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Blackbook Sample Project-Primary Data
Blackbook Sample Project-Primary Data
Since this is an exclusive required area in HRM, I was eager to explore this topic and
proceed with the assignment. The key area and the main objectives of this report is to
briefly introduce the relationship between training and development process with it’s
theories and practical applications.
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INTRODUCTION OF TRAINING & DEVELOPMENT
Every human activity needs up-to-date knowledge and required skills to perform it.
Employee training and development becomes more important, when job becomes more
complex. Training and development activities are design in order to improve specific
skills, abilities and knowledge to employees. HR is to identify the training and
development needs and then accordingly to design the suitable training programs for
that employee training aims to improve skills and add existing level of knowledge so
that employees are better equipped to perform his duty to become component for a
taking of higher posts with increased responsibility. Organizational growth need to
measure along with individual growth.
A training program is an important management tool effectively use for motivation and
optimum use of manpower. Training helps to increase the skill levels, visibility and
adaptability of employees in crunch situation. Moreover the ongoing trends towards
greater work force diversity; flatter organization, and increase global competition, have
increased the significance of training and development technological development and
organizational change have gradually led some employees to rely upon the hard skill
and capabilities of its employees.
HR manager should make crucial decision which employees should trained. By whom
they should be trained, what training method should be used, the cost incurred in
training and what could be outcome of the training.
Training build in employees relatively changes in individual, improvement his ability
to perform a job. Training means enhancing the performance of the organization
through improve performance of the employee.
MEANING OF TRAINING:
In simple terms, training and development refers to the imparting of specific skills,
abilities and knowledge to an employee. 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. The need for training
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& development is determined by the employee’s performance deficiency, computed as
follows,
Training & Development need = Standard performance – Actual performance.
Training refers to the process of imparting specific skills.
Development refers to the learning opportunities & designed to help employees grow.
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DIFFERENCE BETWEEN TRAINING AND DEVELOPMENT:
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NEEDS FOR TRAINING AND DEVELOPMENT
C) Technological Advancement:
Every organization in order to survive and to be effective should adopt the lasted
technology i.e. mechanization, computerization and automation. Adoption of latest
technology means and methods will not be complete until they are manned by employee
possessing skills to operate them. So, the organization should train the employee enrich
them in the areas of chaining technical skills and knowledge from to time.
D) Organizational Complexity:
With the emergence of increased mechanization, and automation, manufacturing of
multiple products and by-products or dealing in services of diversified Lines extortion
of operations to various regions of the country or in oversea countries, organization of
most of the companies it become complex. This create a complex problem of
coordination this situation calls for and adaptable to the expanding and diversifying
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situations. This situations calls for training in the skills of co-operation integration and
adaptability to the requirements of growth, diversification and expansion.
E) Human relations:
Trend in approach towards personnel management has change from the commodity
approach to partnership approach, crossing the human relation approach. So today
management most of the organizations has to maintain human relation besides
maintaining sound industrial relation although hitherto the managers are not
accustomed to deal with the workers accordingly. So training is necessary to understand
human problems & maintain human relation.
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BENEFITS OF TRAINING
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PROCESS OF TRAINING AND DEVELOPMENT
The training and development process is a systemic approach aimed at improving the
performance and outcomes of individuals and groups within the business. While most
managers and owners understand the importance of a quality training and development
process, many lack the tools and knowledge to create and implement a plan of action.
The TATA STEEL WIRE DIVISION following the steps for training and development
are given below:
Need identification.
/ Nomination
Summery
Designing
Training Training
effectiveness calender
Training Implementation
feedback
Evaluation Analysis
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The steps are explain below:
1. Need identification
The first step in the training process is to assess the need for training the employees.
The need for training could be identified through a diagnosis of present and future
challenges and through a gap between the employee’s actual performance and the
standard performance.
The needs assessment can be studied from two perspectives: Individual and group. The
individual training is designed to enhance the individual’s efficiency when not
performing adequately. And whereas the group training is intended to inculcate the new
changes in the employees due to a change in the organization’s strategy.
2. Designing
The next step is to design the training programme in line with the set objectives. Every
training programme encompasses certain issues such as: Who are the trainees? Who are
the trainers? What methods are to be used for the training? What will be the level of
training? Etc. Also, the comprehensive action plan is designed that includes the training
content, material, learning theories, instructional design, and the other training
requisites.
3. Training calendar
A training calendar is used to plot the schedules of the training programs and
sessions that need to be attended by the employees of a business or members of an
organization. There are a variety of training calendars which differ due to the
purpose of the training and the entire duration that particular training programs.
4.Implementation
Once the designing of the training programme is completed, the next step is to put it
into the action. The foremost decision that needs to be made is where the training will
be conducted either in-house or outside the organization.
Once it is decided, the time for the training is set along with the trainer who will be
conducting the training session. Also, the trainees are monitored continuously
throughout the training programme to see if it’s effective and is able to retain the
employee’s interest.
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5. Analysis
This all process analyzed in systematic way of training process.
6. Evaluation
After the training is done, the employees are asked to give their feedback on the training
session and whether they felt useful or not. Through feedback, an organization can
determine the weak spots if any, and can rectify it in the next session. The evaluation
of the training programme is a must because companies invest huge amounts in these
sessions and must know it’s effectiveness in terms of money.
