TRAINING, DEVELOPMENT SYSTEM & IDENTIFICATION OF TRANING

NEEDS OF SUPERVISORY & WORKMEN CATEGORY OF EMPLOYEES

AT
HEAVY ENGINEERING CORPORATION LIMITED, RANCHI
A project submitted towards the partial fulfillment of the requirement
for the award of the degree of
BACHELORS OF BUSINESS ADMINISTRATION
SUBMITTED BY-
Ansul Kr. Pandey
BBA/3011/2010




Birla Institute of Technology, Mesra,Ranchi
Allahabad Campus
Naini, Allahabad



BIRLA INSTITUTE OF TECHNOLOGY, MESRA, RANCHI
EXT CENTER:- NAINI, ALLAHABAD



DECLARATION OF CERTIFICATE
This is to certify that summer training report entitled Training system
& identification of training needs at HEC Ltd.
Submitted by
Ansul Kumar Pandey
BBA/3011/2010

Towards the partial fulfillment of award of degree of Bachelors of
Business Administration in the academic year 2010-2013

ACKNOWLEDGEMENT

Words are less to express my gratitude to the Company,
Heavy engineering corporation, Ranchi for giving me an
opportunity to undergo the practical training in the
company, and extending full co-operation, enabling me
to successfully complete this project report. I am
thankful to all those persons who are concerned with this
project, directly or indirectly, in making this project a
success. I am particularly grateful to Mr. Hemant Gupta,
Senior DGM (HR) HEC LTD for his cooperation extended
to me by providing necessary information & timely help
to guide me in this project. I am also obliged to all the
managers, officers, supervisors & workmen for their
support & valuable suggestions & encouragement.





INDEX
Serial No. Title
1 An Introduction (Company Profile)
2 Achievements of HEC Ltd.
3 Major Customers.
4 Indias largest integrated
engineering complex.
5 Corporate social responsibility
6 An overview of training system at
HEC Ltd.
7 Need of the project (Importance of the
topic T&D)
8 Objective of study
9 Research Methodology
10 Sources of data collection
11 The training system at HEC
12 Analysis & Interpretation of
questionnaire
13 Competency Mapping
14 Objectives & steps involved in skills
mapping
15 Tools used
16 Presentation of data
17 Findings & analysis
18 Conclusions & suggestions
19 Limitations
20 Bibliography









INTRODUCTION TO THE COMPANY

Independent India under the leadership of Pandit Jawaharlal Nehru
adopted central economic planning pathway for the purpose of
industrialization. Heavy Engineering Corporation (HEC) is one of the
ambitious Industrial Projects for the purpose of Infrastructure
development of the Country. Pandit Jawaharlal Nehru termed these
projects as The Temple of Modern India.
Steel plays a vital role in building countrys infrastructure. Enhancement
of steel production capability was given priority and it was envisaged
that HEC will manufacture steel plant equipment and machineries that
will add steel producing capability to the country. The company was
incorporated on 31, December 1958 and on 15, November 1963, Pandit
Jawaharlal Nehru, dedicated HEC to the nation.
Heavy Engineering Corporation Ltd. (HEC), one of the largest Integrated
Engineering Complex in India, manufactures and supplies capital
equipments & machineries and renders project execution services
required for core sector industries. It has complete manufacturing set
up starting from castings & forgings, fabrication, machining, assembly
and testing - all located at one location backed by a strong design,
engineering and technology team. It has contributed in the
indigenization and expansion of Steel Plants and modernization of
coal sector. It has saved valuable foreign exchange for the country and
most of the products manufactured by it are import substitute in
nature.

HEC has special focus in the following sectors:

Space
Mining
Steel
Power & Energy
Railway Application
Defence
The company strongly focuses on reduction of production cost and zero
waste management practices to continuously lower down the cost
without compromising with the quality to give full worth of money to
its customers.
Backed by half a century experience, HEC develops requisite skill
and technical know-how to design, manufacture and supply
correctness of the process and methodology of manufacturing
conforming to up-keeping high quality products.

VISION OF THE COMPANY:
Heavy Engineering Corporation is committed to productivity.
Quality Policy:
To achieve and maintain a leading position as supplies of reliable
quality products, systems and services to meet customer needs and
expectations

MISSION OF THE COMPANY:
To improve overall operating efficiency through continuous
improvement and innovation.
To strive for excellence in all spheres.
To assure safe and environmental friendly operations.
Intends on value creation for customer, employees and society.

