Beruflich Dokumente
Kultur Dokumente
MANAGEMNT
Submitted To
Submitted By
Gaurav Tyagi
Supriya Singh
HR Manager
MBA
Roll No: 1170370052
DECLARATION
I hereby that this submission in my own work and that to the best of my knowledge and belief,it
contain no material person or written by another person nor material which to a accepted for the
award of any another degree or diploma of the university or other institute of higher learning,
except where due acknowledgement has been made in the text.
SHAKUN GAMGWAR
MBA IV SEM
ROLL NO.125667051
PERFACE
The HR JOB first we have to clear the meaning of JOB and HR separately.
A British Foreign Office official looking back over a career spanning the first half of the
twentieth century commented: Year after year the fretters and worriers would come to me with
their awful predictions of the outbreak of war.
I denied it each time. I was only wrong twice! Some would see this as the arrogant
complacency to be associated with planners. Critics think of the inaccuracy and over-optimism
of forecasting the hockey stick business growth projections. They regard JOB as too
inflexible, slow to respond to change, too conservative in assumptions and risk averse. These
points are made about any sort of JOB.
When it concerns Job Satisfactions, there are the more specific criticisms that it is overquantitative and neglects the qualitative aspects of contribution. The issue has become not how
many people should be employed, but ensuring that all members of staff are making an effective
contribution. And for the future, the questions are what are the skills that will be required, and
how will they be acquired.
SHAKUN GAMGWAR
MBA IV SEM
ROLL NO.125667051
Acknowledgement
I believe that some stage a project always starts taking a life of its own. Once it does the just has
to keen down. Claw at the earth, over tarn the soil and prey for the train.
Acknowledgement is not a mere obligation but an epitome of humility and indebtness to all those
who have helped I the compilation of this project and without. Whom my project would have
been anything but presentable.
My college RAJSHREE INSTITUTE OF MANAGEMENT & TECHNOLOGY a power house of
my all energy and effort which has given me an opportunity to work and learn at prestigious
organization that is true National Fertilizer Ltd.
National Fertilizers Ltd., Panipath deform providing professional, target oriented, are practical
corporate habitat. He also helped me in the documentation of my project thesis; and my thanks
also go to all the employees of the National Fertilizers Ltd., Panipath who directly or indirectly
extended their valuable support to the endeavor.
SHAKUN GAMGWAR
MBA IV SEM
ROLL NO.125667051
INDEX
1. COMPANY PROFILE
2. AWARDS & RECOGNITION
3. PERFORMANCE
4. UNIT OF NFL
5. PRODUCTS OF NFL
6. HUMAN RESOURCE MANEGMENT
7. WELFARE
8. FINDING OF THE STUDY
9. TRAINING & DEVELOPMENT
9. RESEARCH METHODOLOGY
10. SWOT ANALYSIS
11. QUESTIONNAIRE
12. CONCLUSION
13. BIBLOGRAPHY
COMPANY PROFILE
NATIONAL FERTILIZERS LTD.
Company has performed well during 2011-12. The Company has registered a profit before tax of
Rs. 184.20 crore and a net profit of Rs. 126.73 crores.All plants put together have achieved a
capacity utilization of 105.3% by producing 34.01 lakh tonnes of Urea.
National Fertilizers Ltd. is a Schedule A and Mini Ratna Company, which was incorporated on
23rd August, 1974 for setting up of two Nitrogenous fertilizer plants, based on gasification
technology of Feed Stock / LSHS at Bathinda (Punjab) and Panipat (Haryana) having an
installed capacity of 5.11 lakh tonnes of Urea each. The commercial production from these plants
commenced w.e.f. 1.10.1979 & 1.9.1979 respectively. Consequent upon reorganization of FCI in
April 1978, the Nangal unit (including Nangal expansion project) of FCI was transferred to
NATIONAL FERTILIZERS LTD..
The Govt. of India, in 1984, entrusted the Company to execute the countrys first inland gas
based fertilizer project of 7.26 lakh tonnes Urea capacity in District Guna of Madhya Pradesh
and commercial production started from 01-07-1988. Expansion of Vijaipur Plant was taken up
in the year 1993 for doubling its annual production capacity. The commercial production from
Vijaipur Expansion Plant commenced with effect from 31.3.97. The Department of Fertilizer
subsequently re-assessed the annual installed capacity of Vijaipur Plants from 7.26 lakh tonnes of
Urea to 8.64 lakh tonnes (each) with effect from 1st April 2000.
Revamp of Urea plant at Nangal for increasing the production from 3.30 lakh tonnes to 4.78 lakh
tonnes per annum was under taken and commercial production commenced from 1st February
2001 raising the total present annual installed production capacity of Urea at NATIONAL
FERTILIZERS LTD. to 32.31 lakh tonnes (i.e. 14.86 lakh tonnes in terms of Nitrogen Fertilizer).
The Company also produces various Industrial Products, like Nitric Acid, Ammonium Nitrate,
Sodium Nitrite, Sodium Nitrate, Sulphur, Methanol, Argon Gas, Liquid Nitrogen, Liquid Oxygen
etc besides Bio-fertilizers. Bio-Fertilizers plant at Vijaipur produces three strains of BioFertilizer (Solid & Liquid) namely PSB, Rhizobium &Azotobacter. Company has also
started marketing of special fungus based bio-fertilizer Mycorrhiza under the brand name of
Kisan Mycorrhiza.
The value-added Neem Coated Urea developed by NATIONAL FERTILIZERS LTD. & widely
recognized for its effectiveness is being produced at its three units at Panipat, Bathinda
& Vijaipur. NATIONAL FERTILIZERS LTD. is the first company in India to be permitted by the
Government of India to produce and market Neem Coated Urea.
In order to make different agro products available to the Farmers under single window concept,
Company is presently undertaking trading of various agro-inputs like quality seeds, Compost
Khad, insecticides & Herbicides, imported MoP (Murate of Potash) etc. Company has also taken
initiative to add some more products through trading such as Micro Nutrients (Zinc Sulphate),
SSP
(Single Super
Phosphate),
Bentonite
Sulphur,
imported
DAP
and
Complex
Fertilizers. Company is also selling BSNL products to the Farmers through its existing dealers
network.The Companys Marketing Network comprises of Central Marketing Office at NOIDA,
three Zonal Offices at Bhopal, Lucknow & Chandigarh, 13 State Offices and about 39 Area
Offices spread across the country.
MANAGEMENT TEAM
BOARD LEVEL
Shri Satish Chandra
Director (Finance)
Shri R. K. Aggarwal
Director (Technical)
V. K. Sharma
Director (Marketing)
CORPORATE HEADS
Vigilance
Ajoy Kumar
Rakesh Sahai
Executive Director
P.C. Jain
Executive Director
S. N. Mahey
Rajiv Johri
P. K. Kataria
S. K. Ghai
N. R. Satyapalan
Tek Chand
UNIT HEADS
Nangal
B. G. Singh
Panipat
R.K.Bhatia
Executive Director
Bathinda
K.B. Verma
Executive Director
S.M.H. Rizvi
Executive Director
Vijaipur I & II
BANKERS
1. State Bank of India
2. State Bank of Hyderabad
3. State Bank of Patiala
4. Bank of India
5. Punjab National Bank
6. Union Bank of India
7. Oriental Bank of Commerce
AUDITORS
1. S. P. Chopra & Co., New Delhi
2. 2.KPMC & Associates, Ghaziabad
REGISTRAR & TRANSFER AGENTS
Mas Services Limited : T-34, IInd Floor, Okhla Industrial Area-II, New Delhi-110020
OBJECTIVE
10
VISION
A world class
Innovative
Competitive
Profitable Fertilizers Enterprise Providing total business solution.