Thus, every firm follows the series of steps to design an effective training programme
that serves the purpose for which it was intended.
7. Training feedback
After the finished training sessions there is method to collect employee’s feedback for
trainer and overall training program
8. Training effectiveness
Implementing all levels can be an expensive and time-consuming process. You don’t
have to measure everything. Measure only what it takes to substantiate a confident
decision about the value returned on the training.
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ADVANTAGES OF TRAINING AND DEVELOPMENT
B. Reduced supervision:
An employee needs to be supervised when he works. When the employee has
got sufficient training the amount of supervision required is less as mistakes are
less. This reduces the workload of the supervisor.
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F. Better lab our –management relations:
Labour–management relations are very essential for any organization. When companies
introduce training programmers and prepare employees for future jobs and promotions
they send out a message to the unions that they are interested in employee welfare. Due
to this the unions also adopt a positive attitude and labour- management relations
improve.
b) High rewards:
An effective training programme helps an employee to take the benefit of the rewards
systems and incentives available in the company. Thus the employee is able to get these
rewards, which in turn increases his motivation levels.
c) Group efforts:
An effective training programme not only teaches an employee how to do his work
but also trains him to work as a part of the group. Thus training programs improve
group efforts
d) Promotion:
Effective training programme increase performance and increase the chances of
obtaining promotions. Many employees even opt for certain programs so that they can
help the employee to improve his chances of promotions and obtaining higher positions
in the organization.
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METHODS OF TRAINING
Coaching Audio-Visual
Internship
ON JOB TRAINING:
On the job training is the employee training at the place of work while doing the actual
job. Usually a professional trainer or sometimes an experienced employee serves as the
course instructor using hands on training often supported by formal classroom training.
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ON JOB TRAINING METHODS:
1. Job Rotation:
This type of training involves the movement of the trainee from one job to another. The
trainee receives job knowledge and gains experience from his supervisor or trainer in
each of the different job assignments. 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.
Job rotation method has been using in the Indian banking sector mainly by State bank
group for the probationary officers for the period of approximately 2 years to finally
post them as assistant bank manager. Under this method of training candidates are
placed in each and every job starts from clerical job, assistant, cashier and managerial
job for the purpose of knowing importance in nature of every job before handling Asset
bank manager position.
2. Coaching:
The trainee is placed 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 for improvement. Often the trainee shares some of the
duties and responsibilities of the coach and relieves him of 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.
3. Job Instruction:
This method is also known as training through step by step. Under this method, trainer
explains the trainee the way of doing the jobs, job knowledge and skills and allows him
To do the job. The trainer apprises the performance of the trainee, provides feedback
information and corrects the trainee.
4. Committee Assignments:
Under the committee assignment, group of trainees are given and asked to solve an
actual organizational problem. The trainees solve the problem jointly. It develops team
work.
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5. Apprenticeship:
Apprenticeship is a formalized method of training curriculum program that combines
classroom education with on-the-job work under close supervision. The training
curriculum is planned in advance and conducted in careful steps from day to day. Most
trade apprenticeship programs have a duration of three to four years before an
apprentice is considered completely accomplished in that trade or profession. This
method is appropriate for training in crafts, trades and technical areas, especially when
proficiency in a job is the result of a relatively long training or apprenticeship period,
e.g., job of a craftsman, a machinist, a printer, a tool maker, a pattern designer, a
mechanic, etc.
6. Internship
Internship is one of the on-the-job training methods. Individuals entering industry in
skilled trends like machinist, electricians, and laboratory technician are provided with
thorough instruction though theoretical and practical aspects.
Most of the universities and Colleges encourage students for internship as part of the
curriculum as it is beneficial to all concerned.
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The Tata Steel Wire Division follows the following On The Job Training methods,
1: Job Rotation
It is used for employees and officers to increase their knowledge, skills and practical
works on the job. According to them it is used for promotions and knowledge of their
area of work.
2: Coaching
The officers placed under a particular supervisors who functions as a coach in training
the individual. The supervisor provides feedback to the trainee on their performance
and offer them some suggestions for improvement for some of the duties and
responsibilities of the coach and relieves them from work burden.
3: Job Instructions
It is used to employees to list out their do’s and don’ts of their current job.
4: Apprenticeship
Most of the craft workers and diploma holders, are trained through formal
apprenticeship programmed for that they provide one year duration time.
5: Internship
It is used for the management and IT degree holder students for their research work, it
is a summer and winter seasonal training; the most useful time duration is 2 or 3 months
and also 6 months. It is used student for the understand practicality of the area of their
learning and increase skill and knowledge.
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OFF THE METHODS OF TRAINING
1. Classroom Lectures:
Under the off the job methods of training, classroom method or lecture method is well-
known to train white collar or managerial level employees in the organization. Under
this method employees are called to the room like that of classroom to give training by
trainer in the form of lectures. This method is effectively used for the purpose of
teaching administrative aspects or on management subject to make aware of procedures
and to give instructions on particular topic
2. Audio-Visual:
Providing training by way of using Films, Televisions, Video, and Presentations etc.
