RECRUITMENT AND TRAINING PROCESS IN HINDUSTAN

AERONAUTICS LIMITED

Submitted to: Shilpi Saxena

Submitted by: Deepti Singh
1078
PGDM-II

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 ACKNOWLEDGEMENT

When emotions are profound, words sometimes are not sufficient

to express our thanks and gratitude. With these words, I am trying
to express my extreme gratitude and sincere thanks to Shilpi
Saxena Ma’am my guide who have helped and provided the very
much enthusiasm and consistent encouragement required for the
completion of my project.
The successful completion of my research is the blessing of my
teachers, parents and sincere advice of my friends.

Deepti Singh

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INDEX

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 EXECUTIVE SUMMARY

The report is an attempt to provide a detailed analysis of the

training program of HAL and its effectiveness and benefits.

During this student internship program I came to know that, in a

knowledge based economy, training helps people to learn how to
do things differently or to do different things. Education and
learning is the DNA of their work culture. Developing people has
been ingrained throughout the company a cultural value of HAL.

Creating awareness of the 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 various training programs.

RESEARCH PLAN

• Formulating the objective of study

• Process of data collection
• Usage of appropriate sampling plan
• Analysis of data and interpretation
• Reporting and findings

SOURCES OF DATA COLLECTION

• Primary data sources:

By questionnaire method

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 • Secondary data sources:

Through books and websites

The training being conducted is designed according to the

organizational need and market requirements.

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 OBJECTIVE

The main objectives are as follows:

1.To ensure optimum use of existing human resources.

2.To forecast future requirements for human resources.
3.To provide control measures to ensure that necessary human
resources are available as & when required.
4.To link human resource planning with organisational planning.
5.TO determine levels of recruitment & training

6.To estimate the cost of human resources & housing needs of

employees.
7.To provide a basis for management development programmes.

The ultimate purpose of manpower planning is “to relate future

human resources to future enterprise needs so as to maximise the
future return on investment in human resources.”

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 ABOUT THE ORGANISATION

Hindustan Aeronautics Limited (HAL) came into existence

on 1st October 1964. The Company was formed by the merger of
Hindustan Aircraft Limited with Aeronautics India Limited and
Aircraft Manufacturing Depot, Kanpur.

The Company traces its roots to the pioneering efforts of an

industrialist with extraordinary vision, the late Seth Walchand
Hirachand, who set up Hindustan Aircraft Limited at Bangalore in
association with the erstwhile princely State of Mysore in
December 1940. The Government of India became a shareholder
in March 1941 and took over the Management in 1942.

Today, HAL has 19 Production Units and 9 Research and Design

Centres in 7 locations in India. The Company has an impressive
product track record - 12 types of aircraft manufactured with in-
house R & D and 14 types produced under license. HAL has
manufactured over 3550 aircraft , 3600 engines and overhauled
over 8150 aircraft and 27300 engines.

HAL has been successful in numerous R & D programs developed

for both Defence and Civil Aviation sectors. HAL has made
substantial progress in its current projects :

• Dhruv, which is Advanced Light Helicopter (ALH)

• Tejas - Light Combat Aircraft (LCA)
• Intermediate Jet Trainer (IJT)
• Various military and civil upgrades.

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Dhruv was delivered to the Indian Army, Navy, Air Force and
the Coast Guard in March 2002, in the very first year of its
production, a unique achievement.

HAL has played a significant role for India's space programs by

participating in the manufacture of structures for Satellite Launch
Vehicles like

• PSLV (Polar Satellite Launch Vehicle)

• GSLV (Geo-synchronous Satellite Launch Vehicle)
• IRS (Indian Remote Satellite)
• INSAT (Indian National Satellite)

HAL has formed the following Joint Ventures (JVs) :

• BAeHAL Software Limited

• Indo-Russian Aviation Limited (IRAL)
• Snecma HAL Aerospace Pvt Ltd
• SAMTEL HAL Display System Limited
• HALBIT Avionics Pvt Ltd
• HAL-Edgewood Technologies Pvt Ltd
• INFOTECH HAL Ltd

Apart from these seven, other major diversification projects are

Industrial Marine Gas Turbine and Airport Services. Several Co-
production and Joint Ventures with international participation are
under consideration.

HAL's supplies / services are mainly to Indian Defence Services,

Coast Guards and Border Security Forces. Transport Aircraft and
Helicopters have also been supplied to Airlines as well as State
Governments of India. The Company has also achieved a foothold
in export in more than 30 countries, having demonstrated its
quality and price competitiveness.

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HAL has won several International & National Awards for
achievements in R&D, Technology, Managerial Performance,
Exports, Energy Conservation, Quality and Fulfillment of Social
Responsibilities.

• HAL was awarded the “INTERNATIONAL GOLD

MEDAL AWARD” for Corporate Achievement in Quality
and Efficiency at the International Summit (Global Rating
Leaders 2003), London, UK by M/s Global Rating, UK in
conjunction with the International Information and
Marketing Centre (IIMC).

• HAL was presented the International - “ ARCH OF

EUROPE ” Award in Gold Category in recognition for its
commitment to Quality, Leadership, Technology and
Innovation.

• At the National level, HAL won the "GOLD TROPHY" for

excellence in Public Sector Management, instituted by the
Standing Conference of Public Enterprises (SCOPE).

The Company scaled new heights in the financial year 2006-07

with a turnover of Rs.7,783.61 Crores

HUMAN RESOURCE DEVELOPMENT

Emanating from the Company's Mission Statement, the strategic

Human Resource Development (HRD) goal of HAL is to create an
atmosphere of technological and managerial excellence to become
a globally competitive Aerospace Industry. With the changing

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environment, rapid technological changes characterised by a
paradigm shift from licensed production to R&D based production
duly balanced with co-development / co-production, technological
upgradation etc., greater customer demand, focused diversification
to civilian and export markets, the overall objective of the Human
Resource Development plan is to build a vibrant and learning
organisation, so as to meet the challenges of quality and
excellence, recruitment and retention of competent human
resources and develop high commitment and a sense of belongings
to the Company. Accordingly, the Company's HR Vision, Mission,
Objectives, Strategies and Policies have been identified and
indicated as follows:-

VISION

"To make HAL a dynamic, vibrant, value-based

learning organisation with human resources
exceptionally skilled, highly motivated and committed
to meet the current and future challenges. This will be
driven by core values of the Company fully embedded
in the culture of the Organisation"

