WINTER PROJECT REPORT ON EFFECTIVENESS OF TRAINING &DEVELOPMENT OF EMPLOYEES IN TATA JHARIA

KANPUR INSTITUTE OF MANAGEMENT STUDIES APPROVED FROM A.I.C.T.E IN PARTIAL FULLFILMENT OF THE REQUIREMENTS FOR THE AWARD OF THE DIPLOMA POST GRADUATE DIPLOMA IN MANAGEMENT (2011-13) UNDER THE GUIDANCE OF ( Ms. PURNIMA JAISWAL) SUBMITTED BY: (TEJ PRATAP VISHWAKARMA) STUDENT ID-111356
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PGDM BATCH 2011-13 ON (10.04.13)

CERTIFICATE
This is to certify that Mr. Tej Pratap Vishwakarma , Student ID111356, a student of PGDM in Kanpur Institute of Management Studies, has carried out the research work presented in this winter training project report titled Effectiveness of Training & Development of employees in TATA Steel Jharia for the award of Post Graduate Diploma In Management Kanpur Institute of Management Studies for the academic batch 2011-13 , under my guidance.

Name of the Project Guide Ms. Purnima Jaiswal

HOD Mr. Ankur Jauhari Kanpur Institute of Management Studies Unnao.

DECLARATION

I, Tej Pratap Vishwakarma, hereby declare that the project work entitled Effectiveness of Training & Development of employees in TATA Steel Jharia submitted towards PGDM Certificate is my original work and the dissertation has not formed the basis for award of any degree, associate ship, fellowship or any similar title to the best of my knowledge.

Place: Date:

(Signature of Student) (Tej Pratap Vishwakarma) Student ID:111356

Acknowledgement

Winter project has provided me an ample opportunity to explore in the organization set up and develop and acquire a thorough professionalism. Its has been a great learning experience for me while doing my summer project in Tata Steel (Jharia division).Here I was able to learn and experience various function of HR and about the underground coal mines .But this project report alone cannot be completed by me unless I had great support from Tata Steel ,Jharia Division. I am also thankful to Mr.CH. Divaker (General Manager) of Jharia Division for giving me the opportunity to work in his organization. I am equally thankful and pay my honest gratitude to Mr. N.N Jha (Senior, Manager HR/IR) for suggesting me and allowing me to explore with my topic. I pay my sincere thanks to my project guide Mr. Navin Kumar (Manager HR/IR, Sijua Colliery) who has guided me throughout the completion of my project.
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I am equally thankful to Mr. M. K. Gupta of PTI, Jamadoba helping me in completion of my project and giving me relevant information where ever I needed. Last but not the least I am thankful to each and every one who has directly or indirectly helped in the completion of my project. I also pay thanks Mr. B.K Sharma which give me Valuable times and give knowledge about training and development in detail. I am equally thanks Mr. R.K Manual (VTC Manager Bhelatand) which guides me related to vocational training.

TABLE OF CONTENT:

S.NO

Description TATA steel profile Profile of Jharia Division Strategic adopted in Tata steel Introduction of Sijua Colliery Training and Development Training procedure in TATA Steel Objective of the study Research Methodology Data Analysis
Conclusion 5

Page no. 6 12 14 15 16 35 37 44 46 86

1. 2. 3. 4. 5. 6. 7. 7. 8. 9.

10. 11. 12.

Suggestion & Recommendation Bibliography Questionnaire

87 88 89

TATA STEEL PROFILE:

The origins and ascent of Tata Steel, which has culminated into the century long history of an industrial empire, emerge from the illustrious efforts of India's original iron man and the remarkable people who thereafter, have kept the fire burning. The story of Tata Steel is a century old. And so is the story of steel in India. Etched with the visions and hardships of a single man, the story has flowed through ages to redefine steel in every way. The saga, which started in 1907, completes a century of trust in 2007. Over the years this one company has exposed the various shapes and forms in which steel can be applied for effective utilization. The story of Tata Steel: defines and redefines conventional wisdom in myriad ways. The birth of a pioneer Jamsetji Nursserwanji Tata was born in 1839 in Navsari, a small town in Gujarat, into a family of priests. Having completed his education, he joined his fathers firm at the age of 20. Later he went to England, and set up a profitable private trading company with a capital of Rs.21, 000 only Way back in 1882 a report by a German geologist, Ritter Yon Schwartz aroused Jamsetji interest in the black metal. After a disappointing stint with iron ores in areas close to Nagpur, the much6

awaited opportunity came in 1899 when the Viceroy, Lord Curzon, liberalized the mineral concession policy. The same year, Major R H Mahon published an incisive report on the subject, announcing that it was time that India started manufacturing its own iron and steel. Mahon suggested the Jharia coalfields as a source of fuel. The Salem district in the South, the Chanda district in the Central Provinces and Bengal as good for yielding the iron organization. To initiate the project, Jamsetji went to England and secured an audience with the then Secretary of State for India, Lord George Hamilton, who appreciated the idea and readily gave his support.

The Steel Plant at the beginning It did not take long for the work to begin thereafter. In 1908 the plant became functional and the next year, in 1909 the blast furnaces, steel furnaces, coke ovens, powerhouse and machine shops were laid down. Land for the site, mines and quarries were acquired in 1910. Not only did they receive a helping hand from the people of India, even the Government contributed their bit by connecting railway to Gorumahisani.

The Tata had taken upon them the task of civilizing the wilderness of India. The initial plant is
no match to its counterpart that stands today. It was equipped with two 200-tonne furnaces, four 40-tonne open- hearth furnaces, 180 copper coke ovens, a steamdriven blooming mill, a rail & structural mill. The first steel ingot was rolled on 16th February 1912 - a momentous day in the history of industrial India.

Malkera Choitodih Colliery The early years of the plant experienced a few hiccups that eased out eventually. Problems with the quality of Coal, the original furnace designs, and scarcity of skilled labor and trained technical personnel were sorted out with time. The team also faced a lot of trouble from foreign importers and Indian distributors of imported steel. The British greeted their effort with skepticism and derision. Sir Frederick Upcott, Chief Commissioner of the Indian Railways, remarked to Charles Perin, Do you mean to say that the Tata propose to make steel rails to British specifications? Why, I will undertake to eat every pound of steel they succeed in making? Yet, during World War I, it was the Tata who supplied steel rails to Mesopotamia, which played an important part in the allied victories. Process down the Ages

1890:-Commercial mining Operations beings i0n the Jharia Coalfield. 1907:-Tata Iron &steel company (Now Tata steel limited) Incorporated. 1910:-Bhelatand colliery (Sijua group) acquired by Tata steel From Barakol Coalfield co. limited.

1918:-the company acquires Malkera and Sijua as well as Jamadoba, Digwadih and 6 &7 pits collieries in the Jamadoba group.

These six metallurgical coal bearing properties in the Jharia Coalfield had estimated reserves of 287 millions tones.
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1942:-Aerial ropeway built to transport sand for stowing of steam. 1942-1947:-Screening Plans introduced. 1952:-Tata Steel launches its two million tones expansion program. NOTE:-First watery comes up in Jharia.

1967:-Depending of Shafts and development of seam. First professional training institute in India for coal mines was set up in Digwadih.

1970:-Koepe winder makes its appearance at Jharia in the Bhelatand Colliery. 1971:- Mechanization Training Centre was set up at Jamadoba. 1980:-Long well Mining Attempted. 1984:-Side Discharge Loader Introduced. 1988:-Fluidized Bed Power plant Commission.

