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INDUSTRY PROFILE

India is an Agricultural Nation. Fertilizer Sector is very crucial for the Indian Economy because it provides an important input for the Agriculture. It has played a pivotal role in achieving self sufficiency in the food grains. India is the Third largest producer and consumer of Fertilizers in the world after China and the United States. The growth of the Indian Fertilizer industry has been largely determined by the policies pursued by the Government. The Industry is capital intensive and the Production process energy intensive.

Agriculture the backbone of Indian Economy still holds its relative importance for more than a billion peoples. The Government Of India from time to time has taken considerable steps for the upliftment of Agriculture Sector. Here we have analyzed the performance of Fertilizer Industry being one of the vital parts in agricultural production and Government's policy initiatives for the same.

India fertilizer industry is one industry with immense scopes in the future. India is primarily agriculture oriented country and its economy is highly dependent on the agrarian produce. The majority of the populace of India lives in rural areas and the foremost occupation in the villages is agriculture. Developments pertaining to different industries are being made on a massive scale to change the country's economy from an agrarian one to a industrial one. It is extremely important for the fertilizer industry India to have development in terms of technologically advance manufacturing process and innovative new-age products. The agricultural sector and its other associated spheres provide employment to a large section of the country's population and contribute about 25% to the GDP.

Future Prospective

The Fertilizer Sector had shown an upward trend in the recent months due to the expectation that the Government may come up with the policies favorable to the Companies in the sector. The Sector becomes attractive due to the unlimited opportunities to increase the

volume to fulfill the gap between the Supply and Demand. The Companies with huge investment plans are waiting for the approval of the DFO. So the sector can outperform in the coming years.

Present Status of Fertilizer Industry

Indian being the third largest producer & consumer of fertilizers in the world with an installed capacity of Nitrogen (N) and Phosphate (P) nutrients at 14 million tones p.a. Urea, a nitrogenous type of fertilizer, is most widely consumed in India. Currently the urea capacity is 20.2 million tonnes while consumption is 21.7 million tones. Fertilizer production is highly energy intensive with cost of feedstock and fuel alone accounting for between 55 to 80 per cent of the cost of production. Plants in India are based primarily on three feedstock naphtha, fuel oil and natural gas with a significant proportion of domestic capacity of urea plants based on naphtha or fuel oil which cost more than natural gas. High cost feedstock and increased production / consumption have caused a steady increase in fertilizer subsidy.

Installed capacity is 20.8 million MT in the year 2003-04

COMPANY PROFILE
Background and Inception of the Company: An ISO 14001:1996 and ISO 9001:2000 certified Rashtriya Chemicals & Fertilizers Limited (RCF) was incorporated on 6th March 1978 as chemical manufacturer. The Company operates in two segments includes fertilizers and industrial products, With 20 operating plants at Trombay and 5 large plants at its Thal Fertilizer Unit.

Nature of the Business Carried : The company is engaged in Production & Marketing of nitrogenous & complex fertilizers & industrial chemicals with its manufacturing units at Trombay & Thal & marketing offices in most of the States of India.

Vision, Mission & Company Policy: o Vision To be the number one leader in the Fertilizer Industry by the year 2010 and a major player in global market. o Mission The Companys mission is : To produce fertilizers and chemicals efficiently, economically and in environment friendly manner. To serve the farmers and other customers with quality products along with support services. To join hands in the growth of National economy.

o Company Policy Fraud Prevention Policy of RCF- 2010 This policy applies to any fraud, or suspected fraud, involving employees of RCF (all full time, part time or employees appointed on adhoc / temporary /

contract basis, probationers and trainees) as well as representatives of vendors, suppliers, contractors, consultants, service providers or any outside agency(ies) doing any type of business with RCF. The policy will ensure and provide for the following:1. To ensure that management is aware of its responsibilities for detection and prevention of fraud and for establishing procedures for preventing fraud and/or detecting fraud when it occurs. 2. To provide a clear guidance to employees and others dealing with RCF, forbidding them from involvement in any fraudulent activity and the action to be taken by them where they suspect any fraudulent activity. 3. To conduct investigations into fraudulent activities. 4. To provide assurances that any and all suspected fraudulent activity will be fully investigated. Products & Services RCF is one of the leading producers of Fertilizers in India. Sujala, Suphala 15:15:15, Suphala 20:20:0, Ujjwala, Microla and Biola are its major fertilizers.All the products can be used with different soil types and in various climatic conditions.

RCF pioneered the manufacture of basic chemicals such as Methanol, Sodium Nitrate, Sodium Nitrite, Ammonium bicarbonate, Methylamines, Dimethyl Formamide, Dimethylacetamide in India. Today R.C.F is the only manufacture of DMF in India. Product characteristics, consumer needs , economy to the consumers and safety are the primary considerations in determining the type of packaging and modes of transportation for each of the products.