Company is certified with International Certification:-
ISO-9001:2008

ACHIEVEMENTS OF HEAVY ENGINEERING CORPORATION:
Cyclotron Magnet Poles
HEC successfully manufactured Magnet Poles and associated
components for VECC (Department of Atomic Energy) and supplied
in the year 2002.

Exceptionally low carbon steel. Variation in carbon content
within 0.07% and other elements within 0.10%.

Ultra clean steel, free from alloying & tramp elements and
gaseous contents.


High Impact Steel for DMRL
Two grades of steel 249 A (ABA) and 249 (AB2) developed
for application in NAVY.

Excellent Mechanical properties of the material achieved
which is the manifestation of its internal soundness and
cleanliness of steel composition.

Commercial production of the established grade of steel
started.

Contribution to Nuclear Energy

The ultra clean liquid steel has been developed with close
supervision on chemical composition & impurities.

HEC has now established the technological processes and
controls needed to make forgings for nuclear power
sector.


Wheel Lathe for Tramways

Conversion of hydro motor to DC Feed Drive for
Horizontal Boring machine.

Major Customers:
1. Steel Sector
Steel authority of India- Bokaro, Bhilai,Durgapur & Rourkela
Rashtriya Ispat Nigam Ltd.- Vishakhapatnam
Tata Iron and Steel Company- Jamshedpur
Essar Steel- Gujrat
MECON- Ranchi

2. Mining Sector
Coal India Ltd.- Ranchi, Dhanbad, Bilaspur & Nagpur.
Hindustan Copper Ltd.- Kolkata
Hindustan Zinc Ltd.- Udaipur
NMDC- Hyderabad

3. Defense Sector
Field Gun Factory- Kanpur
Ordinance Factory- Ambernath
Gun Carriage Factory- Jabalpur
Indian Navy
Ordinance Factory- Muradpur

4. Railway Sector
Indian Railway Workshops
Eastern Zone- Jamalpur, Lilluah, Kanchrapara
East Central Zone- Samastipur
Central Zone- Allahabad, Amritsar, Alambagh
North Western Zone- Ajmer, Jhodpur
Southern Zone- Trivandum
Diesel Locomotive Works- Varanasi
Integral Coach Factory- Chennai
Rail Coach Factory- Kapurthala
5. Aluminum Sector
Bharat Aluminum Company- Korba
National Aluminum Company- Angul
6. Power Sector
Bharat Heavy Electricals Ltd.
National Thermal Power Corporation
U.P. State Electricity Board
Jharkhand State Electricity Board
Damodar Valley Project- Durgapur
Tamil Nadu Electricity Board

INDIAS LARGEST INTEGRATED ENGINEERING COMPLEX
Four Units all located at one place:
Heavy Machine Building Plant (HMBP):
The Plant has a fenced area of 5, 70,000 Esq. and a floor area of
nearly 2, 00,000 Esq. It is well equipped with sophisticated
machine tools and handling equipments to undertake
manufacture of heavy machinery and equipment of top quality. It
is engaged in design and manufacture of equipments and
components for Steel Plant, Mining, Mineral Processing, Crushers,
Material Handling, Cranes, Power, Cement, Aluminum, Space
Research, Nuclear Power etc..
Foundry Forge Plant (FFP):
It is the largest foundry and forging complex in India and one of
the largest of its kind in the world. The area of the Plant is 13,
16,930 Esq. accommodating 76,000 tones of installed machinery
to cope up with the various operations effectively. This Plant is
the manufacturer of heavy castings and forgings for various HEC
make equipments and related to Steel plant, Defense, Power,
Nuclear energy etc.. Manufacturer of Forged Rolls for Steel Plants,
Crank Shafts for Railway Loco etc.
Heavy Machine Tools Plant (HMTP):
Set up in collaboration with M/s Skoda export Czechoslovakia,
HMTP is the most modern and sophisticated of its kind in the
country which produces machine tools in heavier ranges. The
Plant covers an area of over 2,13,500 sq.m. It designs and
manufactures medium & heavy duty CNC and conventional
Machine Tools for Railways, Defense, Ordnance factories, HAL,
Space and other strategic sector.