Since 2000:

The Division Starts open cast mining at Kalimela Colliery. Tailing Dewatering Plant (TDP) at BCPP. Rotary Breaker at BCPP 9 Pit Shaft depended and PLC controlled wider installer at Digwadih colliery. Online ash analyzer at JCPP and BCPP to monitor and control product ash.
Open cast mining start at Kalimela colliery. 9

Tata Various Worker Welfare Scheme: 8 hours workday: Free Medical Card: Set up of welfare department: Provident Fund Scheme: (1912) (1915) (1917) (1920)

Technical Institute for employee: (1921) Profit sharing bonus: Retiring Gratuity: Study Leave: Pension Scheme: Early separation scheme: Family Benefit scheme: Shabas: (1934) (1937) (1945) (1983) (1995) (2001) (2003)

Values of Tata Steel: Trusteeship Integrity Respect of the Individual Credibility Excellence

Vision of TATA Steel:

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We aspire to be the global steel industry benchmark for value Creation and Corporate Citizenship. We make difference through: Our people, by fostering team work, nurturing talent, enhancing leadership capability and acting with pace, pride and passion. Our offer, by becoming the supplier of choice, delivering premium products and services, and creating value with our customers. Our innovative approach, by developing leading solution in technology, processes and products. Our conduct, by providing a safe working place respecting the environment, caring for our communities and demonstrating high ethical standard. Mission of Tata Steel: To improve the quality of life in India through leadership sectors of national economic significance to which the group can bring unique set of capabilities. Quality Policy of TATA Steel: Consistent with the group purpose, Tata Steel shall constantly strive to improve the quality of life of the communities it serves through excellence in all facets of its activities. We are committed to create value for all our stakeholders by continually improving our systems and process through innovation, involving all our employees. This policy shall form the basis of establishing and reviewing the Quality Objectives and shall be communicated across the organization. This policy will be reviewed to align with business direction and to comply with all the requirements of the Quality Management Standard. Human Resource policy of TATA Steel: Tata Steel recognizes that its people are the primary source of its competitiveness. It is committed to equal employment opportunities for attracting the best available talent and ensuring a cosmopolitan workforce. It will pursue management practices designed to enrich the quality of
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life of its employees, develop their potential and maximize their productivity. It will aim an ensuring transparency, fairness and equity in all its dealing with its employees. Tata Steel will strive continuously to foster a climate of openness, mutual trust and teamwork. Corporate social responsibility &accountability policy of TATA Steel: Tata Steel believes that the primary purpose of a business is to improve the quality of life of people. Tata Steel shall voluntary its resources to the extent it can reasonably afford, to sustain and improve healthy and prosperous environment and to improve the quality of life of the employees and the communities is serves. Tata Steel shall conduct its business ever mindful of its social accountability, respecting applicable laws and with regard for human dignity. Tata steel shall positively impact and influence its partners in fostering a sense of social commitment for their stakeholder. Safety &occupational health policy of TATA Steel: Tata Steels safety and occupational health responsibilities and driven by our commitment to ensure zero harm to people we work with and society at large and integral to the way we do business. Our fundamentals belief is that all injuries can be prevented. This responsibility starts with each one of us. We will identify, assess and manage our S&O hazard/risks. We will regularly monitor, review the progress and report. We will ensure WILL and SKILL t

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Profile of Jharia division:

Jharia division comprises of 5 collieries. Spread over 5507 acres of leasehold areas in two locations 20km apart viz. Sijua and Jamadoba having, Proven reserves 141 Million Tones Extractable reserves 24 Million Tones (Up to 9 seam in jamadoba & 9A seam in Sijua)

JHARIA DIVISION

Jamadoba Group

Sijua Group

Jamadoba Colliery Bhelatand Colliery Digwadih Colliery Sijua Colliery 6 & 7 Pit Colliery 13

BCPP JCPP

ORGANISATION CHART OF JHARIYA DIVISION:

HEAHEAD, ADM. HEAD, A/C GM HEAD, PLNG REGIONAL GEOLOGIST CHIEF, JMB GR. CHIEF, HR/IR CHIEF, ENG. SER MANAGER ITS

DGM

SR. MGR MGR. ENV.

HEAD DIG. COLLY

HEAD BHLTD. A.COLL Y HEAD SJA. COLLY.

SR. MGR HR CENTR

HEAD ENGG SR.MG R POWER HEAD W/SHO P SERV. HEAD ENG.SE RV. JMB HEAD ENG.SE RV. SJA

HEAD 6&7 PITS

SR.MG R. TRAINI NG SR. MGR HR/IR JMB.

HEAD JMB. COLLY.

HEAD BCPP NEW COAL BLOCK S,S&T, COAL BED METHA NE

HEAD JCPP

SR. MGR,H R/IR 14 SJA.GR.

Strategies adopted in TATA Steel

Search for new customers Rightsizing through re-engineering, innovations & Multiskilling Improve working environment Pocket Mechanization as per our needs & suitable to our conditions like, SDLs Road headers Roof bolting Transport network Strategies adopted (continue..) Improve skill level of employees through specialized skill enhancement training Programmes. Create bench strength of critical categories for future requirement (Over man, Mining Sirdars, Electromech, SDL Operators, SDL Crew, etc

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Introduction of Sijua colliery:

Sijua is a conventional mining. It comes under Jharia division.

CATEGEORY OF EMPLOYEE

PIECE-RATED

TIME-RATED

DAILY-RATED

MONTHLY-RATED

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Manpower in Sijua Colliery:

1255

Production target Sijua colliery: 1230 tones per day Nature of colliery: - underground mining Designation of manpower: - 67

Training and development:

Training and development is a subsystem of an organization. It ensures that randomness is reduced and learning or behavioral change takes place in structured format. Traditional and modern approach of training and development: Traditional Approach Most of the organizations before never used to believe in training. They were holding the traditional view that managers are born and not made. There were also some views that training is a very costly affair and not worth. Organizations used to believe more in executive pinching. But now the scenario seems to be changing. The modern approach of training and development is that Indian Organizations have realized the importance of corporate training. Training is now considered as more of retention tool than a cost. The training system in Indian Industry has been changed to create a smarter workforce and yield the best results Training and development objectives: The principal objective of training and development division is to make sure the availability of a skilled and willing workforce to an organization. In addition to that, there are four other objectives: Individual, Organizational, Functional, and Societal. Individual Objectives help employees in achieving their personal goals, which in turn, enhances the individual contribution to an organization.
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Organizational Objectives assist the organization with its primary objective by bringing individual effectiveness. Functional Objectives maintain the departments contribution at a level suitable to the organizations needs. Societal Objectives ensure that an organization is ethically and socially responsible to the needs and challenges of the society.

Importance of Training and 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 inter-team collaborations. It helps in inculcating the zeal to learn within the employees. Organization 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.
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Organization 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 and 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. Image Training and Development helps in creating a better corporate image. Profitability Training and Development leads to improved profitability and more positive attitudes towards profit orientation. Training and Development aids in organizational development i.e. Organization gets more effective decision making and problem solving. It helps in understanding and carrying out organizational policies

Training and Development helps in developing leadership skills, motivation, loyalty, better attitudes, and other aspects that successful workers and managers usually display. Importance of Training Objectives: Training objectives are one of the most important parts of training program. While some people think of training objective as a waste of valuable time. The counterargument here is that resources are always limited and the training objectives actually lead the design of training. It provides the clear guidelines and develops the training program in less time because objectives focus specifically on needs. It helps in adhering to a plan.

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Training objective tell the trainee that what is expected out of him at the end of the training program. Training objectives are of great significance from a number of stakeholder perspectives, 1. Trainer 2. Trainee 3. Designer 4. Evaluator Trainer The training objective is also beneficial to trainer because it helps the trainer to measure the progress of trainees and make the required adjustments. Also, trainer comes in a position to establish a relationship between objectives and particular segments of training.

Trainee The training objective is beneficial to the trainee because it helps in reducing the anxiety of the trainee up to some extent. Not knowing anything or going to a place which is unknown creates anxiety that can negatively affect learning. Therefore, it is important to keep the participants aware of the happenings, rather than keeping it surprise. Secondly, it helps in increase in concentration, which is the crucial factor to make the training successful. The objectives create an image of the training program in trainees mind that actually helps in gaining attention. Thirdly, if the goal is set to be challenging and motivating, then the likelihood of achieving those goals is much hig her than the situation in which no goal is set. Therefore, training objectives helps in increasing the probability that the participants will be successful in training. Designer The training objective is beneficial to the training designer because if the designer is aware what is to be achieved in the end then hell buy the training package according to that only. The training designer would then look for the training methods, training equipments, and training content accordingly to achieve those objectives. Furthermore, planning always helps in
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dealing effectively in an unexpected situation. Consider an example; the objective of one training program is to deal effectively with customers to increase the sales. Since the objective is known, the designer will design a training program that will include ways to improve the interpersonal skills, such as verbal and non verbal language, dealing in unexpected situation i.e. when there is a defect in a product or when a customer is angry. Therefore, without any guidance, the training may not be designed appropriately.