Area of Operation o Marketing Offices Andhra Pradesh Bihar Gujarat Karnataka Madhya Pradesh Chhatisgarh Tamilnadu West Bengal Delhi, Punjab, Hariyana, HP & Chandigarh Maharashtra Uttar Pradesh, Uttaranchal

o Corporate Office Priyadarshini Building, Eastern Express Highway Sion, Mumbai-400 022 o Administrative Office Administrative Building, Mahul Road, Chembur, Mumbai-400 074

Ownership Pattern o Shri. R. G. Rajan (Chairman & Managing director) o Shri. Gautam Sen (Director Finance) o Shri. C. M. T. Brotto (Director Technical) o Dr. V. Rajagopalan (IAS, Director) o Shri. Sham Lal Goyal (IAS, Director) Competitors Information

Company Name

Market (Rs. Cr)

Capital

Coromandel International National Fertilizers Gujarat State Fertilizers Limited

7255.13 3971.23 3234.04

Rashtriya Chemicals & Fertilizers 3150.14 Limited Chambal Fertilizers & Chemicals Fertilizers & Chemicals Travancore 3044.56 1789.15

Gujarat Narmada Valley Fertilizers 1272.88 Company Deepak Fertilizers And 1141.37

Petrochemicals Corporation Mangalore Chemicals & Fertilizers Zuari Industries Southern Petrochemical 533.32 381.11 Industries 263.55

Corporation Khaitan Chemicals & Fertilizers Liberty Phosphate Rama Phosphate 140.15 130.67 109.87

Basant Agro Tech (India) Bharat Fertilizers Shiva Global Agro Industries Dharamsi Company Teesta Agro Industries Morarji

37.52 25.93 17.51

Chemical 15.94

6.04

Achievements & Awards 2000-2001 o The Jawaharlal Nehru Memorial National Award Best Pollution Control Implementation, instituted by M/s International Greenland Soc. o National Energy Conservation Award, instituted by Ministry of Power, Government of India. 2003-2004 o Excellence in Safety Award by Fertilizers Association of India (FAI) o The Jawaharlal Nehru Memorial National Gold Award Excellent Energy Conservation Implementation by M/s Greenland Soc. 2005 o Best Quality Circle Concept operation and Propagating Company NMDC trophy for public section for Quality Circle forum of India 2007-2008 o Golden Peacock Environment Management award launched by Institute of Director 2009 o Rashtriya Chemicals & Fertilizers (RCF) bagged the MoU Excellence Award for 2006-07 and 2007-08. 2010-2011 o Rashtriya Chemicals and Fertilizers Limited (RCF) bags Performance Excellence Award 2011

2012 o Rashtriya Chemicals and Fertilizers Limited (RCF) bagged Award for Innovation in Learning for excellence in learning and Development category out of 400 companies and institutes. o Golden Peacock Environment Management Excellence Award 2012 o Rashtriya Chemicals and Fertilizers Limited has been awarded with the prestigious BHARAT EXCELLENCE AWARD GOLD MEDAL

(Certificate of Excellence) (Certificate of Felicitation)

Work Flow Model RCF Work Flow Model


CMD

EXECUTIVE DIRECTOR

DGM (HR) THAL UNIT

DGM (HRD)

GM (HR) CORPORATE

SENIOR MANAGER (HRD)

MANAGER HRD

MANAGER (HR)

MANAGER (HR) CORPORATE

SENIOR OFFICER (HR)

DY. MANAGER (HR)

ASST. MANAGER (HRCORPORATE) SR.OFFICER

OFFICER (HR)

ASST. OFFICER (HR)

(HRCORPORATE)

OFFICER HR CORPORATE

ASST. OFFICER (HRCORPORATE)

Work Flow Model Recruitment

Receipt of requisition by the concerned Dept

Proposal for obtaining approval of the competent authority for recruitment.

Estimate from Public Relation Dept. to release Press Advt.

Publishing Press Advt.

Requisition to be sent to Employment exchange. Prescribed time limit for receipt of application

Scrutiny of applications and data entry of all the applicants / candidates sponsored by Employment Exchange
Sending Call letters to eligible candidates and first day of interview

Conducting interview

Selection of candidates

Medical test, issuing Appointment Letter

Caste, Character, Qualification Verification of Candidates

Work Flow Model Promotion

Proposal for obtaining approval of the competent authority for conducting promotion interview.

Checking eligibility for promotion according to the specifications.

Checking prescribed roster to determine the no of vacancies reserved for SC & ST

Checking Extra Ordinary Leave & Medical Leave frequency record from time office availed by the candidate during specification period.

Preparing Confidential Ratings for last 3 years. Obtaining CMDs approval in case of Outstanding Marks or Adverse Marks

Sending CR folders, Property Return and vigilance clearance report to vigilance dept for scrutiny.

Constitution of departmental promotion committee.

Preparing Service Particulars, selection sheet for committee members containing required details of candidates.

Sending Call Letters to the eligible candidates.

Obtaining approval of proceedings

SAP entries and Pay fixation of promoted employees.

Issuing common orders as well as individual orders of the promoted employees.

MCKINSYS 7S FRAMEWORK OF RCF

1. Structure: o Company has well defined organized structure in terms of distribution of functions and hierarchy to ensure power of authority, responsibility, unity of command and overall organizational effectiveness. o Organizational structure is dynamic in nature at present hierarchy is tall. o Every department has their own head and these head / managers handle the work. Work assigned is allocated to the officers who work under the manager. o Flow of authority & responsibility is top to bottom i.e RCF follows top-down approach. o Committee meetings and informal discussions also contribute to open communication system. o Being processed industry the nature of work is largely team work, shift wise, plant wise teams and terms are formed with shift in charge as a leader of respective teams.