This method of training has been using successfully in education institutions to train
their students in subjects to understand and assimilate easily and help them to remember
forever. New companies have come up for providing audio visual material for students
in their concern subjects. In the corporate sector, mainly in customer care centers
employers are giving training to their employees by using audio visuals material to
teach how to receive, talk and behavior with the customer
3. Simulation:
The simulation Method of training is most famous and core among all of the job training
methods. In the simulation training method, trainee will be trained on the especially
designed equipment or machine seems to be really used in the field or job. But, those
equipment or machines are specifically designed for training a trainees were making
them ready to handle them in the real field or job. This method of planning is mostly
used where very expensive machinery or equipment used for performing Job or to
handle that job.
Example: The simulation method has been using widely for the purpose of training
aero plane pilots on aero plane simulator to make them ready to handle a fly aero plane.
Especially in Air force fighter pilots are getting trained on the jet fighters simulator.
Because the cost of aero plane or jet fighter will be very expensive, hence employer
may not allow directly to get trained on real equipment to avoid damage to equipment
or machine or in sometimes may cause loss of trainee life. To avoid all such risks by
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the employer giving training on simulator is safe. (Normally simulators for the purpose
of training would be provided by the manufacturer of original equipment).
4. Vestibule Training:
Mostly this method of training will be used to train technical staff, office staff and
employees who deal with tools and machines. Employees learn their jobs on the
equipment they will be using, but the training is conducted away from the actual work
floor by bringing equipment’s or tools to certain place where training is provided, but
not work place. Vestibule training allows employees to get a full feel for doing task
without real world pressures. Additionally, it minimizes the problem of transferring
learning to the job.
Vestibule training is provided to employees when new or advanced equipment or tools
introduced in to the organization to do a particular job by using them. For this purpose
such equipment is brought to a separate place to give demonstration and train how to
use and that handle it by employees safely.
5. Case Studies:
It is a written description of an actual situation in the past in same organization or
somewhere else and trainees are supposed to analyze and give their conclusions in
writing. This is another excellent method to ensure full and whole hearted participation
of employees and generates good interest among them. Case is later discussed by
instructor with all the pros and cons of each option. It is an ideal method to promote
decision-making abilities within the constraints of limited data.
6. Role Playing:
During a role play, the trainees assume roles and act out situations connected to the
learning concepts. It is good for customer service and training. This method is also
called ‘role-reversal’, ‘socio-drama’ or ‘psycho-drama’. Here trainees act out a given
role as they would in a stage play. Two or more trainees are assigned roles in a given
situation, which is explained to the group. There are no written lines to be said and,
naturally, no rehearsals. The role players have to quickly respond to the situation.
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The TATA STEEL WIRE DIVISION provide following Off the job training programs,
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The Importance of Training & Development at Workplace
C. Addressing weaknesses –
Most employees will have some weaknesses in their workplace skills. A training
program allows you to strengthen those skills that each employee needs to improve. A
development program brings all employees to a higher level so they all have similar
skills and knowledge. This helps reduce any weak links within the company who rely
heavily on others to complete basic work tasks. Providing the necessary training creates
an overall knowledgeable staff with employees who can take over for one another as
needed, work on teams or work independently without constant help and supervision
From others.
A robust training and development program ensures that employees have a consistent
experience and background knowledge. The consistency is particularly relevant for the
company’s basic policies and procedures. All employees need to be aware of the
expectations and procedures within the company. Increased efficiencies in processes
Result in financial gain for the compact.
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D. Increased productivity and adherence to quality standards –
Productivity usually increases when a company implements training courses. Increased
efficiency in processes will ensure project success which in turn will improve the
company turnover and potential market share.
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THEORIES AND MODELS
1. Addle model:
Rothwell & Kanzanas (1992) stated that, Instructional system design (ISD) was created
by the United States military as an efficient and effective way to train soldiers. Main
objective of ISD is to improve human performance. ISD is mostly based on the
assumption that learning should not be developed in a random practice, but should be
occurred in correspondence with organized processes, be organized to the target
audience, and have outcomes that can be measured. There have been many different
versions of the ISD model published, but the common model has been the ADDIE
model.
Analyze
Evaluate Design
Implement Develop
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ADDIE model is a step-by-step process of the training. These are as follows:
Rothwell, W., & Benkowski, J. (2002). Basic Principles of Instructional
In Analysis stage job needs are analyzed to identify the performance problem or the
gap between the current and the desired performance.
In Development stage the trainer will organize the knowledge and performance
objectives, instructional materials, course design and model from the design stage are
put together for employees to achieve learning objectives. The objective will describe
how the trainer and employees will perform during training to achieve the learning
objectives. The results of the training materials are reviewed for technical accuracy.
The Development stage ends when the validation demonstrates that the instruction
meets the performance standards specified by the objectives and the employer accepts
the final product.
Implementation stage is the process when conditions are determined (who, what, when,
where) under which the training will be offered and the solution implemented. The
outcome of this step defines the guidance and support needed to ensure successful
training plan. This stage ends when the company is prepared to carry out the tasks
required to provide and support the product and administer the materials independently.