Evaluator It becomes easy for the training evaluator to measure the progress of the trainees because the objectives define the expected performance of trainees. Training objective is an important to tool to judge the performance of participants.

Models of Training: Training is a sub-system of the organization because the departments such as, marketing & sales, HR, production, finance, etc depends on training for its survival. Training is a transforming process that requires some input and in turn it produces output in the form of knowledge, skills, and attitudes (KSAs). The training system A System is a combination of things or parts that must work together to perform a particular function. An organization is a system and training is a sub system of the organization. The System Approach views training as a sub system of an organization. System Approach can be used to examine broad issues like objectives, functions, and aim. It establishes a logical relationship between the sequential stages in the process of training need analysis (TNA), formulating, delivering, and evaluating. There are 4 necessary inputs i.e. technology, man, material, time required in every system to produce products or services. And every system must have some output from these inputs in order to survive. The output can be tangible or intangible depending upon the organizations requirement. A system approach to training is planned creation of training program. This approach uses step-by-step procedures to solve the problems.
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Under systematic approach, training is undertaken on planned basis. Out of this planned effort, one such basic model of five steps is system model that is explained below. Organization are working in open environment i.e. there are some internal and external forces, that poses threats and opportunities, therefore, trainers need to be aware of these forces which may impact on the content, form, and conduct of the training efforts. The internal forces are the various demands of the organization for a better learning environment; need to be up to date with the latest technologies.

The three model of training are: 1. System Model 2. Instructional System Development Model 3. Transitional model 1:Systematic Model Training The system model consists of five phases and should be repeated on a regular basis to make further improvements. The training should achieve the purpose of helping employee to perform their work to required standards. The steps involved in System Model of training are as follows: 1. Analyze and identify the training needs i.e. to analyze the department, job, employees requirement, who needs training, what do they need to learn, estimating training cost, etc The next step is to develop a performance measure on the basis of which actual performance would be evaluated. 2. Design and provide training to meet identified needs. This step requires developing objectives of training, identifying 3. Develop- This phase requires listing the activities in the training program that will assist the participants to learn, selecting delivery method, examining the training material, validating information to be imparted to make sure it accomplishes all the goals & objectives.
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4. Implementing is the hardest part of the system because one wrong step can lead to the failure of whole training program. 5. Evaluating each phase so as to make sure it has achieved its aim in terms of subsequent work performance. Making necessary amendments to any of the previous stage in order to remedy or improve failure practices.

The learning steps, sequencing and structuring the contents.

2: Instructional System Development Model (ISD) Model Instructional System Development model or ISD training model was made to answer the training problems. This model is widely used now-a-days in the organization because it is concerned with the training need on the job performance. Training objectives are defined on the basis of job responsibilities and job description and on the basis of the defined objectives individual progress

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is measured. This model also helps in determining and developing the favorable strategies, sequencing the content, and delivering media for the types of training objectives to be achieved. The Instructional System Development model comprises of five stages: 1. Analysis This phase consist of training need assessment, job analysis, and target audience analysis. 2. Planning This phase consist of setting goal of the learning outcome, instructional objectives that measures behavior of a participant after the training, types of training material, media selection, methods of evaluating the trainee, trainer and the training program, strategies to impart knowledge i.e. selection of content, sequencing of content, etc.

3. Development This phase translates design decisions into training material. It consists of developing course material for the trainer including handouts, workbooks, visual aids, demonstration props, etc, course material for the trainee including handouts of summary.

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4. Execution This phase focuses on logistical arrangements, such as arranging speakers, equipments, benches, podium, food facilities, cooling, lighting, parking, and other training accessories. 5. Evaluation The purpose of this phase is to make sure that the training program has achieved its aim in terms of subsequent work performance. This phase consists of identifying strengths and weaknesses and making necessary amendments to any of the previous stage in order to remedy or improve failure practices. The ISD model is a continuous process that lasts throughout the training program. It also highlights that feedback is an important phase throughout the entire training program. In this model, the output of one phase is an input to the next phase.

3: Transitional Model

Transitional model focuses on the organization as a whole. The outer loop describes the vision, mission and values of the organization on the basis of which training model i.e. inner loop is executed.

Vision focuses on the milestones that the organization would like to achieve after the defined point of time. A vision statement tells that where the organization sees itself few years down the line. A vision may include setting a role mode, or bringing some internal transformation, or may be promising to meet some other deadlines. Mission explain the reason of organizational existence. It identifies the position in the community. The reason of developing a mission statement is to motivate, inspire, and inform the employees regarding the organization. The mission statement tells about the identity that how the organization would like to be viewed by the customers, employees, and all other stakeholders.

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Values is the translation of vision and mission into communicable ideals. It reflects the deeply held values of the organization and is independent of current industry environment. For example, values may include social responsibility, excellent customer service, etc.

The mission, vision, and values precede the objective in the inner loop. This model considers the organization as a whole. The objective is formulated keeping these three things in mind and then the training model is further implemented. Methods of Training There are various methods of training, which can be divided in to cognitive and behavioral methods. Trainers need to understand the pros and cons of each method, also its impact on trainees keeping their background and skills in mind before giving training.

Cognitive methods are more of giving theoretical training to the trainees. The various methods under Cognitive approach provide the rules for how to do something, written or verbal information, demonstrate relationships among concepts, etc. These methods are associated with changes in knowledge and attitude by stimulating learning. The various methods that come under Cognitive approach are: Lectures Demonstrations Discussions Computer based training (Cbt) Intelligent tutorial system(its) Programmed instruction Virtual reality
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Behavioral methods are more of giving practical training to the trainees. The various methods under Behavioral approach allow the trainee to behavior in a real fashion. These methods are best used for skill development. The various methods that come under Behavioral approach are: Games and simulation Behavior-modeling Business games Case studies Equipment stimulators In-basket technique Role plays

Both the methods can be used effectively to change attitudes, but through different means.

Another method is management development method

The more future oriented method and more concerned with education of the employees. To become a better performer by education implies that management development activities attempt to instill sound reasoning processes. Management development method is further divided into two parts: 1:-on the job training
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The development of a manager's abilities can take place on the job. The four techniques for on the job development are: Coaching Mentoring Job rotation Job instruction technique (Jit)

2:-off the job training There are many management development techniques that an employee can take in off the job. The few popular methods are: Sensitivity training Transactional analysis Straight lectures/ lectures Simulation exercises Case study Off the job training

1:-Sensitivity Training Sensitivity training is about making people understand about themselves and others reasonably, which is done by developing in them social sensitivity and behavioral flexibility. Social sensitivity in one word is empathy. It is ability of an individual to sense what others feel and think from their own point of view. Behavioral flexibility is ability to behave suitably in light of understanding. Procedure of Sensitivity Training
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Sensitivity Training Program requires three steps: Unfreezing the old values It requires that the trainees become aware of the inadequacy of the old values. This can be done when the trainee faces dilemma in which his old values is not able to provide proper guidance. The first step consists of a small procedure: An unstructured group of 10-15 people is formed. Unstructured group without any objective looks to the trainer for its guidance But the trainer refuses to provide guidance and assume leadership Soon, the trainees are motivated to resolve the uncertainty Then, they try to form some hierarchy. Some try assuming leadership role which may not be liked by other trainees Then, they started realizing that what they desire to do and realize the alternative ways of dealing with the situation Procedure of Sensitivity Training

Development of new values With the trainers support, trainees begin to examine their interpersonal behavior and giving each other feedback. The reasoning of the feedbacks are discussed which motivates trainees to experiment with range of new behaviors and values. This process constitutes the second step in the change process of the development of these values.