MISSION

Enable all those working for HAL to give their best to

ensure their all-round growth as well as that of the
Organization

OBJECTIVES

• To ensure availability of Total Quality People to meet the

Organizational Goals and Objectives

• To have a continuous improvement in Knowledge, Skill and

Competence (Managerial, Behavioral and Technical)

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 • To promote a Culture of Achievement and Excellence with
emphasis on Integrity, Credibility and Quality

• To maintain a motivated workforce through empowerment of

Individual and Team- building

• To enhance Organizational Learning

• To play a pivotal role directly and significantly to enhance

Productivity, Profitability and improve the Quality of Work
Life

STRATEGY

• To be in total alignment with Corporate Strategy

• Maintain Human Resource at optimum level to meet the

objectives and goals of the Company

• Be competent in Mapping, Analysis and Upgradation of

Knowledge and Skills including Training, Re-training, Multi-
skilling etc

• Cultivate Leadership with Shared Vision at various levels in

the Organization

• Focus on Development of Core Competence in High-Tech

areas

• Build Cross-functional Teams

• Create awareness of Mission, Values and Organizational

Goals through out the Company

• Introduce / Implement personnel policies based on

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 performance that would ensure growth, Rewards,
Recognition, Motivation

FOCUS OF HUMAN RESOURCE POLICY

• Competence Building

• Commitment

• Motivation

• Employee Relations

In the backdrop of the above, the focus of Human Resource

Development initiatives at HAL emphasize the following:

I ) MAN POWER PLANNING

• Out sourcing of low tech and medium tech

jobs
• Fresh induction only in critical / highly
specialised areas based on requirements due to
increase in work load and super annuation profile
(Annexure-II). In the Workmen Cadre, induction
will be restricted to Direct Workmen only
• Improving the existing qualification profile
by focusing on induction of professionally
qualified personnel and diploma holders

Hence focus of recruitment would be to recruit people

with a combination of knowledge, skill, experience and
attitude in line with the organisational requirement
through appropriate manpower plan both short term
(contract appointments) and long term recruitment
programme.

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II ) TRAINING AND DEVELOPMENT

Training is one of the most important tools for

developing human resource. Hence, identification of
training competency profile in terms of Vision, Mission
of the Company would be the strategic point of the
training and development strategy of the Company. The
following objectives have been set in this regard:-

• To provide training to all employees at

regular intervals in a plan period of 5 years

• Training to become an integral component

of individual professional evolution by:
o updating knowledge to avoid
obsolescence
o enhancing professional creativity
o enabling employees to shoulder higher
responsibility
o creating a business trend and strategic
thinking to take up new business challenges
(creation of Centre of Excellence, etc)

The goals of training will be to progressively achieve 7

days training per employee per year with a budget of
2% of annual Wage Bill.

Keeping in view the organisational requirement and

goals and objectives of training, the following have
been identified as the key focus areas of training:

• Technology
• Tooling
• Quality

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 • Information Technology

Further, to facilitate the development of soft skills

(change of mind-set, managerial development etc.)
training would be imparted on a continuous basis. Tie-
ups with Centres of Excellence like IITs, NDC, FIAS
France etc. for imparting training would be given prime
importance.

III ) PERFORMANCE APPRAISAL :

Appraising people for meeting the Company's goal

would be the prime focus of performance management.
The new Performance Appraisal System based on work
planning and commitment (mutually agreed tasks) ,
self-review and performance analysis, performance
review and feedback would ensure that the focus would
be on value adding activities rather than on routine
activities which bear no relationship with the
Organisation's goals and objectives.

Identification of low performers and resultant

corrective action through out the Company would be
given priority. Similarly, faster career growth
opportunity would be provided tohigh performers.

IV ) REWARD SYSTEM

The focus of the reward system in the Company is to

promote team work and cultivate a sense of
achievement and excellence in the Organisation. This is
in addition to the existing scheme of reward for an
individual who innovatively and creatively makes
exemplary contributions in the key thrust areas of the
Company that would lead to its achieving overall
excellence. Coupled with the above, schemes like "Inter

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Divisional Competition" and "Profit Sharing Scheme"
have been institutionalised in the Company for team
reward.

V ) SCHEME FOR LEARNING AND

CERTIFICATION FOR EXECUTIVES

A "Learning Organisation" is essential for survival in

the present era of Liberalisation, Privatisation and
Globalisation. Therefore, "Knowledge" is the only core
competence of Organisations for coping with changes.
Since individual knowledge is the starting point for
organizational knowledge, it is only the employees who
can convert knowledge into efficient actions.

In line with the above philosophy, among other

initiatives like institutionalizing Learning Centres in
Divisions etc., HAL has also introduced the scheme for
Learning and Certification for executives as a starting
point for building individual knowledge. The scheme
inter-alia provides an opportunity for the Junior and
Middle Management Cadre Executives to broaden their
perspective by not only learning about all functions and
procedures in their respective disciplines but also in
related areas and overall knowledge about the
Organization and its environment. So far,
approximately, 45% (both for "O" & "A" level) of
executives have been certified (Annexure IV). It is
proposed to expand the coverage of this scheme further,
if required, by linking the scheme to some kind of
reward mechanism.

Lastly, the HRD Plan will also include time-to-time OD

Interventions to address specific requirement of the
Company.

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 RESEARCH METHODOLOGY
This section of the project emphasizes on the procedures used to
accomplish the project. To accomplish the project some data have
been collected and then the research has been carried out on that
data. The details of the research methodology used are described
below:-
Data Source:- The data collected is basically of two types:-

1. Primary data

2. Secondary data
Primary data:- Primary data means those raw data or data
structures that are collected “first hand” and have not had any
previous meaningful interpretation. It is the data originated by the
researcher for the specific purpose of addressing the problem at
hand.
For my Research Project report, I have collected the primary data
through survey method. The survey method was used to elicit
information from respondents .

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The structured data collection method is used in which a formal
questionnaire is prepared and then the questions were asked in a
predefined manner. In the questionnaire most questions are Fixed-
alternative questions that require the respondent to select from a
set a predetermined set of response.
There are also a few subjective questions so as to get a deeper
understanding about the respondent’s views and thoughts.
Secondary Data:- The data that has already been collected for
purpose other than the problem at hand is secondary data.
The various secondary data sources which I have used for my
Summer Internship Project are as follows:-
External Sources: Among the external sources various published
sources such as the guides and directories on telecom industry is
used extensively. Internet was also of great importance to me in
providing a deeper understanding of the topic and also provided
valuable information for the successful completion of the project.