2. Strategy: o For being competitive in the market RCF works out their business strategies in line with its vision, mission & corporate plan of organization. o Market intelligence, customer satisfaction survey and demand forecasting techniques are used to focus customer demands. o Benchmarking of performance parameters and analysis of business enrollment of competitors analysis is done on continual basis. o Government policies and technological changes assessed on continual basis.

3. Skills: o Managers, directors, chairman & all the trainers at Training Institute are highly capable & educated. o With the help of such highly skillful people they introduced various new & simple systems in the organization, like they started numbering the files, introduction of 5 S, suggestion scheme, kaizen, so on. o Gap in skill set is analyzed at initial stage by effective performance management system.

o Development of skills is done by imparting training to each and every employee understanding their KPA.

4. Style: o Management process is largely participative and total employee involvement is ensured through various ways. o They ensure participation of workers at plant through suggestion schemes. o total employee involvement is ensured through varies productivity improvement, interventions such as integrated management system, Quality Circle suggestion schemes, 5S Model, 6 Sigma Model, Kaizen, Safety committee meetings, meetings with unions, associations, etc.

5. System: o In RCF they have started using SAP from the year 2006. Sap made their various tasks easier. o For communication purpose they send written letters across the internal organization. They have intranet facility then also they use mode of written communication. As being the government organization they need acknowledgement of everything so they need to communicate through letters. o They are now in the process of digitalization. It clearly defines that now they are making use of automation & technology.

6. Staff: o Staff at Rashtriya Chemicals & Fertilizers Limited is very co-operative. o Their staff is trained on various new things like technology innovation & much other training are given to them. o Employees at RCF are capable enough to do the work allocated to them

7. Shared Values:

o To improve the environment and minimize the harmful emissions, atmospheric discharges and effluents. o In terms of shared values they arrange various CSR programs which ultimately guide employees as well as outside people towards valued behavior. o Also they are implementing kaizen. o They make use of 5s at their workplace. These 5 primary phases are:

Seiri Sorting Seiton Orderliness Seiso Cleanliness

Seiketsu Standardization
Shitsuke Discipline

SWOT ANALYSIS

Strengths: The RCFs strength lies in its skilled manpower, high Brand Equity for the Products manufactured such as Ujjwala, Suphala, Microla, Biola, Sujala. The wide spread marketing network ensures that your company reaches the products to all parts of the country. The Farmer's Training Institute and R&D Centre ensure that quality services are provided to the farmers/ dealers by educating them and providing inputs for better crop realization. The Company has a wide portfolio of chemical products and can withstand difficult economic situations by adopting optimal mix of production. The well maintained plants and equipment ensure uninterrupted production and distribution of goods.

Weaknesses: The Plants have been in operation for a very long time, some of them since 1965 by carrying out regular upkeep, maintenance and up gradation. The company's working capital is dependent on the receipt of subsidy payments from government; any delays would force the company to borrow and incur interest burden. The complex fertilizers are based on imported raw materials which can face severe volatility in raw material prices and foreign currency exchange rate affecting the profitability of the company.

Opportunities: The increased availability of feed stock gas would permit for undertaking major expansion at Thal. Alternate feedstock like Coal gasification gives an opportunity for undertaking Fertilizer Projects in other parts of the country. CDM activities enable realization of Carbon Credits (CER). Due to your Company's good reputation, several opportunities exist for Collaborations / Diversification in manufacturing, mining and marketing of varieties of products. Experienced & Skilled Manpower of your company .has been in demand for rendering O&M service in India and abroad in Countries such as Australia, Bangladesh, Bahrain, China, Saudi Arabia etc.

Threats: Manufacturing and marketing of Fertilizers is the core business of Company. Agro-climatic conditions have a large effect on the performance of the Company. The chemicals business is highly susceptible to cut throat global market competition.

ANALYSIS OF FINANCIAL INFORMATION


The company has maintained proper records showing particulars including quantitative details & situation of fixed assets with original cost and depreciation written off. During the year, the Company has not disposed of a substantial part of its fixed assets. The company is maintaining proper records of inventory. In my opinion, discrepancies noticed on physical verification of stocks were not material in relation to the operations of the Company.

As per the information furnished, the company has not granted or taken any loans, secured or unsecured, to / from companies, firms or other parties. There is adequate control with regard to purchase of inventories & fixed assets and for sale of goods. According to the information the Company has not accepted any deposit during the year from public. According to the information, no undisputed amounts payable in respect of provident funds, investor education, employees state insurance, income tax, wealth tax, service tax, sales tax, excise duty, cess and other undisputed statutory dues were outstanding, at the year end, for a period of more than 6 months from the date they became payable.

The company has no accumulated losses at the end of the financial year and it has not cash losses in the current year. The company has not issued any debentures and has not obtained any loan from Financial Institution. Company has not granted loans & advances on the basis of security by way of pledge of shares, debentures and other securities.

LEARNING EXPERIENCE
As a part of my curriculum I spent my 45 days in Rashtriya Chemicals & Fertilizers Limited. These 45 days of my training was really valuable. I feel I am one who got a chance to work for HR Unit as well as for Training Institute which is situated at plant. Employees in the Rashtriya Chemicals & Fertilizers Limited are very helpful in nature. I found the work environment is good. I interacted with all those with whom I worked; therefore I have developed ability of working in a team and also a sense of co-operation.

