A PROJECT REPORT ON

TRAINING AND DEVELOPMENT IN (NALCO)

SUBMITTED FOR SUMMER INTERNSHIP PROGRAM OF

INTEGRATED MASTER OF BUSINESS ADMINISTRATION (IMBA)
SUBMITTED BY :
SAATWIK NAYAK
ROLL NO: 20IMBA018

INTERNAL GUIDE : EXTERNAL GUIDE:

MRS. SMITA RAY MR. AJIT KUMAR PRADHAN
ASST. PROFESSOR, DEPT. OF IMBA (SM) (HRD)
BJB AUTONOMOUS COLLEGE NALCO
BHUBANESWAR BHUBANESWAR

B.J.B AUTONOMOUS COLLEGE

BJB Nagar, Bhubaneswar, Odisha
 DECLARATION

I, SAATWIK NAYAK, a student of B.J.B Autonomous College, Bhubaneswar, do hereby

declare that I have done this dissertation titled “Training and Development” in the
partial fulfilment for the degree of BBA to department of IMBA, is the record of
original work done by me. No part of the content of this report has been submitted to
any institution/university for the award of any other degree. Previous works in this
field have been duly acknowledge as and when they have been referred.

SAATWIK NAYAK
Roll No : 20IMBA018
Department of IMBA, BJB College
 ACKNOWLEDGEMENT

I owe my sincere and hearty gratitude to MR. AJIT KUMAR PRADHAN(SM), NALCO
HRD, Bhubaneswar, for his active guidance, and persistent encouragement
throughout my study. He undoubtedly deserves the credit for my dissertation. I take
the opportunity to express my gratitude to the staff of NALCO for permitting me to do
my study in the main HRD branch.
I also extend my gratitude to Mrs. Smita Ray, Dept. Of IMBA, BJB College for being
a constant source of encouragement and guidance required for the completion of the
project.
At last, I would like to express my thanks to each and every person directly or
indirectly involved in helping me to complete this dissertation.

SAATWIK NAYAK
Roll No. 20IMBA018
Department of IMBA, BJB College
 CONTENTS

SL. NO TOPICS PAGE. NO

1. Introduction 1
2. Company Profile 5
3. Review of Literature 11
4. Concept & Theory of study 19
5. Research Design 26
6. Analysis and Findings 28
7. Conclusion 40
8. Bibliography 41
 DEPARTMENT OF INTEGRATED MBA

B.J.B AUTONOMOUS COLLEGE, BHUBANESWAR

BONAFIDE CERTIFICATE

Certified that the project report titled “TRAINING AND DEVELOPMENT OF

EMPLOYEES AT NALCO.” Is the bona-fide work of Miss. SUPRIYA MISHRA bearing
roll no. 20IMBA062 who carried out the work under my supervision. Certified further
that to best of my knowledge the work reported herein does not form part of any
other project report or dissertation on the basis of which a degree or award was
conferred on an earlier occasion on this or any other candidate.

Saatwik Nayak Smita Ray

Roll No. 20IMBA018 Asst. Professor, Dept of IMBA

BJB Autonomous College

Bhubaneswar
CHAPTER – 1
INTRODUCTION
 INTRODUCTION

Human Resource Management is defined as the people who staff and manage
organisations. It comprises of the functions and principles that are applied to
retaining, training, developing and compensating the employees in organisation. It is
also applicable to non-business organisation, such as education, health care; etc.
Human Resource Management is defined as the set of activities, programs, and
functions that are designed to maximise both organizational as well as employee
effectiveness.

Scope of HRM without a doubt is vast. All the activities of employee, from the time of
his entry into an organization until he leaves, come under the horizon of HRM. The
divisions included in HRM are Recruitment, Payroll, Performance management,
Training and Development, Retention, Industrial Relation, etc. Out of all these
divisions, one such important division is Training and Development.

Training is the most important function that directly contributes to the

development of human resources but unfortunately it happens to be the most
neglected functions most of the organizations. If human resources have to be
developed the organization should create condition in which people acquire new
knowledge and skills and develop healthy patterns of behaviour and of styles. One of
the main mechanisms of achieving is institutional training.

Employee training is the proves whereby people learn the skills, knowledge,
attitudes and behaviours needed in order to perform, their job effectively. No big
industrial organization can long ignore the training and development need of its
employees without seriously in habiting its performance. Even the most careful
selection do not climate the need for training since people are not molded to
specifications and rarely meet the demands of their job adequately. Training is
essential because technology is developing continuously and at very fat rate.
Such development, however, needs to be monitored and has to be purposeful.
Without proper monitoring, development is likely to increase the frustrations of
employees if when once their skills are developed and expectation are raised, they are
not given opportunities for the application of such skills. A good training sub-system
would help greatly in monitoring the directions in which employees should develop in
the best interest of the organisation, a good taring system also ensures that
employee develop in directions congruent with their career plans.

Training and development encompasses three main activities: Training, Education,

and Development. Garavan, Costine, and Heraty, of Irish institute of Training and
Development, note that these ideas are often considered to be synonymous.
However, to practitioners, they encompass three separate, interrelated, activities.