(ii) Research Approach

A research approach lays the foundation for conducting the

project. For my topic, Exploratory Research approach would
have been the best suitable option. Hence I have used exploratory
research design. Exploratory research design is used to provision
of insights into and comprehension of the problem situation
confronting the researcher.

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Exploratory research is used for the following purpose:

• Formulate a problem or define a problem more precisely.

• Identify alternative courses of action.
• Develop hypothesis.
• Isolate key variables and relationships for further
examination.
• Gain insights for developing an approach to the problem.
• Establish priorities for further research.

Exploratory research has been used for the following reasons-

• The problem needed to be defining more precisely.

• Identify relevant courses of action.

• Or gain additional insights before an approach can be

developed.

• The sample size is small.

• Qualitative research has been conducted.

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 (iii) Sampling Plan

The objective of most marketing research project is to obtain

information about the characteristics or parameters of a population,
same holds true for my project in which I have to obtain
information from the user of different cellular services. Thus, a
sampling plan has been made.
A sample is a subgroup of the population selected for participation
in the study.
The sampling design process involved the following steps which
are shown below:-

1. Target Population: - The target population is the collection of

elements or elements or objects that possess the information
sought by the researcher and about which inferences are to be
made. The target population for my project is defined as
follows-

a) Sampling Units: User of different cellular services

b) Extent : Lucknow

c) Time: 2010.

2. Sampling Frame: - A sampling frame is a representation of

the elements of the target population. It consists of a list or
set of directions for identifying the target population.

The sampling frame used is the user of different cellular

services in Lucknow.

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3. Sampling Technique: - The sampling technique used is non-
probability sampling. In non probability sampling
“Judgmental” sampling has been used.

4. Sample size:- Small sample size has been used because of

time constraint. Sample size used is 25.

CONTACT METHOD

Survey method is used for obtaining information based on

the questioning of respondents. The respondents were
contacted mainly through following methods:-

a) Personal Interviewing:- The respondents were personally

interviewed at their offices. Prior appointments were taken
and then the visits were made to their offices.

b)Mail Methods:- e-mail surveys were also conducted in order

to contact distant clients.

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 RECRUITMENT AND SELECTION

Today, in every organisation personnel planning as an activity is

necessary. It is an important part of an organisation. Human
Resource Planning is a vital ingredient for the success of the
organisation in the long run. There are certain ways that are to be
followed by every organisation, which ensures that it has right
number and kind of
people, at the right place and right time, so that organisation can
achieve its planned
objective.
The objectives of Human Resource Department are Human
Resource
Planning, Recruitment and Selection, Training and Development,
Career planning,
Transfer and Promotion, Risk Management, Performance
Appraisal and so on. Each
objective needs special attention and proper planning and
implementation.
For every organisation it is important to have a right person on a
right
job. Recruitment and Selection plays a vital role in this situation.
Shortage of skills
and the use of new technology are putting considerable pressure on
how employers
go about Recruiting and Selecting staff. First we will know what is
recruitment and
selection-

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Recruitment and Selection are simultaneous process and are
incomplete without each
other. Recruitment and selection are two of the most important
functions of personnel
management. Recruitment precedes selection and helps in
selecting a right candidate.They are important components of the
organisation and are different from each other.

Concept of Recruitment•In simple terms, recruitment is

understood as the process of searching for & obtaining applicants
for jobs, from among whom the right people can be selected.
•Theoretically, recruitment process is said to end with the receipt
of applications, in practice the activity extends to the screening of
applications so as to eliminate those who are not qualified for the
job.
•Recruitment refers to the process of employee hiring.
•Recruitment involves attracting & obtaining as many applications
as possible from eligible job-seekers.
•The process of seeking & attracting a pool of people from which
qualified candidates for job vacancies can be chosen.
•Recruitment is the process of searching for prospective employees
& stimulating them to apply for jobs in the org.
•Effectively recruitment is the process of getting the right kind of
people to apply for the vacancies in an organisation.
•Recruitment & Selection together constitute Employment.
•Recruitment, as process, starts with identification of the need for
hr & ends with getting the prospective employees to apply for the
vacancies available.
•Selection starts where recruitment ends & deals with choosing the
right candidates & getting the best job-fit.
•The aim of an effective recruitment program is to attract the best
people for the job & aid the recruiter by making a wide choice
available.
•A good job description helps in attracting the right kind of
candidates for the job.

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 Importance of Recruitment
•Recruitment represents the first contact that a company makes
with potential employees.
•It is through the recruitment that many individuals will come to
know a company, & eventually decide whether they wish to work
for it.
•A well planned & well managed recruiting effort will result in
high quality applicants.
•High quality emp cannot be selected when better candidates do
not know of job openings, are not interested in working for the
company & do not apply.
•The recruitment process should inform qualified individuals about
employment opportunities, create a positive image of the company,
provide enough information about the jobs so that applicants can
make comparisons with their qualifications & interests, & generate
enthusiasm among the best candidates so that they will apply for
the vacant position.
•A recruiting programme helps the firm to attract highly qualified
& competent people.

Factors affecting Recruitment

External 23

Forces Recruitment
Internal Forces
RECRUITMENT PROCESS

Recruitment Policy

Recruitment Organisation

Choose the Sources & Methods or

Techniques of Recruitment

Screening of the Applicants

Assessment or Evaluation of the

Recruitment Programme

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•Objectives of recruitment. Provides framework of implementation
of recruitment programme in the form of procedures. Policy lays
down:-
1.Recruitment Policy :-
1.Filling vacancies with the best qualified individuals.
2.Extent of promotion from within.
3.Attitudes of enterprise in recruiting its old employees, handicaps,
part time, women, relatives of present employees.

Elements of Good Recruitment Policy

2.Organization's objectives- Both in short and long term. Areas

wise, job wise.
3.Identification of recruitment needs:- Which type of quality
employees want in the org.
4.Preferred Source of recruitment:- For each category. Internal
source, or external source of recruitment.
Criteria of selection and preferences:-Based on conscious thought
and serious deliberations. To whom we have to give the first
preference.
5.The cost of recruitment and financial implications of the same

6.
•Flexible enough to meet changing needs of an organization.
•Designed to ensure employment opportunities for its employees
on long-term basis.
•Match the qualities of employees with the requirement of work
for which employed.

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•It should highlight the necessity of establishing job analysis.
•To find and employ the best qualified person for each job.
•To offer promising opportunities for life-time working careers.
•To provide programme and facilities for personal growth on the
job.

