A PROJECT REPORT ON

“A STUDY OF EFFECTIVENESS OF TRAINING AND

DEVELOPMENT WITH SPECIAL REFERENCE TO
SUPERVISORS OF WCL, NAGPUR AREA”

SUBMITTED BY:-
SHWETA SINGH

UNDER THE GUIDANCE OF:-

PROF. SHARMILA YEWALE

SUBMITTED TO:

SAVITRIBAI PHULE PUNE UNIVERSITY

SUBMITTED IN PARTIAL FULFILLMENT OF

BACHELOR OF BUSINNESS
ADMINISTRATION

INDIRA COLLEGE OF COMMERCE AND SCIENCE, PUNE

(2017 - 2020)
CERTIFICATE

ii
CERTIFICATE

iii
 DECLARATION

I hereby declare that the project report entitled “TRAINING AND DEVEOPMENT – SPECIAL
TRAINING OF SUPERVISORS IN WCL, NAGPUR AREA” submitted by me to Indira college of
commerce and science, Pune. The project is the record of original work done by me.

The information and data given in the report is authentic to hr best of my knowledge. The project
report is not submitted to any other university or institute for the award of any degree, diploma or
fellowship or published anytime before.

SHWETA SINGH

iv
 ACKNOWLEDGEMENT

It gives me great honor while expressing my sense of gratitude towards all those who helped me
and guided me during this project.

I would like to express my sincere and profound sense of gratitude to the SR. MANAGER
PERSONAL AND WELFARE ANO (CSR) of WESTERN COALFILDS LTD. (WCL),
Mr.B.R.SHEGAOKAR for their inspiring guidance, kindness, constant encouragement during
the preparation of this project.

I would also like to thank my faculty guide Prof. SHARMILA YEWALE of Indira College of
Commerce and Science, Pune for her complete guidance and encouragement in the completion
of this project.

I would also take the opportunity to thank Dr. Janardhan Pawar (Principal In charge) and Dr.
THOMSON VARGHESE (HOD BBA & BBA-IB) of Indira College of Commerce and
Science, Pune for giving me an opportunity to be a part of this institution and encouraging me to
complete this project.

I would also like to thank all those who directly or indirectly helped me to complete this project.

SHWETA SINGH
BBA
ICCS, PUNE
 EXECUTIVE SUMMARY

This is the internship report based on the one month period internship program that I
am pursuing in WESTERN COALFILDS LIMITED (WCL) under human resource
personal from 08-05-2019 to 23-06-2019 as a requirement of my BBA program on
Indira College Of Commerce and Science.

The objective of this report is to identify how theories and concepts are discussed in
my educational program that can be practice in the aspect of training and development
process at western coalfields limited (WCL).

As usual, primary and secondary data was used to prepare this report. Primary comes
from the data I collected while working observing day to day practices. Secondary data
was collected from organizations employee hand book, website and relevant books. I
tried to minimize the bias and produce unbiased report. Along with interviews
questionnaire were also being filled.

Coal India limited was formed as holding company with 5 subsidiaries on 21-10-1975

The company is incorporated under the company’s 1956 and is wholly owned by the
government of India (GOI)

Coal India limited was one of the largest coal producing companies in the world with
the total production of 431.32 million metric tons in 2010-2012.

CIL has 8 wholly owned subsidiaries. As of march 31st march 2011, it operated 470
mines in 21 major coal fields.

vi
Coal mining raises serious environment and social concern, including soil erosion,
dust, noise and water pollution and impact on local bio diversity.

vii
 INDEX

Sr. no. Content Page No.

1 Introduction 1

2 Industrial profile 4

3 Company profile 13

4 Literature survey 15

5 Objectives and scope of the project 26

6 Research methodology 28

7 Data analysis and data interpretation 35

8 Observation and findings 48

9 Conclusion 50

10 Recommendation 52

11 Reference 54
 LIST OF TABLES

Sr. No. Content Page No.

7.3.(1) Training and development program 38
7.3.(2) Time provided to learn about subject 39
7.3.(3) Knowledge and skills gained from training 40
program
7.3.(4) Extent training program contribute to company 41
goal
7.3.(5) Cooperation from superior during training 42
7.3.(6) Changes in performance after training 43
7.3.(7) Training program is well planed 44
7.3.(8) Is training program helpful in personal growth 45
7.3.(9) Motivating and giving job securities 46
7.3.(10) Reduction in constant supervision 47

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 LIST OF GRAPH

Sr. No. Content Page No.

7.3.(1) Training and development program 38
7.3.(2) Time provided to learn about subject 39
7.3.(3) Knowledge and skills gained from training 40
program
7.3.(4) Extent training program contribute to company 41
goal
7.3.(5) Cooperation from superior during training 42
7.3.(6) Changes in performance after training 43
7.3.(7) Training program is well planed 44
7.3.(8) Is training program helpful in personal growth 45
7.3.(9) Motivating and giving job securities 46
7.3.(10) Reduction in constant supervision 47
 CHAPTER – 1
INTRODUCTION
1.1 Training and Development

A formal definition of training & development is… it is any attempt to improve

current or future employee performance by increasing an employee's ability to perform
through learning, usually by changing the employee's attitude or increasing his or her
skills and knowledge

Training and Development is a structured program with different methods designed by

professionals in particular job. It has become most common and continuous task in any
organization for updating skills and knowledge of employees in accordance with
changing environment. Optimization of cost with available resources has become
pressing need for every organization which will be possible only by way of improving
efficiency and productivity of employees, possible only by way of providing proper
employee training and development conditioned to that it should be provided by
professionals.