TRAINING AND DEVELOPMENT OBJECTIVES

The principal objective of training and development division is to make sure the
availability of a skilled and willing workforce to an organization. In addition to that,
there are four other objectives: Individual, Organizational, Functional, and Social.

 Individual Objective – Help the employees in achieving their personal goals,

which in turn, enhances the individual contribution to an organization.
 Organizational Objective – Assist the organization with its primary objective
by bringing individual effectiveness.
 Functional Objective – Maintain the organization’s contribution at a level
suitable to the organization’s needs.
 Societal Objective – Ensure that an organization is ethically and socially
responsible to the needs and challenges of the society.

NALCO: A BENCHMARK IN CORPORATE SOCIAL RESPONSIBILITY

In Odisha, for setting up Asia’s largest integrated alumina- aluminium complex in

1981, National Aluminium Company Limited (NALCO) had acquired 7263 acres of
land at Damanjodi in Koraput district and 4057 acres at Angul. During the
inception of the company, 635 families in 51 villages were displaced – 600 families
in Damanjodi sector and 35 families in Angul sector.
From these 635 displaced families, employment has been provided to 625
nominees. Confusion regarding educational background and nomination status of
balance 10 families has been taken up at appropriate level. Besides 1495 families
were substantially affected (i.e; parting with one third or more land) in Angul
sector. Even from these, jobs have been provided to 1060 persons. NALCO has
also been sponsoring ITI training to such persons and 543 have been technically
trained so far. Apart from financial compentations, employment and rehabilitation
packages, NALCO has also spent more than Rs.1 Crore towards various social
sector development activities. Creation of infrastructure in the surrounding
villages for communication, education, health care and drinking water gets purity
in the periphery development plans of the company. Community participation in
innovative farming, pisciculture, social forestry and sanitation programs apart,
encouragement to sports, art, culture and literature are all a part of NALCO’s deep
involvement with the life of the community. Successful operations of the company
have led to employment and income generation for the local people in many
significant ways.
 CHAPTER – 2
COMPANY PROFILE
 COMPANY PROFILE
NALCO

National Aluminium Company Limited (NALCO) is a Navratna CPSE under Ministry of

Mines. It was established on 7th January, 1981. With its registered office at
Bhubaneswar. The company is a group ‘A’ CPSE, having integrated and diversified
operations in mining, metal and power with sales turnover of Rs 14,181 crore in
financial year 2021-22. Presently, Government of India holds 52% equity of NALCO.

NALCO is one of the largest integrated Bauxite-Alumina-Aluminium-Power Complex in

the country. The company has a 68.25 lakhs TPA Bauxite Mine & 21.00 lakh TPA
(normative capacity) Alumina Refinery located at Damanjodi in Koraput district of
Odisha, and 4.60 lakh TPA Aluminium Smelter & 1200 MW Captive Power Plant
located at Angul, Odisha. NALCO has bulk shipment facilities at Vizag port for export
of Aluminium/Alumina and import of caustic soda and also utilizes the facility at
Kolkata and Paradeep ports. The company has registered sales offices at Delhi,
Kolkata, Mumbai, Chennai and Bangalore and 10 operating stockyards at various
locationsin the country to facilitate domestic marketing.

The company is the lowest-cost producer of metallurgical grade alumina in the world
as per Wood Mckenzie report. With sustained quality products, the company’s export
earnings accounted for about 43% of the sales turnover in the year 2021-22 and the
company was rated 3rd highest net export earning CPSE in 2021-22 as per Public
Enterprise Survey report.

With its consistent track record in capacity utilization, technology absorption, quality
assurance, export performance and posting profits, NALCO is a bright example of
India’s industrial capability.

NALCO is the first Public Sector Company in the country to venture into international
market in a big way London Metal Exchange (LME) registration since May, 1989. The
company is listed at Bombay Stock Exchange since 1992 and National Stock Exchange
since 1999. Besides, ISO 9001, ISO 14001, OHSAS 18000 & SA 8000 certifications,
the Company has also adopted ISO 50001 standards for Energy Management System.
To face the challenges of ever evolving market and position of the company in a
sustainable growth path, a new corporate plan has been developed with well-defined
3 year action plan, 7 year strategy & 15 year vision of being a Premier and Integrated
Company in the Aluminium value chain with strategic presence in Mining both
domestic & global, Metals amd Energy sectors. The corporate plan has chalked out a
roadmap for multi fold growth in the revenue and profit by 2032.

As a responsive corporate, the company is harnessing renewable energy aligning to

the ambitious programmes of Govt. of India. The Company has already commissioned
198 MW wind power plants and further 50 MW wind power plants are in pipelines,
making it the highest producer of renewable energy among PSU’s.

To be more resilient to the vagaries of market, the company has prepared a New All-
Weather Business Model. It has extensive plans for brownfield and greenfield
expansion projects, which include the ongoing 5th stream refinery project of 1 MTPA
capacity in existing Alumina Refinery at Damanjodi, development of Pottangi bauxite
mines, Utkal D&E coal mines in Odisha, established 5 lakh TPA brownfield smelters in
Odisha.

