DECLARATION

1, hereby solemnly declare that the project work entitled TRAINING AND DEVELOPMENT" (with special
reference to "JINADAL STAINLESS LIMITED, KOTHAVALASA" is a report submitted by me to the
Department of Commerce MAHARAJAH'S POST GRADUATE COLLEGE VIZIANAGARAM in partial
fulfillment for award of the degree of Master of Commerce, is a genuine and bonafide work done by me
and it is not submitted to any university or published before,

The project work is for the partial fulfillment for the award of the degree of Master of Commerce,
Andhra University, Visakhapatnam.

Place:

Date:

(BUSARI APPALANAIDU)

 ACKNOWLEDGEMENT

I take this opportunity to express my sincere gratitude to the following eminent personalities without
whose help & guidance, the successful completion of my project work would have remained a dream.

1 express my gratitude to Smt. CH. KARUNADepartment of Commerce, MAHARAJAH'S POST GRADUATE

COLLEGE, VIZIANAGARAMfor her valuable guidance and support helped me in providing project data
and who spent her valuable time for completion of the project.

I also express my sincere thanks to MrGOPALA KRISHNA J. HR Manager, for accepting my request of
doing theJINADAL STAINLESS KOTHAVALASAproject work in this esteemed organization. LIMITED,

I also thank Smt. CH. KARUNA, head of the Department, Department of Commerce, MAHARAJAH'S POST
GRADUATE COLLEGE, Vizianagaram, for her advice and giving me opportunity to this project.
I extend my heartfelt thanks to Prof.I. BHASKAR REDDY, Director of MAHARAJAH'S POST GRADUATE
COLLEGE, VIZIANAGARAM for his advice. and permitting me to pursue the project.

I also express my sincere thanks to my parents, friends and all other who helped me in completion of my
project work.

BUSARI APPALANAIDU

INTRODUCTION

Training increases the knowledge and skill of new employees in discharging their jobs and services as a
refresher course for the old employees. Training imparts employees specific Knowledge, which are
needed to do their job. Training also gives them the opportunity to learn and provides self-
development, which is needed for future promotion Training as a vehicle for human resources
development, is concerned with improving the skills of employees and enhancing demands appositives
contribution. It could also make a positive contribution to the empowerment of employees,

Training can be introduced simply as a process of assisting a person for enhancing his efficiency and
effectiveness to a particular work area by getting more knowledge and practices. Also training is
important to establish specific skills, abilities and knowledge to an employee. For an organization,
training and development are important as well as organizational growth, because the organizational
growth and profit are also dependent on the training. But the training is not a core of organizational
development. It is a function of the organizational development.

Training and Development is the framework for helping employees to develop their personal and
organizational skills, knowledge, and abilities. All employees want to be valuable and remain
competitive in the labour market at all times, because they make some demand for employees in the
labour market. This can only be achieved through employee training and development. Hence
employees have a chance to negotiate as well as employer has a good opportunity to select most
suitable person for his vacancy. Employees will always want to develop career-enhancing skills, which
will always lead to employee motivation.

Every Organization needs to have well-trained and Experienced people to perform the activities that
have to be done. If current or potential job occupant can meet this requirement, training is not
important. When this is not the case, it is necessary to raise the skill levels and increase the versatility
and adaptability of employees.
Training is process of learning a sequence of programmed behaviour. It is an application of knowledge. It
improves the job performance and brings growth in the personality. It gives awareness of procedure to
guide their behaviour.

Training and development can be initiated for a variety of reasons for an employee or group of
employee like Increase job satisfaction and morale among employee,

 1

Increase efficiency in processes, resulting in financial gain, Increased innovation in strategies

and products, Reduced employee turnover, Train about specific processes.

Steel has a major influence on our lives, the cars we drive the buildings we work in, the
home in which we live and countless other factors in between. Steel is used in our electricity
power line towers, natural gas pipelines, machine tools, military weapons the list is endless.
Steel has also earned a place in our homes in protecting our families, making our lives
convenient, its benefits are undoubtedly clear. Steel is by far the most important multi
functional and most adoptable of materials. The development of mankind would have been
impossible but for steel the back bone of developed mies was laid on the strength and
inherent uses of steel. The various uses of steel which in turn is measure of adaptability of
steel can be judged from the characteristics of steel like Hot and cold formable, Weld able,
Suitable machinability, Hard, tough and wear resistant, Corrosion resistant and Heat
resistant and resistance to deformation at high temperature. Steel compared to other
materials at its type has low production costs. The energy required for extracting iron from
ore is about 25% of what is needed for aluminium.

The present study is undertaken a "a study on Training and development with reference to
Jindal stainless limited, kothavalasa". The company is largest private company at
Vizianagaram district. It annually produces 40000 tones of Ferro Chrome to domestic
market. They can export the developed countries. The country was awarded the "export
award regional special shield". The head that is nominated as management repression since
gas the authority responsibility in maintaining quality system and organization freedom to
resolve quality problem. A part of the OP Jindal Group, Jindal Stainless limited is India's
largest and the only fully integrated stainless manufacturer. Jindal stainless has grown from
an indigenous single unit stainless plant in Hisar, haryana to the present multi location and
multi product conglomerate. JSL is a globally recognized producer of stainless steel flat
products in Austenitic, Feritic, martensitic and duplex grades. Kothavalasa, is a unit of Jindal
Group, one of the largest steel manufacturers in India. The plant is located at Kothavalasa,
Vizianagaram district of Andhra Pradesh. It was launched at 1987 by the chief minister of
 Shri. N.T.Rama Rao. The main product of this plant is high carbon Ferro Chrome one of the
essential product of Stainless Steel.

 2

Need for the study

Training is the most important technique of human resource development. No organization

can get a candidate who exactly matches with the job and the organizational requirements.
Hence, training is the most important to develop the employee and make him suitable to
the job. Job and organizational requirements are not static; they are changed from time to
time in view of the technological advancement. Trained employees would be valuable asset
to an organization.

 Training and career development are very vital in any company or organization that aims at
progressing Training simply refers to the process of acquiring the essential skills required for
a Ocertain job. It targets specific goals, for instance understanding a process and operating a
certain machine or system.

 > Training assists in eliminating weaknesses, by strengthening workers skills. A

 well organized development program helps employees gain similar skills and knowledge. A
properly trained employee becomes more informed about procedures for various tasks. The
worker confidence is also boosted by training and

 development.

 A well organized training and development program gives the workers constant knowledge
and experience.

 Training and development makes the employee also feel satisfied with the role they play in
the company or organization.

 Through training and development the employee acquires all the knowledge and skills
needed in their day to day tasks. Workers can perform at a faster rate. and with efficiency
thus increasing overall productivity of the company.

 Training and development results with optimal utilization of resources and

 reduce wastage in a company or organization.

 > Improves profitability and more positive attitudes toward profits orientation.

 > Improves the job knowledge and skills at all levels of the organization.

 Improves the morale of the workforce.

 Helps people identify with organizational goals.

 Helps create a better corporate image.

3

Objectives of the study

To study the profile of Steel Industry in India.

To study the profile of JINDAL STAINLESS STEELS LTD,

KOTHAVALASA

• To know the theoretical aspects of Training and Development.

• To evaluate the training and development program in JINDAL for

improving the employees skills

To find out how effectively training program conducted by the company * To suggest
measures for effective functioning of employees in the

organization.

Methodology

There are two types of date to collect information relating to the concerned topic:

Primary data:

For this project, primary data was collected from the employees of the organization. The
basic approach for the collection of primary data is by conducting a survey with the help of a
questionnaire. Towards the accomplishment of the said objectives, information would be
obtained from primary as well as secondary data sources; Primary data will be generated by
way of meeting different executives concerned with training and development programs.
Also a survey on training program is conducted by means of a questionnaire to derive the
training programmers at JINDAL, Efforts will be directed in obtaining the view of employees/
executive who got trained in the in-house/outside training programmers.

Secondary data:

Secondary date is such data, which is already published, collected for some purpose other
than the one confronting the researcher at a given point of time. Information pertaining to
training and development programs organized over period will be obtained by way of
referring to record of the statistical departments, personal department, and training and
development departments. In-house magazines, journals, newspapers, any other published
materials will be referring to in collection of necessary data.

Sample size:

For the administration of questionnaire in Jindal Stainless Steels Limited, Kothavalasa. The
management has, given the opportunity to collect the information only from 50 employees
from various departments. Now the investigation opted random sampling method in
ordered to conduct to the study.

Limitations of the Study

The study is limited due to the time constraints.

The analysis depends on the data provided by the respondents questionnaire as well as
company.

Lack of time on the part of employees for detailed interaction.

through the

Availability of the information on Human Resource Management and its

confidentiality is also a limiting factor.

Some of the information like performance appraisal reports and confidential report cannot
be kept open for others to study.

The sample size is limited to 50 only.

6
Frame Work of the Study

Chapter-I:
It deals with introduction of training and development, need for the study, objective of

the study, methodology and limitations of the study.

Chapter-II:

It deals with Steel Industrial profile and profile of JINDAL STAINLESS STEELS LTD,
KOTHAVALASA.

Chapter-III:

It deals with theoretical aspects of Training and Development.

Chapter-IV:

It Deals with the data analysis and interpretation of training and development practices and
procedures in Jindal Stainless steel Limited.

Chapter-V:

It deals with Summary, Findings and suggestions.

7
PROFILE OF STEEL INDUSTRY

Steel is crucial to the development of any modern economy and is considered to be the
backbone of human civilization. The level of per capita consumption of steel is treated as an
important index of the level of socioeconomic development and living standards of the
people in any country. It is a product of a large and technologically complex industry having
strong forward and backward linkages in terms of material flows and income generation. All
major industrial economies are characterized by the existence of a strong steel industry and
the growth of many of these economies has been largely shaped by the strength of their
steel industries in their initial stages of development. Steel industry was in the vanguard in
the liberalization of the industrial Sector and has made rapid strides since then. The new
Greenfield plants represent the latest in technology. Output has increased, the industry has
moved up in the value chain and exports have raised consequent to a greater integration
with the global economy.