Fig :- 1.1

Traditional Approach – Most of the organizations before never used to believe in

training. They were holding the traditional view that managers are born and not made.
There were also some views that training is a very costly affair and not worth.
2
Organizations used to believe more in executive pinching. But now the scenario seems to
be changing.

Modern approach - Most of training and development is that Indian Organizations have
realized the importance of corporate training. Training is now considered as more of
retention tool than a cost. The training system in Indian Industry has been changed to
create a smarter workforce and yield the best results.

The HR Training and Development Manager is responsible for the organization's staff
training requirements, programs, and career development needs. They supervise training
staff, plan and administer training seminars, and manage conflict resolution, team
building, and employee skill evaluations.
CHAPTER – 2
INDUSTRY
PROFILE
 Coal India Limited (CIL) the state owned coal mining corporate came into being in
November 1975. With a modest production of 79 Million Tones’ (MTs) at the year of its
inception CIL today is the single largest coal producer in the world and one of the largest
corporate employer. Operating through 83 mining areas and spread over eight (8)
provincial states of India. CIL is an apex body with 7 wholly owned coal producing
subsidiaries and 1 mine planning and consultancy company spread over 8 provincial
states of India. CIL also manages establishments like workshops, hospitals etc. and also
owns 27 training institutes and 76 Vocational Training Institutes Centre’s. Indian Institute
of Coal Management (IICM) as a state-of-the-art Management Training ‘Centre of
Excellence’ – the largest Corporate Training Institute in India - operates under CIL and
conducts multi-disciplinary management development programmers.
CIL is a Maharatna company - a privileged status conferred by Government of India to
select state owned enterprises in order to empower them to expand their operations and
emerge as global giants. The select club has only ten members out of more than three
hundred Central Public Sector Enterprises in the country.

The producing Indian subsidiary companies of Coal India Limited:

1. Eastern Coalfields Limited (ECL)

2. Bharat Coking Coal Limited (BCCL)

3. Central Coalfields Limited (CCL)

5
4. Western Coalfields Limited (WCL)

5. South Eastern Coalfields Limited (SECL)

6. Northern Coalfields Limited (NCL)

7. Mahanadi Coalfields Limited (MCL)

One mine planning and consultancy company of Coal India Limited is Central Mine
Planning & Design Institute Limited (CMPDIL). In addition, CIL has a foreign
subsidiary in Mozambique namely Coal India Africana Limited (CIAL). The mines in
Assam i.e. North Eastern Coalfields are managed directly by CIL.

 Mahanadi Coalfields Limited has four (4) subsidiaries which are

 MJSJ Coal Limited
 MNH Shakti Ltd
 Mahanadi Basin Power Ltd
 Neelanchal Power Transmition Company Private Ltd
 SECL has two subsidiaries
  M/s Chhattisgarh East Railway Ltd (CERL)
 M/s Chhattisgarh East- West Railway Ltd (CEWRL)
 CCL has one subsidiary
 Jharkhand Central Railway Ltd

Unmatched Strategic Relevance

Produces around 83% of India’s overall coal production in India where approximately
57% of primary commercial energy is coal dependent, CIL alone meets to the tune of
40% of primary commercial energy requirement. The share of coal is expected to remain
high at 48-54% till 2040. Accounts for 76% of total thermal power generating capacity of
the Utility sector. Supplies coal at prices discounted to international prices. Insulates
Indian coal consumers against price volatility. Makes the end user industry globally
competitive. Plays a key role in “Make in India” and making India incorporate globally
competitive.

Production and Growth

During 2018-19, CIL produced 606.89 Million Tonne (MTs) of coal – an increase of
39.52 MTs over last year. CIL for the first time has breached the 600 Million Tonne
(MT) mark in coal production registering a growth of 6.97% over the previous year.
There has been around 7% growth in coal production during the year, nearly a threefold
increase compared to the last fiscal’s output growth of 2.4 %. It is pertinent to mention
that CIL leaped from 500 MT to 600 MTs in merely three years whereas it took the
company seven years to migrate from 400 MTs to that of 500 MTs. Raw coal off-take
Financial Year ending 31st March 2019 was 608.14 MT, an increase of 27.85 MTs over
the previous year. Coal & coal products dispatch to power utilities (including special
forward e-Auction) was 491.54 MTs. CIL is committed to play major role in achieving
the Nation energy security. ‘Vision 2030’ for the coal sector in the country envisages a
growth of about 7.6 percent till FY 24-25 to meet coal demand of the country. To achieve
the projected growth in production CIL has identified major projects and assessed their
related issues.

Projects:

There are 119 ongoing Mining projects having annual capacity 0f 608.5 MT which have
contributed 304.67 MT in the year 2018-19. Other than this, there are 85 completed
mining projects having annual capacity of 185.20 MT Fifty-five (55) new future projects,
with a targeted capacity of 195 MTs have been identified in FY 2018-19 to augment coal
production of CIL to 1 billion Tonne by FY 2025-26

Clean Coal Technology:

In pursuance to initiatives towards development of Clean Coal Technology and alternate

use of coal, CIL is exploring the possibilities for setting-up a coal based Methanol plant
in the premises of Dankuni Coal Complex (DCC) near Kolkata. Coal sourced from
Raniganj coalfields shall be gasified to produce syngas which shall be subsequently
converted into methanol.