As part of backward integration, the company is establishing a caustic soda plant in JV

with Gujurat Alkalies & Chemicals Limited in Gujurat and a CT Pitch plant in JV with
NINL in Odisha.

NALCO is a leading name in the industrial map of Eastern India. True to the spirit, the
company is taking the lead to bring in a significant change in the Industrial map of
Odisha. The company has formed JV company named ‘Angul Aluminium Park Private.
Ltd’ with Odisha Industrial Infrastructure Development Corporation to give a boost to
ancillary, upstream & downstream products related to aluminium industry.

The company pursues its R&D activities fervently and has already filed 36 patents out
of which 17 patents have been granted and 5 have been commercialized till Dec Dec
2018. As a part of its effort to convert waste to wealth, the company is endeavouring
to salvage iron concentrate from red mud, Gallium from spent liquor. The company
has also successfully commissioned a first pf its kind defluoridation process based on
nano-technology to de-contaminate the effluent water of smelter solving a long
standing fluoride contamination problem of the area.
The company while climbing the ladder of success has strived to play a significant role
in the socio-economic development in its operational areas through empathetic CSR
activities. Rehabilitation of displaced families, employment, income generating ,

health care and sanitation of local people, education & skill development, providing
safe drinking water, development of infrastructure, pollution control, environmental
measures, rural development, promotion of arts, crafts & culture and various
humanitarian goodwill missions have earned NALCO a place of pride in the corporate
world and was awarded the SCOPE Meritorious Award for CSR from Hon’ble President
of India in Apr’17.

The company is one of the 1st CPSEs to have a CSR policy since inception and is
compliant to the norms of companies act. Its has spent Rs. 545 crore towards CSR
activities till 2021-22. For effective implementation of CSR activities, NALCO has
setup a standalone foundation in 2010.

With encompassing initiatives to provide a better living to the periphery areas and
contribute to nation building, the company has taken many ambitious projects. Its
notable efforts include Indradhanush scheme, where the company has sponsored 920
tribal children of maonist infested Damanjodi sector and provided education to them
in 3 reputed residential schools. 416 meritorious students of BPL families at Angul and
Damanjodi sector have been adopted with financial support by the company under
‘Nalco ki Ladli’ scheme in line with Govt’s ‘Beti Bachao, Beti Padhao’ mission.

Recognizing the healthcare needs as one of the critical needs, NALCO is operating 8
MHU’s in peripheral villages of its plants by which more than 1 lakh patients are
treated freely every year. Going a step ahead, the company is also setting a
secondary modern eye care hospital at Angul and a Night shelter in AIIM,
Bhubaneswar for attendants of indoor and OPD patients availing long term treatment.

Responding to the call of Govt. of India, NALCO actively participated in Swachh Bharat
Abhiyan by constructing 479 toilets in various districts of its operating areas and has
also taken up a noble initiative to make 11 periphery villages Open Defecation
Free(ODF) in Damanjodi and Angul sector.

The company has taken the responsibility of Shri Jagannath Temple, Puri & its
surrounding under PM’s Iconic Shrine development promgram to upgrade the
infrastructure and maintain cleaness with special emphasiss on renovation and
beautification of Gandhi Park as tourist spot, temple illumination, beautification of Puri
town with thematic painting based on Jagannatha culture and battery-operated
vehicles in railway stations for differently-abled passengers and sick people.

The company’s penchant to prop up the renowned heritage, art andculture of the
state has drawn wide acclamation specifically with patronization of living culture
and sports legends by the company.

With demand of skilled manpower set to grow multi fold in the country, the company
is doing its part by setting up a centre of excellence for mining sector at an
investment of Rs. 20 crore and also providing skill training to unemployed youth
in association with training partners in various demand areas like retail,
healthcare, beautician, sewing machine operator, etc.

The company since inception has marched ahead with sustainable growth, perpetual
profits while exhibiting deep empathetic concern for the society. Etched in the
hearts of million people of Odisha as modern industrial “Konark”, the company
has been abled to create a special place for itself for the people it works with.
Enhancing the stake holder wealth has remained the prime mover to steam
companies growth but none the less the driving spirit remains to bring smiles in
the faces of multitude of its stake holders.

VISION
To be a premier and integrated company in the aluminium value chain with strategic
presence in mining both domestic and global, metals and energy sectors.

MISSION
To sustainably grow multi-fold in mining, alumina and aluminium business along with
select diversification in mineral, metals and energy sector, while continuously
improving on efficiency and business practices thus enhancing value for all
stakeholders.

Core value : BEST

Benefitting Stakeholders

We provide our customers, suppliers and other stakeholders with utmost level of
value, service and satisfaction.
Excellence and Quality
We relentlessly pursue sustainable practices and create a positive impact on the
communities we engage with.

Trust and Integrity

We conduct our selves with dignity, integrity, equit, transparency and accountability
to built trust.
 CHAPTER - 3
LITERATURE REVIEW
 LITERATURE REVIEW

A literature review is a text of a scholarly paper, which includes the current knowledge
including substantive findings, as well as theoretical and methodological to a
particular topic. Literature reviews are secondary sources and do not report new
or original experimental work. Most often associated with academic oriented
literature, such reviews are found in academic journals, and are not to be
confused with book reviews that may also appear in the same publication. A
literature reviews are a basis for research in nearly every academic field.