hin 0.07% and othi















hiCorporate Social Responsibility:

At HEC Ltd. Corporate Social Responsibility (CSR) is an essential part of
its overall business philosophy. Business should not base its decisions
solely on economic criteria but must also consider the ethical, moral
and social impact of its decision and actions on society as a large. HEC
Ltd. strongly believes that in order to be a good corporate entity it
must be sensitive to the needs and aspirations of the community in
which it operates.
HEC was set up in the backward area of Chotanagpur in the eastern
part of India. The company feels it has the responsibility to see the
welfare of the people in the neighboring area as well as development
of the area.
Doctors and medical staff of HEC regularly visit the neighboring
villages for free medical treatment, vaccination and for health
awareness. Provision of road and facilitating for drinking water are
some of the activities extended by HEC.
HEC runs a number of schools for the wards of its employee
and others living in the vicinity of township. A Technical Training
institute is also run for imparting technical skill and knowledge to the
local youths for better prospect in life and facilitating the
A large industrial area set up near HEC with small workshops of
facilities like - fabrications, castings, forgings, machining, electrical
repair shop etc..


AN OVERVIEW OF
TRAINING SYSTEM AT
HEC Ltd.
( Part-I)





NEED OF THE PROJECT
IMPORTANCE OF THE TOPIC: (Training & Development)

Training is the corner-stone of sound management, for it makes
employees more effective and productive. It is actively and intimately
connected with all the personnel and managerial activities. It is an
integral part of whole management program. There is an ever present
need for training employees so that new and changed techniques may
be taken advantage of and improvements affected in the old methods,
which are woefully inefficient.

Training is a practical and vital necessity because apart from the above
advantages, it enables employees to develop and rise within the
organization and increase their market value earning power and job
security.

The term training refers to the acquisition of knowledge, skills, and
competencies as a result of the teaching of vocational or practical skills
and knowledge that relate to specific useful competencies. Training has
specific goals of improving one's capability, capacity, and performance.



Basic Objectives of Training & Development Activities:

To improve the organizational climate:
An endless chain of positive reactions results from a well planed
training program. Production and product quality may improve.
Increased morale may be due to many factors but one of the most
important of these is the current state of an organizations educational
Endeavour.
To improve health and safety:
Proper training can help prevent industrial accidents. A safer work
ambience leads to more stable mental attitudes on the part of
employees. Managerial mental state would also improve if supervisors
know that they can better themselves through company designed
development programs.
Obsolescence prevention: Training and development programs foster
the initiative and creativity of employees and help to prevent
manpower obsolescence which may be due to age, temperament or
motivation or the inability of a person to adapt him to technological
changes,



OBJECTIVE OF THE PROJECT & RESEARCH
METHODOLOGY
Definition of the objective of study:
To study the training system at HEC Ltd. And to ascertain training need
of supervisory and workmen category of employees at HMBP PLANT.
Scope of study:
This research provides me with an opportunity to explore in the field of
Human Resources. It gave me a new approach to understand the
importance of training and development activities in an organization.
Defining the universe:
Total strength of supervisory & workmen category of employees in
HMBP plant of HEC Ltd.
Methodology for Collecting Data:
The present study is based on primary as well as secondary
data.
Primary data: Primary data relevant to the subject were collected
through structured questionnaires & personal interviews by talking to
the employees relating to their job description, knowledge & skill in
handling their jobs to ascertain their current skill level.
Secondary data: A huge amount of secondary data was collected
from records & brochures of HEC. A huge amount of data was also
collected through internet & guides.
THE TRAINING PROCEDURES AT HEC Ltd.