History of steel:

Steel was discovered by the Chinese under the reign of Han dynasty in 202 BC till 220 AD.
Prior to steel, iron was a very popular metal and it was used all over the globe. Even the
time period of around 2 to 3 thousand years before Christ is termed as Iron Age as iron was
vastly used in that period in each and every part of life. But, with the change in time and
technology, people were able to find an even stronger and harder material than iron that
was steel. Using iron had some disadvantages but this alloy of iron and carbon fulfilled all
that iron couldn't do. The Chinese people invented steel as it was harder than iron and it
could serve better if it is used in making weapons.

The global steel industry:

The current global steel industry is in its best position in comparing to last decades. The
price has been rising continuously. The demand expectations for steel products are rapidly
growing for coming years. The shares of steel industries are also in a high pace. The steel
industry is enjoying its 6th consecutive years of growth in supply and demand. And there is
many more merger and acquisitions which overall buoyed the industry and showed some
good results. The supreme crisis has lead to the recession

in economy of different countries, which may lead to have a negative effect on whole steel
industry in coming years. However steel production and consumption will be supported by
continuous economic growth

Contribution of countries to global steel industry:

The countries like China, Japan, India and South Kores are in the top of the above in steel
production in Asian countries. China accounts for one third of total production Le. 419m ton,
Japan accounts for 9% i.e. 118 m ton, India accounts for 53m ton and South Korea is
accounted for 49m ton, which all totally becomes more than 50% of global production.
Apart from this USA, BRAZIL, UK accounts for the major chunk of the whole growth,

Steel industry in india:

Steel has been the key material with which the world has reached to a developed position.
All the engineering machines, mechanical tools and most importantly building and
construction structures like bars, rods, channels, wires, angles etc are made of steel for its
feature being hard and adaptable. Earlier when the alloy of steel was not discovered, iron
was used for the said purposes but iron is usually prone to rust and is not so strong. Steel is
a highly wanted alloy over the world. All the countries need steel for the infrastructural
development and overall growth. Steel has a variety of grades i.e. above 2000 but is mainly
categorized in divisions-steel flat and steel long, depending on the shape of steel
manufactured. Steel flat includes steel products in flat, plate, sheet or strip shapes. The
plate shaped steel products are usually 10 to 200 mm and thin rolled strip products are of 1
to 10 mm in dimension. Steel flat is mostly used in construction, shipbuilding, pipes and
boiler applications. Steel long Category includes steel products in long, bar or rod shape like
reinforced rods made of sponge iron. The steel long products are required to produce
concrete, blocks, bars, tools, gears and engineering products. After independence,
successive governments placed great emphasis on the development of an Indian steel
industry. In Financial Year 1991, the six major plants, of which five were in the public sector,
produced 10 million tons. The rest of India steel production, 4.7 million tons, came from 180
small 29 plants, almost all of which were in the private sector. India's Steel production more
than doubled during the 1980s but still did not meet the demand in the mid-1990s, the
government was seeking private-sector investment in new steel

plants. Production was projected to increase substantially as the result of plans to set up a 1
million ton steel plant and three pig-iron plants totaling 600.000 tons capacity in West
Bengal, with Chinese technical assistance and financial investment. The commissioning of
Tata Iron & Steel Company's production unit at Jamshedpur, Bihar in 1911-12 heralded the
beginning of modern steel industry in India. At the time of Independence in 1947 India's
steel production was only 1.25 Mt of crude steel. Following independence and the
commencement of five year plans, the Government of India decided to set up four
integrated steel plants at Rourkela, Durgapur, Bhilai and Bokaro. The Bokaro plant was
commissioned in 1972. The most recent addition is a 3 Mt integrated steel plant with
modem technology at Visakhapatnam. Demand of steel in India:

Driven a booming economy and concomitant demand levels, consumption of steel has
grown by 12.5 per cent during the last three years, well above the 6.9 percent envisaged in
the National Steel Policy. Steel consumption amounted to 58.45 mt in 2006-07 compared to
50.27 mt in 2005-06, recording a growth rate of 16.3 per cent, which is higher than the
world average. During the first half of the current year, steel consumption has grown by 16
per cent. A study done by the Credit Suisse Group says. that India's steel consumption will
continue to grow by 17 per cent annually till 2012, fuelled by demand for construction
projects worth USS I trillion. The scope for raising the total consumption of steel in the
country is huge, as the per capita steel consumption is only 35 kgs compared to 150 kg in
the world and 250 kg in China. With this surge in demand level, steel producers have been
reporting encouraging results. For example, the top six companies, which account for 70
percent of the total production capacity, have recorded a year-on-year growth rate of 13.4
per cent, 15.7 per cent and 11.7 per cent in net sales, operating profit and net profit,
respectively, during the second quarter of 2007-08 We expect strong demand growth in
India over the next five years, driven by a boom in construction (43%-plus of steel demand
in India)

10
Major players of steel in India: 1.Public Sector

(A) Steel Authority of India Limited (SAIL)

Steel Authority of India Limited (SAIL) is a company registered under the Indian Companies
Act, 1956 and is an enterprise of the Government of India. It has five integrated steel plants
at Bhilai (Chattisgarh), Rourkela (Orissa), Durgapur (West Bengal), Bokaro (Jharkhand) and
Bumpur (West Bengal). SAIL has three special and alloy steel plants viz. Alloy Steels Plant at
Durgapur (West Bengal), Salem Steel Plant at Salem (Tamilnadu) and Visvesvaraya Iron &
Steel Plant at Bhadravati (Karnataka). In addition, a Ferro Alloy producing plant Maharashtra
Elektrosmelt Ltd. at Chandrapur, is a subsidiary of SAIL. SAIL has Research & Development
Centre for Iron & Steel (RDCIS), Centre for Engineering & Technology (CET), SAIL Safety
Organisation (SSO) and Management Training Institute (MTI) all located at Ranchi; Central
Coal Supply Organisation (CCSO) at Dhanbad; Raw Materials Division (RMD), Environment
Management Division (EMD) and Growth Division (GD) at Kolkata. The Central Marketing
Organisation (CMO), with its head quarters at Kolkata, coordinates the country-wide
marketing and distribution network. (B) Rashtriya Ispat Nigam Ltd. (RINL)

RINL, the corporate entity of Visakhapatnmam Steel Plant (VSP) is the first shore based
integrated steel plant located at Visakhapatnam in Andhra Pradesh. The plant was
commissioned in August 1992 with a capacity to produce 3 million tonne per annum (mtpa)
of liquid steel. The plant has been built to match international standards in design and
engineering with state-of-the-art technology incorporating extensive energy saving and
pollution control measures. Right from the year of its integrated operation, VSP established
its presence both in the domestic and international markets with its superior quality of
products. The company has been awarded all the three International standards certificates,
41 namely, ISO 9001:2000, ISO 14001: 1996 and OHSAS 18001: 1999, RINL was accorded the
prestigious _Mini Ratna' status by the Ministry of Steel, Govt. of India in the year 2006 and
the company is gearing up to complete the ambitious expansion works to increase the
capacity to 6.3 mtpa by 2009. RINL has prepared a road map to expand the plant's capacity
up to 16 mtpa in phases.
11
(C) Metal Scrap Trade Corporation Ltd. (MSTC)

MSTC Lid. (formerly Metal Scrap Trade Corporation Ltd) was set up on the 9th September,
1964 as a canalizing agency for the export of scrap from the country. With the passage of
time, the company emerged as the canalizing agency for the import of scrap into the
country. Import of scrap was de-canalized by the Government in 1991 92 and MSTC has
since then moved on to marketing ferrous and miscellaneous scrap arising out of steel
plants and other industries and importing Coal, Coke, Petroleum products, semi finished
steel products like HR Coils and export primarily Iron ore. The Company has also established
an e-auction portal and undertakes e-auction of Coal, Diamonds and Steel Scrap and has
developed an e- procurement portal in house.

(D) Ferro Scrap Nigam Ltd. (FSNL)

FSNL is a wholly owned subsidiary of MSTC Ltd. with a paid up capital of Rs. 200 lakh. The
Company undertakes the recovery and processing of scrap from slag and refuse dumps in
the nine steel plants at Rourkela, Burnpur, Bhilai, Bokaro, Visakhapatnam, Durgapur, Dolvi,
Duburi & Raigarh. The scrap recovered is returned to the steel plants for recycling/ disposal
and the Company is paid processing charges on the quantity recovered at varying rates
depending on the category of scrap. Scrap is generated during Iron & Steel making and also
in the Rolling Mills. In addition, the Company is also providing Steel Mill Services such as
Scarfing of Slabs, Handling of BOF Slag, etc.

(E) Hindustan Steelworks Construction Ltd. (HSCL) HSCL was incorporated in June 1964 with
the primary objective of creating in the Public Sector an organization capable of undertaking
complete construction of modern integrated Steel Plants. HSCL had done the construction
work of Bokaro Steel Plant, Vizag Steel Plant and Salem Steel Plant from the inception till
commissioning and was associated with the expansion and modernization of Bhilai Steel
Plant, Durgapur Steel Plant, IISCO (Bumpur) and also Bhadravati Steel Plant. With the
tapering of construction activities in Steel Plants, 42 the company intensified its activities in
other sectors like Power, Coal, Oil and Gas. Besides this, HSCL diversified in Infrastructure
Sectors like Roads/Highways, Bridge Dams, Underground Communication and Transport
system and Industrial and Township Complexes involving high degree of planning, co-
ordination and modern
12
sophisticated techniques. The company has developed its expertise in the areas of
Piling, investigation, Massive foundation work, structures, Structural fabrication and
Refractory. Technological structures Pipelines, Equipment erection, Instrumentation
including testing and commissioning. The company has also specialized carrying out
Capital repairs and Rebuilding work including hot repairs Integrated Steel Mecon Ltd.