According to the Michel Armstrong, “Training is systematic development of the

knowledge, skills and attitudes required by an individual to perform adequately a
given task or job”. (Source: A Handbook of Human Resource Management Practice,
Kogan Page, 8th Ed., 2001)

In general training can be defined as the process of imparting knowledge and skills to
employees so that they can be enabled to do their job in a better way. The term
‘training’ implies to a process which is used to upgrade or improve aptitude, skill and
knowledge of employees so that they can become more competent.

The main objective of any training program is to make skilled and competent workers
available to the organization. Also four other objectives surrounds this objective those
are, individual, functional, organizational and social objectives.

Individual objective helps building individual capabilities and skills and that in turn
helps organizations to grow as a whole. Functional objectives are useful in
maintaining a particular department’s contribution to organizational goal.
Organizational objectives always focus on its primary mission and vision. Social
objective is to have a social image.

Preparing strategy bestowed can be extensively ordered into two classes as at work
preparing and off-the-employment preparing. At work preparing incorporates drilling,
Job guideline, Job pivot, Committee assignments, entry level position preparing and
so forth. Off-the-occupation preparing incorporates classroom addresses, reproduction
works out, contextual investigation techniques, varying media strategy, pretending
and so forth.
Preparing and Development need = Standard execution – Actual execution Training
improves the general execution of an association in different ways. The significant
regions where representatives are ordinarily prepared in an association are Soft-
ability

Development, Personality Development, Interpersonal Relationship, Problem tackling

systems, Managerial and Supervisory Training Program, quality change programs,
specialized procedures, quality circle programs, Time administration aptitudes, worker
effectiveness improvement programs, savagery counteractive action programs,
administrative compliances, objective setting and usage of projects, working
environment security administration, work environment correspondence, et cetera.
Preparing empowers the representatives to build up their aptitudes inside the
association and subsequently normally expands the associations fairly estimated
worth, acquiring force of the workers and professional stability of the workers.
Preparing molds the representative's state of mind and helps them to accomplish a
superior collaboration inside the association. Preparing and Development programs
enhance the nature of work-life by making a representative strong work environment.

Preparing and improvement has assumed a viable part in continuous upgrades of

different areas since nineties. It goes for finding the present level of advancement and
preparing in an association and after that it concentrates on its change to further
level. Liberalization, Globalization, Privatization and Information and Communication
and Technology have now gotten to be apparatuses for honing preparing and
improvement programs. Numerous key essayists and masterminds have directed
reviews in different fields, for example, saving money, Human Resource Management,
Human Resource Development, and so on. They not just closed their discoveries with
insignificant statistical data points additionally encircled their examination as quality
and shortcomings of a framework.

A writing audit highlights two fundamental destinations. They are: to first break down
the present level and after that gauge their viability. An acknowledgment of current
issue will zoom the issue and determining it gets to be smooth in further strides. A
preparation and advancement program concentrates on recognizing of preparing
needs, choice of appropriate students, modus of preparing procedure, and the
encompassing of the learners have ensuing effect on the effectiveness of the
association.

The aggressiveness of workers are to be taken care first. The ability of a worker must
match with present patterns. Consequently a precise expertise advancement project
is to look after to redesigned workers abilities and learning. Such methodical
improvement project is known as preparing. In this way preparing can be
characterized as the procedure of conferring information and aptitudes to workers
with the goal that they can be empowered to carry out their occupation in a better
way. Be that as it may, numerous key scholars have contemplated the relationship of
preparing with different variables and have advanced their hypothesis.

Muhammad Zahid Iqbal ET. Al (2011) has done their examination in the point "AN
EMPIRICAL ANALYSIS OF THE RELATIONSHIP BETWEEN CHARACTERISTICS AND
FORMATIVE EVALUATION OF TRAINING" Their investigation is about the relationship
amongst attributes and developmental assessment of Training. This paper endeavored
to connote the utilization of developmental preparing assessment. The creators have
done a learn at three open area preparing establishments to observationally test the
anticipated relationship between the preparation attributes and developmental
preparing assessment under the Kirkpatrick model (response and learning). This
study clarifies the causal linkage between parts of developmental preparing
assessment, the interceding part of response in the connections between preparing
qualities and learning was additionally researched. The main finding uncovered that
an arrangement of seven preparing qualities clarified 59% and 61% fluctuation in
response and adapting individually. All preparation attributes were found to positively
affect response and learning aside from preparing substance. The study finished up
with ranges of future research and underscoring on connecting developmental
assessment with conduct and results.