HEC Ltd. adopts a different approach towards training and
development activities.
The HODs of each department identifies the training needs with HRD of
their respective departments. The HRD makes an annual plan related to
training at the starting of the year. Under this, the departments are
finalized and the months for the programs arranged. According to the
annual plan, the monthly plan is chalked out. After considering certain
situations, the HRD makes monthly plans for training where the
following points are considered:
1. The total number of employees who need training.
2. The trainers need to be arranged from inside or outside the
organization.
3. The mode of providing training.
4. Whether the trainees should be provided training inside the
organization or outside the organization.
5. Cost benefits analysis.
6. Duration of training programs.
7. The training module.
In order to meet the objectives related to the stated quality policy, the
head HRD plans out modules based on the identified training needs.
The training needs are further analyzed and the mode of training is
decided. For the in-house programs, HRD department designs and
develops the training modules but for the external programs, head HRD
will review and select such programs which will need specific identified
training needs. For on-the-job training, design and development is
carried out by the faculty who is assigned the task of training. The
approved lists of modules are maintained on hard copy or electronic
media. A code list of training programs is circulated to all HODs once in
a year for information purpose to be used as an aide to identify training
needs of personnel under their control. Based on the training needs,
the head HRD decides on the mode of providing for training that may
be
a) Through in-house programs
b) Through on-the-job training
c) Oriented programs
d) Mass coverage training
e) Through nominations to external programs

The training is imparted within the department and records of
attendance are sent to the HRD department. Where on-the-job training
is to be provided, the head HRD organizes with the department for the
conduct of such programs. It reviews the bio-data, qualifications,
experience profile of the resource persons and approves their
engagement as the faculty member for any given topic. In the case of
resource persons availed from external sources, organizations or
institutions, their selection is done on the basis of their reputation and
by virtue of engagement stands approved.


ANALYSIS AND INTERPRETATION OF THE
QUESTIONNAIRE

Percentage of employees working at HEC of various age groups
(This calculation has been made by considering 30 people only, who
were the respondents of questionnaire)


Age-groups Percentage of employees
Less than 25 years 13%
Btw. 25-40 years 30%
Above 40 years 57%




Gender graph
(This calculation has been made by considering 30 people only, who
were the respondents of the questionnaire)



13%
30%
57%
Less than 25 25-40 Above 40






Q) Which type of training programs have been organized mostly?



Male
87%
Female
13%









Q) Which is the most important aspect of training and development
program?


Safety T.
programs
10%
Health T. programs
23%
Industrial T.
programs
54%
HRD external prog. &
copmuter training
13%








Q) Do you think that training leads to enhancement of your skills?


En. Technical dev
13%
En. Professional dev
10%
En. Executive dev
13%
En. Both P& E dev
64%



Parameter No. of
respondents/30
Percentage
Agree 23 77%
Undecided 03 10%
Disagree 04 13%



Q) Do you think that the knowledge & skills gained from training and
development apply to your work?

A
77%
UD
10%
D
13%



Parameter No. of
respondents/30
Percentage
Agree 25 83%
Undecided 03 10%
Disagree 02 7%




Q) Are you satisfied with the quality of training programs at your
organization?

A
83%
UD
10%
D
7%




Parameter No. of
respondents/30
Percentage
Agree 24 80%
Undecided 02 7%
Disagree 04 13%



Q) Do training programs contribute to the company goal and
employees goals?
A
80%
UD
7%
D
13%




Parameters No. of
respondents/30
Percentage
Agree 25 83%
Undecided 05 17%
Disagree Nil Nil




Q) Do you think that freedom is given to you to show your skills &
knowledge during training programs?

A
83%
UD
17%



Parameters No. of
respondents/30
Percentage
Agree 23 77%
Undecided 05 17%
Disagree 02 6%





Q) Do you have good cooperation/support from your superior?


A
77%
UD
17%
D
6%









Q) Do you think HEC is a learning organization for employee?
A
80%
UD
20%
D
0%
Parameters No. of
respondents/30
Percentage
Agree 24 80 %
Undecided 06 20 %
Disagree Nil Nil



Parameters No. of
respondents/30
Percentage
Agree 29 97%
Undecided Nil Nil
Disagree 01 3%





Q) Do you think that HEC develop employee through need based
training program?
A
97%
D
3%



Parameters No. of
respondents/30
Percentage
Agree 21 70%
Undecided 05 17%
Disagree 04 13%





A
70%
UD
17%
D
13%
INDENTIFICATION OF TRAINING
NEED OF SUPERVISORY &
WORKMEN CATEGORY OF
EMPLOYEES AT HMBP
[ TECHNIQUE OF COMPETENCY MAPPING ]
(Part-II)








Competency Mapping or Skill Mapping

Competency mapping determines the extent to which
various competencies related to a job are possessed by
an individual. Therefore competency mapping is a
process a HR expert uses to identify & describe
competencies that are most crucial to success in the
work situation.
It is designed to consistently measure & assess individual
& group performance. It identifies an individuals
strengths & weaknesses in order to help them better
understand themselves.