MECON the leading multi-disciplinary design, engineering, consultancy and contracting

organization in the field iron steel, chemicals, refineries & petrochemicals, power, roads
& highways, railways, management, ports harbors, oil, pipelines, ferrous, mining,
general engineering, environmental engineering other related/ diversified with
extensive overseas experience. MECON, an 9001- 2000 accredited company, registered
World Bank Asian Development Bank (ADB), European Bank for Reconstruction
Development (EBRD), African Development Bank (AFDB), and Nation Industrial
Development Organization (UNIDO), has exposure and infrastructure carrying
engineering, consultancy project management services for projects encompassing
Private Sector

private sector the Steel Industry is currently playing important dominant role in
production growth of steel industry the country. Private sector steel players have
contributed nearly 67% steel production €38.08 million tonnes the country during the
period April-December, 2007. The private sector units consist both major producers on
hand and relatively smaller and medium units such iron plants, Blast Furnace units,
Electric Arc Furnaces, Induction

(A)Tata Steel Ltd.

Tata Steel has an integrated steel plant, with annual crude steel making capacity million
located at Jamshedpur, Jharkhand. Tata Steel completed the first six months of fiscal
2007-08 with impressive increase in its hot metal production. The hot metal production
at 2.76 million tonnes is 4.6% more compared to the
13

corresponding period of the previous year. The crude steel production during the period
was 2.43 million tonnes which is marginally lower than the production of 2.45 million
tonnes last year. The saleable steel production was at a lower level during the period
April September, 2007 (2.34 million tonnes) compared to the corresponding period of
last year (2.36 million tonnes). Tata Steel is continuing with its programme of expansion
of steel making capacity by 1.8 million tonnes to reach a rated capacity of 6.8 million
tonnes. The Project is reported to be moving ahead of schedule and is likely to be
commissioned by May 2008 against the original schedule of June 2008. The Company
has planned to take the capacity to 10 million tonnes by the fiscal year 2010 Tata Steel's
Greenfield projects in Orissa and Chattisgarh are progressing on schedule with
placement of equipment order for Kalinganagar Project in Orissa and commencement of
the land acquisition process. Jharkhand Project is awaiting announcement of Relief &
Rehabilitation policy of the State Government.

(B) Essar Steel Ltd.

Essar Steel Holdings Ltd. (ESHL) is a global producer of steel with a footprint covering
India, Canada, USA, the Middle East and Asia. It is a fully integrated flat carbon steel
manufacturer from iron ore to ready-to-market products. ESHL has a current global
capacity of 8 million tonnes per annum (MTPA). With its aggressive expansion plans in
India and other parts of Asia and North America, its capacity is likely to go up to 25
MTPA by 44 2012. Its products find wide acceptance in highly discerning consumer
sectors, such as automotive, white goods, construction, engineering and shipbuilding.
Essar Steel Ltd., the Indian Company of Essar Steel Holdings Limited,

(C) Jsw Steel Ltd.

JSW Steel is a 3.8 MTPA integrated steel plant, having a process route consisting broadly
of Iron Ore Beneficiation - Pelletisation - Sintering - Coke making - Iron making through
Blast Furnace as well as Corex process - Steel making through: BOF-Continuous Casting
of slabs-Hot Strip Rolling-Cold Rolling Mills. JSW Steel has a distinction of being certified
for ISO-9001:2000 Quality Management System, ISO-14001:2004 Environment
Management System and OHSAS 18001:1999 Occupational Health and Safety
Management System. The capacity as on 1.11.2007 stood at 3.8 MTPA and the capacity
is likely to rise to 6.8 MTPA by 2008, and further to 9.6 MTPA by 2010.
 14

(D) Jindal steel & power Itd. (jspl

Fitial Stasi Fower Limited me of the fast growing major steel units in the country. The
Raigarh plarJSPL has a present capacity of 1.37 million tonne per annum (MTPA) sponge
lion plant, 2.40 MTPA Steel Melting Shop (SMS), 1.0 MTPA plant Mill, 2.30 santer plant,
0.8 MTPA coke oven and a 330 Mega Watt captive power plant During 2006-07, the
company produced 1.19 million tonnes of sponge iron 2.8 million tonnes of various steel
products, 0.57 million tonnes of hot mete and 0.21 million tonnes of rolled products.
The performance of JSPL during April-October 2007-08 was 0.68 million tonnes of
sponge iron, 0.72 million tonnes of steel products (slabs/blooms/billets/rourds) 8 million
tonnes hot metal, 0.27 million tonnes of rolled products and 0.11 million tonnes of
plates

(E) Ispat industries Itd. (ii)

IIL has set up one of the largest integrated steel plants in the private sector in India at
Dolvi in Raigad District, Maharashtra with a capacity to manufacture 3 million tonnes
per annum of hot rolled steel coils (HRC). The Dolvi complex also boasts of an ultra
modern blast furnace (setup by a group company Ispat Metallics India Ltd.) capable of
producing 2.0 million tonnes per annum of Hot Metal/ Pig Iron, a 2.0 million tonnes
capacity Sinter Plant (newly commissioned) and a DRI plant with a capacity of 1.6 million
tonnes per annum. The complex boast of an ultra modern captive jetty which meets the
plants requirement with regard to import of various raw material. In the coming years,
after augmenting necessary infrastructure facility, it has planned to export the goods
from the captive jetty. Further, the complex envisages adding a 110 MW captive power
plant (which will use the Blast Furnace gas) in near future.

15

Chennai Plant

AUSSL

Vadodara Plant

Hisar Plant

16

PROFILE OF JINDAL STAINLESS STEELS LIMITED,

KOTHAVALASA
The company is largest private company. The state of art Ferro Alloys Plant situated at
Jindal Nagar, Kothavalasa, Vijayanagaram District. It's annually produces 40000 tones of
Ferro Chrome to domestic market. They can export the developed countries. The
country was awarded the "Export award Regional Special Shield". The head that is
nominated as management reprehensive has the authority responsibility in maintaining
quality system and organization freedom to resolve quality problem. A part of the OP
Jindal group, Jindal Stainless Limited (JSL) is India's largest and the only fully integrated
Stainless Steel manufacturer. Jindal Stainless has grown from an indigenous single-unit
Stainless Steel plant in Hisar, Haryana, to the present multi location and multi-product
conglomerate. JSL is a globally recognized producer of Stainless Steel flat products in
Austenitic, Ferritic, Martensitic and Duplex grades.

Jindal Stainless Steel way Limited is an ISO 9001:2008 & 14001:2004 certified company
and is the domestic service arm of Jindal Stainless Limited. It offers convenient,
customized just-in-time services to the doorsteps of its customers. The company is into
the business of processing and distribution of stainless steel, to serve its valued
customers with exact Slit, Cut-to-Size, Polished Stainless Steel Sheets, Coils and Blanks
conforming to highest standards of processing tolerances. Our Service Centre facilities in
Gurgaon, Mumbai, Vadodara and Chennai are installed with state-of-the-art, high-end
Precision Slitting, Cut-to-Length, Blanking, and Polishing lines supplied by leading
equipment manufacturers such as FIMI & IMEAS of Italy and IDH & Daehwa of South
Korea. We have warehouses in Hyderabad and Kolkata that look after the regional
markets and a retail outlet for off-the-shelf products has also been set up in Mumbai.
The overall capacity of our processing lines i.c. Slitting, Cut-to-Length and Polishing lines
across the domestic network are 290,000, 160,000 & 10,000 tons per annum
respectively. The strategic location of all the service centers is catering to the scattered
stainless steel requirement of India. JSSL's distribution services meet specific
requirements of customers effectively and efficiently. Technical Services reduce
customer's costs and increase operation efficiency. To facilitate this, different grades of
stainless steel in small lots and just in-time basis are available by breaking the bigger
weight input units, to suit each

17

requirement. Apart from this, the company also has a series of satellite Contact Us in

all the major cities of India.

Customized Stainless Steel Products - Inventory Management

Technical Value Engineering

Warehousing
Material Testing

Jssl also serves the industry with value added products such as:

Embossed sheets

Mirror finish sheets

Etched sheets

Chequered plates

Circle cutting

Mission, vision & values

Mission

To strive to be a world class service center of stainless steel through constant learning &
quality improvement.

Vision

We are committed to provide world class ethical & quality service for our customer

delight.

> Treat Stakeholders as 'partners' in progress.

Creating value for all stakeholders.

Be a good corporate citizen.

Values

→ Credibility

Commitment & Teamwork

Customer satisfaction

Continuous Improvement
 18

Ferro Alloy's Division:

Kothavalasa is a unit of Jindal one is located at Kothavalasa, Vijayanagaram District of Andhra Pradesh. It
was launched at "1987" by the Chief of N.T.Rama The main product this is "High Carbon Ferro Chrome"
one of the essential product of "Stainless Steel". Initially the unit was named as "Ridhi Sidhi" Ferro
Alloys. Later was named Jindal Strips Limited. The Installed capacity of this unit is 15000 units and
increased to 40000 units. The plant proceeds facilities Briquetes, the plant has two captive Furnace
Plants. The total manpower planning is 600 members.

Ferro alloy division of Jindal Stainless was established in 1987 functioning of operations at that time
supplies of ferro chrome, the important ingredient for stainless steel, were still dependent on the
vagaries of external factors and trends of erratic price escalation of ferro chrome were very common.
Has an installed capacity of 40000 tonnes per annum of high carbon ferro chrome(HCFC). The chrome
ore required for the production of HCFC is sourced from the captive mines at Sukinda and the output is
transferred to Hisar plant. Thus, leading to setting up of the ferro alloys division at Kothavalasa,
Vizianagaram.