In starting days I was assigned the work of observing and studying the files of retired employees. In that I came to know the documents required from the day an employee joins an organization till the day he retires from his service. After this I done the work of tagging in that all the documents of retired employees were sorted on a computer and made computerized file of documents of each employees. I also worked on Confidential Reports with are the appraisal forms of employees. This document is highly confidential for the organization as well as for the employee also. I have seen the reports for workers wherein workers are ranked on 10-pointer scale. There are 150 marks allocated to them. For the other half of the day I used to visit training institute of RCF. There I used to sit in library for long hours. There I read articles & magazines on fertilizer sector in India. I took interviews of high level authority at training institute and therefore I come to know the various things followed at RCF at the time of training. And also I have developed on my communication skills little bit. Overall the experience at Rashtriya Chemicals and Fertilizers Limited was memorable for me. In future if I would get a chance to work there I will definitely accept it as working in a Public Sector and that to as a HR is a challenging task because the manpower strength is very strong.

TRAINING AND DEVELOPMENT


Importance of developing men can well be highlighted from the Chinese saying: If you wish to plan for a year, sow seed; If you wish to plan for ten years, plant trees; If you wish to plan for a life time, develop men. Training It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviors to enhance the performance of employees. Training is activity leading to skilled behavior. Its not what you want in life, but its knowing how to reach it Its not where you want to go, but its knowing how to get there Its not how high you want to rise, but its knowing how to take off

According to Edwin Flippo, training is "the act of increasing the knowledge and skill of an employee for doing a particular job." Development More future oriented and more concerned with education than is training. Management Development activities attempt to instill sound reasoning processes to enhance ones ability to understand and interpret knowledge. Development is a relational and rational process. It covers not only those activities, which improve its performance, but also those, which about the growth of the productivity, helps individual in the progress towards maturity and actualization of this potential capabilities. It focuses on the personal growth & on : Analytical Conceptual Human Skills

Comparison between Training & Development: Training Training is the skills focused Trainings are generally need based Development Development is creating learning abilities Development is voluntary

Training is narrower concept focused on job Development is a broader concept focused on related skills. personality development. aims at overall personal

Training is aimed at improving job related Development efficiency and performance

effectiveness including job efficiencies

Importance of Training & Development: Optimum utilization of Human Resources: Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals.

Development of Human Resources: Training and Development helps to provide an opportunity and broad structure for the development of human resources technical and behavioral skills in an organization. It also helps the employees in attaining personal growth.

Development of skills of employees: Training and Development helps in increasing the job knowledge and skills of employees at each level. It helps to expand the horizons of human intellect and an overall personality of the employees.

Productivity: Training and Development helps in increasing the productivity of the employees that helps the organization further to achieve its long-term goal.

Team Spirit: Training and Development helps in inculcating the sense of team work, team spirit, and interteam collaborations. It helps in inculcating the zeal to learn within the employees.

Organizational Culture: Training and Development helps to develop and improve the organizational health culture and effectiveness. It helps in creating the learning culture within the organization.

Organizational Climate: Training and Development helps building the positive perception and feeling about the organization. The employees get these feelings from leaders, subordinates, and peers.

Quality: Training and Development helps in improving upon the quality of work and work-life.

Healthy work environment: Training and Development helps in creating the healthy working environment. It helps to build good employee, relationship so that individual goals aligns with organizational goal.

Health & Safety: Training and Development helps in improving the health and safety of the organization thus preventing obsolescence.

Morale: Training and Development helps in improving the morale of the work force.

Profitability: Training and Development leads to improved profitability and more positive attitudes towards profit orientation.

METHODS OF TRAINING
Computer Based Training (CBT) With the worldwide expansion of companies and changing technologies, the demands for knowledge and skilled employees have increased more than ever, which in turn, is putting pressure on HR department to provide training at lower costs. Many organizations are now implementing CBT as an alternative to classroom based training to accomplish those goals. Some of the benefits of Computer Based Training are: Provides the instructional consistency Reduces trainee learning time Increases access to training Affords privacy of learning Allows learning at individual pace Allows the trainee to master learning Reduces the cost of training

Games and Simulations A training game is defined as spirited activity or exercise in which trainees compete with each other according to the defined set of rules. Simulation is creating computer versions of real-life games. Simulation is about imitating or making judgment or opening how events might occur in a real situation. Training games and simulations are now seen as an effective tool for training because its key components are:
o o o

Challenge Rule Interactivity

Role Plays: Role play is a simulation in which each participant is given a role to play. Trainees are given with some information related to description of the role, concerns, objectives, responsibilities, emotions, etc. Then, a general description of the situation, and the problem that each one of them faces, is given. Role Plays helps in: Developing interpersonal skills and communication skills Conflict resolution Group decision making

Business Games: Business games are the type of simulators that try to present the way an industry, company, organization, consultancy, or subunit of a company functions. In the business games, trainees are given some information that describes a particular situation and are then asked to make decisions that will best suit in the favor of the company. And then the system provides the feedback about the impact of their decisions. Following are the benefits of Business Games: Leadership Skills Management Skills Quality Tools Principles & Concepts Total Quality Principles Solves Complex Problems

Case Studies: Case Studies try to simulate decision making situation that trainees may find at their work place. It reflects the situations and complex problems faced by managers, staff, HR, CEO, etc. The objective of the case study method is to get trainees to apply known concepts and ideologies and ascertain new ones. The case study method emphasize on approach to see a particular problem rather than a solution. Their solutions are not as important as the understanding of advantages and disadvantages. Internship: An intern is recruited to perform a specific time-bound jobs or projects during their education. It may consist a part of their educational courses. Experiential Learning Experiential learning is a process through which students develop knowledge, skills, and values from direct experiences outside a traditional academic setting. Experiential learning encompasses a variety of activities including internships, service learning, undergraduate research, study abroad, and other creative and professional work experiences. Vestibule Based Training: This training method attempt to duplicate on-the-job-situation in a company classroom. It is a classroom training that is often imported with the help of the equipment and machines, which are identical with those in use in the place of work. This technique enables the trainees to concentrate on learning new skill rather than on performing on actual job. This type of training is efficient to train semi-skilled personnel, particularly when many employees have to be trained for the same kind of work at the same time.