Objectives of competency mapping
1. GAP ANALYSIS
2. ROLE CLARITY
3. GROWTH PLANS
4. SUCCESSION PLANNING



Tools for Data Collection
1. Behavioral events interview
2. Experts Panels
3. Direct Interview
4. Surveys
Steps involved in Competency Mapping

1. Identify the department for mapping
2. Identify the structure of the organization & select the
grades & levels for mapping.
3. Derive the job description from individuals & departments.
4. Collect the key performance areas of the individuals for
last two to three years from the performance appraisal
records.
5. Interview the individual to list the actual knowledge,
attribute, skills & other competencies required for the job.
6. Repeat the process with all the set of individuals
7. Analyze & interpret the information with the help of
various statistical tools.



Skills Mapping at HMBP
Skills required for specific jobs are identified and have been listed after
discussion with the departmental heads. Skills can be broadly divided
into the following categories
1) Operational skills
2) Quality checking
3) Analytical skills
4) Maintenance skills ( cleaning, inspection, tightening and
lubricating )
A radar chart is made based on the skill mapping of the supervisors &
workmen. A total of 18 employees (supervisors + workers) were
interviewed for whom radar chart has been made depicting their skill
gap.
There are four levels into which the employees have been divided on
basis of their skills:
Level 1 - cannot do (Unskilled)
Level 2 - can do (Semi Skilled)
Level 3 - can do with efficiency (Skilled)
Level 4 can teach with efficiency (Highly Skilled)
After making the skill mapping analysis the actual level and the
required level of an employee becomes clear. After analyzing the gap,
the skill development program is planned and conducted. Efforts are
made by training intervention to enhance the skill level of the
employees from level 1 to level 4.
Skill gap analysis leads to employees training
THE BENEFITS OF EMPLOYEES TRAINING
1) Leads to improved profitability & more positive attitude towards
profit orientation.
2) Improves the job knowledge & skills at all levels of the organization.
3) Improves the morale of the workforce.
4) Helps to create a better corporate image.
5) Aids in understanding & carrying out organizational policies better.
6) Helps prepare guidance for work.
7) Helps employees adjust to change.
8) Aids in developing leadership skills, motivation, loyalty & better
attitude.
9) Stimulates preventive management as opposed to putting out fires.
10) Reduces outside consulting cost by utilizing competent internal
consultation.
11) Eliminates suboptimal behavior.
12) Aids in handling conflicts, thus reducing stress & trauma.




PRESENTATION OF DATA:
SKILL MAPPING OF PERSONELS WORKING IN HMBP- BOILER OPERATOR
Serial
No.
Name Code Grade Skills Required

Treatment
of feed
water
flow
circuit
skills
Operation
of flue gas
flow
circuit
skills
Operational
drum water
level gange
glass
checking
skills
Safe
operational
skills
1
Arvind Mishra 644 S2 Actual 3 4 4 3
Target 4 4 4 4
2 Ramesh Bhagat 642 W2 Actual 2 3 3 3
Target 4 4 4 4
3 Ganesh Kr. Singh 845 S3 Actual 3 4 4 4
Target 4 4 4 4
4 Randhir Kr.
Chodhary
820 W2 Actual 2 3 3 3
Target 4 4 4 4
5 Laxman Singh 865 S2 Actual 3 4 4 3
Target 4 4 4 4






SKILL MAPPING OF THE PERSONELS WORKING IN HMBP- ELECTRICAL TECHNICIAN
Serial
No.
Name Code Grade Skills Required

Electric
Equipment
Handling
Skills
Equipment
Maintenance
Skills
Interlocks
Operational
Skills
Safe
Operational
Skills
1 Gokul
Chandra
Mahto
106 W/2 Actual 2 2 2 2
Target 4 4 4 4
2 Mrinal
Kanti Bera
647 W/2 Actual 3 4 3 4
Target 4 4 4 4
3 Sanjay Kr.
Jha
869 w/2 Actual 3 3 3 4
Target 4 4 4 4
4 Satya
Prakash Das
645 W/2 Actual 3 4 4 4
Target 4 4 4 4
5 Krishna
Mohan
Mahto
712 W/1 Actual 2 2 2 3
Target 4 4 4 4