The plant is equipped with an ultra modern testing laboratory to ensure world-class quality standards. In
addition to the domestic market, the company exports ferro chrome to various developed countries.

Production Process of Ferro Chrome:

The cured briquettes, along with chrome ore lumps, reducing agents like Metallurgic coke and coal,
fluxing agents like quartz, magnetite, bauxite etc., are fed into different day bins. As per the material
balance batching and weighting will take place by electronically controlled system and passes by
conveyors into furnace feeding hoppers. From there it goes into the furnace. It is a continuous smelting
process t at temperature of 1600 to 1700 c. chrome ore gets reduced by the carbon of reluctant The
fluxes the charge will fix up the slag composition to maintain the required slag fluidity and mental
temperature for the world production of high carbon Ferro chrome. Furnace is tapped at regular
intervals as per the power input. Metal and slag comes out together while tapping the furnace and is
collected in cash iron receptacles

19
by virtue of the higher specific gravity metal settles in the first vessels and slag flows to the next vessels.
Metal and slag after solidification are removed from the receptacles Metal transported to finished
product yard for further handling to crush to the required size of clean metal and slag shifted to the slag
yard for disposal. Production process flow chart is enclosed as annexure.

Goals:

To achieve the production 40000 tonnes per annum

To maintain industry with futile accidents.

To improve safety measures and make a safety zone industry.

Departmens In Jsl:

Human Resources & Administration Department

Accounts Department

Production Department

Mechanical and Maintenance Department

Electrical Department

Purchase Department

Stores Department
Awards & rewards: Government of Andhra Pradesh Labour Department awarded in the year 1989.
Engineering Export Promotion council, New Delhi award in the year 1989-1990.

Quality Objective:

+ Marketing products safety.

→ Reducing rework and rejection.

Latest Technology products and process.

Skill enhancement of employees.

Financial Objective:

To achieve high quality with low cost Improve the communication skills of Workmen reduce the cost of
company.

20

Various Industries Of Jindal:

Jindal Industries Limited

Jindal Steel & Power Limited

JSW Steel Limited

Jindal Saw Limited

Nalwa Steel & Power Limited (formerly Nalwa Sponge Iron Limited)

Jindal Overseas Holding Limite

Raw materials for Ferro Chrome Production:

Chrome ore, coke and coal are basic raw materials used for the production of

"Ferro Chrome". → Coke and coal are used as reluctant to reduce chrome ore to produce Ferro

Chrome.

Quartz, magnetite and bauxite etc are used as fluxes depending up on the

Chrome ore analysis to maintain the fluidity of molten metal and slag in the

Furnaces for easy tapping the liquidate into cost iron receptacles.

Customized solutions...whenever, wherever

Why Stainless Steel?

The stainless steel products are environmental friendly and 100% recycled. Stainless steel products
focus on high technological content and high value added, the main products include stainless steel HR
steel sheet/coil, CR steel coil/sheet and Plates Stainless steel is not a single alloy, but a part of a large
family of alloys with different properties for each member. The stainless steel family is quite large and
specialized. There are hundreds of grades and sub grades, and each is designed for a special application.
Chromium is the magic element. Stainless steel must contain at least

21
10.5% chromium to provide adequate resistance to rusting. The main raw materials, Ferro-Alloys(Fe-Cr,
Fe-Ni) and stainless steel Scrap are melted in the Electro Arc Furnace(EAF). The material steel is refined
for the properties of steel for the application through the vacuum with gas or decarbonization,
deoxidization. Several important sub-categories of stainless steel are austenitic, martensitic, ferritic,
duplex, precipitation hardening and super alloys

Austenitic Grades

Austenitic grades are those alloys which are commonly in use for stainless applications. The austenitic
grades are not magnetic. The most common austenitic alloys are ironchromium-nickel steels and are
widely known as the 300 series. The austenitic stainless steels, because of their high chromium and
nickel content, are the most corrosion resistant of the stainless group providing unusually fine
mechanical properties. They cannot be hardened by heat treatment, but can be hardened significantly
by cold-working General grade in this categories are 304,316,321,317,301,347 ete L-grades are also
available. The "L" grades are used to provide extra corrosion resistance after welding. The letter "L" after
a stain steel type indicates low carbon (as in 304L). The carbon is kept to .03% or under to avoid carbide
precipitation.

Martens tic Grades

Martens tic grades were developed in order to provide a group of stainless alloys that would be
corrosion resistant and hardenable by heat treating. The martensitic grades are straight chromium steels
containing no nickel. They are magnetic and can be hardened by heat treating. The martensitic grades
are mainly used where hardness, strength, and wear resistance are required. General grade in this
categories are 410s, 416, 420, 431, 440 etc. Ferritic Grades

Ferritic grades have been developed to provide a group of stainless steel to resist corrosion and
oxidation, while being highly resistant to stress corrosion cracking. These steels are magnetic but cannot
be hardened or strengthened by heat treatment. They can be cold worked and softened by annealing.
As a group, they are more corrosive resistant than the martensitic grades, but generally inferior to the
austenitic grades. Like martensitic grades, these are straight chromium steels with no nickel.

22

They are used for decorative trim, sinks, and automotive applications, particularly exhaust system.
General grade in this categories are 4091, 430, 436 etc.
Duplex Grades

Duplex grades are the newest of the stainless steels. This material is a combination of austenitic and
ferrite material. This material has higher strength and superior resistance to stress corrosion cracking.
The main products include stainless steel HR coils/sheets/plates, CR coils/sheets/plates.

Benefits of Stainless Steel

Life Cycle Cost: Life cycle characteristics of stainless steel is the least expensive choice in a life cycle cost
comparison due to its a durability and low i maintenance material. Recyclable stainless steel is easily
recyclable and fetches a high scrap value.

Hygienic Properties: The cleaning ability of stainless steel makes it possible

to use in various industries such as brewery, distillery and pharmaceutical

industries.

Corrosion Resistance: Stainless steel has a high resistance to corrosion media for the processing
industries, pharmaceuticals, chemical industries, mills etc.

Strength: The cold work hardening properties of stainless steel can be used in

design to reduce material thickness, weight and cost.

Aesthetic Appeal: Stainless steel is available in many surface finishes

resulting in a high quality and pleasing appearance. > Fire & Heat Resistance: Special high chromium and
nickel-alloyed grade
will be able to retain strength at high temperatures.

Strength to Weight Ratio: Due to high yield strength, it is possible to reduce

the material thickness by 20-30% without change in structural strength.

Impact Resistance: The austenitic microstructure of 300 series provides resistance from elevated
temperatures to far below freezing making these steels suited to cryogenic applications.

Low Operational Cost & Maintenance: Stainless steel considerably brings down the breakdown
incidence which results in lower cost of operations and maintenance.

23

Safety: Stainless steel due to its inherent properties causes reduction in accidents and leakage.

Comparison of Life Cycle Cost of Stainless Steel v/s Mild Steel

Factor Mild Steel Stainless Steel

Mild Steel

Stainless Steel

Material Price

Low

High
Weight of Material Used

Fabrication

Installation

High

Low

Low

Marginally High

Maintenance Cost (Periodic)

High

Low

Replacement Frequency

Cost Of Lost Production

High

Low

High
Residual (Scrap) Value

Low

Low

High

Service centers :

Gurgaon

Chennai

➜ Vododara

Mumbai > Spain

Types of Stainless steel:

Cold Rolled (CR)

Cold Rolled Coils

Strips/Sheets

+ Cut Blanks
Hot Rolled (CR)

> HR Plantes

24

Sheets

✦ Coils

Integrated management objectives:

Attain product leadership through state of art processing facilities and

practices.

Increase business share in the market with a focus on specific sectors.

→ Create new markets by promoting special finishes in stainless steel. Continuous reach out to new
customers.

> Timely delivery of products as per customers quality requirements. Comply with all applicable
Statutory/Regulatory requirements.

> Minimize energy consumption and steel waste. Control hazards, minimize accidents and avoid long
working hours.

Structure Of Jindal Management:

Chairperson: Smt. Savitri Jindal

Vice Chairman and Managing Director: Sh. Rattan Jindal Managing Director & Chief Operating Officer:
Sh. R.G.Garg

> Director - Strategy & Business Development: Sh. Arvind Parakh

Director-Corporate Affairs: Sh. N.C.Mathur

Directors: Sh. Naveen Jindal, Suman Jyoti Khaitan, L.K.Singhal &

T.R.Sridharan

Executive Director: Sh. Rajinder Prakesh & N.P.Jayaswal Sr. Vice President & Company Secretary: Sh.
A.P.Garg

25

STRUCTURE OF JINDAL COMPANY LIMITED

MANAGING DIRECTOR

PRODUCTION

MANAGER

MANAGER

FINANCIAL MANAGER

R&D MANAGER
MARKETING MANAGER

ASST

ASST

MANAGER

ASST MANAGER

ASST MANAGER

MANAGER

ASST MANAGER

SUPERVISOR

SUPERVISOR

ACCOUNTANTS

WORK FORCE

SUPER VISOR

WORK FORCE
WORK FORCE

SALES FORCE

26

THEORETICAL FRAME WORK OF TRAINING AND DEVELOPMENT

Organization and individual should develop and progress simultaneously their survival and attainment of
mutual goals. So, every modem management has to develop the organization through human resources
development. Employee training is the most important sub-system of human resources development
Training is a specialized function and is one of the fundamental operative functions for human resources
management.