Films & Video presentations:

o Content for the training experience comes primarily from a videotape or computer-based program. o Interest of the audience can be maintained by showing them audio-visuals o This is the easy method of training and trainee can quickly observe the content.

TRAINING DESIGN PROCESS

Conducting Needs Assesment

Ensuring Employees Readinessfor Training

Creating a Learning Environment

Developing an Evaluation Plan

Ensuring Transfer of Training

Select Training Method

Monitor and Evaluate the Program

Assessment of Training Needs:

Training need identification is a tool utilized to identify what educational courses or activities should be provided to employees to improve their work productivity. Here the focus should be placed on needs as opposed to desires of the employees for a constructive outcome. In order to emphasize the importance of training need identification we can focus on the following areas:

To pinpoint if training will make a difference in productivity and the bottom line. To decide what specific training each employee needs and what will improve his or her job performance.

To differentiate between the need for training and organizational issues and bring about a match between individual aspirations and organizational goals.

Identification of training needs (TNI), if done properly, provides the basis on which all other training activities can be considered. Also requiring careful thought and analysis, it is a process that needs to be carried out with sensitivity as people's learning is important to them, and the reputation of the organization is also at stake. Identification of training needs is important from both the organizational point of view as well as from an individual's point of view. From an organizations point of view it is important because an organization has objectives that it wants to achieve for the benefit of all stakeholders or members, including owners, employees, customers, suppliers, and neighbours. These objectives can be achieved only through harnessing the abilities of its people, releasing potential and maximizing opportunities for development. Therefore people must know what they need to learn in order to achieve organizational goals. Similarly if seen from an individual's point of view, people have aspirations, they want to develop and in order to learn and use new abilities, and people need appropriate opportunities, resources, and conditions. Therefore, to meet people's aspirations, the organization must provide effective and attractive learning resources and conditions. And it is also important to see that there is a suitable match between achieving organizational goals and providing attractive learning opportunities.

Identification of training needs can be done at three levels to ascertain three kinds of needs: -

Organizational Needs

Personal Needs

Individual Needs

Individual Needs

Job Needs

Demographic Needs

Group Needs

1. Organizational Needs

These concern the performance of the organization as a whole. Here identification of training needs is done to find out whether the organization is meeting its current performance standards and objectives and if not, exploring ways in which training or learning might help it to do so. Sometimes organizational training needs are also identified when the organization decides that it has to adopt a major new strategy, create a new product or service, undergo a large-scale change program, or develop significant new relationships, such as joining with others to form new partnerships.

2. Group Needs Since working in groups and teams have become very much prevalent in today's corporate world that is why nowadays there is increased emphasis given on team effectiveness and team performance. Therefore training needs are nowadays even identified at the group level. Training needs here are concerned basically with the performance of a particular group, which may be a team, department, function, sub-unit, or so on. Information about the performance of the group may identify areas of training need - which, again, may be further utilized for training or other interventions. It is used to find out how efficiently a particular team or group goes about its business and meets its current objectives.

3. Individual Needs These concern the performance of one or more individuals (as individuals, rather than as members of a group). Here identification of training needs is about finding out to what extent individuals need to learn or be trained in order to bring their current performance up to the required level as a result of changes in methods and processes that call for new competencies and skills. It also sees to it that there is continuous improvement initiative taken by them. Moreover it also helps to find out whether individuals are comfortable in working across boundaries, with people from different backgrounds and different perspectives. This is especially important because there is so much work force diversity observed today in organizations that it has become impossible to retain workforce, which is not flexible enough to accommodate such changes into their daily work schedule.

Methods used in Training Needs Assessment:

Training needs are identified on the basis of organizational analysis, job analysis and manpower analysis. Training programme, training methods and course content are to be planned on the basis of training needs. Training Needs are those aspects necessary to perform the job in an organization in which employee is lacking attitude/aptitude, knowledge and skills.

Group or Organizational Analysis Organizational goals & objectives Personnel/skills inventories Organizational climate Efficiency indices Exit Interviews MBO or work planning systems Quality circles Customer survey/satisfaction data

Individual Analysis Performance appraisal Work Sampling Interviews Questionnaires Attitude survey Training progress Rating scales Observation of behavior

OBJECTIVE OF THE STUDY


To study various methods of training as well as development programme

To study the process of Training & Development at Rashtriya Chemicals & Fertilizers Limited To understand the scheduling of Training programme To study effectiveness of training at Rashtriya Chemicals & Fertilizers Limited Mumbai city. Determine the employees attitude toward the training programme To study the employees opinion on the training and development at Rashtriya Chemicals & Fertilizers Limited.