SKILLS MAPPING OF PERSONELS WORKING IN HMBP- FITTER MAINTENANCE
Serial
No.
Name Code Grade Skills Required
Leveling
&
alignment
skills
Mounting &
dismounting
bearing
skills
Tools &
tackles
skills
Safe
operational
skills
1 Manoj Tanti 824 W/3 Actual 2 2 2 3
Target 4 4 4 4
2 Sudhir Kr.
Pandey
557 W/2 Actual 2 2 2 2
Target 4 4 4 4

SKILLS MAPPING OF PERSONELS WORKING IN HMBP- INSTRUMENT TECHNICIAN
Serial
No.
Name Code Grade Skills Required

Skills of
drum level
pressure
gauge &
temperature
gauge skills
Checking &
calibration of all
Inst.Temp.Press.
& drum level
transmitter
skills
Checking
&
calibration
of
pneumatic
control
valve &
power
cylinder
skills
Safe
operational
skills
1 Mithilesh
Jha
674 W/3 Actual 4 4 4 4
Target 4 4 4 4
2 Ram
Krishna
Samanta
875 W/2 Actual 3 4 4 4
Target 4 4 4 4



SKILLS MAPPING OF PERSONELS WORKING IN HMBP- TECHNICIAN
Serial
No.
Name Code Grade Skills Required

Leveling &
alignment
skills
Mounting &
dismounting &
bearing skills
Lubrication
skills
Tools &
tackles skills
1 Niranjan
Mallik
583 W/2 Actual 2 2 3 2
Target 4 4 4 4
2 Santosh Kr.
Singh
581 S/2 Actual 3 2 3 2
Target 4 4 4 4

SKILLS MAPPING OF PERSONEL WORKING IN HMBP- MECHANICAL FOREMAN
Serial
No.
Name Code Grade Skills Required
Operational
skill of
bearing
mounting &
dismounting
bearing
Lubrication
skills
Leveling &
alignment
skills
Safety
operation
skills
1 Kumar
Rishikesh
600704 S4 Actual 3 2 3 2
Target 4 4 4 4





SKILLS MAPPING OF PERSONEL WORKING I N HMBP- TECHNICIAN (WELDER)

Serial
No.
Name Code Grade Skills Required
High
pressure
welding
skills
Drawing skills Safe
operation
skills
Tools &
tackles skills
1 Suman
Chatterjee
575 W/3 Actual 4 3 3 3
Target 4 4 4 4









Findings & Analysis:
Boiler Operator
Arvind Mishra
HMBP- Boiler Operator
Code-600644
Grade-S2

Findings: Proficient in operation of flue gas flow circuit & operational
drum water level gange glass checking skills. Deficient in treatment of
feed water flow & safe operational skill. Needs training in skill gap
area.



Ramesh Bhagat
0
0.5
1
1.5
2
2.5
3
3.5
4
Treatment of feed
water flow circuit
skills
Operation of flue gas
flow circuit skills
Operational drum
water level gange
glass checking skills
Safe operational skills
Actual
Target
HMBP- Boiler Operator
Code-600642
Grade-W2



Findings: Deficient in operation of flue gas flow circuit, treatment of
feed water flow circuit, operational drum water level gange glass
checking skills. Needs training in skill gap area.





Ganesh Kr. Singh
Treatment of feed
water flow circuit
skills
Operation of flue gas
flow circuit skills
Operational drum
water level gange
glass checking skills
Safe operational
skills
Actual
Target
HMBP- Boiler Operator
Code-600845
Grade-S3



Findings: Deficient in treatment of feed water flow circuit skills. Needs
training in skill gap area. Proficient in operation of flue gas flow circuit
skills, operational drum water level gange glass checking skills & safe
operational skills. Needs training in skill gap area.





0
0.5
1
1.5
2
2.5
3
3.5
4
Treatment of feed
water flow circuit
skills
Operation of flue
gas flow circuit
skills
Operational drum
water level gange
glass checking skills
Safe operational
skills
Actual
Target

Randhir Kr. Choudhary
HMBP- Boiler Operator
Code-600820
Grade-W2


Findings: Deficient in operational drum water level gange glass
checking skills, operation of flue gas flow circuit skills, safe
operational skills & treatment of feed water flow circuit skills. Needs
training in skill gap area.