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Refreezing the new ones This step depends upon how much opportunity the trainees get to practice their new behaviors and values at their work place. 2:-Transactional Analysis Transactional Analysis provides trainees with a realistic and useful method for analyzing and understanding the behavior of others. In every social interaction, there is a motivation provided by one person and a reaction to that motivation given by another person. This motivation reaction relationship between two persons is a transaction. Transactional analysis can be done by the ego states of an individual. An ego state is a system of feelings accompanied by a related set of behaviors. There are basically three ego states:

Child: It is a collection of recordings in the brain of an individual of behaviors, attitudes, and impulses which come to her naturally from her own understanding as a child. The characteristics of this ego are to be spontaneous, intense, unconfident, reliant, probing, anxious, etc. Verbal clues that a person is operating from its child state are the use of words like "I guess", "I suppose", etc. and non verbal clues like, giggling, coyness, silent, attention seeking etc. Parent: It is a collection of recordings in the brain of an individual of behaviors, attitudes, and impulses imposed on her in her childhood from various sources such as, social, parents, friends, etc. The characteristics of this ego are to be overprotective, isolated, rigid, bossy, etc. Verbal clues that a person is operating from its parent states are the use of words like, always, should, never, etc and non-verbal clues such as, raising eyebrows, pointing an accusing finger at somebody, etc.

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Adult: It is a collection of reality testing, rational behavior, decision making, etc. A person in this ego state verifies, updates the data which she has received from the other two states. It is a shift from the taught and felt concepts to tested concepts. All of us evoke behavior from one ego state which is responded to by the other person from any of these three states. Training Evaluation The process of examining a training program is called training evaluation. Training evaluation checks whether training has had the desired effect. Training evaluation ensures that whether candidates are able to implement their learning in their respective workplaces, or to the regular work routines. Purposes of Training Evaluation The five main purposes of training evaluation are: Feedback: It helps in giving feedback to the candidates by defining the objectives and linking it to learning outcomes. Research: It helps in ascertaining the relationship between acquired knowledge, transfer of knowledge at the work place, and training.

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Control: It helps in controlling the training program because if the training is not effective, then it can be dealt with accordingly. Power games: At times, the top management (higher authoritative employee) uses the evaluative data to manipulate it for their own benefits. Intervention: It helps in determining that whether the actual outcomes are aligned with the expected outcomes. Process of Training Evaluation: Before Training: The learner's skills and knowledge are assessed before the training program. During the start of training, candidates generally perceive it as a waste of resources because at most of the times candidates are unaware of the objectives and learning outcomes of the program. Once aware, they are asked to give their opinions on the methods used and whether those methods confirm to the candidates preferences and learning style. During Training: It is the phase at which instruction is started. This phase usually consist of short tests at regular intervals.
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After Training: It is the phase when learners skills and knowledge are assessed again to measure the effectiveness of the training. This phase is designed to determine whether training has had the desired effect at individual department and organizational levels. There are various evaluation techniques for this phase. Techniques of Evaluation The various methods of training evaluation are: Observation Questionnaire Interview Self diaries Self recording of specific incidents

Role of Organization in Training and Development An organization has a very close relationship with the trainee and the trainer because it is the first contact for both. The demand for the training in the organization increases when the organization wants: To hire new people training as a means of training new recruits To Expand When the company wants to increase its headcount To increase certain number of staff (in position) by a certain date To enhance the performance of employees Organization's name to be a part of training unit Demand for Training also increases when there is change in the nature of job, change in taste of consumer, change in methods of product development, etc. The organization goes through the following steps for the transfer of training to the field.
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But the problem arises when the organization outsource the training process. In this situation the organization assumes that the trainer must be aware of the type of training need s of the participants and their organization and their content will meet those needs. This leads to failure of the program, which results in collusion. Therefore, it's a foremost duty of the organization to make the trainer and their organization aware of their culture, climate, responsibilities of organization, etc.

Figure 1

Need for training After employees have been selected for various positions in an organizations training them for the specific tasks in which they have been assigned assumes great importance. It is true in many organizations that before an employee is fitted into a harmonious working relationship with other employees,, he is given adequate training. Training is the act of increasing the knowledge and skills of an employee for performing a particular job. The major outcome of training is learning. A trainee learns new habits, refined skills and useful knowledge during the training that helps him improve performance. Training enables an employee to do his present job more efficiently and prepare himself for a higher level job. The essential features of training may be stated thus:

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Features of training (1) Increases knowledge and skills for doing a particular job; it bridges the gap between job needs and employees skills, knowledge and behaviors. 2) Focuses attention on the current job specific and addresses particular performance deficits or problems. 3) Concentrate on individual employees changing what employers know, how they work, attitudes toward their work or their interactions with their co-workers or supervisors. 4) Tends to be more narrowly focused and oriented toward short term performance concerns. Training is needed to serve the following purpose: 1) Newly recruited employees require training so as to perform their tasks effectively. Instructions guidance and coaching help them to handle jobs competently without any wastage. 2) Training is necessary to prepare existing employees for higher level jobs (promotion). 3) Existing employees require refresher training so as to keep abreast of the latest development in job operations. In the face to rapid technological changes, this is an absolute necessity. 4) Training is necessary when a person moves from one job to another (transfer). After training the employee can change job quickly improve his performance levels and achieve career goals comfortably. 5) Training is necessary to make employees mobile and versatile. They an be placed on various jobs depending on organizational needs. 6) Training is needed to bridge the gap between what the employees have and what the job demands. Training is needed to make employees more productive and useful in the long. 7) Training is needed for employees to again acceptance from peers (learning a job quickly and being able to pull their weight is one of the best ways for them to gain acceptance.

35

Training often has been referred to as teaching specific skills and behavior. Examples of training are learning to fire a rifle to shoot foul shots in basketball and to type. It is usually reserved for people who have to be brought up to performing level in some specific skills. The skills are almost always behavioral and distinct from conceptual or intellectual. Development in contrast is considered to be more general than training and more oriented to individual needs in addition to organizational needs and it is most often aimed toward management people. There is more theory involved with such education and hence les concern with specific behavior than is the case with training. Usually the intent of development is to provide knowledge and understanding that wile enable people to carry out non technical organizational functions more effectively such a problems solving, decision making and relating to people. Thus, training is meant for operatives and development is meant for managers. Training tries to improve a specific skill relating to a job whereas development aims to improving the total Personality of an individual, Training is a one shot deal; whereas development is an ongoing continuous process. The scope of training is on individuals employees, whereas the scope of development is on the entire work group or the organizations. Training is mostly the result of initiatives taken by management. It is the result of some outside motivation. Development is mostly the result of internal motivation. Training seeks to meet the current requirements of the job and the individual whereas development aims at meting the future needs of the job and the individual In other words; training is a reactive process whereas development is a proactive process. Development is future oriented training.

36

Training procedure in TATA Steel:

IDENTIFICATION OF POSITION/ DESIGNATION BY THE DEPT.

TNS PREPARED BY DEPT HEAD/TRG INCHARGE TO IDENTIFY THE SKILL SET REQUIRED

MAPPING OF INDIVIDUAL SKILL ON 4Q MODEL OF SKILL ASSESSMENT

RETURN OF FILLED UP FEED BACK FORMS BY THE DEPT. TO PTI AFTER 15 DAYS.