MISSION
VALUES
11
COMPANY ANALYSIS
Production Performance
The Company, during 2011-12, produced 34.01 lakh tonnes of Urea (105.3% of installed
capacity) as compared to 33.80 LMT in previous year. The company registered ever best
production of 639568 tonnes of Neem Coated Urea during 2011-12 against 120067 tonnes during
2010-11.
Financial Performance
During 2011-12, the Company registered a turnover of
crore during 2010-11.The turnover is higher due to higher sales volume & increase in subsidy
due to increased prices of petroleum products & Natural Gas and accountal of sales above cut-off
quantity at Vijaipur-II on Import Parity Price of Urea.
12
Industrial Products
Sales performance in the Industrial Products segment, which include Nitric Acid, Ammonium
Nitrate (Lumps & Melt) has been significant at `171 crore vis--vis `122 crore in the previous
year, registering a growth of 40%. This included, sales worth `38 crore of Ammonium Nitrate
(Melt), a new product marketed this year.
Bio-Fertilizers
During the year Bio-fertilizers (powder and liquid) worth `2.59 crore were sold against `0.87
crore in the previous year.
Agri-Business
The Company has been making foray into diverse agri-based business viz. Seeds, Compost,
Micorhizza and Bentonite Sulphur. During the year, turnover of `22.72 crore was achieved
compared to `10.28 crore in the previous year primarily on account of sale of seeds.
13
14
AWARDS
&
RECOGNITION
Company excelled in performance in various areas, which got recognition from various quarters
during the year. The company has received Excellent rating for the MoU 2010-11 which is
11thexcellent rating in a row. Company has won the following prestigious awards during201112:
a)
Two state level Safety Awards viz. WINNER for the year 2009 & RUNNERUP for
the year 2008 from Government of Haryana for Lowest Frequency rate for Panipat
Unit.
b)
First Award for excellence in Cost Management in the category of Large Public sector
Undertakings for 2010 from the Institute of Cost and Works Accountants of India
(ICWAI), New Delhi.
c)
d)
Scope
Excellence Award
2009-10
to
Director
(Finance),
Ms
Neeru Abrol
for Outstanding Woman Manager among all the CPSEs from Honble Prime Minister
of India at Vigyan Bhawan, New Delhi.
15
PERFORMANCE
16
17
18
MOU RATING:
YEAR
RATING
2010-11
Excellent
2009-10
Excellent
2008-09
Excellent
2007-08
Excellent
2006-07
Excellent
2005-06
Excellent
2004-05
Excellent
2003-04
Excellent
2002-03
Excellent
19
2001-02
Excellent
2000-01
Excellent
1999-00
Very Good
1998-99
Good
1997-98
Very Good
1996-97
Fair
1995-96
Excellent
1994-95
Excellent
1993-94
Excellent
1992-93
Excellent
1991-92
Excellent
20
The complete farmer satisfaction through best services is the drawing force of NFLs marketing,
strategy. The Company has expanded its programme from improving the crop productivity at
farm level to the overall development of the farming community.
21
To provide to the farmers high quality products in the right time, NFL has an extensive and
integrated marketing network.
The Company provides a comprehensive capsule of various fertilizer promotion activities, which
includes agronomical programmes, use of extension media, publicity and farmer development
programmes.
(estimated) and
4.35 crores is being carried over to the year 2012-13 as per DPE guidelines.
The details of the work carried out under CSR by Units and Marketing division in various
districts viz. Guna, Hoshangabad & Indore in M.P., Jalgoan in Maharashtra, Solan in H.P.,
Nangal & Bathinda in Punjab, Panipat in Haryana, Jhansi and Badayun in U.P. and
Mayurganj&Balsore in Odisha are as under:
a) Basic Amenities: Drinking water facility, Approach roads, Toilets, Water tank, Tube wells,
Overhead tanks, Anganwadies, Compost structures like NADEP / Vermi Pits, training on low
cost agriculture practices to the Farmers etc.
b) Children education: Provided Kitchen shed, Boundary wall, Sports infrastructure, Force lift
pump, furniture, computers, ceiling Fans to the primary and middle schools in various villages
situated in States of U.P, M.P, H.P & Haryana. 2245 beneficiaries were benefitted.
c) Women Empowerment: Provided Multipurpose Women empowerment centers, stitching &
sewing
machines,
Floor
and
Masala
Grinding
Mill
and training
programs
on
23
f) Children & Women Health Camps: 20 Children and Women Health camps were organized at
various villages in the states U.P, M.P, Himachal Pradesh, Haryana and Maharashtra. 5546
beneficiaries were benefited by these camps.
g) Animal Health Camps: 20 Health camps were organized in various villages of States U.P, M.P,
Himachal Pradesh, Haryana, Rajasthan and Maharashtra. 7270 no. of beneficiaries were
benefited by these camps.
h) Water Harvesting / Ground water recharging: 7 Water harvesting structures were constructed
(4 stop dams in Bhopal zone, renovation of 2 ponds and construction of a water harvesting tank
in Chandigarh zone)..
ENVIRONMENT MANAGEMENT
The company accords highest priority to industrial safety, Ecology & pollution control and has
adopted 3Rs approach i.e reduce, reuse, recycle in an effort to have zero effulent discharge
plants. Company has adopted an extensive Afforestation program. All the statutory standards are
met by respective units.Silo system for collecting fly ash from ESP Hoppers using dense phase
pneumatic conveying system has been installed at Panipat, Bathinda and Nangal Units for
excavation of cash from the plants. This has helped to contain the ecological concerns in fly ash
disposal.
All the Units are ISO 9001-2000 certified for Quality Management System, ISO- 14001 certified
for Environment Management System and have received OHSAS- 18001 certification for
occupational health and safety management system.Company is putting up a Carbon Dioxide
24
Recovery plant of 450 MTPD capacity for recovery of CO2 from Flue gases of Primary
Reformer at Vijaipur. This will help in reduction of discharge of greenhouse gases.
WOMEN EMPOWERMENT
1. Training programs on stitching, food processing, mushroom cultivation, Vermi
composting.
2. Programs to give training on Self-employment. It aims at making women financially selfreliant
CHILDREN EDUCATION
25
1. Renovation and maintenance of school buildings. It will improve the safety & security of
students.
2. Provision of essentials for students such as bags, books, furniture and clean drinking
water in schools.
3. Construction of toilets to improve sanitation facilities in schools.
4. Providing IT infrastructure and books for library.
FO/LSHS to a cheaper and environment friendly energy resource i.e. NG/RLNG. Zero date of
these projects has been fixed as 29th January 2010. These projects involve a total investment of
4066 crore and gestation period of 36 months from the zero date i.e. 29th January 2010.
Contract for revamp of Panipat and Bathinda units has been signed with M/s Larson & Toubro
(L&T) on 10th March 2010 and for Nangal unit with consortium of M/s Tecnimont ICB (TICB)
on 12th May 2010. M/s Project & Development India Limited (PDIL) has been engaged as
Project Management Consultant for all the projects.These projects shall not only result in better
environment but also result in savings on account of subsidy payoffs by GOI.
Capacity Augmentation & Energy Saving Project (ESP) at Vijaipur Company has undertaken
Capacity augmentation of urea plants at Vijaipur-I & II by 16% and 23% respectively including
installation of Carbon Dioxide Recovery plant at an estimated investment of around 620 crore.