Laxman Singh
0
0.5
1
1.5
2
2.5
3
3.5
4
Treatment of feed
water flow circuit
skills
Operation of flue
gas flow circuit skills
Operational drum
water level gange
glass checking skills
Safe operational
skills
Actual
Target
HMBP- Boiler Operator
Code-600865
Grade-S2


Findings: Proficient in operation of flue gas flow circuit skills &
operational drum water level gange glass checking skills. Deficient in
treatment of feed water flow circuit skills & safe operational skills.
Needs training in skill gap area.



Electrical
Gokul Chandra Mahto
0
0.5
1
1.5
2
2.5
3
3.5
4
Treatment of feed
water flow circuit
skills
Operation of flue
gas flow circuit
skills
Operational drum
water level gange
glass checking skills
Safe operational
skills
Actual
Target
HMBP- Electrician
Code-600106
Grade-W2




Findings: Deficient in electrical equipment handling, equipment
maintenance, interlocks operational skills & safe operational skills.
Needs training in skill gap areas.


Mrinal Kanti Bera

HMBP- Electrician
0
0.5
1
1.5
2
2.5
3
3.5
4
Electrical equipment
handling skills
Equipment
maintenance skills
Interlocks
operational skills
Safe operational
skills
Actual
Target
Code-600647
Grade-W2



Findings: Proficient in equipment maintenance and safe operational
skills. Deficient in electrical equipment handling and interlocks
operational skills. Needs training in the skill gap area.




Sanjay Kr. Jha
HMBP- Electrician
Code-600869
0
0.5
1
1.5
2
2.5
3
3.5
4
Electrical equipment
handling skills
Equipment
maintenance skills
Interlocks
operational skills
Safe operational
skills
Actual
Target
Grade-W2



Findings: Proficient in safe operational skills. Deficient in interlocks
operational skills, electrical equipment handling & equipment
maintenance. Needs training in the skill gap area.




Satya Prakash Das
HMBP- Electrician
Code-600645
0
0.5
1
1.5
2
2.5
3
3.5
4
Electrical equipment
handling skills
Equipment
maintenance skills
Interlocks
operational skills
Safe operational
skills
Actual
Target
Grade-W2




Findings: Proficient in equipment maintenance, safe operational skills
& interlocks operational skills. Deficient in electrical handling skills.
Needs training in the skill gap area.




Krishna Mohan Mahto
HMBP- Electrician
Code-600712
0
0.5
1
1.5
2
2.5
3
3.5
4
Electrical equipment
handling skills
Equipment
maintenance skills
Interlocks
operational skills
Safe operational
skills
Actual
Target
Grade-W1




Findings: Deficient in electrical equipment handling, equipment
maintenance, interlocks operational skills & safe operational skills.
Needs training in the skill gap area.



Fitter Maintenance
Manoj Tanti
HMBP- Fitter
0
0.5
1
1.5
2
2.5
3
3.5
4
Electrical equipment
handling skills
Equipment
maintenance skills
Interlocks operational
skills
Safe operational skills
Actual
Target
Code-600824
Grade-W/3


Findings: Deficient in safe operational skills, leveling & alignment
skills, mounting & dismounting skills & tools & tackles skills. Needs
training in the skill gap areas.





Sudhir Kr. Tiwari
HMBP- Fitter
Code-600557
Grade-W/2
0
0.5
1
1.5
2
2.5
3
3.5
4
Leveling &
alignment skills
Mounting &
dismounting skills
Tools & tackles skills
Safe operational
skills
Actual
Target



Findings: Deficient in leveling & alignment, mounting & dismounting,
safe operational skills & tools & tackles skills. Needs training in the
skill gap areas.



Instrument Technician
Mithilesh Jha
HMBP-Intr- Technician
Code-600674
0
0.5
1
1.5
2
2.5
3
3.5
4
Leveling & alignment
skills
Mounting &
dismounting skills
Tools & tackles skills
Safe operational skills
Actual
Target
Grade-W3




Findings: Proficient in all the aspects. Training is not required.