SKILL GAP IDENTIFICATION BY DEPT HEAD/TRG INCHARGE RETRAININ G REQUIRED YES ANNUAL TRAINING PLAN PREPARED BY THE DEPT HEAD/TRG INCHARGE

DEPT FEED BACK FORMS SENT TO THE RESPECTIVE DEPT. AFTER COMPLETION OF TRAINING

NO

MODULES & AT A GLANCE TRG. PROGRAM PREPARED BY SR MANAGER TRG. IDENTIFICATION OF EMPLOYEES FOR TRG.BY DEPT. HEAD/TRG. INCHARGE

END

POST TEST

TRAINING IMPARTED

PRE TEST

SENT TO PTI FOR TRAINING

NOMINATION BY THE DEPT HEAD

37

Training as seen in TATA Steel Collieries

Training is a futuristic activity preparing young men & women today to take on responsibilities at later stage .The mismatch of time frame when men for tomorrow are prepared today makes trainees a little apprehensive about present learning & its utility in future. The lack of prior exposure to Collieries operations with its complicacies & hazards & commitment of Senior /junior officers &Supervisors to meet production targets makes the process of learning difficult & collection of information & painful experience for the trainees. To overcome this drawback they have adopted a strategy which believes that the only real learning is self learning This new age learning has been symbolized by geodesic sphere which does not Insist on uniformity of process, but talks about a multi path environment of learning. Aim to produce look alike carbon copies but to invoke the unique energy & gift of each individual. Impart a body of useful knowledge to a learner but provides an occasion for learner to develop a creative & interactive relationship with a body of knowledge .

38

Objective of the study

Imparting Training depending upon the Departmental need Providing expertise solution to technical Problems in the department. Promote change. Bridging the skill gap of employees assess Under 4Q (Phase 1 and Phase 2). Skill development for contractor workers. Encourage innovation & knowledge sharing

Since Jharia being a coal field area the different employees working in five of its collieries (under Tisco group) here are given a number of training according to their job demands the most common among them includes the various operations done in mines like stowing procedures ,track laying practices, roof bolting practices etc. .In this area much importance is given on training needs. Nowadays much stress is being laid on Computer literacy programs for the employees, other than that stress is also being given on TPM (Total Productivity Management) &TOC programs too. The employees of Jharia division are also sent for attending the different training program at Gandhi Labor Foundation Bali panda, Purl. About 100 employees and 25 non employees are sent to purl every year.

Methodology of Imparting Training

39

Classroom training /Theoretical inputs through lectures OHPs /LCDs/Videocassettes /CDS/PCS

Hand on training /Practical training on training shop Hands on practice on PCS On job training with the help of mentors.

Types of Training in TATA Steel Collieries 1. Statutory Requirements as per MVT Rules 1966 Basic training to all the persons who are going to be employed in a mine. 2. Refresher training to all persons employed in a mine at least Once in five years. Hence 20% of people have to be given Refresher training every year 3. Initial training whenever changes of job takes place. 4. First Aid Refresher Training to all the persons having First Aid Certificate at least once in 2 Years. Hence 50 % of such persons have to be covered every year. 5.Gas Testing Refresher training to all the persons having Gas Testing Certificate at least once in a year i.e. all 100% of such persons are to be covered every year. 6. Special Refresher Training to be imparted to some special categories like, support gang, Persons handling Explosives etc. 7. Reorientation training to persons injured 2. Skill Development Training Programs A. Mining Courses Roof Strata & Support System Track laying practices
40

Knowledge on ventilation Underground stowing practices Roof bolting practices Training for persons handling explosives Training for short-firers Training for Banks man / on setter Training for M.S. crews Training for SDL crews

B. Engineering courses (35 modules) Measuring tools and tackles Leveling, alignment & adjustment Hydraulic & hydraulic equipment Engineering drawing Calculation, limit, fit & tolerance Lubrication system Haulage & hoist Conveyors ( Belts & chains) Pumps Winders Gear & gear boxes
41

Wire rope & rope splicing Rolling contact bearing Mechanical power transmission Valves Induction motor Transformer Switchgears FLP & Intrinsically safe equipment Measuring instruments (elec.) Interpretation of elect. Circuit Electrical cables Overhead lines Lead acid battery Electrical Ear thing and shock Drill machine and panel Indian Electricity Rule Relays

3. General Programs Quality Awareness programs

42

EMS awareness programs Quality Circle operation Program on Health & hygiene AIDS awareness program Module on Code of Conduct Module on TBEM Computer Training on MS Word , MS Excel & MS Access

4. Safety related Special programs Training program me for Workmens Inspectors Safety Management for Supervisors (DU PONT Safety Management Fundamentals Training program me for Safety Committee Members Safe Material Handling practices Safe Welding practices Fire fighting

5. Special initiatives Preparing people for the change and align with the future needs of the organization, Power of Positive Thinking & Stress Management Change Management program me Employees awareness program me
43

III. Developmental Training Preparing people to for taking care of future requirements of the Organization by acquiring statutory certificates. Identifying and training persons for Mining Sirdarship Examination Identifying suitable persons and training them for Overmanship Examination. Training for Wireman permit Examination Training for Elect. Supervisor Competency Exam Training for First-Aid certificate Training for Gas Testing Certificate Evening classes for employees in various modules to enhance their knowledge/skill and pass trade tests. Management appreciation programmed for IL-5 Officers and new recruits. Supervisory development program based on feedback.

44

Training system, TATA Steel Jharia division

Training Procedure There are a series of procedures followed during the training procedures which include; Training Need Survey- the very first thing is to find out whether there is any need of training in the department? A survey is done within the department to find out the number of people who would be doing the training & the kind of training they require. On the basis of that training needs are identified. Training Plan With the identification of training needs the respective departments structure a training plan & then it is send to PTI (Professional Training Institute) for further processing? Annual Training Plan- on the basis of plan sent to PTI for training an annual training plan is prepared by PTI .Along with the training plan it the institute makes up the various training modules required by the trainees during their course of training .These training Modules prepared by the instructors are then approved by personnel who do expertise in those fields who maybe from within as well as outside the company. It is on the basis of the approval and making necessary corrections if required a training calendar is prepared by the PTI & it is sent to the respective departments.

45

Nomination of participants for the training Participants who would be attending the training are chosen by the department officials for they have a better knowledge of who is in need of that
training &the kind of training

them require. Then a fixed number of employees are allowed to

attend the training.

Training imparted The views of the participants are first taken to Clarify their needs from the training & followed by a pre test which gives the trainer an idea as to where things are to be worked out .A classroom as well as practical training is imparted to the participants during the training period which lasts for a short duration. In classroom training the participants are given enough freedom to clarify their doubts about the subject or operation on which training is being given. After completion of training a post test (both theoretical& practical ) is held to find out the immediate developments in participants .After that a participant feedback is taken to get an idea about what the participants have to say about the training session. Then they are sent back to the department to carry on with their work.

Department Feedback- After 15 days a department feedback is sent from the department to PTI with information about the participants improvement .The forms are first collected & clarified .Then they are sent to back department & the information collected is compiled & on the basis of information collected Training effectiveness is calculated.

Training is a cornerstone of sound management for it makes employees more effective &productive. But once the training is imparted our job does not end over there the department has to check whether the main purpose has been served or not .So it is very much essential to get an idea about the training effectiveness.

46

Research methodology
RESEARCH METHODOLOGY is a way to systemically solve the research problem. It may be understood as a science of studying how research is done. and it to study the various steps that are generally adopted by a researcher in studying his research problem it is necessary for the researcher to design the methodology form the problem as a method differ from problemproblem. Research methodology is a way to solve research problem along with the logic behind them. Thus when we talk of the research methodology we not only take of research method but also context of our research study and explain why we are using a particular method or techniques and why we are not using other so that research result are capable of being evaluated either by the researchers himself or by others. Research methodology means the method carried out to study the problem. It shows the type of the sample design used, its size and the procedure used to dew sample. The extent of precision achieved and the method used for handling any special problem during the course of the study.

Sample technique:47

There are many types of sampling: Random sampling Cluster sampling Quota sampling Stratified sampling

We use sampling method is:Stratified sampling: - stratified sampling means we convert heterogeneous to homogeneous. Means firstly we divide all employees in two groups: Workers Supervisor Random sampling:-random sampling means we choose randomly any

workers/supervisor.

Technique for dada collection: There are mainly two types of data collection:

Primary data Secondary data

Technique of data collection

Primary data

48

Secondary data

Interview method Observation method Questionnaire method

library reference Book reference Old record

Primary data:-primary data means when researcher first time collects data then this type of data is called primary dada. Secondary data: - secondary data means when researcher takes any old recorded data in any magazine, book, etc. this type of data is called secondary data. Means data is already available is called secondary data.