The total urea capacity after completion of Energy Saving project at Vijaipur-I and Capacity
Enhancement Project at Vijaipur-II is expected to be 6261 MTPD. Basic engineering for
Ammonia-I, Ammonia-II, Urea-I and Urea-II has been completed. Procurement of equipment is
in progress. The projects are expected to be commissioned by 2011-2012.With the
commissioning of these capacity augmentation, the total capacity of the company shall be
increased by 10%.
Consultancy
NFL has a proven track record of over two decades in the areas of Project Management, Plant
operation and Maintenance etc. NFL provides its expertise in the areas of specialised services.
27
Special maintenance & repair services for rotatory equipment, like pumps, compressors,
turbines etc.
28
Laboratory Services
29
UNITS OF NFL
PANIPAT UNIT
Maratha attempt to succeed the Mughals as rulers of India. The Maratha army, under the Bhao
Sahib was trapped and defeated by deceit by the Afghan chief Ahmad Shah.
Panipat District of Haryana is spread over an area of 1268 Sq Km. It is famous for handloom,
woollen carpets, blankets, khes and darris. The district comprises two Sub-Division, 3 Tehsils
and 5 blocks having a population of 12,02,811 (as per 2011 census) with 32% of urban
population. Panipat established its name on the industrial map of country with the setting up of
National Fertilizers Limited Plant, State owned Thermal Power Plant, Co-operative Sugar Mill,
and Rs.4000 crores Oil Refinery of Indian Oil Corporation. With over 12000 small-scale units
and 49 medium & large scale Industrial Units, the city occupies a distinctive position among the
Industrial Towns of the Country.
338.27 Crores
Commencement of Production:
September 1, 1979
PROCESS
Ammonia:
Urea:
Raw material:
31
2 x 15 MW
AMMONIA
UREA PLANT
SMC
OFFSITES
AMMONIA PLANT
The ammonia plant is based on fuel oil as feedstock and is designed to produce 900 MT/Day of
Ammonia. The fuel is partially oxidized in the gasification reactor at 1,350 degree C by shell
gasification process. The raw gas produced in the reactors mainly consists of H2, CO, CO2 and
H2S. The heat generated in the process is recovered in the waste heat boilers to produce Highpressure steam at 100 Kg/Cm2.about 80% of the carbon produced in the Gasification Reactors,
is recycled along with the feedstock.
methanol in
desulphurisation Section of Rectisol. The Carbon monoxide (Co) in the desulphurised gas is
converted to Carbon Di Oxide (CO2) by double stage H.T. Shift Convension. The CO2 is,
process
gas in Decarbonation Section of Rectisol. H2S and CO2 from the Raw Gas/ process gas are
removed by low temperature Methanol in the Rectisol Section and both the gases are
recovered by regeneration of Methanol at low pressure. H2S in the form of clause gas is sent to
Sulhur Recovery Plant for recovery of Sulphur. The CO2 gas is sent to Urea Plant for
synthesizing
with Ammonia to manufacture Urea. An Absorption Refrigeration Unit (ARU) provides
refrigeration in Rectisol Section.
33
AMMONIA PLANT
The process gas from Rectisol Section is sent to the Nitrogen Wash Unit (NWU) to remove the
traces of impurities (CO, Methanol, and Methane) by liquid Nitrogen wash. Nitrogen is further
added to the process gas (i.e. Hydrogen) to obtain a ratio of 3 : 1 of N2 & H2. This synthesis gas
mixture is compressed to 230 Kg/Cm2 pressure and synthesis of N2 and H2 is carried out in the
Haldor Topsoe loop in a radial flow Ammonia Convertor and Ammonia is produced.
Oxygen requirement (for partial oxidation of fuel oil) and Nitrogen requirement (for synthesis
gas) is met by an Air Separation Unit of 900 MT/ Day capacity. In ASU, the atmospheric Air is
compressed to 7 Kg/Cm2 and liquefied. Oxygen and Nitrogen are separated in HP and LP
Distillation columns at cryogenic temperatures.later, removed from the Urea Plant is designed
to produce 1,550 TPD based on Mitsui Toatsu Total Recycle C improved process. The
Ammonia
and Carbon Di-oxide, produced in Ammonia plant, are pressurized to about 250 Kg/cm2
34
pressure. Synthesis takes place in Urea Reactor, where Ammonia and CO2 react at 250 Kg/cm2
pressure and 200 degree C temperature to produce Urea. The Reactor outlet products are then
decomposed. The Urea solution, produced in this process, is crystallized in the Vacuum
Crystallizer. Crystal slurry is centrifuged to separate crystals, which are then dried in the dryer
and pneumatically conveyed to the top of prilling tower. Urea crystals are melted in the melter
and the molten Urea is sprayed through Acoustic Granulators from 68-meter high prilling
tower. Urea in the form of prills is collected at the bottom of the prilling tower on CFD bed,
where it is cooled by air. Products Urea is, then, sent to Bagging Plant and bagged in 50 kg bags.
SMC
35
The Captive Power Plant has been installed to meet the total power requirement of
the plants. Two Turbo Generation of 15 MW each, generate power at 11 KV. The
Power Plant can be run in parallel with the northern grid or in isolation. A Boiler of
210 t/hr. has been provided to supply steam to the Turbo Generators and meet part
of the steam requirement of the process plants. The Boiler is designed to operate on
coal with support oil or fully on fuel oil.
For manufacturing urea, first of all fuel oil is burnt at 1350 oC & we get Carbon monoxide (CO)
&
Hydrogen (H2). With the help of air separation unit Nitrogen gas is separated from air. Carbon
monoxide is converted into Carbon dioxide. Then Nitrogen & Hydrogen is combined to get
Ammonia & then by the reaction of Ammonia & Carbon dioxide we get Urea. This is the whole
process of manufacturing Urea:-
Burning at 1350oC
Fuel Oil
CO + H2
Extracting
N2 + 3H2
N2 (Nitrogen) + O2 (oxygen)
2NH3
36
CO
NH3 + CO2
CO2
UREA
Kisan urea is highly concentrated, solid, nitrogenous fertilizer, containing 46.0% nitrogen. It is
completely soluble in water hence nitrogen is easily available to crops. Kisan Urea is ideally
suitable for all type of crops and for foliar spray, which instantly removes nitrogen deficiency.
Kisan Urea also has a strong and long lasting effect on crop resulting in quality crops. Carbonic
acid present in Kisan Urea helps in absorption of nutrients like phosphate and potash by roots
of crop.