Consumer Satisfaction:

Consumer satisfaction is priority area for CIL and special emphasis is been given to
Quality Management of Coal from mine to dispatch point. All consumers of CIL have the
option for quality assessment through independent third party sampling agencies. A
portal ‘UTTAM’ has been launched by CIL so that information of coal quality will be
accessible to both coal companies and consumers.
Acquisition of Coal Assets abroad

CIL is in the process of acquiring stakes in Coking Coal Assets in Australia, Canada and
USA. Few potential coking / semi coking coal assets have been identified in Australia
and Canada.

Touching Peoples’ lives at grass root level

Unlike other parts of the world, coal reserves in India mostly under the forest land or in
tribal inhabited areas. Inevitably coal mining displaces people. But, CIL has a well-
structured Rehabilitation and Resettlement Policy for Project Affected People. The
company Pursues ‘Mining with a human face’ through socially sustainable inclusive
model of growth by making Project Affected People stakeholders in the decision making
process for their livelihood.

Care for Environment/ Environmental Management

One of the inherent tendencies of coal mining is degradation of the land and environment.
CIL constantly addresses the impact of mining activities across environmental and social
issues. Eco-friendly mining systems have been put in place in all of its mining areas. To
make environmental mitigation measures more transparent, CIL introduced state-of-the-
art Satellite Surveillance to monitor land reclamation and restoration for all opencast
projects. Plantation and Green belt are developed through extensive tree plantation
programs every year by the subsidiaries of Coal India. The subsidiaries of CIL have
planted around 97.65 million of trees covering an area over 39029 Ha. till March’2019.
During 2018-19, 1.81 million trees have been planted covering an area of 733 Ha in
leasehold area and 0.36 million trees covering an area of 225 Ha. outside leasehold area
were planted. Committed to minimize the adverse impact of coal mining on environment
through well structured Environment Management Plans and sustainable development
activities. CIL HQ has obtained certification against ISO 9001, 14001 and 50001 (Quality
Management, Environment Management and Energy Management System) from Bureau
of India Standards (BIS). As on 31st March 2019, four of our Subsidiaries, ECL, CCL,
NCL and MCL are certified for Integrated Management System (ISO 9001, 14001 and
OHSAS 18001). CMPDI HQ and its seven RIs are certified for ISO 9001:2015.

USES OF COAL IN INDIA

OTHER USES HEATING

OTHER INDUSTRY CEMENT PLANTS
STEEL MANUFACTURING ELECTRICITY GENERATION

Fig:- 2.3
Conservation of Energy

Conservation of Energy is priority area CIL/ subsidiaries and various measures are taken
towards reduction in specific energy consumption. CIL is also pursuing use of alternative
energy sources. Various steps have been taken for utilizing solar power has alternative
source of energy such as in kilo-watt scale roof top solar plants are in successful
operation. at Corporate Office of CIL, Newtown, Kolkata (160kWp), CMPDI HQ and
regional institute (351 kWp), different areas of ECL (159 kWp), different areas of WCL
(1097 kWp), HQ office building, CCL (477.5 kWp) and NEC (12 kWp)

Enterprise Resource Planning (ERP)

CIL is on the path of design and implementation of a robust state of the art Enterprise
Resource Planning and Hospital Management system in CIL and its subsidiaries. The
effort is aimed to integrate all aspects of business operations into a single easy to use
system and effectively plan, manage and optimize all the organizational resources
through standardization of business processes and best practices.
MISSION AND VISION:

 MISSION:

To produce and market the planned quantity of coal and coal products efficiently and
economically in an eco-friendly manner with due regard to safety, conservation and
quality.

 VISION:

To emerge as a global player in the primary energy sector committed to provide energy
security to the country by attaining environmental & socially sustainable growth through
best practices from mine to market.
 CHAPTER – 3

COMPANY PROFILE
3.1 ABOUT WESTERN COALFIELDS LIMITED (WCL)

Western Coalfields Limited (WCL) Is one of the eight Subsidiary Companies ef Coal
India Limited (CIL) which in under administrative control et Ministry of Coal. The
Company opted under the Companies Act 15 has its registered office at Coal Estate, Civil
Lines, Nagpur-440001,

WCL has been conferred "Miniratna" status on 15th March'2007. The Company has
contributed about 7.02% of the national coal production during 2015-16. It has mining
operation spread over the states of Maharashtra (in Nagpur, Chandrapur & Yeotmal
Districts) and Madhya Pradesh (in Betul and Chhindawara Districts). The Company is a
major source of supplies of coal to the industries located in Western India in the States of
Maharashtra, Madhya Pradesh, Gujrat and also in Southern India in the States of Andhra
Pradesh, Tamil Nadu, Karnataka and Kerala. A large numbers of Power Houses under
Maharashtra, Madhya Pradesh, Gujrat, Karnataka, Punjab and Uttar Pradesh - Electricity
Boards are major consumers of its coal along with cement, steel, chemical, fertilizer,
paper and brick Industries in these states.