2.Recruitment Organisation :-
•Each enterprise has its own procedure that brings desired quality
and quantity of manpower at min. cost.
•Common practice is to centralize recruitment.
•Centralization helps in consistency and efficiency.
•Employee records up to date.
•Reduces administrative cost.
•It tends to make the selection of workers Properly.
•Develops centralized manpower pool in a company.
•Provides wider opportunities.
•It tends to reduce favoritism as a basis for selection.

3.Choose the sources & Methods or Techniques of

Recruitment

Source of Recruitment
1.Internal
Promotion and Transfers, rehire

Merits:- improves morale, better evaluation, promotes

loyalty, known policies, less costly.
2.External
Advertisement, Employment Exchange, Placement Agencies
etc.

Merits:- Provides requisite type of people

best selection, in long term economical.

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 Methods or Techniques of Recruitment

•Direct:- Sending traveling recruiters to educational institutions,

seminars, Employees’ contact with public.

•Indirect:- Advertisement in news papers, radio, trade and

professional journals. Ad must be carefully written.

1.To visualize type of applicants trying to recruit.

2.List advantages that the company offers.
3.In which news paper to run. Local, state, all India
•Third Party. Commercial or private employment agencies, state
agencies, placement offices.

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4.Screening
•Screening of applications can be regarded as an integral part of
the recruitment process.
•The selection process will begin after the applications have been
scrutinized & short listed.
•The purpose of screening is to remove from the recruitment
process, at an early stage, those applicants who are visibly
unqualified for the job.

5.Assessment or Evaluation of an Recruitment programme

•Periodical Evaluation to determine cost per applicant, the
application/hiring ratio.
•Use this information to improve the recruiting process.
•Ethical practices. Tell “truth in hiring”, good and bad.
•Cost for advertisement or other recruitment methods.
•The main question is how the whole recruitment process is
helpful to the org for selecting the best candidate for the specific
job.

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•Recruiting a More Diverse Workforce
•
Diverse workforce isn’t just socially responsible, it is necessity,
given globalization
•
Eg:- Eastman Kodak Co. Include Disable People in their org.
1.Single Parents
2.Older Workers
3.Recruiting Minorities & Women's
4.Reservation
5.The Disabled

•Developing & Using Application Forms

•
1.Purpose of Application Forms
2.
•With a pool of applicants, the prescreening process can begin.
•The application form is usually the first step in this process (some
firms first require a brief, prescreening interview or online test)
•A filled in form provides four types of information

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1.First you can make the judgments on substantive matters, such as
whether the applicant has the education & experience to do the job
2.Second, you can draw conclusions about the applicant’s previous
process & growth, especially for management candidates.

3.Third, you can draw tentative conclusions about the applicant’s

stability based on previous work records
4.Fourth, you may be able to use the data in the application to
predict which candidates will succeed on the job & which will not.
2.Using Application Forms to Predict Job Performance
3.
–It is possible to use application form information to predict which
candidates will be successful & which won’t, in much the same
way that one might use test for screening.
–
–The basic process involves conducting statistical studies to
analyze the relationship between
1.Biodata responses on the application form (distance from work)
2.Measure of success on the job.

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 DERECRUITMENT

•
Process of reducing the size of organization’s workforce or
restructuring its skill base.
•Used to meet the demands of dynamic envt.
1.Firing:- permanent involuntary separation
2.Lay-off:- temporary involuntary termination
3.Attrition:- workers who voluntary resign are not replaced
4.Transfer:- Lateral or downward job change
5.Reduced work week:- Fewer hours/ week or part time work
6.Early retirement:- incentives offered to resign
7.Job sharing:- more than one employee shares one full-time
position

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TRAINING – NEED, AREAS and PROGRAMMES

Definition of Training:

The systematic development of the knowledge, skills and attitudes

required by an individual to perform adequately a given task or
job. Training refers to efforts that help enhance employee skills for
carrying out the present job. According to Edwin B Flippo,
training is the act of increasing knowledge and skills of an
employee for doing a particular job.

Training and development is by definition: “The heart of a

continuous effort deigned to improve employee competency and
organizational performance.” (R. Wayne Mondy, Robert M. Noe,
Shane R. Premeaux, 2002, Human Resources management, p.
214). Training is planned to give trainees information and skills,
they need for their job, while development involves learning that

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goes beyond the knowledge needed just for current job. It is more
long-term focused as it enables employees to keep up with the
organization growth.

Companies have different approach to training and development.

Some companies tent to minimize the training of its employees as
they see it as an unnecessary budgeted cost. On the other hand, we
have companies, which see training of employees more as a
strategic investment and a very important attribute, which may
increase employees’ productivity and reduce human error; such
companies can be called a learning organization (R. Wayne
Mondy, Robert M. Noe, Shane R. Premeaux, 2002).

Needs for training:

• To improve the current job performance of employees

• To improve the technical and behavioral skills

• Increases competence skills

• To familiarize employees with the policies and procedure of

the organization

• To enhance the creativity, adaptability and versatility of the

employees and to facilitate learning at the work place

• To prepare employees for future job

• To change the skills, knowledge and attitudes of the

employees on a permanent basis

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 • To help employees manage their careers

• To maintain knowledge work force

• To gain competitive advantage through a knowledgeable

work force

• To promote organizational growth through individual growth

Areas of training:

• Company policies and procedures

• Human relations training

• Skill based training

• Problem solving training

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Onsite Workshops for Leadership Team

Employees need more than bosses… They need mentors:

professionals skilled at assessing employee development needs and
committed to guiding employees toward professional success.

Team Leadership Workshop provides managers with proven

techniques for effective personnel management. By helping leaders
understand and address their employees’ requirements, this
interactive seminar offers significant benefit to managers at all
levels. New supervisors gain a solid grounding in the concept of
“leadership,” while more experienced managers refresh their
commitment to teaching and coaching their team members.

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This training program provides healthy perspective for managers at
all levels, making it an ideal morale-boosting leadership
development experience for mixed groups of frontline supervisors
and senior staff members.

Leadership Training for Success

All managers need methods. Leaders need to know the most

effective techniques for guiding teams, mentoring individuals, and
validating the results. Without solid methods, managers will revert
use a one-size-fits-all approach to leadership that reflects the
leader’s personality, rather than the employees’ needs.

Committed, mentoring leadership is essential to employee morale,

productivity and retention.

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A RESULT – ORIENTED TRAINING PROGRAM

Team Leadership Workshop provides proven methods and

procedure for successful people management. Participants receive
a step-by-step plan for guiding each employee toward success.