Evaluation stage enables the trainer to determine if the training methods and material
were effective and successful as well as accomplishing the goal and objective that were
established. In this stage data will be gathered from participants and the results will be
carefully analyzed to identify any unforeseen problems or changing conditions to
evaluate the program effectively. It is also essential to monitor the return on investment
in the training program where productivity issues are the driving factor
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2. Performance-Based Training Design:
Performance-Based Training Design was designed by Pucel, (1989)64. Performance-
Based Training Design teaches employees job performance that enables them to go
back to work and do the job, not just know how to do the job. The design includes
hands-on exercises to replicate the actual function of what is being taught. Performance-
Based Instructional Design (PBID) is designed to help learners perform more
effectively in the workplace. PBID is systems that has seven major components, and
are as follows:
- Program description
- Content analysis
- Content selection
- Content sequencing
- Lesson structuring
- Lesson delivery formatting
- Evaluation and feedback procedures development
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RESEARCH METHODOLOGY
OBJECTIVES OF RESEARCH
1. To study of Training & Development programs and how it works in TATA STEEL
WIRE DIVISION.
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METHODS OF DATA COLLECTION
Data Collection is the process to gather information about the relevant topic of research,
which is being done by the researcher. Data collection is a term used to describe a
process of preparing and collecting a data. The purpose of data collection is to obtain
information to keep on record, to make decisions about important issues, to pass on
information to others. Primarily, data is collected to provide information regarding a
specific topic.
Data or information is of two types: Primary data and Secondary data. Primary data is
information collected by the researcher or person himself whereas secondary data is
collected by others but utilized or used by the researcher.
Primary Data:
Primary sources are original source from which the researcher directly collects data that
has not been previously collected. A primary source reflects the individual viewpoint
of a participant or observer. Primary data are first-hand information collected through
various methods such as observation, interviewing, mailing etc.
Secondary Data:
These are sources containing data which have been collected and compiled for another
purpose. The secondary sources consists of readily compendia and already compiled
statistical statements and reports whose data may be used by researcher for his/her
studies e.g., census reports, annual reports and financial statements of companies.
Secondary sources consist of not published records and reports, but also unpublished
records.
I have used both primary data collection method and secondary data collection method
for this project.
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TYPE OF RESEARCH
Research is of various types. In this project I have used the Descriptive Research
Method. A descriptive research is the one which is description of the state of affairs as
it exists at present. It includes survey and facts finding enquiries of different kinds.
There searcher has no control over the variables. The researcher uses this research
design to find out the respondents’ attitude and opinion about the various training
methods and there processes.
Descriptive research, also known as Statistical Research Method, describes data and
characteristics about the population or phenomenon being studied. Descriptive research
answers the questions who, what, where, when, and how. In short descriptive research
deals with everything that can be counted and studied.
SAMPLE SIZE
Random sampling method is carried out to take the sample from total Population of
employees.
Sample size is 100.
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LIMITATIONS OF THE STUDY
Time constraint- Considering the short time duration for the survey.
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COMPANY PROFILE
Tata steel always believed that the principle of mutual benefit – between countries,
corporation, customer, employees and communities – is the most effective route to
profitable and sustainable growth.
Tata steel founded in 1907 of Jamshetji Tata’s dream of a prospectus and Independent
India. More than 100 years later the company continuous from its journey, with its sight
set on becoming the steel industry benchmark for both value creation and corporate
citizenship. Today it is one of the largest steel producer in the world with over 80,000
employees across five continents. It’s one the first integrated steel plant in Asia and The
World second most geographically identified steel producer.
In Jamshedpur, India, where the company was first established, Tata Steel has a 6.8
map crude steel production with further capacity currently under construction in
Europe, it has total manufacturing capacity of 20 map located in UK and the
Netherland. Tata Steel South East Asia operation make it a key steel producer in the
Asia-Pacific region with a presence across six countries.
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HISTORY OF TATA STEEL
1941-1955:
R&D division played a key role in developing steel plates used to make armored
vehicles (called Tatanagars) in the First World War; also developed corrosion resistance
steel for the Howrah bridge in Kolkata, India
R&D division played a significant role in achieving the target of the Two Million Tonne
Programme launched at Tata Steel, Jamshedpur
1980-1999:
Phase I of Modernization – Relevant technologies were absorbed by R&D
Phase II of Modernization – R&D identified specific coal blends for coke making
Phase III of Modernization – R&D optimized process parameters for Slab caster, ‘G’
Blast Furnace, LD – 2 and HSM
RH-Degasser was commissioned and R&D played a significant role in optimization
through simulation and modeling work
R&D received the ISO 9000:1994 certification
Development and release of IF-Nb and IF-Ti grades of steel for the auto industry for
the first time in India
Established the characteristics of imported low volatile semi-soft coal for use in coke
making and Blast Furnace injection
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2000:
Development and introduction of dent-resistant grade steel for the auto industry for the
first time in India. Phase IV of Modernization – Cold Rolling Mill was commissioned
and R&D supported the optimization the pickling, cold rolling, annealing and
galvanizing processes
2001-05:
QMS was upgraded and R&D received the ISO 9001:2000 certification. R&D
introduced an offline simulator for predicting properties of Hot Rolled Coils
State-of-the-art water model laboratory was set up. Three new types of steel were
developed
Quality Management System was computerized and strengthened. Five new products
were developed
Two new hot rolled products were developed
2005-06:
Three new products were developed along with several processes resulting in the filing
of several patents. Research efforts were directed towards several ambitious projects
known as Thrust Area Projects
2006-07:
Considerable progress was made in the Thrust Area Projects. R&D added XRD, SEM
and beneficiation facilities to its list of research facilities
2007-08:
R&D celebrated its 70th year by organizing four international conferences. Research
was initiated in a new area of ‘energy efficient fluids’. A new wire product with thin
organic coating on galvanized wire was developed and commercialized. New software
to provide set-up guidance to operators of wire drawing lines was developed
2008-09:
R&D became part of the Global Research Development & Technology function of the
Tata Steel group
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2009-10:
QMS was further upgraded and R&D received the ISO 9001:2008 certification
2010-11:
R&D augmented it computational capability by commissioning ‘Reynolds’ - the fastest
computer in the Tata Steel group. A state-of-the-art Bio-Remediation laboratory was
set up
Our Offerings
Become the supplier of choice, delivering premium products and services, and creating
value for customers.