Eugen Rotarescu (2010) has evaluated on the theme "Elective SELECTION UNDER
RISK CONDITIONS IN HUMAN RESOURCES TRAINING AND DEVELOPMENT THROUGH
THE APPLICATION OF THE ESTIMATED MONETARY VALUE AND DECISION TREE
ANALYSIS". The theme in this article is the presentation in a compact and useful way
of a few basic leadership forms and the techniques connected to HR preparing and
advancement in situations with danger variables. The choices have been upgraded by
the HR preparing and advancement, the leaders have promptly accessible with two
techniques for investigation they are: (1) the choice network and (2) the choice tree
strategy. Both strategies figure the choices taking into account the evaluated money
related quality (EMV). At last the choice network and the choice tree investigations
speak to two reasonable, versatile and effortlessly material system examinations for
selecting the ideal strategy with respect to the preparation and advancement of HR.
Both investigations produce the same arrangement and depend on the exactness of
the normal fiscal quality (EMV) technique computed for every course elective activity.
Of these two techniques, the chose choice strategy relies on upon the circumstances,
the multifaceted nature of the circumstance and inclination of the leaders.

Pilar Pineda (2010) has done his exploration in this subject "Assessment OF
TRAINING IN ORGANIZATIONS: A PROPOSAL FOR AN INTEGRATED MODEL" and the
creator's motivation of this paper is to introduce an assessment model that has been
effectively connected in the Spanish setting that coordinates all preparation
measurements and impacts, to go about as a worldwide instrument for associations.

This model investigations fulfillment, learning, pedagogical viewpoints, exchange,

effect and benefit of preparing and is thusly a worldwide model. The creator says that
preparation is a key technique for HR advancement and in accomplishing hierarchical
targets.

Associations and open powers put a lot of assets in preparing, however once in a
while have the information to demonstrate the aftereffects of that speculation. Just a
couple of associations assess preparing top to bottom because of the trouble included
and the absence of legitimate instruments and practical models. The paper's
methodology is hypothetical, and the procedure utilized includes an audit of past
assessment models and their change by looking at their application by and by. The
creator has likewise connected the model effectively in a few open and private
associations, in industry and in the administrations division, which exhibits its value
and suitability in assessing the consequences of preparing. Thusly, this assessment
model has fascinating and pragmatic ramifications, as a helpful instrument for
preparing supervisors in assessing preparing results, and in addition giving a
worldwide disentangled way to deal with the mind boggling assessment capacity. The
innovation of this assessment model lies in its attention on a key and novel viewpoint
- i.e. the pedagogical measurement, giving a coordinated instrument that can be
effectively adjusted to any association.

Cary Cherniss et.al. (2010) has done their exploration in the theme "PROCESS-
DESIGNED TRAINING: A NEW APPROACH FOR HELPING LEADERS DEVELOP
EMOTIONAL AND SOCIAL COMPETENCE" and they have assessed the viability of an
administration advancement program in light of International Organization for
Standardization (ISO) standards. The project used procedure planned preparing
gatherings to help members create passionate and social ability. The study included
162 troughs from nine distinctive organizations in an irregular task control bunch
plan. There were nine distinctive gatherings with nine directors in every gathering.
Every gathering was required to take after the indistinguishable procedure. His
outcomes demonstrated that following two years the intercession bunch had
enhanced more than the controls on all Emotional Competence Inventory variables.
The paper offers suggestions for future exploration on the components hidden the
procedure outlined gathering methodology and relevant elements that streamline
results. This paper depicts an administration advancement methodology that seems,
by all accounts, to be more temperate and predictable in its conveyance than
customary methodologies, for example, workshops or official training. In spite of the
fact that ISO standards are used broadly in the business world, this is the main study
that has utilized this methodology as a part of the outline and conveyance of
administration improvement.

Thomas Andersson (2010) has done his exploration in the subject "Battles OF
MANAGERIAL BEING AND BECOMING (Experiences from director's self-awareness
preparing)" and has evaluated this paper to research the battles of administrative
character in connection to the procedure of getting to be/being a supervisor, and the
individual clashes required inside this procedure. Administration preparing has a
tendency to be founded on administration concerns the securing of skills, systems and
individual mindfulness, while administrative practice is more liquid and logically
based. There is a test for coordinators of a wide range of administration preparing to
scaffold

crevice between an altered thought of what is to be a trough and how administration

is really polished. The strategy utilized as a part of this paper is a subjective
longitudinal undertaking. The longitudinal and inside and out subjective methodology
offices an imperative commitment to comprehension issues in building up an
administrative capacity. In general 62 meetings and eight half-day perceptions were
directed. The study concentrates on just five directors in two associations. This little
example restrains the general capacity of the exploration. At long last the study puts
accentuation on the part of administration preparing in giving layouts to "how to be a
trough", yet it likewise shows the twofold edged and complex pretended by
connection in administrative being and getting to be.