PRODUCTION PERFORMANCE
Peaks in production scale are as follows:RECORDS:
37
rated
(97-98)
Highest annual production of
(97-98)
and farm level. Looking into the potential of Neem Coated Urea and
, included the Neem Coated Urea in FCO. The use of Neem Coated
38
. Since 2008 the, Ministry of Chemicals and Fertilizers allowed Neem Coated Urea manufacturer
to sell NCU at 5% above the MRP, to recover the cost of coating, however cost of Neem Oil and
production as such of Neem Coated Urea has increased significantly. As per GoI notification, a
company can produce and sell Neem Coated Urea equivalent to the maximum of 35% of its total
installed capacity of Urea. Efficient use of nutrient is one of the foremost concerns of the
agriculture scientist in increasing the farm output at farmer field level. Balanced use Nitrogen,
Phosphorous, Potassium along with the requirements of secondary and micronutrient increase
the yield at economic level. Of the three major Nutrients Nitrogen, Phosphorous and Potash,
nitrogen has received the maximum attention because of many reasons. Nitrogen gets easily
converted to available forms from various types of fertilizers that are being applied for crop
nutrition. Also nitrogen in Nitrate form is highly mobile and get lost through the process of
39
leaching especially under irrigated conditions. Nitrogen is also lost in the process of
de-nitrification where the nitrate form is back converted into Nitrogen and Ammonia and lost to
atmosphere.There are many references available on Nitrogen that indicates that the recovery of
nitrogen under irrigated and submerged condition is hardly 35% due to various kind of loses it is
subjected to such as de-nitrification, ammonia volatilization and leaching. In the world 50% of
nitrogen is supplied through Urea and the scenarios in India are no different. In order to keep the
nitrogen losses at minimum level, agricultural scientist have come out with various agronomical
recommendations, to reduce these loses. The prevalent recommendations are split application,
band placement, and deep placement using the see drill. All these practices make available the
right quantities of requirement at the place of absorption. Application of bigger granules of urea
41
Unit
Year
Total
Bathinda
Panipat
Vijaipur
2003-04
12627
61090
73717
2004-05
112004
102476
9762
224242
2005-06
147677
143018
197400
488095
2006-07
56085
74603
184575
315263
2007-08
38762
6187
57820
102769
2008-09
2355
182
9377
11914
2009-10
12163
8673
16812
37648
2010-11
40283
40137
39646
120066
2011-12
73829
131570
434169
639568
2012-13
(up to June 2012)
17630
52872
107563
178065
Total
513415
620808
1057124
2191347
42
Since 2004-05, NFL has been regularly conducting 200 to 250 front line
demonstrations, at farmers field, in close collaborations of the respective State Agriculture
Universities, in the states of Punjab, Haryana, Rajasthan, UP, MP Chattisgarh. The Yields in the
treatment where Neem Coated Urea has been used, has increased from 6-11% depending upon
crop and location.
OTHER BENEFITS
Apart from the increase in yield, Neem Coated Urea application has other use full effect in
paddyand wheat crops. At one of the locations in the state of UP, farmers have observed that the
menace of Neel Gai has reduced significantly in paddy crop. In yet another observation, at
Panipat, farmers observed no incidence of leaf folder and,stemborer in paddy crop.
stemborer in paddy crop. At Sangrur and Gurdaspur, in the States of Punjab, farmers
observed that the incidence of white ant was reduced with the use of Neem coated Urea in wheat
crop. This is because of fragrance of Neem oil that on dissolution was released in the standing
water in the standing water and insecticidal properties of Neem.
43
The Corner stone of NFL's meritorious track record is its human resource. At NFL, we firmly
believe that our employees are our most valued resources.
NFL has always been a forerunner in the fertilizer sector and this has been made possible
through the company's thrust on human resources development.
NFL offers a host of exciting career/opportunity to dynamic/young/qualified individuals in
Production/Maintenance/Marketing/Finance and Human Relations. NFL has three induction
levels Management Trainees/Technicians & Operator Apprentices & Commercial Apprentices.
Developmental and functional programs based on training needs, as judged in the area of
updation of technical supervisory and managerial skills alongwith specialized requirements from
time to time.
The services which have been developed in the area of Training and Development within the
organization are readily available to other organizations within the laid policies and procedures
of the Company.
The Company's concern for its employees is reflected through its efforts in the area of health,
safely and welfare of its employees. NFL not only meets the statutory obligations, but has
undertaken numerous voluntary measures beyond the statutory requirements. The Company has
well equipped hospitals, canteens recreation clubs, housing facilities, schools and safe working
environment. The onus of NFL's high production levels lies on harmonious and cordial industrial
relations at all its manufacturing Units. The Company has not lost even a single manday on this
account.
44
To cater to the needs of training and development, NFL has a well defined and well designed
training plan. Major activities undertaken by HRD are:
Recruitment and Training of Trainees at various levels viz. officers, supervisors and workers.
Organizing of developmental and functional programs based on training needs, as judged in the
area of updation of technical, supervisory and managerial skills long with specialized
requirements from time to time.
Imparting of training to people from other organizations within India and abroad.Formulate
policies regarding manpower deployment on hire to other organizations within India and abroad.
The services which have been developed in the area of Training and Development within the
organization are readily available to other organizations within the laid policies and procedures
of the Company.
The company has always believed that human resource is its most important asset and continues
to work for its development and realization of its potential. To achieve growth and to foster
motivational climate, several initiatives were taken up during the year. Modified Performance
Related Pay Scheme for Executives and Non- Executives has been implemented and Group
Productivity Allowance Scheme has also been introduced. The company has introduced
Employees Economic & Social Rehabilitation Scheme, which protects the welfare of the family
in case of demise/permanent disablement of employee during service. A new pension scheme for
the benefit of employees is in the process of implementation.
45
During the year, to inculcate leadership qualities with high values, moral and ethics in all
supervisory staff and managerial cadre. Manpower strength of the company as on 31.03.2012
was 4515 comprising of 1942 Executives and 2573 Non-Executives.
The Employer-Employee relationship continued to be harmonious during the year. There was no
loss of production due to any adverse IR situation. The schemes for employees participation in
Management continue to function succeefully. There were continuous interactions between the
Management and employees representatives on various issues keeping in view the best interest
of employees and the company.
The company continues to make efforts for improving employees health, well being and welfare
and has taken steps for providing recreation, education and general welfare of employees.
MANPOWER STATUS AS ON
30-06-2012
Unit Name
Total Employees
Executives
Non-Executives
Nangal
1429
359
1070
Bathinda
801
327
474
Panipat
803
357
446
Vijaipur
815
408
407
CMO
439
311
128
C.O
165
138
27
Total
4452
1900
2552
46
Percentage
42.67
57.32
CORPORATE OBJECTIVE
Select capable people and improve their knowledge and skills on organized
basis.
MICRO OBJECTIVES
To achieve higher productivity.
Conducting R & D.
47
To increase profitability.
FUNCTIONS OF HR DEPARTMENT
AT N.F.L
1. ESTATE:- Estate means the part of land or the area that comes under the NFL. It also
includes township and CISF colony of NFL .The houses are allocated to the
employees on the basis of their post or seniority. Mr B.S. JANPANGI does proper
utilization of land and building.
48
various problems related to the administration of the organization. Under this role he
also makes arrangements for various tasks time to time.
employees are
5. DISPATCH:- Dispatch means the various letters ,circulars & memos required by
every organization for the proper maintenance of their records. Mr. JANPANGI
makes arrangements for all these dispatch.
organizations. Mr. JANGPANGI makes arrangements for all these according to their
requirements.
10. PUBLIC RELATIONS:- The public relations of an enterprise affects its profits to a
large extent .Mr. ALOK VERMA tries to establish harmonious relations with the
members of public to increase the profitability of the enterprise .
11. MEDICAL CLAIMS:- As NFL provides medical facilities to all of its employees
.NFL gives fund to its employees against their proper medical claims. Mr. ALOK
VERMA verifies all the documents relating to medical claim.
13. STATISTICAL CELL:- Various documents are required by the organization for the
proper flow of information from one place to another. Mr. ALOK VERMA handles
statistical document.
14. APPRENTICE:-There is a provision for the training of apprentice inside NFL. Mr.
ALOK VERMA handles trade & technical apprentice.
15. INSURANCE:-Mr. ALOK VERMA handles the problems relating to the insurance of
employees
50
16. LIAISONING:-Mr. ALOK VERMA also works as liaison officer .In the role of
liaison officer he tries to establish harmonious relations with other departments &
other organizations to improve the productivity of the organization.
Assessing training
needs for
51
Planning
Procurement of personnel
Organizing
Development of personnel
Laws
Staffing
Compensation to personnel
Discipline
Directing
Code of conduct
Controlling
MANAGERIAL
OPERATIVE
ADVISORY
52
MATERIAL
SUBSYSTEM
P&A
SUB SYSTEM
TECHNICAL
SUBSYSTEM
MARKETTING
SUBSYSTEM
OBJECTIVES OF P&A
INTEGRATION OF INTERESTS
53
EMPLOYEES INTEREST
MANAGEMENT INTEREST
Recognize as an individual.