Meaning:

After an employee is selected, placed and introduced in an organization he/she must be provided with
training facilities in order to adjust him to the job. Training is the act of increasing the knowledge and
skill of an employee for doing a particular job. Training is a short-term educational process and utilizing a
systematic and organized procedure by which employees learn technical knowledge and skills for a
definite purpose. Date S Beach defines the training as "The organized procedure by which people learn
knowledge and/or skill for a definite purpose."

In other words training improves changes and moulds the employee's knowledge. skill, behaviour and
aptitude and attitude towards the requirements of the job and the organization. Training refers to the
teaching and learning activates carried on for the primary purpose of helping members of an
organization to acquire and apply the knowledge, skills, abilities and attitudes needed by a particular job
and organization.

Goal Of Training:

Training has certain goal, where the main aim is to train the employees with the best of the knowledge
available so that performance is achieved to the maximum and as well it leads to higher job satisfaction.
The questions in this section are designed to help the owner-manager define the objective or goal to be
achieved by a training program. Whether the objective is to conduct initial training, to provide for
upgrading employees, or to retrain for changing job assignments, the goal should be spelled out before
developing the plan for the training program.

27

Do you want to improve the performance of your employees? Will you improve your employees by
training them to perform their

present

tasks better? Du you need to prepare employees for newly developed or modified jobs?

Is training needed to prepare employees for promotion?

Is the goal to reduce accidents and increase safety practices?

→ Should the goal be to improve employee attitudes especially about waste and spoilage practices?

Do you need to improve the handling of materials in order to break production

bottlenecks? Is the goal to orient new employees to their jobs?

> Will you need to teach new employees about overall operations?

Do you need to train employees so they can help teach new workers in an

expansion program

28
FLOW CHART FOR TRAINING PROCESS:

START

Establish/modify criteria for each post/cadre covering Knowledge & Skills

Receive & Compile data on individuals in the Personal Files

Do a gap analysis and document/establish

the training needs

identify training topics and Plan for the training/other activities and prepare training plan

Identify faculty, venue and material for the training

Identify courses for external training

Schedule and organize training or other activities

Conduct Training

Is The

No

Training Effective?

Yes
Update training records & store

END

29

What should the employee learn?

Once the objective or goal of the program, is set, you will need to determine the course or the subject.
The following questions will help us to decide what the employee needs is terms of duties,
responsibilities, and attitudes.

→ Can the job be broken down into steps for training purposes?

Are there standards of quality which trainees can be taught?

Are there certain skills and techniques that trainees must learn?

Are there hazards and safety practices that must be taught?

Have you established the methods that employees must use to avoid or

minimize waste and spoilage?

Are there materials handling techniques that must be taught?

Have you determined the best way for the trainees to operate the
equipment?

Are there performance standards that employees must meet? Are the attitudes that need improvement
or modifications?

* Will information on your products help employees to do better job? * Will the employee need
instruction about departments other than his or her

own?

Type of Training:

The type of training to be offered has an important bearing on the balance of the program. Some types
lend themselves to achieving all of the objectives or goals, while others are limited. Therefore you
should review the advantages of each type in relation to your objective or goal.

Can you train on-the-job so that employees can produce while they learn? → Should you have classroom
training conducted by a paid instructor?

→ Will combinations of scheduled on-the-job training and vocational classroom

instruction work best for you? Can your goal be achieved with a combination of on-the-job training and
correspondence courses?

30

Method of instruction:

One or more methods of instruction may be used. Some are better for on type of

training than another. For example, lectures are good for imparting knowledge, and
demonstrations are good for teaching skills.

Does the subject matter call for a lecture or series of lectures?

Should the instructor follow up with discussion sessions?

Does the subject matter lend itself to demonstrations?

Can operating problems be simulated in a classroom?

Can the instructor direct trainees while they perform the job?

Types of audio visual aids:

Audiovisual aids help the instructor to make points and enable the trainees to grasp and retain the
instructions.

Will a manual of instruction-including job instruction sheets-be used?

Will trainees be given an outline of the training program? Can outside textbooks and other printed
materials be used?

>If the training lends itself to the use of motion pictures, filmstrips or slides, can

you get ones that show the basic operations? Do you have drawings or photographs of the machinery.
Equipment or

products that could be enlarged and used?

Do you have miniatures or models of machinery and equipment that can be

used to demonstrate the operation

Importance of training:

The importance of human resources management to a large extent depends on human resources
development and training is its most important technique. No organization can get a candidate who
exactly matches with the job and the organization requirements. Hence, training is important to develop
the employee and make him suitable to the job. Training works towards value addition to the company
through HRD

Job and organizational requirements are not static, they are changed from time to time in view of
technological advancement and change in the awareness of the Total

31

Quality and productivity Management (TQPM). The objectives of the TQPM can be achieved only
through training, which develops human skills and efficiency.

Trained employees would be a valuable asset to an organization Organizational efficiency, productivity,

progress and development to a greater extent depend on training. If the required training is not
provided, it leads to performance failure the employees. Organizational objectives like viability, stability
and growth can also be achieved through training. Training is important, as it constitutes a significant
part of management control. Training enhances 4C's for the organization viz.

Competence

Commitment

Creativity and

Contribution
How Training Benefits in the Organisation :

→ Leads to improved organization

profitability and/or more positive attitudes towards profits

> Improves the job knowledge and skills at all levels of the organization

Improves the morale of the workforce Helps people identify with organizational goals

Helps create a better corporate image

Fosters authenticity, openness and trust

Improves the relationship between boss and subordinate

Aids in organizational development Learns from the trainee

Helps prepare guidelines for work

32

Training objectives:

Generally line managers ask the personnel manager to formulate the training polices. The personnel
manger formulates the following training objective in keeping the company's goals and objectives:
To prepare the employee, both new and old to meet the present as well as the changing requirements
of the job and the organization.

To prevent obsolescence.

To impart the new entrants the basic knowledge and skills they need for an

intelligent performance of a definite job. To prepare employees for higher level tasks.

To develop the potential abilities of people for the next level job.

To ensure smooth and efficient working of a department.

Assessment Methods Of Training Needs:

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

knowledge and skill.

Training Needs = (Job and Organizational requirements --

Employees Specifications)

The following methods are used to assess training needs:

Requirements/weakness. → Departmental requirements/weaknesses.

Job specifications and employee specifications. Identifying specific problems

Antic Organization repeating future problems.

Management's requests.

Observation.

Interviews.

Group conferences.

33

Questionnaire surveys. Test of examinations.

Check lists

Performance appraisal

Methods Used In Training Needs Assessment

Group or Organizational Analysis

Organizational goals and objectives

Personnel Skills inventories

Performance appraisal
Work sampling

Organizational climate indices

Efficiency indices

Exit interviews

Interviews

Questionnaires

Attitude survey

MBO or work planning systems

Quality circles

Attitude survey

Rating Scales

Customer survey/satisfaction

Observation of Behaviour

Consideration

of
and

projected changes

current

Individual Analysis

Training Methods

The training programmers commonly used to train operative and supervisory

personnel in the organization. These training programmers are classified into on-the job and off-the-job
programmers.

Training Methods

On-the-job Methods

Job rotation

Coaching

Job instruction

Committee Assignments

Off-the-job Methods
Vestibule training

Role Playing

Lecture Methods

Conferences/Discussions

34

On-The-Job Training Methods:

This type of training also known as job instruction training is the most commonly use method. Under this
method, the individual is placed on a regular job and taught the skills necessary to perform that job. The
traince learns under the supervision and guidance of a qualified worker instructor. On-the-job training
has the advantage of giving firsthand knowledge and experience under the actual working conditions.
While the trainee learns how to perform a job, he is also a regular worker rendering the services for
which he is paid. The problem of transfer of traince is also minimized as the person learns on-the-job.
The emphasis is placed on rendering services in the most effective manner rather than learning how to
perform the job. On-the-training methods include job rotation, coaching, job instruction or training
through step-by step and committee assignments.

Job rotation:

This type of training involves the movement of traince from on job to another. The trainee receives job
knowledge and gains experience from his supervisor of trainer in such of the different job assignments.
Though this method of training is common in training managers for general management positions,
trainees can also be rotated from job to job in workshop jobs. This method gives an opportunity to the
trainee to understand the problems of employees on other jobs and respect them.

Coaching:
The trainee is place under a particular supervisor who functions as a coach in training the individual. The
supervisor provides feedback to the trainee on his performance and offers him some suggestions of
improvement. Often the trainee share. Some of the duties and responsibilities of the coach and relieves
him o his burden. A limitation. of this method of training is that the trainee may not have the freedom
or opportunity to express his own ideas.

35

Job instruction:

This method is also known as training through step by step, Under the method, the trainer explains to
the traince the way of doing the jobs, jobs, job knowledge and skills and allows him to do the job. The
trainer appraises the performance of the traince, provides feedback information and corrects the
traince.

Committee Assignments:

Under the committee assignment, a group of trainees are given and asked to solve an actual
organizational problem. The trainees solve the problem jointly. It develops teamwork

Off-the-job methods:

Under this method of training, the trainee is separated from the job situation and his attention. focused
upon learning the material related to his future job performance. Since the trainees are not distracted
by job requirements, he can place his entire concentration on learning the job rather than spending his
time in performing it. There is an opportunity for freedom of expression for the trainees. Companies
have started using multimedia technology and information technology is training off-the-job training
methods are

Vestibule training:

In this method actual work conditions are simulated in a class room, Material, files and equipment which
are used in actual job performance are also used in training. This type of training is commonly used for
training personnel for clerical and semiskilled jobs. The duration of this training ranges from days to a
few weeks. Theory can be related to practice in this method.
Role playing:

It is defined as a method of human interaction that involves realistic behavior in imaginary situations.
This method of training involves action, doing and practice. The participants play the role of certain
characters such as the production managers, mechanical engineer, superintendents, maintenance
engineers, quality control inspectors, foremen, workers and the like. This method is mostly used for
developing inter-personal interactions and relations.

