job more effectively after attending the training programme?

• Strongly agree

• Agree

• Somewhat agree

• Disagree

18. Is it easy for you to apply the training you received?

• Strongly agree

• Agree

• Somewhat agree

• Disagree

72
19. Bonus and incentives programmes.

• Strongly agree

• Agree

• Somewhat agree

• Disagree

20. Could you make any significant contribution because of training?

• Strongly agree

• Agree

• Somewhat agree

• Disagree

21. The quality of in-company programmes in your organisation is excellent.

• Strongly agree

• Agree

• Somewhat agree

• Disagree

22. The HR department conducts briefing and debriefing sessions for employees sponsored
for training.

• Strongly agree

• Agree

• Somewhat agree

• Disagree

73
23. Are you satisfied with the present method of selection of candidates for the training
programs?

• Strongly agree

• Agree

• Somewhat agree

• Disagree

24. Whether the motivational level enhances after training programme.

• Strongly agree

• Agree

• Somewhat agree

• Disagree

25. Can you efficiently and effectively handle any problem after attending the training
programs?

• Strongly agree

• Agree

• Somewhat agree

• Disagree

26. Whether the time taken for completing the work reduced after training programs?

• Strongly agree

• Agree

• Somewhat agree

• Disagree

74
 27. The induction training is periodically evaluated and improved.

• Strongly agree

• Agree

• Somewhat agree

• Disagree

28. Would you recommend this company’s training services to your colleagues or contacts
within your industry?

• Strongly agree

• Agree

• Somewhat agree

• Disagree

29. Are you satisfied with the training programme?

• Strongly agree

• Agree

• Somewhat agree

• Disagree

Your valuable suggestion is important for us to improve the efficiency

Of Training and Development activity. Please suggest liberally.

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