Maximum productivity
Economic security
Interest in work
Co-operation of employees
Loyalty of employees
The company considers its employees as its greatest asset. It takes care of training needs of the
individual employees. A separate HRD Department is established for the purpose.
54
HRD Department, periodically organizes in house training programmes for the development of
skills and updating the knowledge of the employees. The employees are also deputed for
institutional training conducted by outside agencies.The managerial staff is exposed to the
management programs like motivation, communication, team building, leadership etc.
For the less qualified employees, there is a scheme to improve their qualification. Part time
classes are conducted for advanced courses.HRD section organizes productivity week and the oil
conservation week, in which the expert faculty on various aspects of the topics systematically
educates the employees systematically educates employees.
55
WELFARE
MEANING OF WELFARE
Industrial progress depends on a satisfied labour force and in this connection
the importance of Labour welfare measures were accepted as early as 1931, when
the royal commission on Labour stated, the benefits, which go under these
nomenclature are of great importance to the worker and which he is unable to
secure by himself. The Schemes of Labour Welfare may be regarded as a Wise
Investment which should and usually doing bring a profitable return in the form
greater efficiency.
The encyclopedia of social science has defined Labour welfare work as, the
voluntary efforts of the employer to establish, within the existing Industrial system,
56
working and sometimes living and cultural conditions of the Employers beyond what
is required by Law, the custom of the country and the condition of the Market.
In the broader sense, if any include not only the minimum standard of
hygiene and safety laid down in general Labour legislation, but also such as aspects
of working life as Social Insurance schemes, measures for the protections of women
and young worker, Limitation of hours of work, paid vacation etc. In narrow sense
welfare in addition to general Physical working conditions, is mainly concerned with
the day-to-day problems of the workers and the social relationship at place of work.
Welfare is the work, which is usually undertaken within the premises or in the
vicinity of undertaking for the benefit of employee and the members of his family.
The purpose of providing welfare amenities is to bring about development of
the whole personality of the worker is social, psychological, economic, moral,
cultural and intellectual development to make him a good worker a good citizen and
a good member of the family.
CONCEPT OF WELFARE
The concept of welfare means some amenities, other than the monetary benefits which
are required to be provided to the workers by their employers. Such measures are required to
maintain the standard of living of the workers to some extent. The central and the state
government have made rules for the safety and welfare facilities for the workers. In this context
so many Acts have been enacted under which certain provisions are statutorily required from the
employers. These different Acts have covered almost all categories of workers. These Acts are as
under: FACTORIES ACT, 1948
57
Employee welfare includes both Statutory as well as non-statutory activities undertaken by any
of the three Agencies: -
Employers
Trade Union
59
60
The aim and objectives of welfare schemes are as follows: It is good since it enables the workers to enjoy a richer and fuller life by providing them
those amenities and conveniences of life, which they themselves cannot provide.
It is partly economic since it improves the efficiency of labour, increases its availability
where it is scarce or help to secure better class of workers by keeping them contended, it
minimizes the chance of any industrial disharmony and establishes industrial peace.
It develops a sense of responsibility and dignity among the workers and then makes them
noble and civilized citizens.
It also keeps the efficiency and morale of workers high which creates a sense of honesty
and integrity among workers.
Subsequent effect of all the above aims establishes a good labour management relation,
which is essential for the smooth functioning of the industry.
61
HR DEPARTMENT HIERARCHY
G.M
(HR)
Sr.MANAGER
HRD
Chief. MANAGER,
P&A
Additional
CMO
Dy.MGR
(P&A)
MANAGER
(P&A)
MANAGER
(P&A)
WELFARE,
SCHOOL,CI
SF.
CANTEEN,FURNIT
URE,
P.R
MEDICAL
STATISTICA
L,
ESTABLISHMENT
RECRUITME
ESTATE,
CTV,
SANITATION
COMPUTER,
ACR/APPS/
BUDGET
GUEST
TEL, FAX ,
DAIR &
HOUSE
62
DISPATCH/
In welfare schemes, training and development programs for employees is also included.
These programs are done to make employees more efficient.
Incentive admissible to the employees on acquiring higher qualifications while in service of the
company:-
S
no.
Existing
Qualification
of Eligible Categories
advance
increments
a)
TECHNICAL
1)
Non Matric or
Matric/Pre basic
Rs.5550-8910
Matric/Pre basic
Up to the scale of
Basic course/ITI
Up to the scale of
Rs.5550-8910
3)
Matric+ITI/
B.Sc./Diploma
ISC/basic
engineering/
course
in 1
Up to the scale of
Rs.6550-11350
Adv. Course
63
4)
B.Sc./Diploma
in engineering/
advance course
AMIE,AMI,
Chem. Engg/AIC/Post
graduate
diploma
Up to the scale of
Rs.10750-16750
in
Prod/Project Mgt. of
two
years
Awarded
duration
by
the
Statutory
Univ /Institutions
5)
Up to the scale of
Rs.10750-16750
awarded by Statutory
Univ/ Institutions
b)
NON
TECHNICAL
1)
Non Matric
2)
/Basic/B.A part
Up to the scale of
Rs.6100-9710
1 Inter
3)
64
s2
Up to the scale of
(pub Add)
Rs.10750-16750
b)M.A(economic)
Up to the scale of
Rs.10750-16750
c) L.L.B
Up to the scale of
Rs.10750-16750
d)M.Com/Business
Admn.)
Up to the scale of
Rs.10750-16750
e)M.Com/M.Com
(Acc&
Business
Up to the scale of
Rs.10750-16750
static/C.A/ICWA/
Company Secretary
f)M.B.A with Sr.liason 2
Rs.10750-16750
in Financial Mgmt.
4)
DIPLOMA
Up to the scale of
In case of employee up
to
b)
P.G
diploma
in
Org.
&
Officer
scale
1
Non
technical
side
Diploma in
material mgt.
d) P.G
of
Rs.6550-11300.
procedures.
c) P G
the
Diploma in
could
Journalism/Diploma in
65
which
become
functional relevant to
Public Relation
e) P.G
Marketing
start working.
Diploma in
&
Sales
Mgt.
1
5)
Post graduate
Ph.D
Up to the scale of
Rs.10750-16750
SCHOLARSHIP
CHILDREN OF NFL EMPLOYEES
The salient features of the said scheme are as under:Children of NFL employees studying in schools who secure the first three position in Annual
Examination
Class
Amount of scholarship
I to IV
Rs.35/-
V to IX
Rs.60/-
X to XI
Rs.100/-
66
five (for SC/ST, the first three position among SC/ST student) in the classes mentioned against
each in the next class tenable for one year provided they continue their studies in the next class:
Position
Board examination
University examination
XII
Graduate
Postgraduate
1.
Rs.3000/-
Rs.3000/-
Rs.4000/-
Rs.4000/-
2.
Rs.2500/-
Rs.2500/-
Rs.3000/-
Rs.3000/-
Children
of
employee
who
secure
67
A) Two Excursion Trips in a calendar year are arranged by the Club at Unit. However at Mktg.
division & Corporate Office where there are no clubs, such excursion trips are arranged by the
concerned welfare/industrial relations department. Under the scheme, the places to be visited
during such Excursion trips are arranged within a distance of 400 km each way from the
township/place of work. One night stay is also allowed for the said trip. However company does
not bear any extra expenses on account of fooding or lodging. The employees make their own
arrangement for night stay and avail their own leave.
B) Management provide hire charges for two buses trip at Unit & total three buses for two trips at
C.O & CMO.