Our conduct
Providing a safe workplace, respecting the environments, caring for our communities
and demonstrating high ethical standards.
Our policies.
In adherence to TATA Code of Conduct, Tata Steel’s policies pertain to active sets of
principle in different areas of operation that help bring uniformity in processes by
clearly defining the company’s approach.
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MISSION
Consistent with the vision and values of the founder Jamsetji Tata, Tata Steel strive to
straighten India’s industrial base through effective utilization of staff and materials the
means envisaged to achieve this are cutting edge technology and high productivity,
consistent with modern management practices.
Tata Steel recognizes that while honesty and integrity are essential ingredient of a
strong and stable enterprise, profitability provides the main spark for economic activity.
Overall, the company seek to scale the heights of excellence in all it does in an
atmosphere from fear, and thereby reaffirms its faith in democratic values.
VALUES
Integrity
We will be fair, honest, transparent and ethical in our conduct; everything we do must
stand the test of public scrutiny.
Excellence
We will be passionate about achieving the highest standards of quality, always
promoting meritocracy.
Unity
We will invest in our people and partners, enable continuous learning and build caring
and collaborative relationship based on trust and mutual respect.
Responsibility
We will integrate environment and social principles in our businesses, ensuring that
what comes from the people goes back to the people many times over.
Pioneering
We will be bold and agile, courageously taking on challenges, using deep customer
insight to develop innovative solution.
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ETHICS
Ethical behavior is intrinsic to our business and has been part of our legacy since
inception, as envisioned by our Founder, Jamsetji Tata. He believed that a business
must operate in a manner such that it respect the rights of all its stakeholders and creates
overall value for society.
Each year, they observe the month of July as ‘Ethics Month’ across the organization to
reinforcement there ethical culture. This year’s theme ‘Integrity Matters’ intends to
further drive a sense of personal commitment, tomorrow.
The values and principle that have governed our business for a century are enshrined in
Tata Code of Conduct (TCoC).
This Code serves as the ethical roadmap for Tata employees of all our Group companies
and is testament to our determination to help our employees understand their duties and
commitments towards shared values and principles.
Tata Steel has always maintained that all its stakeholders are equal and we look forward to an
equally aligned work culture with all our stakeholders, internal or external. The Business
Associates Code of Conduct is a step towards realigning the same in terms of values and
principles
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CORPORATE SUSTAINABILITY
The company, fully conscious of its responsibility to the future generation, has always
taken pro-active measures to ensure optimum utilization of natural resource.
This is reflected in the ISO-14001 certification that all its operation have achieved for
environment management. The SA 8000 certification for work conditions and
improvement in the workplace at the steel works in Jamshedpur, along with its Ferro
Alloys and Minerals Division, is a reiteration of its commitment towards the
Company’s employees.
Tata Steel has pioneered numerous employees’ welfare measures such as the 8 hours
working day and the three tier joint consultation system of management which have
been the platform for nearly 80 year of industrial harmony in its Steel Works in
Jamshedpur.
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AWARDS AND RECOGNITION
World Steel Dynamics has ranked Tata Steel as the World’s best steel maker (for two
consecutive years) in its annual listing in February 2006.
Tata Steel has been conferred the Prime Ministered knowledge of India’s Trophy for
the Best Integrated Steel Plant five times.
It has been awarded Asia’s Most Admired Knowledge Enterprise award in 2003, 2004
and 2006.
Best governed Company Award 2006 for setting high standard in governance practices.
Tata Steel conferred Mother Teresa Award for Corporate Citizen.
Tata Steel won “Award for Corporate Social responsibility in Public Health” by US
Indian Business Council (USIBC), Population Service International (PSI) and the
center for Strategic and International Studies (CSIS) in 2007.
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TATA STEEL WIRE DIVISION PROFILE
Tata Steel is globally recognized for manufacturing steel at lowest costs in the world.
The Wire Division of Tata Steel is the largest wire drawing company in India.
Establishment in 1958 and formerly known as Tata Steel – Wire Division, the Tata
Steel ( Wire Division) is a pioneer in the manufacture of steel wire in India with a total
market share of 30%. It has acquired ISO 9001-2000 Certification for Steel wire and
wire rod manufacturing and is India’s largest exporter of Steel wire.
Tata steel (Wire Division) also product narrow width cold rolling strips and high
precision hot rolled profiles.
Tata Steel- wire Division is the leading producer of steel wire in India backed by its
own Steel and Wire Rod (Raw material for wire plants) production facilities. Company
corporate office of Delhi, Chennai & branch sales offices at Ludhiana, Faridabad, and
Ahmadabad and consignment agent at Bangalore, Hyderabad and Jaipur.