David Mc Guire and Mammed Bagher (2010) has done their examination in the
theme "Differing qualities TRAINING IN ORGANIZATIONS: AN INTRODUCTION" and
has looked into the writing on assorted qualities preparing and inspect the impact of
force, benefit and governmental issues of differences in associations. This is an
applied paper looking at the contentions in support and against differences preparing
in associations. It distinguishes the nearness of prevailing gatherings in the public eye
prompting the underestimation and mistreatment of minority differing bunches.
Assorted qualities preparing has a huge part to play in cultivating more prominent
equity, incorporation and decency in the working environment. Basically, it can help
assorted people and groups recover vital parts of their character and appreciate
gainful satisfying professions in the working environment. Assorted qualities
encourages another viewpoint in associations through benefiting from the points of
view of all representatives and offering voice to quieted minorities. It advances more
prominent comprehension, correspondence and the mix of various perspectives in
basic leadership and critical thinking. To implant differing qualities adequately in
associations requires initiative by senior administration and an acknowledgment that
assorted qualities will enhance execution measurements, instead of essentially being
a socially alluring perfect. It includes perceiving that advancing differences and a
comprehensive society is a common obligation and is not exclusively the protest of
assorted qualities backers or HR divisions. At long last the creator says that as
globalization impacts increment and the support of assorted gatherings in the work
environment develops, there is a

reasonable need in the field of Human Resource Development (HRD) to focus on

advancing the reason for differing qualities. Differing qualities needs to end up a need
thing on the HRD motivation through inserting assorted qualities into the educational
module of HRD projects.

Franco Gandolfi (2009) has done his examination in the theme "Preparing AND
DEVELOPMENT IN AN ERA OF DOWNSIZING" and he has dissected that scaling back
as a rebuilding technique which has been effectively executed throughout the
previous three decades. While representative decreases were used for the most part
because of emergencies preceding the mid-1980s, scaling back formed into a
completely fledged

administrative methodology for countless organizations in the mid to late 1980s. From
that point forward, cutting back has changed the global corporate scene and
influenced the lives of a huge number of people far and wide. While the general
impacts of scaling back have been broadly reported, numerous misguided judgments
encompassing the idea of cutting back have remained. This reasonable paper
concentrates on the part of preparing and improvement (T&D) amid the scaling back
procedure. Specifically, the examination delineates the present group of writing
connected with the capacity of HR and its arrangements, projects, and strategies that
organizations receiving scaling back must give to their surviving workforces. At long
last, this paper offers closing remarks with respect to compelling cutting back
practices that have developed in the writing.

Cody Cox. B (2009) has done his examination in the point "THE MODERATING
EFFECT OF INDIVIDUAL DIFFERENCES ON THE RELATIONSHIP BETWEEN THE
FRAMING OF TRAINING AND INTEREST IN TRAINING" and has looked into that the
directing impact of individual contrasts in the relationship between confining preparing
was inspected for specialized and nontechnical substance zones. Members were 109
working age grown-ups (Mean age 38.14 years, SD 12.20 years). Self-viability and
objective introduction were analyzed as mediators. Results demonstrated a three-
route association between execution introduction (a measurement of objective
introduction mirroring the yearning to show skill in an accomplishment setting), age,
and edge for specialized preparing and a three-path collaboration between execution
introduction, self-adequacy, and edge for nontechnical preparing. Suggestions for
future exploration and also confining preparing to improve interest are examined.
David Pollitt (2009) has done his examination in the subject "Preparing TEAM
SHINES AT AXA SUN LIFE (Staff advancement adjusts to monetary downturn)" and he
has audited that in the wildly focused, firmly directed money related administrations
segment, client confronting staff must be prepared to offer the right item at the
correct time in a way that is reasonable to all. AXA sun life gives annuity and
speculation \

exhortation and items to a large number of people and organizations through two UK
building social orders - Britannia and Birmingham Midshires. Guaranteeing that its
200 workers have forward abilities and learning tumbles to directed deals preparing
supervisor Paul Ingleby and his group of four, who work from AXA's Coventry head
office. We have strong testing and evaluation forms for each project and each agent.
This reaches out to the coaches, who additionally experience a yearly procedure to
guarantee that they have the item information themselves, and additionally the
aptitudes to convey it. An enormous measure of experience lives inside the group,
both as coaches and, some time ago as guides. Input recommends that upgraded
preparing capability is being interpreted into enhanced abilities inside the business.
 CHAPTER – 4
CONCEPT AND THEORY OF STUDY
 CONCEPT AND THEORY OF STUDY

Defining training:
According to Flippo, ‘training is the act of increasing the knowledge and skills of
an employee for doing a practical job.’
Training and development progress perform vital functions with in public
organizations. Few new employees in an agency or department can immediately
perform the task for which they were hired. Also employees must acquire new
skills and abilities to meet new demands and responsibilities.
Training and development programs include any planned efforts by the
organization to poster and enhance the learning of job- related behavior by
employees. Training efforts generally have specific, short – term task –related
goals. In contrast, development programs have broad, long-term, organization-
related goals.
Training and development are related to personal functions such as:-
Firstly Recruitment and selection procedures affect the amount of training
Required for new employees and the capacity of employees to benefit from
training. If recruitment and selection provide good hires, there is less demand
for training.
Second, job analysis is directly related to training and development.
Thirdly, performance appraisals are very important in designing and
evaluating training and development efforts.
Finally, Training and development are related to organizational
development, which is concerned with the organizational overall health and
effectiveness.