SCOPE OF THE STUDY

The scope of the study will be covered in depth, the various training practices, modules, formats being followed and is limited to the company Rashtriya Chemicals & Fertilizers Ltd. and its employees. I would get an opportunity to observe the different training programmes incorporated/facilitated in RCF through its faculties, outside agencies or professional groups.

TRAINING & DEVELOPMENT AT RCF LTD.

T & D Department: Human Resource Development (HRD) is of paramount importance to our company. Continuous grooming of managers and workers provides them with empowerment and motivation to achieve excellence. Our HRD department has established training institute & CMDC for this purpose. The HRD Training Institute at Trombay was Inaugurated on 25th August 1967. Corporate Management Development Center was established in 1978. TheTraining Institute at Thal was established in 1980.

About HRD Center: o The HRD center at Trombay was inaugurated on 25th Aug. 1967 o Corporate Management Development center was established in 1978 o Training center at Thal was established in 1980 o Since inception we are continuously striving to achieve higher levels of excellence by Modernizing and upgrading the technology Updating the knowledge base Developing multiple skills Shaping up mind set Enhancing employee involvement

RCF HRD has: International Reputation Rich Experience & Expertise Result Oriented approach Judicious exposure to concepts and practices All services under one roof Excellent Infrastructure Excellent Quality

Broad classification of training, for whom RCF conducts training: Internal Clients:

Primarily the training- learning initiatives are designed and implemented for employees of RCF across all levels (Trombay, Thal and Marketing Employees) External Clients: o Farmers and dealers of fertilizers products (countrywide) through exclusive set ups at two locations in Maharashtra. o Industrial Organizations (Employees of PSUs & Private companies) o Educational institutions (staff and students of technical and management institutions) o RCF conducts certification programmes on Safe Transportation Of Hazardous Goods by Road for Tanker drivers approved by Government of Maharashtra. Certificate issued by RCF Ltd. endorsed by competent RTO authority. Clients under Apprenticeship Act, 1961 for employability building: About 60 apprentices are trained every year as per the act requirement in the trades viz.attendant Operator (Chemical Plant), Instrument Mechanic (Chemical Plant) and Electrician. About 67 Engineers and diploma trainees are trained every year in their areas of specialization.

Training Institute, Trombay:

With continuous up gradation of training facilities and equipments as required due to technological changes/up gradation of plant processes, this institute has now developed into a full-fledged modern training complex and is recognized as one of the best training establishments in the country.

While fulfilling the requirements of RCF, this institute has been making special efforts of transcending the knowledge, expertise and resources to other organizations and educational institutions, thereby earning substantial revenue to lead the function as a profit center.

Core Strengths -

To develop and strengthen Technical & Managerial competencies of Human Resource on continuous basis to meet organizational objectives. To enhance employability of youth by imparting knowledge & skills specified under Apprenticeship Act To provide support for organizational development interventions such as Quality Circle, IMS and other productivity improvement schemes.

Highlights of Training Activities -

RCF, training institute has provided training facilities to many since its inception in year 1967. During April 2011 Dec 2011, they have conducted 156 programmes covering about 3514 participants. Over 555 participants from outside national / international organizations (like MATIX Fertilizers & Chemicals, BPCL and many more) have undergone training in RCF. We have imparted training to almost 2799 engineering students of different streams from various institutes all over India during this period.

Training Programmes: Development Technical Programs Conducting short-term In-house technical, supervisory development programmes of varying duration for all categories and all level of our own employees in instrumentation, chemical, mechanical, and electrical.

Outside Organization & Institutions We are also organizing tailor made training programmes for other industries in our Training Institute. In addition to this, we give in-plant training/project guidance facilities to engineering graduates / diploma holders from the colleges all over the country.

Management Development : We develop and strengthen Managerial competencies of Human Resource on continuous basis to meet organizational objectives in our Corporate Management Development Centre (CMDC)

Apprentice : For newly recruited apprentices at the operator/technician, supervisory and junior executive level rigorous training is given. Almost all the manpower needed for the organization is met by recruiting fresh persons and subjecting them to pass through this training phase.

Variety of Training methodology used: o Simulation o Hands-on-tarining o Role Plays o Case Studies o Experiential Learning o Open Forum o Panel discussion o Games o Exercise o Psychological Tests o Outbound activities o Presentations o Participative activities (Group discussions, small group activity) o Executive Coaching o Individual / group counseling o CBTs / VBTs o Films o Reading Material Support o Intranet circulation

o Book Reading assignments o Meetings o Cultural Activities o Shop floor activities

Training Institute Infrastructure With continuous up gradation of training facilities and equipments as required due to technological changes/up gradation of plant processes, this institute has now developed into a full-fledged modern training complex and is recognized as one of the best training establishments in the country. Training Institute has air conditioned assembly Hall with high back chairs, latest audio video facilities for a capacity of 150 people. Training Institute at Trombay has excellent classrooms, drawing halls & A/C conference Halls with latest Audio visuals, furniture , to create An ambience conducive to learning.

