COURSE CODE - HRM353

CA - 2
REG NO. - 11919141
ROLL-B01- Q4E23

PEER RATING

RAJBEER KAUR - 10/10

APURVA KUMARI - 10/10

MD. SISHIR ISLAM SHAWAN 10/10

MASIHULLAH SIAMAK 10/10

PRAGATI SINGH 2/10

 INTRODUCTION

WHAT IS TRAINING?

TRAINING
It is planned effort to facilitate employees learning of job-related competencies
In simple worlds it is a method of enhancing human performance

REASON WHY IT IS REQUIRED?

To make employees meet current job requirement
To prepare them for future job requirements
To improve overall performance
Optimum utilization of their manpower

BENEFITS OF TRAINING
Investing in staff training boosts work satisfaction and morale
Employee turnover is reduced
Inspires employees to work harder
Improves process efficiency, resulting in financial benefits
Aids in the adoption of new skills and technology and equipment
Increases strategy and product innovation

company

Type public Public

Industry Building materials Oil and gas
Founded in 1983 1956
Headquaters Mumbai, Maharashtra India Deendayal Urja Bhawan, Vasant Kunj, New Delhi
Number of 22,000 30105
employees
Vision To be a market leaders in cement business  To be global leader in integrated
and recognized as the benchmarks for energy business through sustainable
 Customization growth
 Knowledge excellence
  Quality consistency  Excellence in occupational safety and
 Product range heath of employees
 Cost competitiveness  Environment friendly practices to
 Employee empowerment prevent damage to environment
andretention
Mission to deliver superior value to our customers,  Global class
shareholders, employees, and society at  Integrated energy business
large  Dominant Indian leadership

TRAINING POLICIES OF BOTH THE COMPANIES

ONGC TRAINING AND DEVELOPMENT POLICIES:

ONGC Academy imparts training in all dimensions - Technical as well as Managerial, relevant to
upstream Petroleum Industry and is committed to excellence in the cause of Human Resource
Development.
In pursuance to the mandate ofequipping the executives with latest knowledge in the specialized fields of
upstream oil and gas sector, attempts were made to organize training programs with the best faculties from
India and abroad.
The complete spectrum of training programs spans over a wide ranging subjects like geology, geophysics,
production, engineering, ICT, finance, industrial relations, HR and management.

The Induction Training Program is for newly appointed graduate trainees to familiarize them with various
facets of operations across the petroleum industry, and to inculcate the company culture through
multidisciplinary theoretical, on-the-job training, and specialized training sessions.
ONGC Academy believes in the holistic development of the young minds and therefore Yoga and sports
form an integral part of Induction training curriculum.
The Refresher courses are for experienced junior middle and senior level executives, while the specialized
courses are for domain experts to keep them abreast of the latest advancements in cutting edge
technologies.
The trainings are designed to cater to multiple disciplines, through different programes, such as:
• Induction Training Programs
• Functional Training Programs
• Management Development Programs

The Academy has meticulously created extensive training infrastructure backed by an environment that is
conducive to learning. The faculty for training is selected from ONGC experts, domain experts, premier
Indian Academic institutions, service companies and training agencies from within and outside the
country.
Every year the training calendar and curricula are updated and revised based on feedback received from
the trainees, and inputs received from the work-centres after conducting extensive training need
identification (TNI) exercise.

FACULTY IN ONCG ACADEMY:

ONGC Academy has an experienced core and visiting external faculty from in-house, industry and top
national institutions who possess specialization, experience, institutional affiliation and temperament.
PEDAGOGY OF THE ACADEMY:
The Pedagogy is interactive and participative and the methods include lectures, cases, seminars, group
discussions, business games, role plays, simulation exercises, structured and unstructured group work and field
visits. Eminent academicians, policy makers and senior executives deliver extensive lectures to the faculty and
the participants.
CURRICULUM OF THE ACADEMY:
Training programs are as per the specific requirements catering to the fresh graduate trainees, middle and
senior level corporate executives. Refresher, awareness and exposure courses in the field of geo-science,
production, and reservoir engineering, emerging technologies and managerial aspects for the national
international oil companies are conducted regularly. Programs on joint ventures, negotiations, price-risk
analysis, cost reduction, advanced petroleum management etc. are added features of the training
curriculum.

Skill Development in ONCG company:

Skill Development is a vital component for Human Resource Development. ONGC has recognized this as a
strategic imperative and for implementing this strategy has set up centers of learning and research in its various
work-centers. All learning and development activities are being coordinated centrally by Corporate HRD and
ONGC Academy.
Assessment Development Center (ADC):
ADC is a tool to assess the individuals on identified competencies required for senior level critical business
positions. It can also be used as a developmental tool to identify and bridge the gaps between the required and
the existing competencies. ONGC is utilizing ADC as a strategic tool to identify potential employees for future
business leadership positions since 2003. The tools and techniques comprising a range of exercises for
evaluation are being devised on the basis of critical competencies, unique to ONGC.