Meaning:
After an employee is selected, placed and introduced in an organization
he/she must be provided with training facilities in order to adjust him to the job.
Training is the act of increasing the knowledge and skill of an employee for
doing a particular job. Training is a short-term educational process and utilizing
a systematic and organized procedure by which employees learn technical
knowledge and skills for a definite purpose. Date S Beach defines the training as
‘…. The organized procedure by which people learn knowledge and/or skill for a
definite purpose.’
In other words training improves changes and molds the employee’s
knowledge, skill, behavior and aptitude and attitude towards the requirement of
the job and the organization. Training refers to the teaching and learning
 activates carried on for the primary purpose of helping members of an
organization to acquire and apply the knowledge, skills, abilities and attitudes
needed by a particular job and organization.
Thus, training bridges the differences between job requirements and
employee’s present specifications.

Training:
Term is often interpreted as the activity when an expert and learner work
together to effectively transfer information from the expert to the learner (to
enhance a learner’s knowledge, attitudes or skills) so the learner can better
perform a current task or job.

Education:
This term seems to be the most general of the key terms in employee training.
Some professionals view education as accomplishing a personal context and
understanding of the world, so that one’s life and work are substantially
enhanced e.g., ‘Go get an education.’ Others view the term as the learning
required to accomplish a new task or job.

Development:

This term is often viewed as a broad, ongoing multi-faceted set of

activities (training activities among them) to bring someone or an organization
up to another threshold of performance. This development often includes a wide
variety of methods, e.g., orienting about a role, training in a wide variety of
areas, ongoing training on the job, coaching, mentoring and forms of self-
development, some view development as a life-long goal and experience.

Training and development:

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

1. Adopt a planned approach towards Training and development in NALCO.

2. Design and conduct suitable training package for fresher’s at various intake
levels incorporating concepts of job enrichment and multiskilling approach to
work.
3. Design and conduct suitable training package for the employees as per need
to develop skills, knowledge and attitude.
4. Assist in development operating/maintenance practices for technological
areas of the plant/unit.
5. To exposed selected employees to latest technologies and work practices
abroad.
6. Motivate and develop internal training faculty.
7. Knowledge sharing and giving adequate opportunities to the employees for
self-development.
8. To make training productive and cost effective.
9. Constantly enrich productive and quality of training and upgrade training
facilities to meet the requirement.
To have interaction with academic institutions and fulfill social obligations.

Training objectives
 Identifying training needs
 Providing training input
 Monitoring training effectiveness
 Creating learning environment
 Facilitating self-development
 Innovativeness & self-expression
 Enabling employees to assume higher responsibility
 Meeting the statutory requirements & social obligations
 Flow chart for training process followed at Nalco

Training need identification

Developing training materials and methods

Informational training
Experimental training

Functional training Behavioral learning Induction training International

training
Lecturers Games Organizational
policies and Information about
Audio-visual Role playing
procedure country
Self-directed learning Simulation
Outbound training Short visits abroad
On-the-job training Case studies Language skills
Outbound training

Evaluation
Reaction of learners
Levels of learning
Results achieved

Feedback For further modification

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

Job and organizational requirements are not static, they are changed from
time to time in view of technological advancement and change in the awareness of
the total quality and productivity management (TQPM). The objectives of the TQPM
can be achieved only through training, which develops human skills and efficiency.

Trained employees would be a valuable asset to an organization.

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

 Competence
 Commitment
 Creativity
 Contribution

Benefits of training

 Leads to improved profitability and/or more positive attitude towards profits

organization
 Improves the job knowledge and skills at all levels of the organization
 Helps people identify with organizational goals
 Fosters authenticity, openness and trust
 Improves the relationship between boss and subordinate
 Aids in organizational development
 Organization gets more effective in decision-making and problem solving
 Aids in development for promotion from within
 Aids in development leadership skill, motivational, loyalty, better attitudes and
other aspects that successful workers and managers usually display
 Aids in increasing productivity and/ or quality of work helps keep costs down in
many areas, e.g. production, personnel, administration etc.
 Reduces outside consulting costs by utilizing competent internal consulting
 Stimulates preventive management as opposed to putting out fires.
 Eliminates sub-optimal behavior (such as hiding tools)
 Creates an appropriate climate for growth and communication
 Aids in improving organizational communication
 Helps the individual in market better decisions and effective problem solving
 Through training and development, motivational variables of recognition,
achievement, growth, responsibility and advancement are optimized.
 Aids in encouraging and achieving self-development and self-confidence
 Helps a person handle stress, tension, frustration and conflict
 CHAPTER - 5
RESEARCH DESIGN
 RESEARCH DESIGN

It is a science of studying how research is to be carried out. Essentially, the

procedures by which researchers go about their work of describing, explaining and
predicting phenomena are called research methodology. It is a way to systematically
solve the research problem by logically adopting various steps. Methodology helps to
understand not only the products of scientific but the procedure itself. It aims to
describe and analyse methods, throw light on their limitations and resources, clarify
their consequences. The methodology that is followed to prepare this project is based
on the concept of preliminary investigations that are gathered directly from the
company’s employees and the data that is easily available on the internet.
There is no one formula for developing a successful research study, it is important to
realize that the research process is cyclical and iterative. The present chapter attempt
to highlight the research adopted in this project.
The type of research work is descriptive type using a structured questionnaire type of
data collection tool with a sample of 50 employees at NALCO.