This workshop includes elements of Frank Whyte’s nationally

respected Team Building Workshops expanding upon that
foundation to help leaders:

• Recognize each employee’s personality preferences and

supervisory needs,

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 • Align their leadership style with those of their bosses,
colleagues, and subordinates,

• Develop competent and committed employees by mentoring

and guiding their employees toward success,

• Schedule their management responsibilities to ensure that

nothing is left to chance, and

• Use practiced real-world scenarios to resolve challenges and

remove barriers.

TRAINING AND DEVELLOPMENT

TRAINING

Training is the process of imparting the employees the technical

and operating skills and knowledge. It includes:

• Identification of training needs of the individual and the

company.
• Developing suitable training programs.
• Imparting of the requisite job skills and knowledge to
employees.
• Evaluating the effectiveness of the training program.

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HAL’s objectives of training
• Update and upgrade the existing knowledge and skill of staff
to help improve performance at their present position and the
higher positions in the same function.
• Expose the employees to modern techniques and system.
• Develop the staff with high potential to take on greater
responsibilities.
• Promote appreciation of their activities with their work areas
of business operation.
• Achieve desired attitudinal change.
• Induct and introduce new entrants to the organizational
culture.

DEVELOPMENT

The term development refers broadly to the nature and direction of

change included in employee, particularly managerial personnel,
through the process of training and educative process. ‘Any
activity design to improve the performance of existing managers
and to provide for a planned growth of managers to meet future
organizational requirements is management development.’

Training is a short-term process of utilizing a systematic and

organized procedure by which managerial personnel learn
conceptual and theoretical knowledge for general purpose.

Learning & Development framework at HAL

Employees’ learning & development at HAL is a function of three

skill sets that influence employees’ personal and professional
development.

• General management skills are strategically linked to

business

39
Functional and technical skills are linked to corporate roles.
• Individual skills are highlighted in performance review

Topics Covered in Employees Training & Development

 Communications: The increasing diversity of today’s

workforce brings a wide variety of languages and customs,
thus staff should be able to be very good in both written and
verbal communication.

 Computer skills: Computer skills are becoming a necessity

for conducting administrative and office tasks. In this era of
technological advancement, computer skills are very
necessary for almost all departments in the organization.

 Customer service: Increased competition in today’s global

marketplace makes it critical that employees understand and
meet the needs of customers. The firm that stands out from
the crowd is that firm that puts its customers first before
every other goal. Then the need to always train staff on
customer services.

 Diversity: This includes explanation about people and their

different perspectives and views, and how this can be
handled.

 Ethics: There are divergent ethics in different firms. Some

firms attach more importance to certain issues like moral,
work period, lateness etc than other issues. Today’s society
has increasing expectations about corporate social
responsibility. Also today’s diverse workforce brings a wide
variety of values and morals to the workplace. This calls for

40
 need for staff to be reminded of these always through
training and development.

 Human Relations: The increased stresses of today’s

workplace can include misunderstanding and conflict.
Training can help people to get along in the workplace with
good understanding of each other and the office inter
personal relationship to reduce official conflict.

 Quality Management: Initiatives such as Total Quality

Management, Quality Circles. Benchmarking, etc require
basic training about quality concepts, guidelines and
standards for quality, etc.

 Safety: Safety training is critical where working with heavy

equipment, hazardous chemicals, and repetitive activities etc.
staff should be made to understand that despite the fact that
they have a safety department; the safety of each staff is in
his / her own hands.

HAL LEARNING CENTRE

Fresh Recruitment + Training

a) Long Term Trainee Schemes (DETs, GETs, MT, etc)

b) Technical Training
c) Management Development Program
d) Induction

TRAINING NEED

41
Training need policy is identified by those which help the
assesses to perform his/her job better & will help him/her to be
prepared to shoulder higher responsibilities.

TRAINING POLICY

The training policy at HAL is enabling the individual employee

to enhance his/her capability by contributing towards the
group’s growth & achievement of expected objectives.

The training helps the employees to enhance their performance

on the job, which program aim at development, expose them to
new ideas & techniques including attitudinal changes to bridge
the gaps of level for deputed positions.

KNOWLEDGE

Training for knowledge provided in the area of what needs to be

known in order to do the present job & sometimes the
employees provided the knowledge of more than just his/her
present area of activity in order to understand the framework
within which his/her job is being performed.

1) Plant Human Resource Setup

Plant Human Resource is dealing with Plant peoples &

their
problems. Especially the role of Plant Human Resource is

42
 administration & managerial concern.

2) Job Accountabilities

The role of node officer is as following:-

To manage attendance & leave of employees

Sanctioning authority for such reimbursement of travel

Solving formal grievances & problems of employees

Motivating & counseling to employee

Celebrating employee’s birthday & organizing

motivational program

BPO are the people who are not HAL Companies

employees, but nominated for work permit on purely
clerical job in plant by the reference of employees.

DETs:

Diploma Engineers are recruited at the HAL for the 2 year SKILL
BUILDER- 1 program as diploma engineer trainees. On a 1-year
training DETs paid stipend decided by the management. Upon
successful completion of 1year training, DETs will be confirmed
in Grade M-11 of the management cadre. The salary is also
computed in cost to company terms.

43
PARRMETER FOR TRAINING IDENTIFICATION

 Training identification which is the part of appraisal process

 Job identification prepared for each function
 Periodic surveys
 Through senior level personnel in the organization based on
their experiences and association with the organization
 Task force opines on specific training needs, human
resources collect and analysis for the requirements from their
various sources
 Career development and succession planning consideration

BUDGET FOR TRAINING

The human resource department arrived at a cost by estimation on

training which arises out off the identification of needs and
sanctioned by the CEO, as per the organizational need from time
to time.

Training Calendar

After assessing individual and group training needs the group

HRD centre along with the HR department prepare the training

44
calendar for each year including the program dates, venue, level of
participants, faculty, objective of each program, program content,
method of training & number of participants.

Training Days

Every division in ESSAR has its employees undergo a minimum

three days in a year which they inputs in MIS report.

 External ( off-the-job-training)
 Internal ( on-the-job-training)

CONFIRMATION PROCESS

Confirmation process is a process through which the GET and

DET trainees are deployed to the plant to carry further task and
responsibilities.

During the confirmation process trainees are rated between 1 to 5

based on their overall performance. Trainees those who score 3 or
more get confirmed and are deployed to plants and those who
score below 3, their period for confirmation is extended for 3
months and further they are given a chance and are judged
accordingly.