We use method of data collection:Interview method:-The necessary information has been gathered by interviewing the employees at their work place.

Data Analisis Sample Plan - Question ------ 41 Supervisor------30 Workers-------- 100 Total------------ 130

QUESTIONS AND RESPONSES WITH GRAPHS:

Question 1):-training procedure/process is simple and understandable in our organization. 49

WORKERS SUPERVISOR S

100 30

RESPONSE:
RESPONSE WORKERS SUPERVISIO RS

Strongly disagree 0 0

Disagree 0 0

Cant say 0 0

Agree 52 15

Strongly agree 48 15

Analysis: According to the above graph we see that 48% workers and 50% supervisors are agree and 30% workers and 27% supervisors are strongly agree but 22% workers and 23% Supervisors are Disagree. It means Training procedure of TATA Steel is understandable.

Question 2):-I am able to understand the trainer during training classes. WORKERS 100 SUPERVISOR 30 S
50

RESPONSE: RESPONSE WORKERS SUPERVISIO RS Strongly disagree 0 0 Disagree 12 5 Cant say 0 0 Agree 40 15 Strongly agree 48 10

Analysis: From the above graph we see that 40% workers and 50% supervisor are agree and 48% workers and 30% supervisor are strongly agree that I am able to understand the trainer during training classes. It Means training classes faculty is good.

Question 3):-I am aware of training System of Tata steel. WORKERS 100 SUPERVISOR 30 S

51

RESPONSE: RESPONSE WORKERS SUPERVISIO RS Strongly disagree 0 0 Disagree 28 4 Cant say 4 0 Agree 40 18 Strongly agree 28 8

Analysis: According to the above graph we see that 40% workers and 60% supervisor are agree and 28% workers and 3% supervisor are Strongly agree that I am aware of training System of Tata steel. But 28% workers and 13% supervisor are not satisfied that I am aware of training System of Tata steel.

Question 4):-Ample resources/training equipment is available during the training classes. WORKERS 100 SUPERVISOR 30 S

52

RESPONSE: RESPONSE WORKERS SUPERVISIO RS Strongly disagree 0 0 Disagree 22 8 Cant say 0 0 Agree 48 18 Strongly agree 30 4

Analysis: According to the above graph we see that 48% workers and 60% supervisor are agree and 30% workers and 13% supervisor are strongly agree that ample resources/ equipment is available during the training classes.

Question 5):-I am satisfied with the present procedure to select the Employee for training.
53

WORKERS 100 SUPERVISOR 30 S RESPONSE: RESPONSE WORKERS SUPERVISIO RS Strongly disagree 0 0 Disagree 15 8 Cant say 12 0 Agree 40 12 Strongly agree 33 10

Analysis: According to the above graph we see that 40% workers and 40% supervisor a agree and 33% workers and 32% supervisor are strongly agree that I am satisfied with the present procedure to select the Employee for training.

Question 6):-The training conducted by the training centre (PTI and VTC) meets my on the job requirements.
54

WORKERS SUPERVISOR S

100 30

RESPONSE: RESPONSE WORKERS SUPERVISIO RS Strongly disagree 0 0 Disagree 33 10 Cant say 9 3 Agree 40 12 Strongly agree 18 5

Analysis: From the above graph we see that 40% workers and 40% supervisor agreed and 18% workers and 19% supervisor are strongly agree but 33% workers and 30% supervisor are Disagree that the training conducted by the training centre (PTI and VTC) meets my on the job requirements.

Question 7):-Training has improved my departmental performance.

55

WORKERS SUPERVISOR S

100 30

RESPONSE: RESPONSE WORKERS SUPERVISIO RS Strongly disagree 0 0 Disagree 19 12 Cant say 8 0 Agree 40 15 Strongly agree 33 3

Analysis: According to the above graph we see that 40% workers and 50% supervisor agreed and 33% workers and 10% supervisor are strongly agree but 19% workers and 40% supervisor are disagree that Training has improved my departmental performance. It means training is applicable to improved departmental performance.

Question 8):-Training program helps to satisfy your customer (improve product quality).
56

WORKERS 100 SUPERVISOR 30 S RESPONSE: RESPONSE WORKERS SUPERVISIO RS Strongly disagree 0 0 Disagree 20 5 Cant say 8 0 Agree 52 15 Strongly agree 20 10

Analysis: From the above graph we see that 52% workers and 50% supervisor agreed and 20% workers and 33% supervisor are strongly agree but 20% workers and 19% supervisor are disagree that Training program helps to satisfy our customer (improve product quality). It means training improves quality and your quality will good then customer will also satisfied.

57

Question 9):- The faculties which impart training are capable in their respective fields. WORKERS 100 SUPERVISOR 30 S

RESPONSE: RESPONSE WORKERS SUPERVISIO RS Strongly disagree 0 0 Disagree 33 9 Cant say 6 0 Agree 41 14 Strongly agree 20 7

Analysis: According to the above graph we see that 41% workers and 46% supervisor agreed and 20% workers and 21% supervisor are strongly agree but 33% workers and 30% supervisor are disagree that the faculties which impart training are capable in their respective fields. It shows that the faculties are capable in their respective fields.
58

Question 10):-Training is the best method to develop competency amongst the employees.
WORKERS SUPERVISOR S

100 30

RESPONSE:
RESPONSE WORKERS SUPERVISIOR S

Strongly disagree 0 0

Disagree 24 4

Cant say 6 0

Agree 50 16

Strongly agree 20 10

Analysis: According to the above graph we see that 50% workers and 51% supervisor agreed and 20% workers and 33% supervisor are strongly agree but 24% workers and 11% supervisor are disagree that Training is the best method to develop competency amongst the employees. It means training is also important for competency in employees.
59

Question 11):-Even if you are not imparted any formal training, you can still work along with

trained people to improve your efficiency.

WORKERS SUPERVISOR S

100 30

RESPONSE:
RESPONSE WORKERS SUPERVISIOR S

Strongly disagree 26 6

Disagree 50 20

Cant say 0 4

Agree 20 5

Strongly agree 0 0

Analysis: According to the above graph we see that 50% workers and 68% supervisor are disagree and 26% workers and 20% supervisor are strongly disagree only 20% workers and 16% supervisor are agree that Even if we are not imparted any formal training, we cant still work along with trained people to improve our efficiency.
60

Question 12):-Training is nothing but wastage of time.

WORKERS SUPERVISOR S

100 30

RESPONSE:
RESPONSE WORKERS SUPERVISIOR S

Strongly disagree 38 19

Disagree 53 9

Cant say 0 0

Agree 9 2

Strongly agree 0 0

Analysis: According to the above graph we see that 53% workers and 30% supervisor are disagree and 38% workers and 60% supervisor are strongly disagree only 9% workers and 6% supervisor are agree that Training is nothing but wastage of time.
61

Question 13):-The training program is conducted at the appropriate period during your job career.
WORKERS SUPERVISOR S

100 30

RESPONSE:
RESPONSE WORKERS SUPERVISIOR S

Strongly disagree 0 0

Disagree 23 8

Cant say 12 2

Agree 60 20

Strongly agree 5 0

62

Analysis: From the above graph we see that 60% workers and 62% Supervisor agreed but only 23% workers and 26% supervisor are disagree that the training program is conducted at the appropriate period during our job career.

Question 14):-The department gives me chance to learn from failure/mistake.

WORKERS SUPERVISOR S

100 30

RESPONSE:
RESPONSE WORKERS SUPERVISIOR S

Strongly disagree 0 0

Disagree 16 4

Cant say 4 1

Agree 50 20

Strongly agree 30 6

63

Analysis: According to the above graph we see that 50% workers and 62%
Supervisor agreed and 30% workers and 20% supervisor are strongly only 16% workers and 13% supervisor are disagree that The department gives me chance to learn

from failure/mistake.
Question 15):- I receive detailed and constructive feedback towards improving your work.
WORKERS SUPERVISOR S

100 30

RESPONSE:
RESPONSE WORKERS SUPERVISIOR S

Strongly disagree 7 0

Disagree 48 12

Cant say 15 6

Agree 30 8

Strongly agree 0 4

64

Analysis: According to the above graph we see that 48% workers and 40% supervisor are disagree and 7% workers are strongly disagree only 30% workers and 26% supervisor are agree that I receive detailed and constructive feedback towards improving our work.