This initiative involves the following:

• Selection of candidates based on `approved criteria.

• Identifications of competencies to be assessed
• Selection of tools and techniques required to measure the selected competencies
• Training of internal assessors.
• Assessment in Centers by a team of internal and external assessors.
• Submission of report and finalization of Individual development plans

ULTRA TECH CEMENT COMPANY TRAINING AND DEVELOPMENT POLICY:

the company has consistently fostered a culture that rewards continuous learning, collaboration and talent for
the organization to be future-ready and to meet the challenges posed by ever- changing market realities.
Combining formal learning with vigorous on-the-job development, coaching and feedback, the competencies
and skills of executives and workmen are enhanced to result in improved performance. The training programs
are custom designed to meet the desired objective in an effective manner.
Orientation Process:
UltraTech’s comprehensive induction programme lays a firm foundation for a lasting relationship with new
employees.
Conducted by senior professionals across functions, all new hires undergo this programme on their different
roles,
responsibilities, goals, systems and processes, in turn aligning them with the vision, mission, values and code of
conduct of the organization.

Individual training records:

Employee details is recorded against each employee which is maintained by Training

Contractors- training passport system in which all trainings attended with signature of trainer is available and
this passport book will be lying with contractor workman.

Identification of training Needs for employees and contractors:

Line managers identify & ensure safety training needs (TNI) of the employees / contractors working under
them and training is arranged / conducted through trained trainers on each safety standard / procedure.

Measurement of Training effectiveness through feedback:

pre and post test for each classroom safety training through which safety training effectiveness of employees is
being measured.
Similarly there is also pre and post test is available for on line safety training in which participant must achieve
80% to pass the post test.
Induction method followed for employees, contract workforce, experts, Govt. Officials and others:
induction training to new employee (Company &Contractual) who joins the Organization
Safety Orientation to visitors who ever visits the plant at the entrance gate before issuing visitor gate pass.

The details of various training imparted to employees in ultratech cement company are given below:
Technical Training: Our state-of-the-art training centre at UltraTech, is supported by more than 40 subject
matter experts. This unique, forward-thinking initiative is dedicated extensively to train graduate engineer
trainees and make them job-ready.
Technology Leaders: We select high performers who are experts in functional areas to work on process
improvement projects like mining, coolers and thermal power plants. This approach creates a pool of subject
matter experts.
Executive Education: We have an ongoing relationship with the Birla Institute of Technology and Science
(BITS), and our employees are encouraged to pursue a degree in subjects such as
Power and Process Engineering, for which we have introduced two such courses.
Non-executive Education: Nothing Stops Me” is a Continuous Education Program for “B Tech.” in Process &
Power Engineering. The program is designed for Diploma engineers whose career comes to a plateau stage at
Jr. Management level, The B. Tech degree opens the avenue for senior positions and facilitates growth.
 Online MBA: Having initiated e-learning modules, our employees have the opportunity to upgrade their skills
on the job. Several of our management cadre employees have seized the
opportunity and completed their online MBA course from U21, Singapore
E-learning: Various Modules in Multiple Languages.

DIFFERENCE BETWEEN TRAINING METHODS USED BY BOTH COMPANIES

DIFFERENC ONGC ULTRA TECH CEMENT

ES
FOCUS This activity is both focused upon, and They believe in continuous and vibrant leaning,
evaluated against, the job that an
individual currently holds.

ADVANTAGE  Offers competitive advantage to firm  Helps to train unskilled mason and provide them
S by removing performance a source of income
deficiencies  Reduce or eliminate the causes of accidents with
 Making employees stay long proper training about health and safety
 Minimized accidents, scraps and  Helps them to understand their work and perform
damages task and increase in the productivity
 Meeting future employee needs

OBJECTIVES  Develop the competence of Continuous and vibrant learning methods for
employees and improve their workers
performance  Upgrading skills as they believe skilled workers
 Help people to grow within are invaluable asset to the organization
organization  Helps them to learn new and polish existing skills
 Make then efficient and effective  Focus on masons development with new easy
 Lower turnover training techniques and practices
 Reducing risk and hazard at work place for safety
and smooth functioning of the organization
METHODS 1. ON THE JOB TRAINING - given Training is conducted in 3 levels
OF within everyday working of a concern Based on existing skills and ability
TRAINIGS Simple and cost-effective method Program is organized in association with:-
MOTTO - learning by doing  Accredited agencies,
2. OFF THE JON METHODS - given  Government bodies
away from actual working condition  Reputed education institutes through
Used for new employees, joint certification approach
Costly and effective only if large number Audio-visual aids to enable consistency and quality in
of employee has to be trained in short delivery of training
period SITE DEMO
MASON MEET
PLANTS VISITS