45
Trainees are evaluated based on three evaluation sheets –

 Faculty Evaluation Sheet

 Supervisor Evaluation Sheet

 Panel Evaluation Sheet

Faculty Evaluation Sheet

• For DETs and GETs Trainees

• Each DETs & GETs are allotted faculty member of the
Academy for their OJT

Supervisor Evaluation Sheet

• Sheet is allotted to the supervisor of each DETs & GETs

• Trainees are rated by their supervisors
• Supervisors rating is given maximum weightage , as he is the
one who knows the capabilities of the trainees very well
DETs & GETs are evaluated on the 7 HALcapabilities

Panel Evaluation Sheet

• Panel includes :-

46
  One / two experts from the department to which the
trainee is to be deployed
 Faculty Incharge
 Business HR personnel

• Interview is conducted by the panel and based on this

employees are rated and valued by all the members of the
panel
• Rating are given from 1 to 5
• Those who scored 3 or more are confirmed immediately
• Those who scored below 3, their confirmation period is
extended to 3 months and are given further opportunity to
prove his capabilities.

EFFECTIVENESS OF TRAINING AT ESSAR

1) Training at Academy helped in meeting your pre-determined

objectives.

47
 6% 8%
20%
Strongly
Agree
Agree

Partly Agree
66%
Can't Say

Can't
Strongly Agree Partly Say Total
Agree Agree
4 33 10 3 50
8% 66% 20% 6% 100%

INTERPRETATION

Whenever any employee joins the company, they have some pre-
determined objectives and expectations in their mind about the job
which is assigned to them and the related training program.

Overall 74% trainees seems to be satisfied with the training

program, hence the training program of ESSAR is effective
enough in meeting the trainees predetermined goal and helps them
in enhancing their capabilities to handle future task. 24% trainees
those who seem to be less satisfied are due to their different area of
interest and expectations regarding the training program.

48
2) Modules in the training program were helpful in developing the
practical
areas.

8% 26% Strongly Agree

Agree
38% Partly Agree

28% Can't Say

Can't
Strongly Agree Partly Say Total
Agree Agree
13 14 19 4 50
26% 28% 38% 8% 100%

INTERPRETATION

Any training program is very important for the organization, as it

requires lot of investment, not only in terms of finance but also in
terms of time & efforts behind conducting the training program.

49
Thus it becomes necessary that the modules present in the training
program must be helpful in developing the practical knowledge.

Overall 54% trainees seems to be satisfied with the modules but

46% seems to be less satisfied, as the modules are based on
specified and not on generalized area for imparting practical
knowledge, thus there are possibilities that some trainees are not
satisfied whit the modules practical implications.

3) The content was balanced among theoretical and practical areas.

18% 2% 8%
Strongly Agree
Agree
Partly Agree
Can't Say
72%

Can't
Strongly Agree Partly Say Total
Agree Agree
4 36 9 1 50
8% 72% 18% 2% 100%

INTERPRETATION

50
The reason behind asking the employees to rate the above sentence
is that, it is the tendency of human mind that it is difficult for them
to concentrate after 80 to 90 minutes. So it is essential the training
program is organized in such a way that it does not create
disinterest among the participants and so that the training program
should maintain the balance between theoretical & practical
knowledge.

Overall 80% trainees seem to be fully satisfied with the theoretical

and practical knowledge provided to them. But 20% trainees are
not satisfied this may be due to their own prospective and
expectations regarding the training program. Overall the training
program of ESAR seems to maintain a good balance between the
theoretical and practical aspects of training.

4) The training was relevant with reference to the job roles in the
shop floor.

51
 10% 18%
Strongly Agree
Agree

20% Partly Agree

52% Can't Say

Can't
Strongly Agree Partly Say Total
Agree Agree
9 10 26 5 50
18% 20% 52% 10% 50

INTERPRETATION

Any training program is very important for the organization, as it

requires lot of investment, not only in terms of finance but also in
terms of time & efforts behind conducting the training program.
Thus, is very essential from the organization’s point of view that
the training program does have relevance with the content of their
day to day job roles in the shop floor.

Overall only 38% trainees seem to be satisfied that the training

was relevant for their job role at shop floor. And 62% trainees
were not satisfied which shows that the training is given on
generalized base and not on specific bases.

52
5) Duration of classroom training was enough in building the
confidence.

6% 24% Strongly Agree

28%
Agree
Partly Agree
Can't Say
42%

Can't
Strongly Agree Partly Say Total
Agree Agree
12 21 14 3 50
24% 42% 28% 6% 100%

INTERPRETATION

The main reason behind asking the employees to rate weather the
duration of the classroom training is enough in building the

53
confidence or not in order to suggest the suitable time frame for
training program.

Overall 66% trainees were satisfied with the time duration of the
training program, which shows that the effectiveness of the
training period. Whereas, 34% trainees were not satisfied and think
that training duration must be increased. Depending upon the
requirement of the majority of trainees it can be increased in order
to increase their level of confidence.

6) Your confirmation process was the smooth sailing and

encouraging.

8% 6%
28% Strongly Agree
Agree
Partly Agree
Can't Say
58%

54
 Can't
Strongly Agree Partly Say Total
Agree Agree
14 29 4 3 50
28% 58% 8% 6% 100%

INTERPRETATION

According to the survey, 28% Trainees Strongly Agreed, 58%

Agreed and 8% were Partly Agreed that their confirmation
process was smooth sailing and encouraging .But 6% were not
completely satisfied by their confirmation process.

Overall 86% trainees agreed that the confirmation process is

smooth sailing and encouraging, this shows that overall
confirmation process is robust. Only 14% were not satisfied from
it.

VIEWS ON CLASSROOM EXPERIENCE

7) The faculties have been discussing practical and plant based

knowledge.

55
 6%
16% Strongly Agree
42%
Agree
Partly Agree
36% Can't Say

Can't
Strongly Agree Partly Say Total
Agree Agree
21 18 8 3 50
42% 36% 16% 6% 100

INTERPRETATION

The most important part of any training program is the

implementation of the new acquired skills. Thus it becomes
necessary for the faculties to discuss the practical and plant based
knowledge inorder to enhance their efficiency and their knowledge
about the actual work to be performed by them.

Overall 78% trainees agreed that faculties discuss the practical and
plant based knowledge, this shows that the faculties are effective
enough in imparting the desired knowledge. Only 22% seems to be
less satisfied, this may be due to their own expectations regarding
the training program and area of interest.

56
8) It was fun to attend the classes at Academy.