Question 16):- Special training program is held in your department to upgrade my skill and

expertise.
WORKERS SUPERVISOR S

100 30

RESPONSE:
RESPONSE WORKERS SUPERVISIOR S

Strongly disagree 0 0

Disagree 24 5

Cant say 4 0

Agree 62 18

Strongly agree 10 7

65

Analysis: According to the above graph we see that 62% workers and 60% supervisor agreed and 10%
workers and 20% supervisor are strongly agree but 24% workers and 16% supervisor are disagree that

Special training program is held in our department to upgrade my skill and expertise.
Question 17):-Training is acted upon timely and appropriate feedback is recorded by the

management for future/retraining when required.

WORKERS SUPERVISOR S

100 30

RESPONSE:
RESPONSE WORKERS SUPERVISIOR S

Strongly disagree 0 0

Disagree 18 7 66

Cant say 07 02

Agree 60 14

Strongly agree 15 7

Analysis: According to the above graph we see that 60% workers and 13%
supervisor agreed and 15% workers and 21% supervisor are strongly agree only 18% workers and 20% supervisor are disagree that Training is acted upon timely and

appropriate feedback is recorded by the management for future/retraining when required.

Yes/no questions:
Question 18):-Do you think that the company present training system is effectively working?
WORKERS SUPERVISOR S

100 30

RESPONSE:RESPONSE WORKERS SUPERVISIOR

YES 79 27

NO 21 3 67

Analysis: According to the above graph we see that 80% workers and 90% supervisors say that the present training system of our company is effective working. Only 21% workers and 10% supervisor are say that the company present training system is not effectively working? It means present training system is effectively working.

Question 19):-Do you think the present system is sufficient for development of the career?
WORKERS SUPERVISOR S

100 30

RESPONSE:RESPONSE WORKERS SUPERVISIOR S

YES 73 18

NO 27 12

68

Analysis: According to the above graph we see that 73% workers and 60% Supervisors agreed and 27% workers and 40% supervisor are not agree that the present system is sufficient for development of the career .

Question 20):-Have you been given higher responsibility or change in the job profile (job

rotation) after completion training?

WORKERS SUPERVISOR S

100 30

RESPONSE:RESPONSE

YES

NO 69

WORKERS SUPERVISIOR S

87 28

13 2

Analysis: According to the above graph 87% workers and 90% supervisors accept that I have been given higher responsibility or change in the job profile (job rotation) after completion training? Only 13% workers and 6% supervisor not accept hat I have been given higher responsibility or change in the job profile (job rotation) after completion training? The majority of accepted is more means workers do work high responsibility after completion training.

Question 21):-Do you feel that trained employees are more effective compared to untrained employees?
WORKERS SUPERVISOR S

100 30

RESPONSE:70

RESPONSE WORKERS SUPERVISIOR S

YES 84 23

NO 16 7

Analysis: According to the above graph we see that 84% Workers and 78% Supervisors agreed but 16% workers and 21% supervisor are not agree that trained employees do more effective work compare to untrained employees.

Question 22):-Do you agree that trained employees have low accidental risk?
WORKERS SUPERVISOR S

100 30

RESPONSE:71

RESPONSE WORKERS SUPERVISIOR S

YES 89 28

NO 11 2

Analysis: According to the above graph we see that 89% Workers and 91% Supervisors agreed but only 11% workers and 9% supervisor are not agree that trained employees have low accidental risk. It means training is the best technique for doing work smoothly and low accident.

Question 23):-Do you think that departments accept your new ideas and findings learnt after

the training?
WORKERS SUPERVISOR S

100 30

RESPONSE:72

RESPONSE WORKERS SUPERVISIOR S

YES 74 27

NO 26 3

Analysis: From the above graph we see that 74% Workers and 90% supervisors agreed only 26% workers and 10% supervisor are not agree that departments accept our new ideas and findings learnt after the training.

Question 24):- Does your trainer listen to your doubts and clarify it during training classes?
WORKERS SUPERVISOR S

100 30

RESPONSE:73

RESPONSE WORKERS SUPERVISIOR S

YES 91 26

NO 9 4

Analysis: According to the above graph we see that 91% Workers and87% Supervisors agreed and only 9% workers and 13% supervisor are not agree that the trainer listen to our doubts and clarify it during training classes.

Question 25):- Are you aware that the effectiveness of training is measured after successful

completion of the training?

WORKERS SUPERVISOR S

100 30

74

RESPONSE:RESPONSE WORKERS SUPERVISIOR S

YES 68 22

NO 32 8

Analysis: According to the above graph we see that 68% workers and 70%
supervisors accepted but 32% workers and 30% supervisor are not agree that I am aware that the effectiveness of training is measured after successful completion of the training.

Question 26):-Do you agree that if the feedback is not satisfactory then the organization give

you chance for re-training?

WORKERS SUPERVISOR S

100 30

75

RESPONSE:RESPONSE WORKERS SUPERVISIOR S

YES 80 24

NO 20 6

Analysis: According to the above graph we see that 80% workers and 80% supervisors accepted but 20% workers and 20% supervisor dont accept that if the feedback is not satisfactory then the organization give you chance for re-training.

Question 27):-Do you think that after theoretical training, the supervisor guidance you with

Full Corporation?
WORKERS SUPERVISOR S

100 30

76

RESPONSE:RESPONSE WORKERS SUPERVISIOR S

YES 86 24

NO 14 6

Analysis: From the above graph we see that 86% workers and 80% supervisors agreed but 14% workers and 20% supervisor are not agree that after theoretical training, the supervisor guidance you with Full Corporation.

Question 28):-Without training could you able to do your present work smoothly?
WORKERS SUPERVISOR S

100 30

RESPONSE:77

RESPONSE WORKERS SUPERVISIOR S

YES 12 2

NO 88 28

Analysis: According to the above graph we see that 88% workers and 91% supervisors dont accept but only 12% workers and 9% supervisor accepted that without training couldnt we able to do our present work smoothly.
78

Question 29):- Do you think that there is free and open communication within you and your

superior?
WORKERS SUPERVISOR S

100 30

RESPONSE:RESPONSE WORKERS SUPERVISIOR S

YES 80 23

NO 20 7

79

Analysis: According to the above graph we can say that 80% workers and 79% supervisors agreed but 20% workers and 21% supervisor are not agree that in during training period there are free and open communication within me and our superior.

Question 30):- Do you think that the training program helped you to improve skill

development at present requirement?

WORKERS SUPERVISOR S

100 30

RESPONSE:RESPONSE WORKERS SUPERVISIOR S

YES 69 21

NO 31 9

80

Analysis: From the above graph we can say that 69% workers and 70% supervisors accepted but 31% workers and 30% supervisor dont accept that the training program helped us to improve skill development at present requirement.

Question 31):-Do you think that sufficient options are provided to use the knowledge gained

during the working area?

WORKERS SUPERVISOR S

100 30

RESPONSE:RESPONSE WORKERS SUPERVISIOR S

YES 66 23

NO 36 7

81

Analysis: According to the above graph we see that 66% workers and 79% supervisors agreed only 34% workers and 21% supervisor are not agree that sufficient options are provided to use the knowledge gained during the working area.

Question 32):- Do you feel any change in yourself after training?

WORKERS SUPERVISOR S

100 30

RESPONSE:RESPONSE WORKERS SUPERVISIOR S

YES 74 22

NO 26 8

82

Analysis: From the above graph we see that 74% workers and 71% supervisors agreed but only 26% workers and 21% supervisor are not agree that us feel any change in yourself after training.

Question 33):- Do you submit any suggestion for making training more effectiveness in

future?
WORKERS SUPERVISOR S

100 30

RESPONSE:RESPONSE WORKERS SUPERVISIOR S

YES 32 16

NO 68 14 83

Analysis: According to the above graph we see that 32% workers and 51% supervisors agreed but 68% workers and 49% supervisor are not agree that us submit any suggestion for making training more effectiveness in future.