C) A sum of Rs.25/- per member per year is also given to the respective clubs & where there are
no clubs the amount @ Rs25/- per employee availing the facility is placed at such trips. All other
expenses on such trips are however met through the contribution of employees availing this
facility
The above amount is credited to the Optional Provident Fund Amount of the concerned
individual.
68
NFL time to time organizes Blood Donation Camps & Free Medical Camp to help the society. In
the Free Medical Camp NFL provides transport facilities to the patient from nearby villages.
Consultation, clinical test & medicines are also provided free of cost.
NFL also organizes Baisakhi Mela & Diwali Mela for the welfare of the society. From the
income of mela, it helps the needy & poor.
69
Management provide hire charges for two buses trip at Unit & total three buses for two trips at
C.O & CMO. A sum of Rs.25/- per member per year is also given to the respective clubs & where
there are no clubs the amount @ Rs25/- per employee availing the facility is placed at such trips.
All other expenses on such trips are however met through the contribution of employees availing
this facility
The above amount is credited to the Optional Provident Fund Amount of the concerned
individual.
a) In the event of death of an employee at any place other than at the plant while on duty, the
company will arrange for the transportation of the body.
b) An amount of Rs.2500/- shall be payable to the family of the deceased employee as Funeral
Expenses
c) All dues will be paid nearly within 15 days from the date of death of the employee.
70
TOWNSHIP
At Panipat unit, there is a modern township, which spreads over an area of 100 acres. There are
900 dwellings in the township, which accommodate officers, workers. Company also gives
liberal house building advance at nominal interest to the employees to construct their own
houses.
HOSPITAL
Company has provided a 30-bed hospital in the heart of the township. Hospital is equipped with
necessary facilities like, X-Ray, clinical laboratory, operation theater, ECG, respiratory
equipment etc. The first aid center is located within the factory premises with an ambulance kept
in readiness. Medical facility is extended to all the employees and their dependents. If required,
patients are sent to the approved outside hospitals and nursing homes for specialist treatment.
MEDICAL FACILITY
IN FAMILY FOLLOWING ARE INCLUDED: Family means Husband or Wife as the case may be parents, childrens step children &children
taken as wards, subject to the following conditions: Son: - till he starts earning or attains the age of 25 years.
Daughter: - till she starts earning or gets married, whichever is earlier.
71
The income limit of Rs. 1500 p.m for dependents would be inclusive of income from all sources
including pension and pension equivalent of DCRG benefits and exclusive of the relief on
pension sanctioned after Dec 1995.
There are following medical facilities are provided: INDOOR TREATMENT FACILITY.
OUTDOOR TREATMENT FACILITY.
INDOOR TREATMENT FACILITY: Reimbursement towards Indoor Treatment will be restricted as under:
OUT DOOR TREATMENT FACILITY: Maximum ceiling limit for a financial year on OPD Treatment: - 1.5-month salary.
Reimbursement procedure:
50% reimbursement will be allowed in case the expenditure on account of OPD treatment
exceeds one-month salary and is up to 2-month salary.
72
No reimbursement will be allowed towards OPD treatment in case the amount exceeds 2month salary.
The appointment to any regular post in the company is subjected to medical fitness. All
employees working in the unit are required to undergo medical checkup annually from the
companys hospital.Management provides canteen facility to its employees in the factory.
Eatables are supplied to them at the place of work at regular intervals. Hygienic conditions are
also maintained in all the canteen services.
The canteen is very neat and clean. It is being cleaned regularly 2 times a day and also
washed with detergent once in a week. In canteen proper ventilation and light is provided.
Canteen has a sitting capacity of 80 persons at a time. Ten fans, five desert coolers and one water
cooler are provided for hot summers. Telephone facility is also given. There is a notice board and
complaint book is also available.
Canteen runs on contract basis for which tenders are invited. A security of Rs.95000/- is to be
deposited in the starting.
OBSERVATIONS
1. PERSONNEL &ADMINISTRATION Dept. executives and all staff maintain an attitude
of cooperation and assistance.
73
2. Mobile camera is not allowed inside the company but with few exceptions.
Maintaining safety provisions and safety level to the highest standard
MEDICAL FACILITY
IN FAMILY FOLLOWING ARE INCLUDED: Family means Husband or Wife as the case may be parents, childrens step children &children
taken as wards, subject to the following conditions: Son: - till he starts earning or attains the age of 25 years.
Daughter: - till she starts earning or gets married, whichever is earlier.
The income limit of Rs. 1500 p.m for dependents would be inclusive of income from all sources
including pension and pension equivalent of DCRG benefits and exclusive of the relief on
pension sanctioned after Dec 1995.
There are following medical facilities are provided: INDOOR TREATMENT FACILITY.
OUTDOOR TREATMENT FACILITY.
INDOOR TREATMENT FACILITY: Reimbursement towards Indoor Treatment will be restricted as under:
74
OUT DOOR TREATMENT FACILITY: Maximum ceiling limit for a financial year on OPD Treatment: - 1.5-month salary.
Reimbursement procedure: -
50% reimbursement will be allowed in case the expenditure on account of OPD treatment
exceeds one-month salary and is up to 2-month salary.
No reimbursement will be allowed towards OPD treatment in case the amount exceeds 2month salary.
75
The appointment to any regular post in the company is subjected to medical fitness. All
employees working in the unit are required to undergo medical checkup annually from the
companys hospital.
CANTEEN
Management provides canteen facility to its employees in the factory. Eatables are supplied to
them at the place of work at regular intervals. Hygienic conditions are also maintained in all the
canteen services.
The canteen is very neat and clean. It is being cleaned regularly 2 times a day and also
washed with detergent once in a week. In canteen proper ventilation and light is provided.
Canteen has a sitting capacity of 80 persons at a time. Ten fans, five desert coolers and one water
cooler are provided for hot summers. Telephone facility is also given. There is a notice board and
complaint book is also available.
Canteen runs on contract basis for which tenders are invited. A security of Rs.95000/- is to be
deposited in the starting.
OBSERVATIONS
PERSONNEL &ADMINISTRATION Dept. executives and all staff maintain an attitude of
cooperation and assistance.Mobile camera is not allowed inside the company but with few
exceptions.Maintaining safety provisions and safety level to the highest standard.
9. Learning and growing opportunities-: this factor is especially important for the bottom and
middle level of management and it ensures long term employee organization orientation and
employee commitmen
10. Working environment-: Working environment is an important factor to keep the employees
engages to the organization. Employees need different kind of working environment at
different levels. HR people must keep this factor in mind.
11. Performance appraisal-: Appraising performance should be done in such a way that it does
not threat the employee that any point of time. Otherwise employee motivation and so
employee engagement can come down dramatically.
12. Recognition-: Recognition is important to keep employee motivated and committed to the
organization. Different levels of hierarchy require different kind of recognition.
13. Communication-: Clear upwards and downwards communication is required for the
employee involvement in the organization. Communication barriers can create high amount
of dissatisfaction among the employees and some time it takes the form of rumors and affect
the organization badly.
14. Relationship-: Interpersonal bonding is essential for getting out of the employees coaching
and mentoring system not only developed the employee but also builds a moral bonding for
better engagement.
15. Transparency-: Transparency in the organization is required at all the levels and it actually
creates a good amount of enthusiasm especially among the middle and bottom level of
management.
78
16. Compensation-: Compensation is a major factor of motivation. Monetary and non- monetary
compensation can be used wisely to motivate the employees and keep the engagement level
higher.
17. Motivation-: Overall motivation of the employee depends on numerous factors and it is a
most important aspect of employee engagement
79
TRAINING& DEVELOPMENT
Training is concerned with imparting developing specific skills for a particular purpose.