The Company operates in two division at profile center- Steel Wire Division and
product division.
Tata steel business is a major player in the wire industry servicing the discerning needs
of its customers across the global market. Tata steel’s global wire business has
manufacturing facility spread across the geographies of India, china Thailand & Shri
Lanka.
The group manufacturer verity of wire catering for the Automobile, Construction,
Power and General Engineering Industry sector needs. It manufactures wire in black
and coated verities in both single and stranded forms.
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Wire Division Comprise For Following Plants:-
1) Wire Rod Mill at Tarapur:
This plant has the production of controlled wire rod.
Global Wires
Tata Steel Wire Siam Indutrial Wire, Indian Steel & Wire
Division India (Tswd) Thailand (Siw) Products (Iswp)
38
Employee Engagement activities of TATA STEEL WIRE DIVION
Various celebrations:
Productivity week, Quality week, Safety month, Ethics month, Environment day,
Annual sports day, etc.
Festival celebration:
In Kurgaon Colony all festivals are celebrate with fervor.
Other activities:
Other activities such as Birthday celebrations, Picnics, CSR Activities, Visit to local
villages, Trekking, etc. are conducted regularly.
39
SAFETY PRINCIPAL
Safety is line / life management responsibility.
All injuries can be prevented.
Felt concern and for the employees on “24 hours safety” shall be demonstrate by
leaders.
Employees shall be trained to work safely. Working safely by condition of employees.
Every job shall be assessed for risk involved and shall be carried out as per authorized
procedure/ checklist/ necessary work permit and using necessary personal protective
equipment.
QUALITY POLICY
Consistent with the group purpose Tata steel constantly strive to improve the quality of
the community it serves through excellence in all facets its activities. We are committed
to create value for our stakeholders by continually improving our system and processes
through, innovation involving all our employees.
This policy shall from the basis of establishing and reviewing the quality objectives and
shall be committed across the organization. The policy reviewed to align with business
direction and to comply with all the requirements of the quality managing stand.
-Managing Director.
40
HUMAN RESOURS POLICY
- Tata steel recognized that its people are the primary source of its competitiveness.
- Tata steel will strive continuously to foster a climate of openness, mutual trust and
team work.
41
GWOEM
In the global and competitive environment of today and tomorrow, organizations must
rethink and reshape their approach to education in order to stay competitive.
Operational Excellence is a strategic initiative under the organizations.
TATA STEEL MD and CEO Mr. T. V. Narendran has set a target for GWI to reduce
customer claim for substance of the market leadership. Automotive sector is large part
of wire business, where customers are increasingly demanding ‘Zero Defect’ products.
This demand major change in the way they are work- ensuring participation of all
factions to build quality products. Through a learning mission to TML, they came to
know about success with ‘World Class Quality’ model. They were adopting the same
at SSP, in the form of GWOEM, facilitated by TBExG.
In TATA STEEL Wire Division Tarapur Plant introduce Operational Excellence Model
in 2018, with the name of GWOEM ‘Global Wire Operational Excellence Model’.
Logo of GWOEM
42
Description of five Pillars
PEOPLE INVOLVEMENT:
People involvement is creating an environment in which people have an impact on
decisions and actions that affect their jobs.
Employee involvement is not the goal nor is it a tool, as practiced in many
organizations. Rather, it is a management and leadership philosophy about how people
are most enabled to contribute to continuous improvement and the ongoing success of
their work organization.
A solid recommendation for those organizations that wish to create an empowering,
continuously improving workplace is to involve people as much as possible in all
aspects of work decisions and planning. This involvement increases ownership and
commitment, retains your best employees, and fosters an environment in which people
choose to be motivated and contributing. “All People Are Responsible For Quality”
The People Involvement include
- Inspired workforce.
- To improve Health & Safety quality in people.
- Strong dominant culture on all levels.
- Grown-up people Engagement.
- Enhance skills & abilities level.
43
STANDARDIZATION
Standardization is the process of implementing and developing technical
standards based on the consensus of different parties that include firms, users, interest
groups, standards organizations and governments. Standardization can help
maximize compatibility, interoperability, safety, repeatability, or quality. It can also
facilitate commoditization of formerly custom processes. In social sciences,
including economics, the idea of standardization is close to the solution for
a coordination problem, a situation in which all parties can realize mutual gains, but
only by making mutually consistent decisions. This view includes the case of
"spontaneous standardization processes", to produce de facto standards.
‘Pre requirement of build in quality’
- Stable reactions with Low gap
- In institutes there is Honesty about workspace.
- Response and concern to solve improvement problems.
- Enhance and visual management.
BUILD IN QUALITY.
Build in quality practices ensure that each solution element, at every increment, meets
appropriate quality standards throughout development. The enterprise’s ability to
deliver new functionality with the shortest sustainable lead time, and adapt to rapidly
chaining business environment, depends on solution quality. So it should not be surprise
that build in quality is one of the SAFE core value as well as continuous attention to
techniques of avoid cost delays; changes mindset; associate with recall, rework and
fixing defects. SAFEs build in quality philosophies apply system thinking optimize the
whole system, insuring fast flow of across the value stream, and makes quality
everyone’s job.
‘Don’t accept error, don’t make error, and don’t send errors outside’.
- No defected products for consumers.
- Improvement in quality indicators
- Improvement abilities & facilities of production.