Library with on-line access to books, journals, magazines: The training institute possesses on-line library which has got more than 17000 books on Engineering, Technology and Management subjects. The library subscribes to about 40 journals and can accommodate about 50 readers at a time. They have internet facility for Library. Library Management system which gives an access to users for books, journals, technical magazines through intranet as well as internet. Workshop to provide training to the following trades:

Fitting Welding Machine shop Maintenance shop

Laboratories for regular training as well as for need based training to outside organizations & institutes: Physics Lab Chemistry Lab Chemical Engineering Lab Electrical Engineering Lab Instrumentation Lab Computer Lab

Hostel: In order to accommodate various apprentices under training, the Institute possesses two hostels with a total capacity to accommodate more than 150 apprentices. Some of the rooms are reserved for other industries who come to attend various development programmes. In addition they have got a Sport Complex covering 7 acres where in door facilities are available to the trainees to play cricket, hockey, foot-ball, etc. and develop their physique.

Training & Development Process and Other Information: In Rashtriya Chemicals & Fertilizers Limited Training & Development has given due importance. They have separate institute of Training in Chembur inside factory plant. They feel training is must for every organization to reach its goals in the current dynamic corporate world. They conduct special session for feedback after every Training Programm to understand & analyse the effectiveness of the training imparted. Feedback is not only meant for participants but the faculties are also ask to give feedback. To be an effective RCF follow some of the excellent training practices which comes under the purview of IMS.

We RCF conduct various training activites inside the institute. For freshers they conduct Induction Programm giving inputs about the organization and its different areas. For management trainees they conduct intensive job specific training depending upon the educational background and also in the area where he is posted. They also conduct various training in mechanical & electrical area as per the requirement from the employees end at the plant. RCF provides training at all levels in the hierarchy. They majorly provide training to middle & low level employees in their area of working. For higher level employees they have some development programms in Behavioral area. All employees of RCF are obliged to undertake training as per requirement of the job. There are some training programs which are specialy for Vacational Trainees. And certain program like industrial visit, role play, case study are specially conducted for college students. For analyzing the effective or impact RCF conducts some quizz based session after the training session along with the feedback. Training schedule is prepared for the period of one year. Training center recives training needs from different plants and according to it they prepare training calendar. They also arrange other training program apart from those which are mentioned in the training calendar. Other trainings are conducted because of the introduction of new machinery or change of technology. RCF has their own trainers at training institute. Sometimes they call faculties from outside for certain different areas. For technical & mechanical training they usualy cal faulties from plant. Apart from training institute they have Corporate Management Development Center (CMDC) at Admin Building, Chembur. The CMDC deals with Development programme for top level managers & other higher level authorities. For the calendar year 2012-2013 they have planned 10-15 Leadership Development Programs for top managent. Till the time they have conducted development programs like Quality Circle Traininh, Six Sigma Training, Leadership Development program, Management Development Program for Management Trainee, programs in SAP etc.

Work flow for Training & Development:

Preparation of Training Need requirement format

Training Need requirement sent to various plants

Receipt of training needs from various plants

Analysis - Training Needs

Designing of Training Program calendar

Training calendar sent to all HODs Implementation of Training Programs according to the Training Program Schedule Conduction of Pre-test & post-test during the training programs Analysis of the Test to calculate improvement

Feedback at the end of training program

Feedback Analysis Post training Feedback of each participant taken after 3 months of each training program Post training Feedback Analysis to check for Development

RESEARCH METHODOLOGY

Title of the study: Training & Development at Rashtriya Chemicals & Fertilizers Limited A Study Type of Research: Exploratory Research Time of Research: Research time is 45 days in Rashtriya Chemicals & Fertilizers Limited Data source: Primary Sources The primary data is collected by means of structured questionnaire along with personal interviews. Secondary Sources The secondary data is collected by means of the documentary sources such as: o Company Records o Company website o Company Magazine o Journals o Booklets o Articles Universe: The management trainees taken training at RCF Sample Size: The sample is taken of 20 employees of RCF Sample Method: Judgment samples are taken through Non-probabilistic sampling method

Data Collection Tool: Structured questionnaire involving close-ended questions as well as took interviews of top management people at training institute.

LIMITATIONS OF THE STUDY

Time constraint is one of the limitation Study is limited to only 20 employees of RCF The accuracy of the analysis and conclusion drawn entirely depends upon the reliability of the information provided by the employees. The time duration for the project is limited to eight weeks so it was difficult to analyse the trainings needs at micro level.

ANALYSIS & INTERPRETATION


1) How many training programmes you have attended?

No. of Training Attended


5% 5% 10% 2 to 4 5 to 8

8 to 10
15% 65% More than 10 None

From the above pie chart we can clearly see that everyone has attended training programme. Out of 20 employees 13 has attended at least 2 to 4 trainings.

2) Which type of training you were given?

Training Method
5%

On-the Job 35%

50%

off-the Job Both None

10%

Out of 20 employees 10 employees are given on-the job training, some of them have attended both on-the job and off-the job training. Two employees have attended off-the job training. Only one employee not given any of the training as he is a new trainee.

3) Which training you have attended?

5%

Training Attended
5% 15% Induction training Apprentice Training

15% 0%

10%

Technical Training Mechanical Training a and b

20% 30%

a and c a and d None

From the above diagram it is clear that only one yet not attended any training. Otherwise all of them have attended Induction Training as well as Apprentice or technical or mechanical training along with it.

4) What do you think which type of following training method is most effective to achieve learning goals?