Mr. Rajiv Ranjan Mishra is the present Chairman-cum-Managing Director of Western

Coalfields.[2] The total production of the Western Coalfields limited stood at 41.15 MT
during 2014–15 against 39.73 MT during 2013–14, an increase of 3.6%.[3] The firm has
set up three new coal projects of 7 MT per annum capacity during 2014-15 and has set a
target to establish 10 new coal projects of 16.62 MT per annum capacity during 2015–16.
The company has revised its target from 60 MT to 100 MT by end of 2020.
14
 CHAPTER 4
LITRATURE SURVEY
4.1 Definition

Training and Development is a subsystem of an organization which emphasize on the

improvement of the performance of individuals and groups. Training is an educational
process which involves the sharpening of skills, concepts, changing of attitude and
gaining more knowledge to enhance the performance of the employees. Good & efficient
training of employees helps in their skills & knowledge development, which eventually
helps a company improve.

Training is about knowing where you are in the present and after some time where will
you reach with your abilities. By training, people can learn new information, new
methodology and refresh their existing knowledge and skills. Due to this there is much
improvement and adds up the effectiveness at work. The motive behind giving the
training is to create an impact that lasts beyond the end time of the training itself and
employee gets updated with the new phenomenon. Training can be offered as skill
development for individuals and groups.

4.2 Importance of Training and Development

1) Optimum Utilization of Human Resources

Training and Development helps in optimizing the utilization of human resource that
further helps the employees to achieve the organizational goals as well as
their individual goals.

2) Development of Human Resources

Training and Development helps to provide an opportunity and broad structure the
development resources' of technical and behavioral skills in an organization. It also
helps the employees in attaining personnel growth.

16
3) Development of skills of employees
Training and Development helps in increasing the job knowledge and skills of
employees at each level. It helps to expand the horizons of Human intellect and an
overall personality of the employees

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

5) Team spirit
Training and Development helps in inculcating the sense of team work, team
spirit, and inter-team collaboration. It helps in inculcating the zeal to learn within the
employee

6) Organization Climate

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

7) Quality

Training and Development helps in improving upon the quality of work and

work-life.

8) Healthy work-environment

Training and Development helps in creating the healthy working environment. It

helps to build good employee, relationship so that individual goals align with
organizational goal.
9) Health and Safety

Training and Development helps in improving the health and safety of the
organization thus preventing obsolescence.

10) Morale

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

11) Image

Training and Development helps in creating a better corporate image.

12) Profitability

Training and Development leads to improved profitability and more positive

attitudes towards profit orientation, Training and Development aids in organizational
development i.e. Organization gets more effective decision making and problem
solving. It helps in understanding and carrying out organizational policies.

Training and Development helps in developing leadership skills, motivation,

loyalty, better attitudes, and other aspects that successful workers and managers

usually display.
4.3 Methods of Training

On the job
Training training
methods Off the job
training
Fig:- 4.1

There are a number of training methods available:

Use of a particular method depends on the type of trainees viz. worker, supervisor and
manager. Basically these methods can be classified into following categories:

1.Induction training:

Here, training is given to newly joined employees. The main objective of this training is
to give an idea to the employee about the particular work. It is concerned with orienting a
new employee to a new environment.
2. On-the-job training:

Here, the individual is placed on a regular job and taught the skills necessary to perform
that job.

The trainee learns under the supervision and guidance of a qualified worker or instructor.
It gives firsthand knowledge and experience under the actual working conditions.

3. Apprenticeship training:

Apprenticeship training is normally given to artisans, electricians, plumbers and alike.

The duration is mainly 6 months to 2 years, this is carried out under the guidance and
intimate supervision of master craftsman, expert worker and supervisor. During training
period the trainee is paid less than that of a qualified worker.

4. Job Rotation:

This involves the movement of the train from one job to another. The trainee receives job
knowledge and gains experience from his supervisor or trainer in each of the different job
assignments. This method gives an opportunity to the trainee to understand the problems
of employees on other jobs.

5. Coaching

The trainee is placed under a particular supervisor who functions as a coach in

training the individuals. The supervisor provides feedback to the trainee on his
performance and offers him some suggestions for improvements. But the trainee may not
have the freedom or opportunity to express his own ideas.
6. Job Instruction:

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

7. Committee Assignments:

A group of trainees are given and asked to solve an actual organizational problem. The
trainees solve the problem jointly. It develops teamwork.

8. Off the job training:

The trainee is separated from the job situation and his attention is focused upon learning
the material related to his future job performance. Since the trainee is 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.

9. Vestibule training:

Actual work conditions are simulated in the classroom. Material, files and equipments,
which are used in actual job performance, are also used in training This type of training is
commonly used for training personal for clerical and semi skilled jobs. Theory can be
related to practice in this method.
10. Role-playing

It is a method of human interactions that involves realistic behavior in imaginary

situations. This method of training involves certain characters. This method is mostly
used for developing inter-personal interactions and relations.

11. Lecture Method:

The instructor organizes the material and gives it to a group of trainees in the form of a
talk. To be effective, the lecture must motivate and create interest among the trainees.
This method is direct and can be used for a large group of trainees. Costs and time
involved are reduced

12. Conference or discussion:

This method involves a group of people who pose ideas, examine and share facts, ideas
and data, test assumptions and draw conclusions, which contribute to the improvement of
job performance.

13. Programmed instruction:

The subject matter to be learned is presented in a series of carefully planned sequential

units. These units are arranged from simple to more complex levels of instruction. The
train goes through these units by answering questions or filling the blanks.