- Strict control and minimum differences in processes.
- Improve Supply chin communication.
44
SHORT LEAD TIME.
Lead time is the amount of time that passes from the start of a process until its
conclusion. Companies review lead time in manufacturing, supply chain management,
and project management during pre-processing, processing, and post-processing stages.
By comparing results against established benchmarks, they can determine where
inefficiencies exist.
Reducing lead time can streamline operations and improve productivity, increasing
output and revenue. By contrast, longer lead times negatively affect sales and
manufacturing processes.
‘To reduce transaction time in Consumer Order and Delivery.’
- To modify quality of production.
- To reduce lead time.
- To modify methods of storing and handling accessories.
- Good packaging and travelling.
CONTINUOUS IMPROVEMENT
Lead time is the amount of time that passes from the start of a process until its
conclusion. Companies review lead time in manufacturing, supply chain management,
and project management during pre-processing, processing, and post-processing stages.
By comparing results against established benchmarks, they can determine where
inefficiencies exist.
Reducing lead time can streamline operations and improve productivity, increasing
output and revenue. By contrast, longer lead times negatively affect sales and
manufacturing processes.
‘To do constant development has become a stabilized the procedures.’
- To minimize concern to solve regular problems in suppliers and customers.
- Maintain and review an effective application of business objectives.
- Use “ANDON” to identified and introduce uncommon opinions on time.
- Improvement in total productivity maintenance and facilities management
45
ABSOLUTES OF FIVE PILLARS
Absolute of ‘people involvement’
o Vision or Mission statements.
o Values
o Prefer Health and Safety.
o Team concept.
o Free communication process.
o Shop floor Management.
o Qualify people.
Absolutes of ‘standardization’
o Organizational workplace.
o Time management to take standardized work.
o Visual management.
46
Absolutes of ‘Continuous improvement’.
o Problem solving techniques.
o Business distribution scheme.
o ANDON concept
o Facility, equipment’s, tooling and layout formation.
o Initial production and mobilized design.
o All system maintenance.
o Constant improvement process.
47
GUIDING PRINCIPLES OF GWOEM
48
Five Steps for GWOEM
Level-1 Defect should not leave company Protect customer from “obvious”
premises. defect.
Level-4 Defect should not reach the line. Eliminate process incoming defects.
49
PROCESS FOR GWOEM TRAINING EFFECTIVENESS
Need
Identification
Training Feedback Analysis
Training
Attaindande Summery
Conducted
50
DATA REPRESENTATION AND ANALYSIS
The data was collected by face to face meetings with respondents within the training
sessions therefore, it was unstructured data.
RESPONSE
0%
100%
Analysis
From the above diagram we can conclude that, company organized training programs.
As per the employees 100% response is YES.
51
Q.2) Does your organization identifies the Training needs for employees?
Yes- * (90% result shows yes)
No- (10% no)
Response
Response NO
10%
Response YES
90%
Analysis
From the above diagram we can conclude that, 90% of employee’s said YES as
organization identifies training needs, while 10% of employees said NO.
52
Q.3) How many training programs has been conducted within one year?
Depends upon training calendar (45%)
230 & above (25%)
200 & above (30%)
12 & above (0)
Response
12 & above
0%
200 & above
30% Depence upon
training
calender
45%
Analysis
From the above diagram we can conclude that, the survey was based on yearly data.
According to the survey, 45% people agreed that, the training program was conducted
on the basis of training calendar; while 25% people agreed with 230 & above training
program was conduct in one year and 30% of employee said that 200 & above training
program was organized within one year.
53
Q.4) On an average, how much time did it take to complete various training
programme?
8 hrs.* (30%)
Full day * (20%)
Half day * (50 %)
Response
20%
50%
30%
Analysis
According to the survey, the time duration of various training programs was described
respectively, 20% of responders says the time duration is full day for one training
program, 30% responders says the time duration for training programs is 8 hours while
50% of responders says training programs takes place for the half day .
54
Q. 5) Does your company use specific training process?
Yes-* (result is 100% yes)
No-
Response
0%
100%
Analysis
From the above diagram we conclude that, as per 90% responders’ the organization
used specific training process to conduct the various training sessions, while 10% of
responders said NO.
55
Q. 6) Do you satisfy with organizational training & development programs?
Yes- (82% result is yes)
No-(18% no)
Response
18%
82%
Analysis
From the above diagram we conclude that, 82% respondents satisfied with
organizations training and development program but 18% respondents does not
satisfied from organizations training and development programs
56
Q. 7) Did you have enough knowledge about your area of work within training?
Yes- (75%)
No- (8%)
Sometimes-(16%)
Response
Sometims
16%
NO
9%
YES
75%
YES NO Sometims
Analysis
According to the survey, 75% of respondents have enough the knowledge about their
area of work within training programs. 16% of respondents said they enough knowledge
sometimes while, 8% respondents said no.
57
Q. 8) Did you provide training feedback after the training sessions?
Yes-(80%)
No- (20%)
Response
20%
80%
Analysis
As per the survey, 80% trainees provide feedback after training sessions ends, while
20% trainees does not provide any feedback on training sessions.
58
Q.9) Did trainer provide you chance to express your views during training sessions?