36

Lecture method:

The lecture is traditional and direct method of instruction. The instructor organizes the material and
gives it to a group it to a group of trainees in the form of a talk. To be effective, the lecture must
motivate and create interest among the trainces. An advantage of the lecture method is that it is direct
and can be used for a large group of trainees. Thus, costs and time involved are reduced. The major
limitation of the lecture method is that it does not prove off transfer of training effectively. Conference
or discussion:

It is a method in training the clerical, professional and supervisory personnel. This method involves a
frump of people who pose ideas, examine and share facts, ideas and data, test assumptions and draw
conclusions, all of which contribute to the method, in that the discussion involves two-way
communication and hence feedback is provided. The participants feel free to speak in small groups. The
success of this method depends on the leadership qualities of the person who leads the group. Training
within industry:

Training to the employees can be provided both within the industry and outside the industry. Training
within the industry is provided through both on-the-job methods and off-the-job methods.

Normally supervisors, foremen and supervisors provide the training to the employees. Supervisors in
coach the employees initially how to handle the machines, materials, accounts, files, records etc., and
also clarify the issues and doubts raised by the employees.

Supervisors observe the employees when they carry-out the job on their own, identify the mistakes that
the employees commit, performance of the employee etc. supervisors have to appreciate the
employees publicly and counsel them privately regarding their mistakes. Like this, the supervisors,
teach, coach and instruct the employees until they do the job perfectly.

In addition, some supervisors deliver the lectures to group of employees, take them surround the
factory or work place and ask them to observe when the supervisor is handling a machine or material or
files. The supervisors also arrange exhibitions of carrying activities by different employees. In addition to
coaching and step-by-step

37

training, managements also provide training through job rotation and committed Some industrial units
establish their own training institutes or colleges and arrange for

training within the industry. These institutes or colleges use off-the-job-training

methods like lecture, role-plays, vestibule training, conferences and programmed

instructions.

Advantages Of Training:

* Almost all organizations prefer training within industry due to its advantages. Less cost, less time-
consuming. High appropriate as the supervisors coach → Familiarity of the employees to the work place
and work environment of the

industry Loss of time due to employee absence to this work in minimum

Employee's progress can be judged easily and immediately. → Employees can implement the training
inputs effectively.

→ The contributions of imparting training to a company should be readily

apparent. The major values are Increased Productivity: An increase in skill usually results in an increment
in both quality and quantity of output. However, the increasingly technical nature of

modern jobs demands systematic training to make possible even minimum levels of

accomplishment.

Heightened Morale:

Possession of needed skills helps to meet such basic human needs as security and ego satisfaction.
Collaborate personnel and human relations programs can make a contribution towards morale, but they
are hollow shells if there is no solid core of meaningful work down with knowledge, skills and pride.

Reducted Supervision: More accidents are caused by deficiencies in people

than by deficiencies in equipment and working conditions, proper training in both job skills and safety
attitudes should contribute towards a reduction in the accident rate.

Reducted Accidents:

More accidents are caused by deficiencies in people than by deficiencies in equipment and work in
conditions. Proper training in both job skills and safety attitudes should contribute towards a reduction
in the accident rates.

38

Increased Organisational Stability: The outcomes of training help for organizational stability by
enhancing organizations human capital. The ability to adjust to short-run variations in the volume of
work requires personnel with multiple akills to permit their transfer to jobs where the demand highest.

Evaluation Of Training Programme: The specifications of values form a basis for evaluation. The basis of
evaluation and the mode of collection of information necessary for evaluation should be determined at
the planning stage. The process of training evaluation has been defined as "any attempt to obtain
information on the effects of training performance and to assess the value of training in the light of that
information". Evaluation leads to controlling and correcting training program me. Hamblin suggested
five levels at which evaluation of training can take place. Viz. reactions learning, job behavior,
organization and ultimate value.

Reactions: Training program me is evaluated on the basis of traince's reaction to the usefulness of
coverage of the matter, depth of the course content, method of presentation, teaching methods etc.

Learning:

Training program me, trainer's ability and trainee ability are evaluated on the basis of

quantity of content learned and time in which it is learned and the learner's ability to

use or apply the content he learned.

Job Behaviour:

This evaluation includes the manner and extent to which the trainee has applied his learning to his job.

Organisation:

This evaluation measures the use of training, learning and change in the job behavior of the
department/organization in the form of increased productivity, quality, morale, sales turnover and the
like.

Recent development in training:

Employee self initiative:

Employees have realized that change is the order of the day and they have started playing the role of a
change agent. Consequently, employees identify their own training needs, select appropriate training
programs organized by various

39

organizations and undergo the training programs. Thus, employees in recent times started taking
proactive learning measures on their own.

On-Line Training:

Companies started providing on-line training Trainees can undergo training by playing at the place of
their work. Participants complete course work from wherever they have access to computer and
Intranet/Internet. Different types of media are used

for on-line training

Management Development:

Organization provides managerial skills to its managers at all levels, in addition to technical skills,
Managerial skills are provided through management development programs where as technical skills are
provided through training.

Role of the Organisation:

The role of the company in management development is to establish the program and the development
opportunities for its present and potential managers."

Objectives of Management Development:

The management development programs are organized with a view to achieving specific objectives they
are:
To improve the performance of the managers To identify persons with the required potential and
prepare them for senior

positions.

To increase morale of the members of the management group. To increase versatility of the
management group.

To keep the executives abreast with the changes and developments in their

respective fields.

Need For Management Development Program:

The need for management development program arises due to the following reasons:

40

Techno-managers like basic chemicals engineers, mechanical engineers, information systems engineers
need to be developed in the areas of managerial skills, knowledge and abilities.

Eficient functioning of public utilities, transport, communications ete depends on professionalization of

management in the sectors

Professionalization of management at all levels particularly in service organizations need the

development of managerial skills and knowledge particularly at lower and middle levels.

Human resources development of the managers in multiple areas

necessitates the executive development program. Principles of Management Development:

The top management of a company should follow certain principals to make the

management development programs effective. They are:

The management should assess the development needs of its mangers at

different levels through performance analysis and development methods.

Management should decentralize the responsibility of developing the

managers of different departments/units and make the head of the department unit responsible for it.
Management should integrate career planning and development of the

organization with the management development programs.

Even managers of the organization should be motivated and empowered to take up developmental
programs.

Management development program is a continuous process.

Management should encourage the manager to take up programs on their own in addition to the
company sponsored programs.

Management should make use of the management development programs organized by outside
agencies like IIM. XLRI etc.

The content of the programs should be need based for the individual manager and the organization.

The physical, social and psychological climate for the programs should be
conductive.

All managers should be encouraged to undergo development programs in order to avoid executive
obsolescence.

41

Method Of Management Development:

There are mainly two types of methods by which angers can acquire the knowledge, skills and attitudes
and make themselves compact managers.

Formal Training

2 On-the-job experiences. On-The-Job Techniques;

The important on-the-job training techniques are

1. Coaching

2. Job rotation

3. Under study and

4. Multiple Management

Coaching:

In coaching the trainee is placed under a particular supervisor who acts as an instructor and teaches job
knowledge and skills to the traince. He tells him what he wants him to do, how it can be done and
follows up while it is being done and
corrects errors

The act of coaching can be done in several ways. The executive apart from asking

them to do the routine work may ask term to tackle some example problem by giving

them a chance to participate in decision-making

One of the important limitations of this technique is that the individual cannot develop

much beyond the limits of his own boss's abilities. The transferring of executives from job to job and
from department to department in a

Job Rotations:

systematic manner is called job Rotation. When a manger is posted to a new job as part of such a
program, it is no nearly an orientation assignment. He has to assume the full responsibility and perform
all kinds of duties. The idea behind this is to give him the required diversified skills and broader outlook
which are very important at the senior management levels. It is up to the management to provide a
variety of the experiences for those who have the potential for higher ranks before they are promoted

Job rotation increases the inter-departmental co-operation and reduces the monotony of work. It makes
the executives in general management and does not allow them to confine themselves to their
specialized only.

42

20.000

Under Study:
"An understudy is a person who is in training to assume as a future time, the full responsibility of the
position currently held by his superior". This method supplies the organization a person with as much
competence as the superior to fill his post which may fall vacant because of promotion, retirement or
transfer. As an understudy may be chosen by the department or its head, he will then teach what his job
is. This under study also learns the decision-making as his superior involves him in the discussion of daily
operating problems as well a long-term problems. The leadership skills can also be taught by assigning
him the task of supervising two or three people of the department.

Multiple Management:

Multiple Management is a system in which permanent advisory committees of managers study

problems of the company and makes recommendations to the higher management. It is also called
junior-board of executive system. These committees discuss the actual problems and different
alternative solutions after which the decisions are taken. The technique of multiple management has
certain advantages over the other techniques. They are:

+ Members have the opportunity to acquire the knowledge of various aspects of

business.

It helps to identify the members who have the skills and capabilities of an

effective manger.

Members have the opportunity to participate in the group interaction and

thereby gain the practical experience of group decision-making.

It is relatively an inexpensive method and

Considerable number of executives can be developed in a short span of time. Off-The-Job Methods:
On-the-job techniques have their own limitations; these off-the-job techniques are considered
important to fill those gaps. The following are some of the important off the-job techniques

The Case Study

Incident Method

Role playing

43

In basket

Business

The Case

The cases are prepared on the basis of actual situations happened various organizations. The trainees
are given cased discussing and the case. Then they are asked identify the apparent and problems for
have suggest

Incident Method:

It aims to develop the trainee in the areas intellectual ability, practical judgment and awareness, under
this method, each develops process. Incidents are prepared on the basis of actual situations happened
different organizations. Each employee in the training group to study the incident and make decisions in
the role of person who has to cope with the incident the actual situation. Later, the group studies
discusses incident and decisions relating incidents, based on interaction decisions taken by member.
Thus, this method is similar combination of cases method and in method.