Question 34):- Have you been imparted training on TQM(total quality Management)?
WORKERS SUPERVISOR S

100 30

RESPONSE:RESPONSE WORKERS SUPERVISIOR

YES 66 19

NO 34 11 84

Analysis: From the above graph we can say that 66% workers and 62% supervisors accepted but 34% workers and 38% supervisor are not accept that we have been imparted training on TQM(total quality Management)

Question 35):- Have you been imparted training on TCOC(Tata code of conduct)?

WORKERS SUPERVISOR S

100 30

RESPONSE:-

85

RESPONSE WORKERS SUPERVISIOR S

YES 54 17

NO 46 13

Analysis: According to the above graph we see that 54% Workers and 53% Supervisors awarded but 46% workers and 47% supervisor are not aware imparted training on TCOC(Tata code of conduct

Question 36):- Have you been imparted training on QMS(Quality Management System)?
WORKERS SUPERVISOR S

100 30

RESPONSE:RESPONSE WORKERS

YES 67

NO 23 86

SUPERVISIOR S

18

12

Analysis: From the above graph we see that 67% workers and 60% Supervisors agreed but 23% workers and 40% supervisor are not agree that we hava been imparted training on QMS(Quality Management System.

Question 37):- Have you been imparted training on EHS( Environmental Health Safety)?
WORKERS SUPERVISOR S

100 30

RESPONSE:RESPONSE

YES

NO 87

WORKERS SUPERVISIOR S

66 19

34 11

Analysis: From the above graph we see that 66% workers and 64% supervisors agreed but 34% workers and 36% supervisors are not agree that we hava been imparted training on EHS( Environmental Health Safety).

Question 38):- Have you been imparted training on injury free steel?
WORKERS SUPERVISOR S

100 30

RESPONSE:88

RESPONSE WORKERS SUPERVISIOR S

YES 58 15

NO 42 15

Analysis: According to the above graph we see that 58% workers and 50% supervisors agreed but 42% workers and 50% supervisors are not agree that we have been imparted training on injury free steel.

Question 39):- Are you aware about life saving rule?

WORKERS SUPERVISOR S

100 30

RESPONSE:89

RESPONSE WORKERS SUPERVISIOR S

YES 61 16

NO 39 14

Analysis: According to the above graph we see that 61% workers and 51% supervisors accepted but 39% workers and 49% supervisors are not accept that we are aware about life saving rule.

Question 40):-Is SAM (Safety Action meeting) and safety seminar regularly held your colliery?
WORKERS SUPERVISOR S

100 30

RESPONSE:RESPONSE WORKERS SUPERVISIOR

YES 59 22

NO 41 8 90

Analysis: From the above graph we see that 59% workers and 72% supervisors accepted but 41% workers and 285% supervisors dont accept that SAM (Safety Action meeting) and safety seminar regularly held our colliery. Question 41):- According to you effectiveness of training can be further improved by? Training should be every year. Analysis: So organization should provide training every year for all employees because if you provide every year training then employee do work effective, and product will be also increase because product is depended on employees and employees are depended on training.

Conclusions:
According to the above data analysis we see that TATA STEEL Effectiveness of training & Development is very well. But regarding to some graph we can say that as:

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Question no 11(agree/disagree): we see that 78% employees were in the opinion that if organization does not provide any formal training then they could not do work along with trained people to improve efficiency.

Question no 12(agree/disagree) :we see that 92% employees agreed that Training is the most important for all employees. It means training is not wastage of time it is important process /technique for do well/efficiency work.

Question no 11(yes/no): we see that without training employees cant do work smoothly.90% employees agreed that without training they would not do work smoothly/effectiveness.

Question 4(yes/no): 78% employees were in the opinion that trained employees are more effective compared to untrained employee.

Question no 5(yes/no): we see that 90% employees agreed that trained employees have less accident compared to untrained employees.

Maximum employees say that after training they realize changes in their work.

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Suggestions &Recommendation
Regarding to above Conclusion we want give some suggestion as like: TATA STEEL Effectiveness of training is good but according to Question no 24 we should provide training every year to all employees. Because training do work as router means it Boost to employees for doing work effectively. Organization/Company should provide all resources/equipment for training because as we know that without book any student cant gain properly knowledge, similarly without resources/equipment any trainer would not be able to provide good training and employees cant gain knowledge related to his/her job. Organization/Company should develop the existing training system because according to situation organization should change system. Because if organization change training system with modern & innovative method, it would be helpful to employees to undergo training with full interest. Organization should keep feedback record for future growth of employees. Because in absence of any feedback record Training Need Survey among the employees could not be done. So finally I would say that time gap should be reduced & arrangement for training of employees in every year should be made.

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Bibliography:

Aswathappa, human resource management text and cases.

Kothari, C.R Research Methodology, New Delhi, S Chand and Co.Ltd, 1919.

Tata Steel.com

Google.com

Hand Book of VTC

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ANNUXRURE: QUESTIONNAIRE: MEASUREMENT OF TRAINING EFFECTIVENESS

THIS SURVEY IS COMPLETLELY CONFIDENTIAL: YOU MAY BE TOTALLY FRANK AND UNBIASED WHILE RESPONDING KINDLY RESPOND TO ALL THE ITEMS. GENERAL INFORMATION: 1) DESIGNATION: 2) AGE:

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4) QUALIFICATION:

The statements below describe your perceptions about the various facets of your work environment. Please indicate the choice that you find most appropriate with regards to your experiences. 1 2 3 4 5 Strongly disagree. Disagree Cant say Agree Strongly agree

1.

Training procedure/process is simple and understandable in our organization.

2. I am able to understand the trainer during training classes. 3. I am aware of training system of Tata steel. 4. Ample resources/training equipment is available during the training classes. 5. I am satisfied with the present procedure to select the Employees for training. 6. The training program conducted by the training centre (PTI and VTC) meets my on the job requirements. 7. Training has improved my departmental performance.

8. Training program helps to satisfy your customer (improve product quality). 9. The faculties which impart training are capable in their respective fields. 10. Training is a best method to develop competency amongst the employees. 11. Even if you are not imparted any formal training, you can still work along with trained
People, to improve your efficiency.

12. Training is nothing but wastage of time. 13. The training program is conducted at the appropriate Period during your job career.
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14. The department gives me the chance to learn from failure/mistake. 15. I recieve detailed and constructive feedback towards improving your work. 16. Special training program is held in your department to upgrade my skills and expertise. 17. Training is acted upon timely and appropriate feedback is recorded by the management for future/re training when required.

YES/NO QUESTION 1- Yes 0- N0 1. Do you think that the company presents training system is effectively working? 2. Do you think the present system is sufficient for development of the career? 3. Have you been given higher responsibility or change in the job profile (job rotation) after completion of training? 4. Do you feel that trained employees are more effective compared to an untrained employee? 5. Do you agree that trained employee has low accidental risk? 6. Do you think that your departments accept your new ideas and findings learnt after the training? 7. Does your trainer listen to your doubts and clarify it during the training classes? 8. Are you aware that the effectiveness of training is measured after successful completion of the training? 9. Do you agree that if the feedback is not satisfactory then the organization give you chance for retraining? 10. Do you think After theoretical training, The supervisor guidance you With full corporation?
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11. Without training could you able to do your present work smoothly? 12. Do you think that there is free and open communication within you and your superior? 13. Do you think that the training program helped you to improve skill development at present requirement? 14. Do you think that sufficient options are provided to use the knowledge gained during the working area? 15. Do you feel any change in yourself after training? 16. Do you submit any suggestion for making training more effectiveness in future? 17. Have you been imparted training on (1)TQM (2) TCOC (3) QMS (4) EHS (5) injury free steel

18. Are you aware about life saving rule? 19. Is SAM and safety seminar regularly held your colliery? 20. According to you effectiveness of training can be further improved by: ----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------Thank You-----

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