Yes- (94%)
Sometimes- (6%)
No- (0)
RESPONSE
Sometimes NO
6% 0%
YES
94%
YES Sometimes NO
Analysis
According to survey, 94% respondents said they have provided chance to express their
views within training sessions, but 6% respondents said sometime they don’t have
chance to express their views.
59
FINDINGS
The Organization provides on the job as well as off the training about employee
areas of work. Most of the employees are satisfied with that trainings and
employees who are unsatisfied with the training for that training programs are
reschedule.
The organization always follow specific and well schedule training process for
the organizing training programs.
The organization also conduct other training programs for employees like health
and nutrition, safety awareness, yoga, cancer awareness etc.
60
RECOMMENDATIONS
The organizations have to follow the attractive training process; because, the study
of Training and Development is important part of all organizations. A good training
process attracts employees for their working performance and to improve their
skills.
The organization should give extra benefits to employees for giving standing
performance to increase the goodwill of the organization.
The organization should provide training of the specific time to adopt less paper
work or green computing.
The Training Process should be available across for all employees to increase their
potential.
61
CONCLUSION
62
GLOSSARY
63
RH Degasser-
Molten steel, taken out of the converter furnace, is ultimately refined and
degassed during the secondary refining process. The RH Vacuum degasser is
idea for the swift dinning of large amount of molten steel. It is also suitable for
the mass production of highly purity steel at integrated steelworks, realizing
decarburization and heating by rejection pure oxygen gas into the vacuum
vessel. Furthermore, it has extended refining functions such as the acceleration
of desulfurization and deoxidation through addition of flux while controlling
the of the impurities
Eagar- avid, questioning, ready, fain, impatient
Mammoth- Massive, Monster, Bulky or Tremendous
Spontaneous- Impulsive, unbidden, Unstudied, Aberration, Connatural, As a
matter of course.
64
REFERENCES
Collects the required data and information from HR Department, Spring Steel Plant
(SSP-II), of TATA STEEL WIRE DIVISION (TARAPUR.)
Mrs. KAJAL SANKHE (Coordinator of Training and Development team of TATA
STEEL WIRE DIVISION)
BIBLOGRAPHY
DR. P. SUBBA RAO “Personnel and Human Resource Management” book of
(Himalaya Publication House) page no. 152-154, page no. 156-157, Page no. 158.
WEBLIOGRAPHY
https://www.tatasteel.com
https://practicehrm.blogspot.com/2009/10/introduction-to-training-and.html
https://www.managementstudyguide.com/training-and-developement.htm
http://www.businessdictionary.com
http://www.yourarticlelibrary.com/human-resource-development/training-meaning-
definition-and-types-of-training/32374
https://www.assignmentpoint.com/business/human-resource-management/concept-of-
training-and-development.html
http://www.yourarticlelibrary.com/human-resource-development/training-meaning-
definition-and-types-of-training/32374
http://www.yourarticlelibrary.com/employee-management/training-of-employees-
scope-principles-techniques-and-procedure/25971
http://www.whatishumanresource.com/advantages-of-training-programme
https://2020projectmanagement.com/index.cfm?topNav=resources&subNav=project-
management-training-and-qualifications&subsubNav=the-importance-of-training-
and-development-in-the-workplace
https://www.operational-excellence-consulting.com/our-opex-model
65
ANNEXURE
QUESTIONNAIRE
NO=
NO=
3) How many training programs has been conducted within one year?
Depends upon training calendar
12 & above
Full Day =
Half Day =
66
5) Does your company use specific training process?
YES =
NO=
NO=
7) Did you enough knowledge about your area of work within training?
YES =
NO=
8) Did you provide training feedback after the training sessions ends?
YES =
NO=
9) Did trainer provides you chance to express your views during training sessions?
YES =
NO=
67
Training Calendar
68
TATA STEEL LTD. (WD)
Tarapur Wire Plants
HRM.F01
Rev.No. 1 Date
24.04.2019
Identification of training needs for the year -----
Dept: ………………………………
Signature Date-
69
TATA STEEL WIRE DIVISION
PARTICIPANTS’ FEEDBACK
A. We welcome your comments and feedback on the learning program to help us improve further
Feedback on Sessions
1. Subject matter covered meets my expectation.
2. The course material provided was helpful in understanding and grasping the key concepts.
Overall Effectiveness
5. Overall effectiveness of the sessions
70
Poor Fair Average Good Very Good
6. Faculty’s presentation and communication skills
7. The case studies/examples discussed were helpful in understanding the key concepts
A. REACTIONNAIRE
1.b. Indicate the topics that you did not find useful.
Thank You 71
TATA STEEL LIMITED WIRE DIVISION
SUMMARY OF FEEDBACK OF TRAINING PROGRAMME
PROGRAM :- HRM.F07
Rev.No. 1 Date
24.04.2019
FACULTY :-
DATE :-
Questions
SR.NO.
1 2 3 4 5 6 7 8 9
2
Participants 3
4
5
SUM
AVG
NO OF PARTICIPANTS
FEEDBACK ON SESSION
FEEDBACK ON FACULTY
FEEDBACK ON SELF EVALUATION
AVERAGE RATING
72
TATA STEEL LTD (W.D.)
SUMMARY OF TRAINING EFFECTIVENESS
HRM.F10
Rev.No. 1 Date
24.04.2019
Sr. Name of Date of Total of
Out of Percentage (%)
No Training Training Rating
73
74
75
76