Ram Krishna Samanta
HMBP- Instr. Technician
Grade-W2
0
0.5
1
1.5
2
2.5
3
3.5
4
Skills of drum level pre.
Gauge & temp. gauge
skills
Checking & calibration
of all inst.temp.pre. &
drum level trasmiter
skills
Checking & calibration
of pneumatic control
valve & power cylinder
skills
Safe operational skills
Actual
Target


Findings: Proficient in checking & calibration of all inst., temp., press,
drum level transmitter & checking & calibration of pneumatic control
valve & power & safe operational skills. Deficient in drum level
pressure gauge & temperature gauge skills. Needs training in the skill
gap area.





Technician
Niranjan Mallik
0
0.5
1
1.5
2
2.5
3
3.5
4
Skills of drum level pre.
Gauge & temp. gauge
skills
Checking & calibration
of all inst.temp.pre. &
drum level trasmiter
skills
Checking & calibration
of pneumatic control
valve & power cylinder
skills
Safe operational skills
Actual
Target
HMBP- Technician
Code-600583
Grade-W2



Findings: Deficient in leveling & alignment skills, mounting &
dismounting skills, lubrication skills & tools & tackles skills. Needs
training in the skill gap area.



Santosh Kr. Singh
HMBP- Technician
0
0.5
1
1.5
2
2.5
3
3.5
4
Leveling & alignment
skills
Mounting &
dismounting skills
Tools & tackles skills
Lubrication skills
Actual
Target
Code-600581
Grade-S2




Findings: Deficient in leveling & alignment skills, lubrication skills,
mounting & dismounting skills & tools & tackles skills. Needs training
in the skill gap area.




Foreman
Kumar Rishikesh
0
0.5
1
1.5
2
2.5
3
3.5
4
Leveling &
alignment skills
Mounting &
dismounting skills
Tools & tackles skills
Lubrication skills
Actual
Target
HMBP- Foreman
Code-600704
Grade-S4



Findings: Deficient in bearing Deficient in bearing mounting &
dismounting, lubrication, leveling & alignment skills & safe
operational skills. Needs training in the skill gap area.



Welder
Suman Chatterjee
0
0.5
1
1.5
2
2.5
3
3.5
4
Operational skill of
bearing mounting &
dsimounting bearing
Lubrication skills
Leveling & alignment
skills
Safe operational skills
Actual
Target
HMBP- Welder
Code-600575
Grade- W3



Findings: Proficient in high pressure welding skills. Deficient in safe
operational skills, drawing skills & tools & tackles skills. Needs training
in the skill gap area.



CONCLUSIONS AND SUGGESTIONS
0
0.5
1
1.5
2
2.5
3
3.5
4
High pressure welding
skills
Drawing Skills
Tools & tackles skills
Safe operational skills
Actual
Target
1) It was found that, at HEC mostly industrial training programs
have been organized, safety training programs have been
neglected.
Suggestion: To organize some safety training programs.
2) In my study I have found that professional & executive
development is the most important aspect of T&D programs.
3) Majority of personals were satisfied with the quality of training
programs at HEC Ltd.
4) Majority of personals said that, they are being given freedom
during the training programs.
5) Most of the personals said that, there is a cooperative attitude
during the training programs.
6) Training need in all fields of electricity department & fitter
department.
7) Extreme skill gap in boiler section.
Suggestion: Attention is required in this section to fill the gap by
providing adequate training.
8) In technical section there is need of training programs in tools &
tackles & mounting & dismounting. Workers are lacking in these
fields.
9) During the visit I observed that most of the employees were
tensed, due to which their working efficiency decreases which
affect the overall productivity.
Suggestion: Some kind of stress management program should be
organized.

LIMITATIONS
1) Since it was impossible to study the whole universe, only a part of it
has been studied.
2) The time was another limiting factor.
3) Some respondents were resistant to fill the questionnaire.
4) This report has been prepared by a student and not by a professional
expert.











BIBLIOGRAPHY
Books:
1 Personal & Human Resource Management- David A. Decenzo &
Stephen P. Robins (2004)
2 Personal Management- A. Monappa (2003)
3 Human Resource Management- K Aswathappa
4 Human Resource Management- V.S.P Rao ( 2008)
5 Zenger, J.H. Hargis (1982) Assessment of training Results, Its time to
take the plunge- Training & Development Journal.

Websites:
www.wekipedia.org
www.hecltd.gov
www.scribed.com
www.managementparadise.com
www.google.com