Effective method of Training


10% 20% Classroom Training Audio-video Training

10%
40% 15% 5%

Lectures Role Play Laboratory Training On-Line Training

Out of 20 trainees 40% thinks that Laboratory Training is effective as they have to work in plant so laboratory training will be safe and advantageous to them. 4 of them says classroom training is effective. 5) Do you think training is effective for your growth?

Effectiveness of Training
5% 0% 0%
Strongly Agree Agree 35% 60% Neutral Disagree Strongly Disagree

60% of trainees strongly agree on the point that the training is very effective for there growth, 7 of them agree on the same. Only trainee is neutral on this point may be he has face some situation which directed him to be neural.

6) Does training programme increase the chance of promotion?

Chance of Promotion
5% 5% Strongly agree 0%

Agree
30% 60% Neutral Disagree Strongly disagree

Out of 20 trainees 60% are strongly agree on the point that training increases chances of promotion as we get to know the job very well and gets hand full of experience. We can say that almost 18 says it increases chance of promotion. Only two are of different opinions may be because of some past experiences.

7) Does training programme improves efficiency at work?

Efficiency at Work
0% 0% Strongly Agree Agree Neutral Disagree Strongly Disagree 75%

25%

Above diagram clearly depicts that all the 20 trainees says that training improves the efficiency at work to be done as we get idea of doing the job.

8) Training needs are identified accurately?

Need Identification
10% Strongly Agree Agree 20% 45% Neutral Disagree 10% 15% Strongly Disagree

From the above chart it is clear that 12 employees says that the organization accurately identify the need of training. 8 are of different opinion that they either disagree or selects to be neutral.

9) Are you satisfied with the current training & Development programme of the organization?

Satisfaction Level
5% 15% 40% 5% Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied 35%

This question talks about the satisfaction level of trainees for the trainings given by RCF. It is clearly mentioned in the pie-chart that 40% are highly satisfied and 35% are satisfied with the training programme. Here also there is one person who chooses to be neutral and remaining says that they are not satisfied up to the mark. Overall we can say that the trainings taken at RCF are usefull for their employees as it brings specialization of work and inturn productivity can be achieved.

SUGGESTIONS

Importance of the training must enlightened among the new comers and inexperienced workers. The trainee can be motivated to use the programs more effectively in developing others. Different methods can be adopted in a single program to maintain participation of workers. Create a system to evaluate the development of training. The efforts should be taken to motivate employees for participating in the training programs. Innovative training techniques should be adopted to improve the effectiveness of training programs and to keep the interests of the participants intact. If possible multiple training techniques should be used. The trainee should be provided with personal assistance when he encounters any obstacle in the learning process. As the trainee acquires new knowledge, skills, or attitudes and applies them in job situations, he should be significantly recognized and rewarded for the same. The trainee should be provided with regular feedback of his progress in training and implementation of newly acquired skills. Training ROI should be calculated to understand what cost company is incurring for an employee and what the result in terms of productivity and profitability for the organization.

CONCLUSIONS

This study was a learning experience for me and I came to know the training and development programs in Rashtriya Chemicals & Fertilizers Ltd. was positive in response but still motivation is needed for employees to attend more & more training programs in the organization as well as outside the organization. Employee should know their strength & weakness so that they can work on it & improve their knowledge & skills for the betterment of their organization. It is found that training plays a crucial role in not only the development of employees but also achieving the overall organizational goals. Through the project work I came to know that employees of RCF Ltd are very satisfied by the training provided to them and strongly agreed that after training their confidence, knowledge & skills has developed a lot & it inturn resulted in their remarkable improvement in performance. In the last but not the least I conclude that all the training and development programs of company are highly effective & beneficial to the employees in giving their best contribution to their personal growth & development as well to meet the organizational objective.

BIBLIOGRAPHY & WEBLIOGRAPHY


Human Resources Management

- Aswathappa Personnel and Human Resource Management Human Resource Development - U. B. Singh Human Resource Training - Biswajeet pattanayak Employee Training and Development -Raymond A. Noe Trombay Process & Services by RCF www.indianbusiness.nic.in www.economywatch.com www.moneycontrol.com www.indiainfoline.com http://fert.nic.in/ traininganddevelopment.naukrihub.com P. Subba Rao

QUESTIONNAIRE
Name : _______________________________________________

Designation : ___________________________________________

1. How many training programs you have attended? a. 2 to 4 b. 5 to 8 c. 8 to 10 d. More than 10 e. None

2. Which type of training you were given? a. On-the-job Training b. Off-the-job Training c. Both d. None

3. Which training you have attended? a. Induction Training b. Apprentice Training c. Technical Training d. Mechanical Training e. a & b f. a & c g. a & d h. None

4. What you think which type of following training method is most effective to achieve learning goals? a. Classroom Training b. Audio-video Training

c. Lectures d. Role play e. Laboratory Training f. On-line training

5. Do you think training is effective for your growth? a. Strongly agree b. Agree c. Neutral d. Disagree e. Strongly disagree

6. Does training programme increases the chance of promotion? a. Strongly agree b. Agree c. Neutral d. Disagree e. Strongly disagree

7. Does training programme improves the efficiency at work? a. Strongly agree b. Agree c. Neutral d. Disagree e. Strongly disagree

8. Training needs are identified accurately? a. Strongly agree b. Agree c. Neutral

d. Disagree e. Strongly disagree

9. Are you satisfied with the current Training and Development Program of the organization? a. Strongly agree b. Agree c. Neutral d. Disagree e. Strongly disagree