ON THE JOB TRAINING SITE DEMO - helps masons to understand correct

 Orientation training methods of construction different elements of building
 Job-instruction training Masons working at sites and at neighboring sites are
 Apprentice training invited and explained good construction practices in
 Internship & assistant-ships understandable language
 Job rotation Ill effects of small mistake in material mixing are also
 Coaching shown
 They are made to take test of cohesion of concrete
OFF THE JOB TRAINING using simple tests
 Vestibule lecture Quality check test are given to them to learn better
 Special study films
 Television
 Conference/discussion
 Case study
 Role playing
 Simulation
 Programmed instruction
 Laboratory training

Learning and development activities are MASON MEET- aims at presenting to groups of
undertaken by corporate HRD &ONGC masons about technical inputs from foundation to
ACADEMY finishing.
INDUCTION TRAINING Enable masons to maintain quality and improve
IN-SERVICE TRAINING productivity
Properties of different cement are its suitability for
different types of work are explained in simple
language
Interaction is followed by presentation clarifies doubts
of day to day problems

 INDUCTION TRAINING - it PLANT VISIT- It targets

is
one year programs for new graduates  Engineers
trainees  Channel partners (dealers and retailers)
It is divided into different modules  Masons also
1. Orientation introductory training  Students
(OIT) and multidisciplinary Giving knowledge on cement manufacturing process
theoretical familiarization training Starting from raw-material to packing, to visitors
(MDIT) Helps them to understand quality control measures
2. Multidisciplinary field which are followed in plant
familiarization training (MDFF)
3. Functional specialized training (ST)
4. Functional on the job training (FJIT)
  IN SERVICE MASONS TRAINING PROGRAM - it is seven day
T
RA
IN
IN
G - skill building workshop.
periodical training given to the Teaching methodology includes both theory and
working employees to enhance their practical works for practice
knowledge and skills so that they can Organized by UTRATECH and REPUTED
work efficiently PROFESSIONAL INSTITUTES
Individual attention is given to upgrade skills while
Various programs are carried by ONGC practising
for the training:- It covers:-
 Types and usage of cement
1. Technical training  Quality of various building materials
2. Exploration training  Tools used in construction
3. Management training  Correct construction methods and techniques
4. Product engineering training  Proficiency test is conducted at end
5. Finance training  Certificated are awarded after passing the test

RECOMMENDATION

For ONGC
• E-learning
E-learning has grown rapidly in last 2-3 years. Covid-19 became the reason after which everything whether
it’s shopping or learning become digitally advance. E-learning gives trainees a benefit to learn anytime and
anywhere. After working hours also they can connect through the companies training program. It’s a
reusable resource and not only new workers it’ll help members who are working in the organisation for a
longer period.
• Interactive
Giving employees an opportunity for asking questions in real times makes it may more easier to understand
and getting a clear cut concept of the training program. It is also a great way to break-the-ice for new
employees and can also act as a chance for you to showcase your company culture.

• Buddy training
It is very much similar to on the job training. In this someone who is confident and knows the role inside
out support the new employee in everything. It’s an Ideal situation to overlap the time between the new
employee starting and the old employee moving on.
• Implement culture training
Training employees to do their job effectively is important but training them about their working culture is
also plays an important role in productivity of an employee. When an employee get familiar or comfortable
with their working environment they try to participate more in everything in order to support their
organization.
• Early on boarding
Company should provide hired employees with something like handbook to give them a idea what Exactly
the company do and what are their policies which make them prepare before they start. An additional
information makes the training program more smoother so they arrive on their first day with lot of energy to
focus on the training of their role.
• Revisit regularly
Training should never be one and done thing. Their employees should check the training program regularly
so that they can cop up with the new changes happening in the industry or organisation. It contributes not
only in the development of employee but also in the organisation’s development.

For Ultra tech Cement

• Videos
Educating or training someone with videos is always makes the training program effective and entertaining
which grabs more attentions of the employee. Videos can be paused which allow trainees to re-read
information and also we can re-watch it later.
• Classroom training and lectures
It is one of the most oldest method of training in which a qualified instructor is allocated to trained the
employees. It involves lectures in which instructor give information through ppts or different learning
methods.
• Role play
It involves employees acting in a given scenario in order to get feedback that can help them to improve. For
example- acting as a sales person to show them how to handle a certain scenario.
• Job rotation
In this method, roles of different employee gets interchanged with other employees within organisation for
the purpose of training employee. It gives an advantage to their employee to get skills of different
departments of their company.
• E-learning
I have already explained it in the above lines.
• Buddy training
Already explained

• Implement culture training

Already explained
• Early on boarding
Already explained
• Revisit regularly
Already explained