Training is the act of increasing the skills of an employees for doing a particular job.
Trainingis the process of learning a sequence of programmed behaviour.
In earlier practice, training programme focused more on preparation for improved performance
in particular job. Most of the trainees used to be from operative levels like mechanics, machines
operators and other kinds of skilled workers. When the problems of supervision increased, the
step were taken to train supervisors for better supervision.
DEVELOPMENT
Management development is all those activities and programme when recognized and
controlled have substantial influence in changing the capacity of the individual to perform his
assignment better and in going so all likely to increase his potential for future assignments.
Thus, management development is a combination of various training programme, though some
kind of training is necessary, it is the overall development of the competency of managerial
personal in the light of the present requirement as well as the future requirement.
Development an activity designed to improve the performance of existing managers and to
provide for a planned growth of managers to meet future organizational requirements
ismanagement development.
people were "resources" an idea that they felt to be demeaning to the individual. Eventually,
the CIPD settled upon "Learning and Development", although that was itself not free from
problems, "learning" being an overgeneral and ambiguous name. Moreover, the field is still
widely known by the other names.
Training and development (T&D) encompasses three main activities: training, education, and
development. Garavan, Costine, and Heraty, of the Irish Institute of Training and Development,
note that these ideas are often considered to be synonymous. However, to practitioners, they
encompass three separate, although interrelated, activities.
Training: This activity is both focused upon, and evaluated against, the job that an
impossible to evaluate.
The "stakeholders" in training and development are categorized into several classes. The
sponsors of training and development are senior managers. The clients of training and
development are business planners. Line managers are responsible for coaching, resources, and
performance. The participants are those who actually undergo the processes. The facilitators are
Human Resource Management staff. And the providers are specialists in the field. Each of these
groups has its own agenda and motivations, which sometimes conflict with the agendas and
motivations of the others.
The conflicts are the best part of career consequences are those that take place between
employees and their bosses. The number one reason people leave their jobs is conflict with their
bosses. And yet, as author, workplace relationship authority, and executive coach, Dr. John
Hoover points out, "Tempting as it is, nobody ever enhanced his or her career by making the boss
look stupid." Training an employee to get along well with authority and with people who
entertain diverse points of view is one of the best guarantees of long-term success. Talent,
knowledge, and skill alone won't compensate for a sour relationship with a superior, peer, or
customer.
Patterns of Development
81
Patterns of development help us sort out information and shape paragraphs or essays. They can
help organize an outline, or depending on the purpose they can determine the form that a paper
will take. Remember that most paper will use a combination of methods, working together in
function of each other.
Given the topic "environmental issues," these are some examples of how the methods can help
limiting the topic, developing a thesis statement, and writing an outline.
1. Narration means to tell a story: The history of the Love Canal A narration deals with people,
places, events, dates, etc.
2. Description means to tell what something is like.
Describe the damage done by pollution to a river, lake, forest, etc. A good description will
revolve around a "dominant impression."
3. Illustration with examples means that a generalization is supported by specific instances.
Food industries do not encourage consumers to produce less litter.
4. Definition means to explain what something is.
Define "ozone layer"
5. Comparison means to identify the ways in which two "different" items are similar. Contrast
means to identify the ways in which two "similar" items are different. This means that there is no
purpose in comparing or contrasting two items that do not share some common characteristic
(apples and books). Compare the environmental advantages of paper bags as opposed to plastic
bags
6. Classification means to sort items in order to group together those with similar characteristics
and to distinguish them from those with different characteristics.
Provide examples of how we can reduce waste by reducing, reusing, recycling.
7. Causal analysis means to find the reasons that produced a certain result or to identify the
results produced by a certain phenomenon.
Effects of acid rain on vegetation
8. Argumentation means to provide enough reasons and proof to convince the reader that a
certain opinion is valid.
Industries do not receive enough incentives to reduce waste.
82
Because they cannot easily prepare their own food, many college students
who live in the dorms are on a diet of fast food, junk food, or snacks.
4. Definition: A pizza is a flat bread, which may be covered with tomato sauce, cheeses, and a
variety of toppings.
5. Comparison: Real Italian food, the kind that is eaten in Italy, is very different from American
Italian food.
6. Classification: Although traditionally pizza is an Italian dish, Greek pizza, Mexican pizza,
and Hawaiian are becoming increasingly popular.
7. Cause and effect: Italian food in Italy is very different from American Italian food because of
regional variations and because of availability of ingredients.
8. Process: Baking bread is a process which consists of three main steps: kneading, shaping, and
baking.
85
87
Enhanced company image, e.g., conducting ethics training (not a good reason for ethics
training!)
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 (ITN), 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 neighbors. 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, 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
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 neighbors. 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, people
need appropriate opportunities, resources, and Conditions. Therefore, to meet people's
90
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.
The following are the important steps in the organization of a management development
program:
Analysis of organizational development needs: After deciding to launch a management
development program a close and critical examination of the present and future development
needs of the organization has to be made. We should know how many and what type of managers
are required to meet the present and future requirements.
A comparison of the already existing talents with those that are required to meet the projected
needs will help the top management to take a policy decision as to whether it wishes to fill those
positions from within the organizations or from outside sources.
Appraisal of present management talents: In order to make the above suggested comparison, a
qualitative assessment of the existing executive talents should be made and an estimate of their
potential for development should be added to that. Only then can it compare with the projected
required talents.
Inventory of management manpower: this is prepared to have a complete set of information
about each executive in each position. For each members of the executive team, a card is
prepared listing such data as name age, length of service, education, work experience, health
record, psychological test results and performance appraisal data etc. The selection of individuals
for a management development program is made on the basis of the kind of background they
possess. Such information, when analyzed discloses the strengths as well as weaknesses or
deficiencies of managers in certain functions relating to the future needs of the organization.
91
92
1) Role play
2) Sensitivity training
3) Behavior Modeling
Job knowledge
1) On the job experiences
2) Coaching
3) Understudy
Organizational knowledge
1) Job rotation
2) Multiple management
General knowledge
1) Special courses
2) Special meetings
3) Specific readings
Specific individuals
1) Special projects
2) Committee assignments
93
Training methods:
Once the training needs are recognized the method in which the training program is conducted is
decided.
The training programmes commonly used to train operative and supervisory personnel re as
follows:
Training Methods
On-the-JobMethods
Off-the-JobMethods
Job Rotation
Role Playing
Coaching
Lecture Methods
Job instruction or
Conference or
Discussions
Programmed
by-step
Instructions
Committee
Assignments
Job Rotation: This type of training involves the movement of the trainee from one job to
another. The trainee receives job knowledge and gains experience from his supervisor or
trainer in each of the different job assignments
94
Coaching: The trainee is placed under a particular supervisor, who functions as a coach
in training the individual.
Job Instruction: This method is also known as training through step by step. Under this
method, trainer explains the trainee the way of doing the job
Committee Assignments: Under this the committee assignment, group of trainees are
given and asked to solve an actual organizational problem. It helps in developing teamwork.
Off-the-Job Methods:
Under this method of training, trainee is separated from the job situation and his attention is
focused upon learning the material related to his future job performance.
Lecture methods: The lecture is a traditional and direct method of instruction. The instructor
organizes the material and gives it to a group of trainees in the form of a talk.
Conference or Discussion: This method involves a group of people who pose ideas, examine
and share facts, ideas and data, test assumptions, and draw conclusions, all of which contribute
to the improvement of job performance.