Role Playing:
problem situation simulated by asking participants assume the role of particular person in situation.
participant interacts with participants assuming different roles. The mental set of the role described but
dialogue provided. The whole play may tape-recorded and the trainee may thus be given opportunity
examine his or her performance. Role playing gives participants experiences which are of much use
understand people This method teaches relations skills through practice. exemplary role situations are:
Grievance discussion, Employment interview, A

presentation In Method:

The trainees are first background information about simulated company, products, personnel, various
memoranda, request and all pertaining to firm. The trainee has understand all this, make delegate tasks
prepare memos within specified amount of Abilities that this kind exercise develops

Situational judgment in being able to details, Establish priorities, inter relate in terms determine need
for information.

44

Social sensitivity in exhibiting courtesy in written notes, scheduling meetings with personnel involved
and explaining reasons for actions taken and

Willingness to make decision and take action"

Business Game:

Under this method, the trainees are divided into groups or different teams. Each team has to discuss
and arrive at decisions concerning such subjects as production, pricing. research expenditure,
advertising etc. assuming itself to be the management of a simulated firm. The other teams assume
themselves as competitors and react to the decision. This immediate feedback helps interaction among
participants and gives them the experience in cooperative group process. All this develops
organizational ability, quickness of thinking, leadership qualities and ability to adopt under stress,

Evalution Of Management Development

Management development programs should be evaluated in order to find out whether the objectives of
the programs are achieved or not. The development programs would be effective, if they contribute to
the organizational group and individual goals.

Management should delegate the responsibility of evaluation to a senior manager in the HRD
department. The evaluation specialist should be a continuous process and specific. The evaluation
specialist should inform the trainees well in advance the content, objectives, areas and the method of
evaluation. Evaluation must be objective oriented. Evaluation must be realistic in terms of direction,
standards etc. The areas of evaluation include different managerial skills, knowledge, technical skills and
knowledge and conceptual skills and knowledge. The areas should be specific for each MDP based on
the content proved. Further, the evaluation can also be conducted regarding the training methodology,
input/output/content, infrastructure and physical facilities, teaching aids etc.

Evaluation should not only immediately be after the completion of the programmes but also in specific
intervals in the long-run in order to find out the impact of the MDP in the job behavior and efficiency of
the traince. Further, the evaluation army also measures the improvement in decision-making skills,
inter-personal relations, strategy asking and implementation skills, role modeling skills etc, these areas
depend upon the content of each MDP.

45

The evaluation results should be provided to the traines, their superiors, bordinates and HRD
department of the orgmination. These results ca improvement of the future programs in the company.
Training And Development At Jindal: of further

JINDAL has a well-established Training and Development Center, which identifies

the needs of the employees and provides training based on the identified requisites The main quality
objectives of the Training and Development Center for the year 2008-2009 are>

To train a minimum of 15000 employees in various Skill Development, technological and Refresher
Training programs.

→ To measure the Effectiveness of Training Programs and report the same on quarterly basis for at least
25 programs.
To cover at least 150 officers under System orientation for audited.

To implement at least 18 QC projects.

To ensure generations of at least 2 suggestions per employer. > To dub at least 2 video films in English
language being used in skill

development Program into Telugu Language.

To achieve Zero accident in the Department by effective implementation of

OHSMS.

46

DATA ANALYSIS AND INTERPRETATION ON TRAINING AND DEVELOPMENT IN JINDAL

1. Is your company follows a systematic training and development

procedures?

Training and development is a structured program with different methods designed by professionals in
particular job. Training and Development is a subsystem of an organization and core function of Human
Resource Management. Structure training is essential for effective performance of the organisation.

Opinions

Respondents

35

Percentage
70

Strongly agree

Agree

Disagree

10

50

20

Strongly disagree

Total

100
80

Percentage

70 50 40 30 20 10 0

Strongly agree

Agree

Disagree

Strongly disagree

Interpretation: The above table clearly shows that a majority of 70%

employees strongly agreed and 20% of employees agreed that the company follows a systematic
training & development producers, 6% of employees strongly disagree and 4% of employees disagreed
that the company does not follow systematic training & development in the organisation.

47

2, Which type of trainee programmes you basically attend?

Management trainee programs (MT Program) is Tata Capital's flagship entry level talent acquisition
program for management trainees. It is a structured twelve month induction and development program
consisting of four models of three months each.

Opinions
Behavioural

Respondents

Percentage

Functional

12

29

24

Safety aspects

All the above

10

58

Total
50

100

Percentage

Behaviour

Functional

Sefety aspects

All the above

Interpretation:

Form the above table it is clear that 58% of the respondent have voted to all the 3aspects i.o.;
behaviour, functional & safety aspects and remaining 8% of respondents attended behaviour trainee
programmers,24% of respondents attend functional trainee programmers and 10% of responded
attended safety aspects of trainee programmes.

48

3. Training will be provided for?

Training should be organized to facilitate learning and development expedite acquisition of the
knowledge, skills, and abilities required for effective joh performance provides employees with career
growth opportunities consistent with corporate goals, objective and the strategies

Opinions
Respondents

Percentage

Current Job

20

40

Future Job

10

20

20

40

Both

Total

50

100

Percentage
40%

Current Job

Future Job Both

Interpretation:

From the above table clearly shows that a majority of 40% of the respondents felt that training will be
provided for current job, 20% felt that it will be provided for future job and 40% felt that training will be
provided for both.

49

4. What kinds of methods are used for training?

There are several types of training methods used to assimilate an employee to a new job for even to a
new position within his current organization. These methods includes on the job training, job rotation
and job monitoring Each method has advantages and disadvantages.

Opinions

Respondents

Percentage

On-the-Job

21

42
38

Off-the-job

Both

19

10

20

Total

50

100

Percentage

20%

On-the-Job:

Off-the-job

W Both
201

Interpretation:

From the above table clearly shows that a majority of 42% of respondents attended to the on the job
training, 38% of the respondents attended to the off the job training, and only 20% of the respondents
attended to the both on-the-job and off-the-job training.

50

5. If on the job who provides the training?

On the job training focuses on the acquisition of skills within the work environment generally under
normal working conditions through on job training, workers acquire both general skills that they can
transfer from one job to another and specific skills that are unique to a particular job. On the job
training, typically includes verbal and written instructions, demonstration and observation and hands on
practice and limitation Generally on the Job training is provided by immediate superior.

Opinions

Respondents

Percentage

Immediate Supervisor

28

22

56
Other

44

Total

50

100

50

50

40

30

20

10

Percentage

Immediate Supervisor

Other
Interpretation:

From the above table clearly shows that a majority of 44% felt that if the training is on - the-job then it
will be provided by immediate supervisor as he has good experience about job and 56% felt that it will
be provided by others i.e., peers, other trainers etc, as they have good knowledge about job

51

6. Is the training policy adopted in your organization well designed and widely spread?

Well designed and widely spread training policy is essential the growth of the

employees they improve skills.

Opinions

Respondents

Percentage

Strongly

10

20

Agroe

Partially agree
24

16

48

32

Disagree

Totals

50

100

Percentage

Strongly

Agree

Partially agree

Disagree
Interpretation:

The above table clearly shows that a majority 48% of employee agreed that training policy adopted in
organization is well designed and widely spread, 20% of employees strongly agreed, because training
policy helps to learn new methods quickly, 32% were partially agreed and nobody has disagreed.

52

7. Does the employees are consulted before nominating for training and development? Consulting is
one of the best training method. It enables co operations from the employees. The actual training needs
and problems can be known through consulting

It gives a tremendous satisfaction to the employees

Opinions

Respondents

Percentage

Strongly

Agree

14

26

52
Neutral

Disagree

10

10

20

20

Total

50

100

60

50

52

40

30
20

20

20

10

Strongly

Agree

Neutral

Disagree

a Percentage

Interpretation:

The above table clearly shows that a majority of 52% of employees agreed and 8% are strongly Agreed
that they are consulted before nominating for training and development and 20% disagreed and 20% of
respondents are neutral, because they did not consulted before nomination for training and
development due to lack of personal interest.

53

8. Has training programme helped you improve the interpersonal and management skills?
It is a whole new world of work and interpersonal skills are Key. Organizational chunge, diversity and
digital communications have changed the face of the work place. Today, more than ever, success
depends upon the combined cooperation. commitment and action of people. Both face to face and a
cross electronic and cyber channels. That is why interpersonal communication skills for manager are so
critical in today's evolving business environment.

Opinions

Strongly agree

Respondents

25

Percentage

50

Agree

17

34

10
Disagree

Strongly disagree

Total

50

100

Strongly disagree

Disagree

Agree

Percentage

Strongly agree

30

40

50

60
0

10

20

Interpretation:

The above table indicates 50% of employees strongly agreed and 34% of employees agreed that training
improves anagerial skills and interpersonal skills because company provides special training for those
activities, and 6% of employees strongly disagreed and 10% of employees disagreed, because training is
useful present not for future.

54

9. What are the factors influencing you to participate in training

programme?

Effectiveness of training program depends on a number of variables there are some factors, other than
the environment which directly affect the training effectiveness

Opinions

Job promotion

Respondents

Percentage
15

30

Efficiency in job performance

30

60

50

Personal interest

Total

10

100

Percentage

job promotion

Efficiency in

Personal interest
performance

Interpretation:

From the above table majority of employees 60% said that training influences on this efficiency in job
performance and 30% employees responded that training is useful to improve job skills so that it
improves promotion opportunities in future. And 10% of employees said personal interest creates
interest to participate in the training programmes.

55

10. Is trainer giving personal attention to each traince?

Personal attention is a hall mark of section full education. We pride ourselves on small classes and
dedicated faculty members who know more than just your name for nearly 160years section hall has
been a place where leaders learn.