14. Internship Training:

Here, the organization makes arrangements with technical institutes to get its employees
duly trained in the latest theoretical knowledge and other developments relating to trade,
this training is provided to the employee in such a way as to bring balance between
theory and practice.
15. Professional skill training:

Here, training is given to Professional staff such as Accountants, Surveyors, Auditors,

and Architects etc. Organization provides this training to newly joined professionals to
gain the professional qualification and it is also given to the existing professionals.

Quantity 662.79 Million Tonne coal production

2016 -2017
0%6%

21%
16%
Maharashtra

Madhya pradesh
Meghalaya
2% 1%
Jharkhand
Chattisgharh
4%
Telangana
West bengal
Uttar pradesh
19%
9% Odisa
others

22%

Fig:- 4.2
4.4 Typical reasons for employee training and development

Training and development can be initiated for a variety of reasons for an

employee or group of employees, e.g.,

 When a performance appraisal indicates performance improvement is needed.

 To "benchmark" the status of improvement so far in a performance improvement
effort
 As part of an overall professional development program.
 As part of succession planning to help an employee be eligible for a planned
change in role in the organization
 To "pilot", or test, the operation of a new performance management system
 To train about a specific topic.

4.5 General Benefits From Employee Training

And development

There are numerous sources of online information about training and development.
Several of these sites (they're listed later on in this library) suggest reasons for
supervisors to conduct training among employees. These reasons include: Increased job
satisfaction and morale among employees Increased employee motivation

Increased efficiencies in processes, resulting in financial gain

* Increased capacity to adopt new technologies and methods

* Increased innovation in strategies and products

* Reduced employee turnover

* Enhanced company image, e.g., conducting ethics training (not a good reason for ethics
training!) Risk management, e.g., training about sexual harassment, diversity
 CHAPTER 5
OBJECTIVES AND SCOPE OF THE PROJECT
5.1 OBJECTIVES AND SCOPE OF STUDY

 To study training programs for supervisors of WCL, Nagpur Area.

 To study overall training process at WCL, Nagpur area.
 To study various types of training programs conducted by HRD at WCL, Nagpur
Area.
 To find out effectiveness of special training programs at WCL, Nagpur Area.
 To study whether the special training programs for supervisors helps to increase
their efficiency and morale to work in WCL, Nagpur Area.
 This report extends its scope in WCL, Nagpur Area.
 It aims to cover the effective training activities undertaken at WCL, Nagpur Area.

27
 CHAPTER 6

RESEARCH METHODOLOGY
 6.1 DEFINITION:

"We may define, "research methodology "as the systematic method of covering new facts
of verifying old facts, their sequences, interrelationships, cause! explanations and natural
laws, which govern them."

-By P.V. young

Research methodology means a careful critical enquiry or examination in seeking facts

for principles, diligent investigation in order to ascertain something."

-By Webster International dictionary

"Research methodology is a method of studying problems whose solutions are to be

desired partly or wholly from facts these facts may be statements of opinions, historical

29
facts, those contained in records and reports, the results of tests, answers to
questionnaires, experimental data of any sort, and so forth."

-By w.s. monroe

6.2 RESEARCH METHODOLOGY:

Research is a search for facts. It answers the questions and gives solution to the problems.
research is an organized enquiry, it seeks to find explanations to unexplained
phenomenon to classify doubtful facts and to current the misconceived facts.

DESIGN:

 Research Method:

Descriptive Research is the research method used because descriptive studies embraces a
large proportion of market research. The purpose is to provide an accurate snapshot of
some aspect of the market environment.

 Research Instrument/approach:

Survey Approach is what being followed for this marketing research.. Questionnaires
were prepared for the same.

DATA COLLECTION

 Primary Data
It is the method in which the data is collected by on field research. These are the data
collected or gathered specially for the project in hand. The sources of primary research
are Personal Interviews in Survey Method

Primary data was obtained by getting structured questionnaires filled up by employee.

6.3 METHOD USED FOR THIS RESEARCH IS QUESTIONNAIRE

APPROACH: -

This method of data collection is quite popular, particularly in case of big enquiries.

It is being adopted by private individuals, research workers, private and public

organizations and even by governments.

in this method, a questionnaire is sent to the persons concerned with a request to answer
the questions and return questionnaire. A questionnaire consists of a number of questions
printed or typed in a definite order on a form or set of forms.

questionnaire can also be mailed to respondents who are expected to read and erstand the
questions and write down the reply in the space meant for the purpose questionnaire
itself. The respondents have to answer the questions on their own.

 SECONDARY DATA

The secondary data are those which have already been collected by someone else and
hitch have already been passed through the statistical process. When the researcher
utilizes nary data, then he has to look into various sources from where he can obtain
them. In s case he is certainly not confronted with the problems that are usually with the
collection of nominal data. Secondary data may either be published data or unpublished
data. Usually data are available in:

 Books, magazines articles and newspapers.

 Reports and publications of various associations connected with business and

industry, banks, stock exchanges, etc.

 Technical and trade journals.

 Various publications of foreign governments or of international bodies and their

subsidiary organizations.

 Reports prepared by research scholars, universities, economists, etc. in different

fields.

 Public records and statistics, historical documents, and other sources of published
information

 Secondary data was collected from reports available, site research and Magazines
  SAMPLING PLAN:

 Sample Population - Sample population for this research are the employees
working there

 Sample Frame Employee who are members of WESTER COALFILDS

LIMITED.