Needs analysis
Follow-up (feedback)
TRAINING CALENDAR: Training calendar is the basis on which any type of training and
development program is conducted
Purpose
Scope
Definitions
Training needs
Methods of imparting
DOCUMENTATION
Need basis
The employee is given counseling before the training programme. After the training program is
over another counseling session is conducted so as to note the views of the employee and
motivate him for further work.
The training need format is distributed to the employees. The employees fill the required data
and send it to the department head. The department head then checks all the forms and forwards
it to the HRD department; he signs the forms and forwards it to the HRD department. All the
forms are segregated according to the similarities. The training needs are further analyzed to
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formulate a definite program to satisfy all the employee needs. This analysis thus becomes
fundamental in identifying needs.
The training needs format is also included in the annual appraisal forms, which are distributed to
the employees. The employees fill these forms and send them to their respective department
heads. They further check the forms and hand them over o the HRD department.
In this any employee not able to fill or who missed the needs format form is sent the form during
the annual appraisal.
If the training programs do not satisfy the employees, then the training needs are formulated
based on the performance appraisal of the employees.
Work output
Quality of work
Decision-making
Documentation
Need basis
The employee is given counseling before the training programme. After the training program is
over another counseling session is conducted so as to note the views of the employee and
motivate him for further work.The training need format is distributed to the employees. The
employees fill the required data and send it to the department head. The department head then
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checks all the forms and forwards it to the HRD department; he signs the forms and forwards it
to the HRD department. All the forms are segregated according to the similarities. The training
needs are further analyzed to formulate a definite program to satisfy all the employee needs.
This analysis thus becomes fundamental in identifying needs.
The training needs format is also included in the annual appraisal forms, which are distributed to
the employees. The employees fill these forms and send them to their respective department
heads. They further check the forms and hand them over o the HRD department.In this any
employee not able to fill or who missed the needs format form is sent the form during the annual
appraisal.If the training programs do not satisfy the employees, then the training needs are
formulated based on the performance appraisal of the employees.
The annual appraisal form also includes a self-appraisal form, which is filled by the employee
himself. This gives an opportunity to the employee to assess himself and put forward his
positive and negative points. Here the employee is required to write down his achievements, any
problems if faced, factors which contributed to his growth etc. as an employee is the best judge
of himself he is also required to identify the regions in which he would want any training.
Hence with the help of the appraisal forms filled by the supervisors and the employees, a
complete picture of the areas in which training programmed is to be conducted is known. A
similar procedure is followed in all the departments. All the forms are then further analyzed and
a common program satisfying all the requirements is conducted for the benefit of the employees.
FACTORS
PURPOSES
Technological Advances
Improved Productivity
Organizational Complexity
Prevention of
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Training is not something that is done once to new employees; it is used continuously in every
well-run establishment. Further, technological changes, automation, require up-dating the skills
and knowledge. Training need arises due to the following reasons:
1)
To match the employee specifications with the job requirements and organizational needs
2)
3)
Technological advances
4)
Organizational complexity
5)
Human relations
6)
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levels:
Corporate need and training need are interdependent because the organization performance
ultimately depends on the performance of its individual employee and its sub group.
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Peer appraisal
Competency assessments
Subordinate appraisal
Client feedback
Customer feedback
Self-assessment or self-appraisal
Operational Level Training Need analysis at operational level focuses on the work that is being
assigned to the employees. The job analyst gathers the information on whether the job is clearly
understood by an employee or not. He gathers this information through technical interview,
observation
, psychological test; questionnaires asking the closed ended as well as open ended questions, etc.
Today
, jobs are dynamic and keep changing over the time. Employees need to prepare for these
changes. The
job analyst also gathers information on the tasks needs to be done plus the tasks that will be
required in
the future.Based on the information collected, training Need analysis (TNA) is done.
Models of Training
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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).
which may impact on the content, form, and conduct of the training efforts. The internal forces are
RESEARCH METHODOLOGY
Methodology can be defined as a systemic way of approaching a problem to identify the truth
and for this certain step should be taken in a systematic order and these steps are called methods.
Research methodology is a process of planning, acquiring, analyzing and disseminating relevant
data and information.
The use of right methodology is necessary because if the right methods are not adopted and
thoughts are not arrange in a logical order the exact truth might not be expressed. Thus the
methodology means correct arrangement of thoughts and knowledge.
Types of Research
1. Reporting
2. Descriptive
3. Explanatory
4. Predictive
5. Pure
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6. Applied
Reporting Research: To provide an account or summation of some data or to generate
simple statistics (mean). The data is generally easily available and does not require
detailed analysis or drawing inferences and conclusions. It also involves identifying
sources of information e.g counting no. of employees, customers, no. of employees
present/ absent
Descriptive Research: Describing the characteristics/ profile of individuals i.e who,
what, when etc A descriptive study only describes certain characteristics, but it does not
provide an explanation for the event or the phenomenon under study e.g. a study may
describe what the consumer is buying and who is buying the products in terms of their
demographic profile, but it does not explain as to why the consumer is buying those
products i.e. the underlying reasons, attitudes, perceptions etc
Explanatory: The research attempts to explain the reasons for an event/ observation e.g.
why the consumer prefers a certain product. The researcher uses theories and hypothesis
to explain the causes/ reasons for an event and then undertakes testing of hypothesis.
Predictive : This type of research not only provides an explanation but also predicts the
occurrence of events. Prediction would lead to control over events i.e. if you can predict
events you can also control them. It involves establishing a cause and effect relationship
between events e.g. if you increase incentives to employees, they will perform better.
This type of research involves detailed analysis and drawing of inferences.
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TYPES OF RESEARCH:1.
2.
3.
4.
5.
6.
Demographic/Socioeconomic:
Psychological/Lifestyle:Attitudes/Opinions:Awareness/Knowledge:Intentions:Motivations:-
7. Behavior:-
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LIMITATIONS
There may be limitations to this study because the study duration (summer training) is very short
and its not possible to observe every aspect of Human Resource practices.
SWOT ANALYSIS
STRENGTHS: The main strength of NFL Panipat is their employees. The total no. of
employees is 900 approximately.
Social security
WEAKNESSES:
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Industrial pollution
OPPURTUNITIES:
THREATS:
Increase in competition.
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QUESTIONNAIRE
Section I
Q1. Please mention your age:
20-25
25-30
Above 30
Q2. Gender:
Male
Female
Q3. Marital Status:
Single
Married
Divorced
Q4. Is this your first organization?
Yes
No
Section II
Q1. Has your company organizes a training and development programme?
Yes
No
Q2. your organization identifies the training needs for the employees?
Yes
No
Q3. On an average, how much time did it used to take for training and
development
Programe?
One Month
Two Month
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Three Month
Q4. How much training programs has been made in the past one year?
One
Two
Three
Q5. Do you have any training programs in the coming financial year?
Yes
No
Q6. Do your top management take feed back?
Yes
No
Q7. What do you think the training programs will be run in future?
Yes
No
Q8. Do employee development programs raise unrealistic expectations about
promotions?
Yes
No
Q 9. Does the Executive Director engage development activities for
him/herself?
Yes
No
Q10. Do you feel trust in your supervisors?
Yes
No
Limitations:
In view of the limited time available for the study, only the Training
and Development process could be studied.
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The sample size is too small to reflect the opinion of the whole
organization.
CONCLUSION
From the findings and analysis it was seen that most of the employees are having the opinion that
training & development means employee development.
Research has shown that most of the employees are satisfied with the training & developmemt
facilitated by the company N.F.L and they are getting all the facilities in time and also according
to their needs, which ultimately and automatically help company & employees to achieve
common goal. Thus management should take care of their workers by providing them different
trainings so that they feel contented.
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BIBLIOGRAPH
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