Opinions

Respondents

Percentage

Strongly agree

20

22
40

44

Agree

Disagree

10

Strongly disagree

50

100

Total

Percentage

448
166

6%

10%

Strongly agree

Agree

u Disagree

Strongly disagree

Interpretation:

The above table indicates that 40% of employees strongly agreed and 44% of employees agreed that
trainers give personal attention on each traince because they understood traince's backdrops and
according to that they have given assignments to them and 10% of employees disagree and 6% of
employees strongly disagreed, because they did not give any attention on them.

56

11. Is the training fully equipped with the training aids?

Training and such as a chart, diagram, notes etc. intended to enhance learning and

retention by a student of traince

Opinions

Strongly agree

Respondents

Percentage

20

22

40

Agree

Disagree

44

50

10

Strongly disagree
6

100

Total

Percentage

Strongly agree

Agree

Disagree

Strongly disagree

Interpretation:

It has been observed that 44% of employees agreed and 40% of employees agreed that training fully
equipped with training aids because training aids helps them to complete the training programmes
successfully .10% of employees disagreed and 6% of employees strongly disagreed because training aids
are not sufficiently used for training programs.

57

12. Which mode of training is effective?

As a training manager, it is the responsibility to ensure that all the employees are well equipped with
necessary skills and knowledge to increase their productivity. Thus employees are our most valuable
asset and therefore, training them is the best way to ensure consistent growth for your business or
organization. The importance of employee training is in valuable for the business.

Opinions

Respondents

Percentage

Audio

Visual

20

16

40

Lecture

Exercise

17

5
34

10

Total

50

100

Percentage

34%

Audio

Visual

Lecture

Exercise

Interpretation:

It has been observed that 16% of employees said that audio mode of training is the best and 40% of
employees said that visual mode of training is the effective, because visual memory power is better than
audio memory power of the employee 34% of employees responded that lecture method is best,
because it is way for participation and discussion with lecture for improving knowledge and skills and
10% of employees said that exercise method is best.
 58

13. The training provides congenial climate for learning?

Skills of students in public schools, educationist and founder of the GATE foundation,

haffar has advocated for the provision of a congenial environment to unearth and

sharpen the literary skill of such student

Opinions

Strongly agree

Respondents

25

Percentage

50

Agree

17

34

10
Disagree

Strongly disagree

50

Total

100

Strongly disagree

Disagree

Agree

Percentage

Strongly agree

10

20
30

40

50

Interpretation:

The above table indicates 50% of employees strongly agree and 34% of employees agreed that training
provides congenial climate for learning, because they leam job requirements quickly and 10% of
employees disagreed and 6% of employees strongly disagreed that it has not provided congenial climate
for learning.

59

14. How are training methods in the company?

Technology based learning common methods of learning via technology include Simulators-simulators
are used to imitate real work experiences, On the job training. Coaching mentoring, Role playing, Group
discussions and Management games.

Opinions

Respondents

Percentage

Excellent

22
56

Good

11

22

Satisfactory

50

100

28

Total

Percentage

22%

Excellent

Good

Satisfactory
Interpretation:

The above table indicates that 22% of employees said that training methods are excellent because they
used high genius methods to learn quickly, 56% of employees responded that training methods are good
in company and 22% of employees satisfied with the training methods because it improve the
knowledge better than previous knowledge.

60

15. In your opinion training program has to be conducted by whom?

An executive training program, a good executive training program should prepare you take on greater
responsibility and meet today's complex business challenges it should have your skills and talent and
give you practical tools and experience that you can use straight away and most importantly it should
help you more forward in your career.

Opinions

Internal

Respondents

22

Percentage

44

External

15
13

30

26

Both internal & external

Total

50

100

Response

Internal

Both internal & external

External

44

Interpretation:

above table indicates that 44% of employees said that internal are best to conduct training programmes,
because they know requirements of the company according to that they can give training to the
employees and 30% of employees respond that externals are best, because employees can be learn
external knowledge. And 26% of employees said it is best to conduct training programmes both
internals & externals.

61

16. Do you face any problems attending training sessions?

load of

Employees face problems in attending training program like, over information, no leisure,
communication skills etc.

Opinions

Too long duration of

Respondents

Percentage

classes

20

40

Too many participants

Inefficient trainers
13

14

Inefficient training aids

10

20

Total

50

26

100

Percentage

20%

40%

14%

Too long duration of classes

Too many participants

Inefficient trainers

Inefficient training aids

Interpretation:

The above table indicates that 40% of employees said that they faced problem in attending training
session because the training programmes are lengthy and 26% of employees said that too many
participations are attending training session. 14% of employees responded that the trainers are
inefficient and 20% of employees said that in "Jindal stainless steel" company there are no efficient
training aids.

62

17. After training class will your supervisor check the performance and give the suggestions?

There are at least two reasons to give at test before you training. The first is if you need to make sure
your employees can perform any necessary pre requisites that are required for your training. The
second is to create a pre-test that might allow workers to test out of all or part of your training

Opinions

Yes

Percentage

70

No
15

30

Total

Respondents

35

50

100

No

Yes

10

20

30

40
50

60

70

Interpretation:

The above table showed that 70% of the respondents felt that after training class their supervisor check
their performance and give the suggestions and 30% felt that the supervisor does not check their
performance and does not give suggestions, as he is busy with his work.

63

18. How often the training being conducted in your company?

No matter where you work enjoy your time off, or even in public places, there is always a chance that
you could face an active shooter situation during your career or life time. It is important for employers
to implement active shooter training regularly in order to make sure employees are properly are
prepared.

Opinions

Respondents

27

Percentage

Once in a year
54

Once in two years

13

26

Once in three years

Total

10

50

20

100

60

50

40

30

20
Percentage

10

Once in a year

Once in two years

Once in three years.

Interpretation:

The above chart indicates that 54% of employees need the training programmes once in a year, as they
felt that there won't be many changes in one year. 26% of employees need training once in two years,
as they already have proper knowledge of the organization and 20% of employees said that training will
sufficient to them conduct once in three years.

64

19. What is your rating for overall training programmes?

Rating for training program will enable to know how efficient they are conducted.

Rating enables to improve the training programs.

Options
Excellent

Respondents

20

Percentage

40

Good

15

30

20

Average

10

10

Poor

50

100
Total

Response

40

35

30

25

20

15

10

Excellent

Good

Average
Poor

Interpretation:

The above graph depicts that 40% of employees rated that the training programme is excellent, 30% of
employees rated that the training programme is good. 20% of employees rated that the training
programme is average and rest of the employees, i.e., 10% rated that training programme is poor as
they have not satisfied.

65

SUMMARY

The company is largest private company. The state of part Ferro Alloys plant situated at Jindal Nagar,
Kothavalasa, Vizianagaram district. It's annually produces 40000 tonnes of Ferro Chrome to domestic
market. They can export the developed countries. The country was awarded the "export award regional
special shield. The head that is nominated as management repression since gas the authority
responsibility in marinating quality system and organization freedom to resolve quality problem

Training makes a very important contribution to the development of the organisation's human resources
and hence to the achievement of its aims and objectives to achieve its purpose, training needs to be
effectively managed so that the right training is given to the right people, in the right form, at right time
and at the right costs. Training is different from college education. Training is purely vocational, in
contrast to education, the main purpose of which the development of general culture. Education is
person-oriented while training is job-oriented.

The term training indicates the process involved in improving the aptitudes, skills, and abilities of the
employees to perform specific jobs. Training helps in updating old talents and developing new ones.
Training and development is strategic in the human resource management practices because today
employees have high expectations about their jobs such situations training will create awareness,
positive attitude and better way of doing things thereby achieving an overall growth of an individual. By
this he produces quality services and thereby creating a name for the company.

The project consists of the industry profile which contains different companies in the same industry and
company profile of Jindal Stainless Steels ltd. The company has conducted different types of training and
development programmes for improving the skills of the employees and apprentices and to increase
their efficiency. This project also contains the theoretical part of training and development which is
taken from different books written by different authors. This project also contains the analytical part of
the training and development programme by this we can know about the employee's satisfaction
towards different types of training programmes conducted by the organisation

66

FINDINGS

The company has followed well systematic training and development

procedures. → 58% of employees have attended to all the 3 aspects of training programs, i... Behavioral,
functional and safety aspects.

Most of the employees said that training has provided for current job.

→ Maximum number of employees attended on the job training and it

provided by immediate supervisor.

has

Training policy adopted in the organization well designed and widely spread. Some of employees not
consulted before nominating for training and development due to lock of personal interest.

➜ Training program improves managerial and interpersonal skills, because company provides special
training for those activities.

The main factors influencing the employees to participate in the training

program is to improve the efficiency in their job performance. Most of the employees said that the
trainers have given personal attention on each traince because they understood trainee's backdrops.
→ The visual and audio training program are more effective.

Most of the employees said that training methods which are used in the

company are very good as it used high genius methods to learn quickly.

Some of the respondents said that they faced lengthy training programs, it

has created bore feel.

Majority of respondents (70%) felt that after completion of training class the supervisor has checked the
performance and given suggestions to overcome the weaknesses.

Most of the employees said that they need the training program once in an year.

67

SUGGESTIONS

The organization must conduct training programs on a regular basis which update the employees with
latest changes in the environment.

It would be better to the organization to conduct training programs to meet present and future
requirements of the job.

The company should use on & off the job training and conduct by both

internals & externals as it can improve both internal & external knowledge in

the employees. Management should consult every employee before norninating for training and
development as it creates self interest to attend training programs.
The training programs should be shorter and effective to attract the trainees to

attend.

> Trainers and supervisors should give feedback on performance of the employees after proper training
in a transparent way. > Management should conduct training programs without disturb the normal

work.

It would be better that the training program become more practical manner.

68