2%
4% Strongly Agree
38%
Agree
Partly Agree
56% Can't Say

Can't
Strongly Agree Partly Say Total
Agree Agree
19 28 2 1 50
38% 56% 4% 2% 100

INTERPRETATION

Providing a good learning atmosphere is essential for building and

increasing employees’ morale and efficiency. The main reason
behind asking this statement is to analyze whether the Trainees are
enjoying the training programs and the classroom sessions.

57
Overall 94% trainees seem to be fully satisfied, that it was fun to
attend the classes at the academy and only 6% seems to disagree
with it. This shows that the overall environment of the classroom
is effective and fun generating enough to encourage the trainees.

9) You had been given ample opportunity to express your views

during
Classroom sessions.

10%
34% Strongly Agree
16%
Agree
Partly Agree
Can't Say
40%

Can't
Strongly Agree Partly Say Total
Agree Agree
17 20 8 5 50
34% 40% 16% 10% 100

58
 INTERPRETATION

Effectiveness of any training program is very much depended on

how the trainer perceives the participants. If the trainer’s attitude
towards participants is not very positive, it may create hindrance in
the participants’ commitment in the training program. The trainer’s
attitude can motivate participants to actively participate in the
training program which ultimately results into accomplishment of
the pre-determined objectives of the training program. The training
program can give effective outcome if there is two-way
participation both for the trainers and the participants.

Overall 74% trainees were satisfied that faculties give ample

opportunity to make the sessions interactive and interesting
which helps the trainees in solving their problems and doubts.
Only 26% trainees were not satisfied, which shows that
faculties make their sessions interactive and give chance to the
trainees to ask their queries and give suggestion.

10) The subjects covered were new for you.

59
 8% 10%
Strongly Agree
Agree

40% Partly Agree

42%
Can't Say

Can't
Strongly Agree Partly Say Total
Agree Agree
5 21 20 4 50
10% 42% 40% 8% 100

INTERPRETATION

Any training program is very important for the organization, as it

requires lot of investment, not only in terms of finance but also in
terms of time & efforts behind conducting the training program.
Thus the main purpose behind asking this statement is to know
whether the subjects covered under training sessions are new to the
trainees or not. And providing them new and advanced knowledge.

Overall 52% trainees agreed that the subjects taught to them were
new to them and 48% were not completely satisfied, this variation
can be seen as in some colleges the course includes the same

60
subjects and in some colleges different subjects were taught. It was
totally a subjective matter.

FACULTIES EFFECTIVENESS

11) Style delivery & clarity of the subjects.

4% 10%
20% Strongly Agree
Agree
Partly Agree
Can't Say
66%

Can't
Strongly Agree Partly Say Total
Agree Agree
5 33 10 2 50
10% 66% 20% 4% 100%

INTERPRETATION

The effectiveness of the trainer/ facilitator plays a major role, as

the trainer has the responsibility of imparting new knowledge to

61
the participants such attitude is largely dependent on the
effectiveness of the trainers. Here, objective is to know about the
trainer’s effectiveness from the employees’ point of view, in terms
of style of delivery & clarity of the subjects.

Overall 76% trainees were satisfied with the faculties’ style,

delivery & clarity of the subjects, but 24% seems to be less
satisfied, this shows that faculties are effective enough in
imparting knowledge clearly and needs to be improved in some
areas.

12) Plant visit is useful for the development.

10% 6%
Strongly Agree
46% Agree
Partly Agree
38% Can't Say

Can't
Strongly Agree Partly Say Total
Agree Agree
23 19 5 3 50
46% 38% 10% 6% 100

62
INTERPRETATION

The main purpose of asking this statement is to analyse whether

the plant visit is useful for the development of the trainees for
handing their future jobs.

Overall 84% trainees seems to agree that plant visit is helpful in

individual development, but 16% seems to be less satisfied, this
shows that training program must includes more plant visit for the
trainees development and for increasing their efficiency.

13) After the accomplishment of the classroom training you were

aware of various plants
locations.

63
 8% 24% Strongly Agree
28% Agree
Partly Agree
Can't Say
40%

Can't
Strongly Agree Partly Say Total
Agree Agree
12 20 14 4 50
24% 40% 28% 8% 100%

INTERPRETATION

The ultimate objective of any training program is to develop the

competencies of the employees. The main reason behind asking
the employees to rate this statement is to analyze that whether the
proper information regarding various plants are given to the
trainees by their faculties or not.

Overall 64% trainees were aware of various plant locations after

the accomplishment of the classroom training and 36% were not
aware. It is totally a subjective matter and depends on person to

64
person, those trainees who were not aware of various plant
locations must be not interested in knowing so.

14) After accomplishment of overall training you were aware of all

the
concerned SOP’s.

4% 4%
26% Strongly Agree
Agree
Partly Agree
66% Can't Say

Can't
Strongly Agree Partly Say Total
Agree Agree
2 13 33 2 50
4% 26% 66% 4% 100%

INTERPRETATION

In the era of technology, the main purpose of overall training

program is to provide the employees all the necessary SOP’s of the

65
organization in order to increase the employees’ efficiency and
effectiveness.

Overall 30% trainees agreed that they were aware of all the SOP’s
after the accomplishment of the training program and 70% were
not aware of the SOP’s, this is because every department of the
company has its own SOP’s which is confidential and its not
possible for the trainees to known the SOP’s of every department.
Thus its advisable that the trainees must be informed of the SOP’s
of that department in which they are deployed.

15) After the accomplishment of overall training you were aware

of who’s
who in the complex.

10% 8%
Strongly Agree
Agtly Agree
Parly Agree
38% 44%
Can't Say

66
 Can't
Strongly Agree Partly Say Total
Agree Agree
4 22 19 5 50
8% 44% 38% 10% 100%

INTERPRETATION

The most important part of any training program is the

implementation of the new acquired knowledge with full
confidence. Developing a sense of confidence in employees is the
most important part of any training program. The whole training
period must be a life time experience for any employee which has
helped them in developing the overall personality of any
employees.

Overall 80% trainees said that the training program was the
lifetime experience for them which have increased their level of
confidence; this clearly shows the effectiveness of the training
program conducted by the HAL and its impact on the life of the
trainees in developing their skill for handling future responsible
tasks.

OVERALL EFFECTIVENESS OF TRAINING AT HAL

67
 5% 20% Strongly Agree
28%
Agree
Partly Agree
Can't Say
47%

INTERPRETATION

The major objective of any training program is to develop the

skills, knowledge & competence of the employees of the
organization .Training Program is conducted with the purpose of
imparting some new knowledge which can help employees to their
day to day working life. It is very important for the organization as
it requires lot of funds. The main reason for asking this is to
analyze the overall effectiveness of the training program.