Research methodology:
Sample Selection: The data has been collected from some of the new and existing
employees ofNALCO.
Sample Size: There are 50 employees selectedfrom NALCO. All of them were
provided with a questionnaire.
Data Collection: Collection of data is done by primary data through Questionnaire.
The questionnaire consisted of 10-item scale to measure employee training and
development satisfaction.
Data Analysis: After data collection, analysis on employer’s views, ideas and
opinions was done which would help NALCO.
Sampling Technique: Using simple random sampling technique 50 respondents
were selected. Data Interpretation: Interpretation of data is done by using statistical
tools like Pie charts, by using this technique accurate information is obtained.
Software Used for Data Analysis: MS Word was used to process and analyse data
of research work.
 CHAPTER – 6
ANALYSIS AND FINDINGS
 ANALYSIS

Q.1 Does your organization provide training for new and existing employees ?

YES 40

NO 10

Does your organization provide training for new and existing

employees ?

YES NO
Q.2 What kind of training methods are being used in your organization ?

On the job 2
Off the job 5
Both 43

What kind of training methods are being used in your

organization ?

On the job Off the job Both

Q.3 Whether training is a well planned exercise in your organization

Yes 45
No 5

Whether training is a well planned exercise in your orga-

nization

Yes No
Q.4 How often the training programs are conducted in your organization ?

Regularly 40
Quarterly 6
Half yearly 4

How often the training program are conducted in your

organization ?

Regularly Quarterly Half yaerly

Q.5 On what basis selection of training program is done ?

 Performance 15
Seniority 20
Both 15

On what basis selection of training program is done ?

Performance Seniority Both

Q.6 Are you participating in training activity ?

 Yes 50

No -

Are you participating in training activity ?

Yes No

Q.7 Training according to you is to :

 Improve skills 10
Improve knowledge 8
Change attitude 2
All of the above 30

Training program according to you is to

Improving skills Improving knowledge Change attitude All of the above

Q.8 What is your opinion on the training environment and structure ?

 Excellent 10
Good 30
Poor 10

What is your opinion on the training environment and

structure ?

Excellent Good Poor

Q.9 Did you find the training material useful to your job situation ?
 Yes 40
No 10

Did you find the training material useful to your job situ-
ation ?

Yes No
Q.10 How will you rate the training faculty on this practical approach to subject
matter including dealing with reference work situation ?

Excellent 8
Good 35
Poor 7

How will you rate the training faculty on this practical

approach to subject matter including dealing with refer-
ence work situation ?

Excellent Good Poor

 FINDINGS

 Majority of the employees are satisfied with the training programs conducted by
the company.
 Employees are satisfied by the training structure adopted by the company to
provide the training.
 All the employees are eagerly participating in the training and development
programs that are conducted.
 Few employees dis-agree that the training program should be selected on the
basis of superiority or seniority and rather to select on the basis of the
performance.
 The employees find the training faculty well eligible and are satisfied by their
method of providing training.
 The employees agree on finding the training material useful for their job
scenario.
 CONCLUSION

Training is an organized process by which people learn knowledge and skill for
particular purpose. The Objective of the organization is education and training policy
is to enable all its employees to make their maximum contribution towards achieving
business objectives.
Measuring training effectiveness or evaluation of training is the means used to
determine the worth or value of training. A comprehensive and effective evaluation
plan is a critical component of any successful training program. It should be well
structured to generate information impact training on the reactions on the amount of
learning that has taken place on the trainee’s behavior and its contribution to the
job/organization.
.Therefore, training and development is necessary among other things to improve
quality and quantity of work, to increase productivity and to induce certain behavioral
changes in the employees. Every organization should therefore try to incorporate
effective and efficient training and development of their employees (man power) in
order to achieve their aim and objective with ease.
At Nalco training has been given priority to various technological processes over the
years. Training of thousands of new entrants has been designed specifically to impart
awareness and skills in various processes involved in an integrated steel inside the
plant, the training is being imparted to nearly 6,000 employees every year and
spending lot of money, time and effort hence it is very much essential to evaluate the
training to find out whether it resulted not only in acquisition learning but also its
subsequent transfer to the job situation.
The development programs are being designed the programmers, view of the
concerned heads of the departments views are also taken into consideration for
continuous improvement of training programs. Training is also monitored by junior
manager of NALCO through training advisory committee ( TAC).
The essence of training and development in manufacturing organization should be
more emphasized. It has been observed that training is very important factor of an
organization. It enhances the efficiency of staff, increases output and motivates
employees for better performance. It has been discovered that training and human
development are not isolated from human resources. Even in the advanced countries
and in most computerized organization, training and development cannot be
overlooked because; human are the ones to operate this equipment.
 BIBLIOGRAPHY

 www.nalcoindia.com
 www.wikipedia.com
 www.managementstudyguide.com
NALCO CIRCULARS :
 NALCO ANNUAL REPORT