 Sampling unit- Employees of WCL.

 Sampling Method-

Simple random method

 Sample Size

A sample of 30 employees were selected for this survey .

 •Sample approach Plan-

Getting appointments from the employees then interviewing them.

Questionnaires were filled by them.
 Analytical techniques and statistical tools used:

 Analytical technique used was simple analysis of Tables, Graphs and

 Statistical tool used was Percentage method.

 LIMITATIONS:

 This research is limited to Nagpur area only.

 The number of respondent that can be contacted is not very high due to time
constraint.
 Audience which was contacted approached at times where not correct since they
were lacking the competencies on brand to answer the question.
 CHAPTER 7
DATA ANALYSIS AND INTERPRETATION
7.1 DATA ANALYSIS:-

 Sampling unit:

Employees of WCL NAGPUR Area.

 Sampling technique:

Simple random technique.

 Sample size:

A sample of 30 employees was selected for this survey.

7.2 TOOLS FOR ANALYSIS:-

 Simple percentage:

Simple percentage analysis was used by the research for analyzing and interpreting the
collected data. The diagrammatic representations were given by pie diagrams and bar
charts.

Percentage Method = (NO. Of respondents/Total respondents) x 100

36
7.3 TRAINING FACILITIES:-

To make the training effective, a good infrastructure of well equipped laboratories with
experienced teaching staff has been provided. The equipments are in live condition and
the trainees are free to handle the same to have clear concepts about the working of the
system. It is always endeavored that the personnel trained should gain such knowledge
and skill that they are in a position to install, operate and maintain the systems without
any difficulty after completion of the training
Q1) Do you agree that training and development programs are effective in
WCL?
Table No. 7.3.(1): Training and development programs
Parameter No. of respondent %
Strongly Agree 03 10

Agree 21 70

Undecided 01 3.3

Disagree 00 00

Strongly disagree 05 16.66

TOTAL 30 100

Fig. No. 7.3.(1): Training and development programs

No. of respondents

Strongly agree

Agree Undecided
Disagree
Strongly disagree

Graph:-

Analysis and
Interpretation

Through the survey we found that 21 employees agree that the training program in WCL
delivered as an effective way to learn the matters. Whereas, 5 employees strongly
disagree while 3 employees strongly agree and 1 employee didn’t give any response.
 Q2) Do you agree that enough time was provided to learn about the subject
covered in the training program?

Table NO. 7.3.(2)Time provided to learn about the subject

Parameter No. of respondent %

Strongly Agree 03 13.33

Agree 20 66.66

Undecided 02 6.66

Disagree 03 10

Strongly disagree 01 3.33

TOTAL 30 100

Fig. NO. 7.3.(2)Time provided to learn about the subject

No. of respondents

strongly agree agree undecided disagree

strongly disagree

Graph:-

Analysis and
Interpretation
Through the survey 20 employees agreed that the enough time is provided to learn the
subject matters covered in training program but 3 employees disagree with the statement
4 employees strongly agree while 1 employee disagree and 2 employees didn’t give any
response.
Q3) Do you think that the knowledge and skills gained from the training
programs directly apply to your work?
Table No. 7.2.(3) Knowledge and skills gained from the training programs

Parameter No. of respondent %

Strongly Agree 09 30.00

Agree 16 53.33

Undecided 03 10.00

Disagree 00 0.00

Strongly disagree 02 6.66

TOTAL 30 100

Fig. No. 7.2.(3) Knowledge and skills gained from the training programs

No. of respondents

strongly agree

agree undecided
disagree
strongly disagree

Graph:-

Analysis and
Interpretation
Through the survey 16 employees agree that the knowledge and skills gained from the
training program directly apply to work. whereas 9 employees strongly agree while 2
employees strongly disagree.
Q4)To what extent training program contribute to the company goal and
employees individuals goals?
Table No. 7.3.(4) Extent training program contribute to the company goal

Parameter No. of respondent %

Strongly Agree 04 43.33

Agree 18 60.00

Undecided 05 16.66

Disagree 00 0.00

Strongly disagree 03 10.00

TOTAL 30 100

Fig. No. 7.3.(4) Extent training program contribute to the company goal

No. of respondents
strongly agree

agree undecided
disagree
strongly disagree

Analysis and
Interpretation

Through the survey 18 employees agree that the training program contribute to the
company goal and employee’s goals. 4 employee’s strongly agree, 3 employees strongly
disagree with the statement and 5 employees didn’t give any response.
Q5) Do you have a good cooperation / support from your superiors during
training program?
Table No.7.3.(5): Cooperation from superior during training
Parameter No. of respondent %
Strongly Agree 10 33.33

Agree 12 40.00

Undecided 06 20.00

Disagree 01 03.33

Strongly disagree 01 03.33

TOTAL 30 100

Fig.7.3.(5): Cooperation from superior during training

No. of respondents
strongly agree

agree undecided
disagree
strongly disagree

Analysis and
Interpretation
Through the survey 12 employee’s that a good cooperation from your superiors during
training program but 10 employee’s strongly agree with the statement, 1 employee
disagree while 1 employee strongly disagree and 6 managers didn’t give any response.
Q6) Do your performance has changed after the training program?
Table No. 7.3.(6) Changes in performance after training