Overall 67% trainees found the training program of HAL effective

enough in enhancing their knowledge and skills which will help
them in handling future responsible and difficult task. At the same
time 33% trainees seems to be less satisfied about the training
effectiveness. This clearly shows that the majority of trainees
found the training program to be effective.

68
 FINDINGS

 The training at HAL was a first hand experience into a

Company. It was very informative & learnt a lot about safety
measures.

 Majority of the workforce value the importance of training.

They have a positive outlook towards the training

 As a whole, the training program was a good tool to bridge

the gap between the theoretical knowledge and the practical
work.

 Most of the employees are happy wit the training provided to

the. They also feel that their performance levels have
increased after such training programs.

 Plant visits are very important for increasing the work

efficiency and the interest of the trainees.

 The trainers at HAL are efficient enough in imparting

necessary knowledge to the trainers about their work.

 The training sessions conducted at HAL was interactive

enough to solve the problems of the employees.

69
 SUGGESTIONS

 Training should include some more practical knowledge &

some more sessions of plant visit.

 More emphasis should be made on the type of department in

which they are to be deployed so that when after deployment
atleast they are aware of the job which they have to perform
in future.

 Some trainees said that they get less opportunity to express

their ideas which can be practically useful for the plant.

 The trainers must conduct the training programs in the

language which is easily understood by all the trainees and
not in regional language.

 Feedback must be taken from the trainees after they are

deployed in plants, in order to analyze the improvements
which is to be made to increase the efficiency of the training
program.

70
 SHORT COMINGS
Certain limitations has been encountered while doing the project due to which
information collected and conclusion that was arrived on it were as follows:-

• Tight scheduling gave less chance of interaction with the

employees

• The data collected were according to convenience of the

respondents and the

• Major hurdle was time management.

• Respondents were also not willing to give answers of some

question

• The 45 days training was less for learning

71
 CONCLUSION

The project is based on the HR Process of Training and

Development of GETs and DETs at HAL.

Training program is very important for any organization, as it

requires lot of investment, not only in terms of Finance but also in
terms of time & efforts behind conducting the training program.
The major objective of any training program is to develop the
skills, knowledge & competence of the employees of the
organization.

Training program is conducted with the purpose of imparting some

new knowledge which can help employees to their day to day
working life. For this purpose, it is necessary that the employees
attend the training program with willingness to learn that will help
them in motivating and improving their technical skills in order to
handle future task and responsibilities.

Based on the analysis, we can conclude that the training program

at HAL is effective enough in generating and enhancing the skills
of the trainees at the Academy. Training has improved their overall
personality and communication skills. The environment of the
classroom sessions were effective enough in motivating trainees to
actively participate in the training sessions for making the overall
session effective.

The faculties at HAL are knowledgeable and efficient enough in

imparting technical training to the trainees. They are excellent in
their fields and help the trainees to develop their skills to handle
future jobs.

72
 BIBLIOGRAPHY

• www.google.com

• www.yahoo.com

73
 QUESTIONNAIRE
AGE:______________________________________________________
Gender:____________________________________________________
DESIGNATION:____________________________________________
DATE OF JOINING:_________________________________________
BUSINESS:________________________________________________

EFFECTIVENESS OF TRAINING AT ESSAR

1) Training at academy helped in meeting your pre-determined

objectives.
a) Strongly c) Partly Agree
Agree d) Can’t Say
b) Agree

2) Modules in the training program were

helpful in developing the practical
knowledge.
a) Strongly c) Partly Agree
Agree d) Can’t Say
b) Agree

3) The content were balanced among

theoretical and practical areas.
a) Strongly c) Partly Agree
Agree d) Can’t Say
b) Agree

4) The training was relevant with reference

to the job roles in the shop floor.
a) Strongly c) Partly Agree
Agree d) Can’t Say
b) Agree

74
5) Duration of classroom training was
enough in building the confidence.
a) Strongly c) Party Agree
Agree d) Can’t Say
b) Agree

6) Your confirmation process was the

smooth selling and encouraging.
a) Strongly c) Partly Agree
Agree d) Can’t Say
b) Agree

YOUR VIEWS ON CLASSROOM

EXPERIENCE

7) The faculties had been discussing

practical and plant based problems.
a) Strongly c) Partly Agree
Agree d) Can’t Say
b) Agree

8) It was fun to attend the classes at

academy.
a) Strongly c) Partly Agree
Agree d) Can’t Say
b) Agree

9) You had been given ample opportunity to

express your views during classroom
sessions.
a) Strongly c) Partly Agree
Agree d) Can’t Say
b) Agree

75
10) The subjects covered were new for you.
a) Strongly c) Partly Agree
Agree d) Can’t Say
b) Agree

FACULTIES EFFECTIVENESS

11) Style delivery & clarity of the subject.

a) Strongly c) Partly Agree
Agree d) Can’t Say
b) Agree

12) Plant visit were useful for your

development.
a) Strongly c) Partly Agree
Agree d) Can’t Say
b) Agree

13) After accomplishment of the classroom

training you were aware of various plant
locations.
a) Strongly c) Partly Agree
Agree d) Can’t Say
b) Agree
14) After the accomplishment of overall
training you were aware of all the concerned
SOP’s.
a) Strongly c) Partly Agree
Agree d) Can’t Say
b) Agree

76
15) After the accomplishment of overall
training you were aware of all whose who in
the
complex.
a) Strongly c) Partly Agree
Agree d) Can’t Say
b) Agree

16) The safety training provided at academy

has brought in you the sense of safety
strongly and has kept you at bay from
any mishappenings.
a) Strongly c) Partly
Agree Agree
b) Agree d) Can’t Say

17) You have learnt six sigma tools during

the contact program effectively.
a) Strongly c) Partly Agree
Agree d) Can’t Say
b) Agree
18) You had improved your communication
skills during the course of the contact
program.
a) Strongly c) Partly
Agree Agree
b) Agree d) Can’t Say

19) The classroom ambient and the food

quality was conduct for your learning.
a) Strongly c) Partly
Agree Agree
b) Agree d) Can’t Say

77
20) Your overall training period was a
lifetime experience for you which has
developed
Confidence and the ever lasting
memory.
a) Strongly c) Partly
Agree Agree
b) Agree d) Can’t Say

Write few sentences about your overall

experience.

____________________________________
____________________________________

____________________________________
____________________________________

____________________________________
____________________________________

____________________________________
____________________________________

____________________________________
____________________________________

78