Parameter No. of respondent %

Strongly Agree 07 23.33

Agree 16 53.33

Undecided 02 06.66

Disagree 02 06.66

Strongly disagree 03 10.00

TOTAL 30 100

Fig No. 7.3.(6) Changes in performance after training

No. of respondents

strongly agree

agree undecided
disagree
strongly disagree

Graph:-

Analysis and Interpretation

Through the survey 16 employee’s agree that performance has changed after the training
program but 7 employee’s strongly agree with the statement 2 managers disagree while 3
employee’s strongly disagree and 2 employees didn’t give any response.
Q7) Do you agree that the training program is well planned ?
Table No. 7.3.(7) Training program is well planned

Parameter No. of respondent %

Strongly Agree 12 40.00

Agree 10 33.33

Undecided 04 13.35

Disagree 02 6.66

Strongly disagree 02 6.66

TOTAL 30 100

Fig No. 7.3.(7) Training program is well planned

No. of respondent

Strongly Agree Agree Undecided Disagree

Strongly disagree

Graph:-

Analysis and Interpretation

Through the survey 10 employee’s agree that training program is well planned but 12
employee’s strongly agree with the statement 2 managers disagree while 2 employee’s
strongly disagree and 4 employees didn’t give any response.
Q8) Is training program helpful in personal growth?
Table No. 7.3.(8) Is training program helpful in personal growth
Parameter No. of respondent %
Strongly Agree 09 30.00

Agree 16 53.33

Undecided 03 10.00

Disagree 00 0.00

Strongly disagree 02 6.66

TOTAL 30 100

Fig No. 7.3.(8) Is training program helpful in personal growth

No. of respondents

strongly agree agree undecided disagree

strongly disagree

Graph;-

Analysis and
Interpretation
Through the survey 16 employees agree that the training program is helpful for their
personal growth. whereas 9 employees strongly agree while 2 employees strongly
disagree.
Q9) Do you agree that training helps in motivating and giving job securities
to the employees ?
Table No 7.3.(9) Motivating and giving job securities

Parameter No. of respondent %

Strongly Agree 03 13.33

Agree 20 66.66

Undecided 02 6.66

Disagree 03 10

Strongly disagree 01 3.33

TOTAL 30 100

Fig No 7.3.(9) Motivating and giving job securities

No. of respondents

strongly agree agree undecided disagree

strongly disagree

Graph:-

Analysis and
Interpretation
Through the survey 20 employees agreed that the training provide motivation and job
securities to the employees, but 3 employees disagree with the statement 4 employees
strongly agree while 1 employee disagree and 2 employees didn’t give any response.
Q10) Training reduces constant supervision do you agree with this
statement?

Table No.7.3.(10) Reduction in constant supervision

Parameter No. of respondent %
Strongly Agree 04 43.33

Agree 18 60.00

Undecided 05 16.66

Disagree 00 0.00

Strongly disagree 03 10.00

TOTAL 30 100

Fig No.7.3.(10) Reduction in constant supervision

No. of respondents

strongly agree agree undecided disagree

strongly disagree

Analysis and Interpretation

Through the survey 18 employees agree that the training program reduces a bit of
supervision of the employees. 4 employee’s strongly agree, 3 employees strongly
disagree with the statement and 5 employees didn’t give any response.
 CHAPTER:-8
OBSERVATION AND FNDINGS
8.1 FINDINGS

 Training helps to increase productivity and achieve the goals of the

organization

 Training programs are well planned in the organization.

 The training given in organization is not of sufficient duration

 The training programs are not evaluated periodically.

 The training programs strongly focus on technical and managerial

capabilities.

 The training programs are not given adequate importance due to the
work pressure in the organization.

 Employees' attitude towards the training programs is casual/informal.

 There is no involvement of employees in determining the training

need analysis.

 The quality of training programs in the organization is excellent..

 More priority is given for on the job trainings than the value
Addition programs like motivation, stress management, group
dynamics

49
CHAPTER:-9
CONCLUSION
9.1CONCLUSION

According to the study conducted we can conclude that the overall satisfaction
level of employees in relation to the training programs is moderate the employees
agree that the training programs helps to increase productivity and achieve the
organizational goal. The employees said that the training programs in the
organization are well planned but they are not satisfied with the duration of the
training program and the are also not satisfied with the evaluation process of
training program, they are

not evaluated periodically. The training programs in the organization strongly

focus on the technical and managerial capabilities but these programs are not
given

Adequate importance sometimes because of the work pressure. The employees do

not take the training programs seriously, as there are no strict rules and
regulations to

attend the training programs. The employees are not involved in determining the

Training need analysis. The training programs are fixed by the top management.
The quality of the training programs is excellent but the employees are not
making the best use of it

Therefore we can conclude that the training programs in the organization are
excellent but they have been not utilized properly by the employees as the training

programs are not made compulsory to all the departments. There is a broader
scope to develop and improve its training programs in future in order to meet the
requirements of the global market.

51
 CHAPTER:-10
RECOMENDATION
10.1 RECOMENDATION

 Employees should decide and determine the training programs that they need so
that they can work more effectively and efficiently, employees should decide
some of the training they would like to undergo.

 The HR department should conduct briefing and debriefing sessions for

employees for Training as to give them an idea as to why this training is been
conducted and what they have to learn in the training program conducted and also
after training completion they should take a feedback as to how effective was the
training so that the necessary improvements in training programs can be
implemented.

 Apart from on-job training programs the HR Department should conduct constant
value addition programs such as Time management, Stress management trainings,
also group dynamics, grievance redressal, these will help to add value and is
essential in today's business scenario.

 Performance of every employee undergone training should be evaluated so as to

get improved quality of training activities, Improve ability of the trainers to relate
inputs to output know their understanding about the training programme
conducted training program should evaluate the abilities, competencies and
potentials of the trainees for a particular job or work skills.

 It should aim to narrow down the gap between expected level of performance and
the actual level of performance

53
CHAPTER: - 11
ANNEXURE
 ANNEXURE
A] QUESTIONNAIRE

NAME:- ……………………………… AGE:- ………………

DESIGNATION:-…………………………….. DEPARTMENT:-……………..

Q1) DO YOU AGREE THAT THE TRAINING PROGRAM IN WCL DELIVERD TO

YOU IS AN EFFECTIVE WAY TO LEARN THE MATTERS?
 Strongly agree
 Agree
 Disagree
 Strongly disagree
 Undecided

Q2) DO YOU AGREE THAT ENOUGH TIME WAS PROVIDED TO LEARN ABOUT
THE SUBJECT?
 Strongly agree
 Agree
 Disagree
 Strongly disagree
 Undecided

Q3) DO YOU THINK THAT THE KNOWLEDGE AND SKILLS GAINED FROM
THE TRAINING PROGRAM DIRECTLY APPLY TO YOUR WORK?
 Strongly agree
 Agree
 Disagree
 Strongly disagree
 undecided

55
Q4)TO WHAT EXTENT TRAINING PROGRAM CONTRIBUTES TO THE
COMPANY GOAL AND EMPLOYEES INDIVIDEUAL GOAL?
 Strongly agree
 Agree
 Disagree
 Strongly disagree
 undecided

Q5) DO YOU HAVE A GOOD COOPERATION/ SUPPORT FROM YOUR

SUPERIORS DURING TRAINING PROGRAM?
 Strongly agree
 Agree
 Disagree
 Strongly disagree
 undecided

Q6) DO YOUR PERFORMANCE HAVE CHANGED AFTER TRAINING

PROGRAM?
 Strongly agree
 Agree
 Disagree
 Strongly disagree
 undecided

Q7) DO YOU AGREE THAT THE TRAINING PROGRAM IS WELL PLANNED ?

 Strongly agree
 Agree
 Disagree
 Strongly disagree
 undecided
Q8) IS TRAINING PROGRAM HELPFUL IN PERSONAL GROWTH?
 Strongly agree
 Agree
 Disagree
 Strongly disagree
 undecided

Q9) DO YOU AGREE THAT TRAINING PROGRAMS HELPS IN MOTIVATING

AND GIVING JOB SECURITIES TO THE EMPLOYEES?
 Strongly agree
 Agree
 Disagree
 Strongly disagree
 undecided

Q10) TRAINING REDUCES CONTANT SUPERVISION DO YOU AGREE WITH

THIS SENTENCE?
 Strongly agree
 Agree
 Disagree
 Strongly disagree
 undecided
 B] LIST OF RESPONDENTS

SR. NO NAME OF RESPONDENTS EMAIL

1 MANDEEP TANWAR Mandeep.singh06@gmail.com

2 RAUNAK SINGH Raunak.singh.rs24@gmail.com
3 INDIRA CHOWDHARI Varsha.indi@gmail.com
4 ASHWIN KHUSHLANI Ashwinkushlani.ak@gmail.com
5 KISHAN ALOK Alokkishan.ak@gmail.com
6 TUSHAR TIWARI Tushar.tc3883.@gmail.com
7 ROHIT THAKUR Rohit.thakur2108@gmail.com
8 RAUNKAK RIPATHI Tripathi.raunak@gmail.com
9 JAY TIWARI Jayeshtiwari0608@gmail.com
10 SIDDESH HINDALEKAR Siddu0408@gmail.com
11 PRABHAKARAN KANNA prabhakaran.pk.02@gmail.com
12 AANCHAL PANJWANI panjwani.aanchal0331@gmail.com
13 GURPREET SINGH gurpreetsingh5668@gmail.com
14 NISHA TRIKOTIYA nishatrikotiva10@gmail.com
15 MAIYTREE MAYUR Mayurnath.mcsh@gmail.com
16 TARUN GAUR tarunsinghsath@gmail.com
17 NIKHIL KARAMCHANDANI nikki.nk@gmail.com
18 RAHUL SONI rahulrishi@gmail.com
19 VIVEK CHOPRA vivek98chopra@gmail.com
20 ABHINAV BAJPAI abhinavbajpai@gmail.com
21 SOMESH MUNDARA mundarasomesh.34@gmail.com
22 RISHI SACHDEV sachdevkota@gmail.com
23 SUMIT MANDAVGADE sumit.mandavgade92@gmail.com
24 DATTA PAWAR dattapawar@gmail.com
25 HANUMANT NAIK kkhanumant34@gmail.com
26 SHUBHAM GOEL shubhamgoel.c@gmail.com
27 GULSHAN GUPTA gulshangupta@gmail.com
28 JITESH JAGGA Iklitesh@gmail.com
29 SHASHI JEET shashijeet@gmail.com
30 PRITAM GOSWAMI pritamgoswami@gmail.com