(HRD Manager)


This is to certify that, AJAY KUMAR have undergone the summer project entitle TRAINING AND DEVELOPMENT AT USHA MARTIN LTD.” Under our supervision and guidance. During this project we found them to be hardworking, sincere, punctual, and energetic and filled with keen sense of knowledge. The study and research done is original and bonafide work done by them. They have successfully completed this project. We wish them a bright future in their career.

Arvind Kumar HRD Manager Usha Martin Limited, Ranchi


For all intends and purpose. familiar with the professional set up. My summer training gave me an exposure of the corporate culture and during this process. This is where summer training helps in making we students. The training has really honed my skills in the functional area of my interest. I came to know the ups and downs of the job. the project undertaken by me during the training duration would make me stand in a good stead when I embark upon a career as manager in any organization in the future.Theoretical Knowledge particularly in professional field is of little significance or value without its practical applications in real life situations. It also gave me an opportunity to link my theoretical knowledge with the practical aspects of the job. .


Mr.Any accomplishment requires the effort of many people and this work is also synergistic product of many minds. I found my true mentor. I take this opportunity to thank those people who not only helped me but provided me with encouragement and moral support.Arvind Kumar. Because of this project. Manager HRD. making this project a success. . for his assidual guidance. continuous encouragement and inspiring suggestions. philosopher and guide. Manager HRD. I am very thankful to the management of UML for giving me a chance to do the project and that too under the guidance of Arvind Kumar.I cannot forget his invaluable assistance and warm co-operation in all possible ways. My sincere and deep gratitude to Mr Arvind Kumar.

Ajay Kumar Objectives of the project .

Managers and executives need to be developed. Thus. in order to enable them to grow and acquire maturity of thought and action. training and development constitute an on-going process in any organization. To achieve this strategy. To secure the named position in the market.e.In today’s competitive market. This will result in more sales and more sales means more profits. there are many manufacturers for the same product. It is necessary to raise the skill levels and increase the versatility and adaptability of the employees. the organization has to train and develop its most valuable resource i. Successful candidates placed on the jobs need training to perform their duties effectively. Only a well-trained human resource can produce quality products. . reduce scrap and avoid accidents. Workers must be trained to operate machines. the organization needs to improve the quality of the product and provide the best quality product to the customer at the cheapest rate. Human Resource.

contents .Because of its importance and vital role. I SELECTED TO STUDY THE TOPIC “Training and Development” activities in an organization which will help me to work in the hr. field and contribute effectively to the future and upcoming challenges in the organization where I will be working in near future. The report consists of how the training and development activities are carried out in UML from planning to implementation. how training affects the morale and productivity of the employees thereby maintaining the quality of the product. how training helps in improving the performance of employees and what is the general attitude of employees towards training and development.

2 3 4 5 6 7 8. 9.-41 42 43 .39 40 .49 50 – 51 52 53 Introduction about Training and Development Training Methods in the organisation Training Process Training System at Usha Martin Limited TPM Methodology Objective of the Study Questionnaire Suggestion Conclusion Bibliography . 10 11 12 13.Sl. Introduction Company Profile Particulars Page No 1-2 3 – 14 15 – 18 19 – 21 23 – 24 29 . No.35 36 . 1.


It was quickly accepted because it proved superior to ropes made of hemp or to metal chains. Wilhelm Albert's first ropes consisted of wires twisted about a hemp rope core. such as had been used before. . Germany.INDUSTRY BACKGROUND History and material Modern wire rope was invented by the German mining engineer Wilhelm Albert in the years between 1831 and 1834 for use in mining in the Harz Mountains in Clausthal. Lower Saxony. six such strands then being twisted around another hemp rope core in alternating directions for extra stability. Earlier forms of wire rope had been made by covering a bundle of wires with hemp.

This flexibility is particularly vital in ropes used in machinery such as cranes or elevators as well as ropes used in transportation modes such as cable cars. manila. materials and manufacture of wire rope. however it can lead to weak joints if the coating is not removed correctly underneath joints and connections. The individual wires are first twisted into a strand. Lay of wire rope Fig-1 LHOL Wire Rope Left-hand ordinary lay (LHOL) wire rope (close-up). This increases weather resistance and overall durability. Roebling introduced a number of innovations in the design. . cable railways. Right-hand lay strands are laid into a left-hand lay rope. Wire rope is often sold with vinyl and nylon coatings. Roebling. or hemp. This is used to cushion off stress forces when bending the rope. then six or so such strands again twisted around a core. but also of natural fibers such as sisal. forming the basis for his success in suspension bridge building. funiculars and aerial lifts. This core may consist of steel. Manufacturing a wire rope is similar to making one from natural fibers. It is not quite so essential in suspension bridges and similar uses.In America wire rope was later manufactured by John A. jute. henequen.

as the strands progress away from the viewer. or the strands in the rope.Fig-2 RHLL Wire Rope Right-hand Lang's lay (RHLL) wire rope (close-up). or like a right-hand thread. Right-hand lay strands are laid into a right-hand lay rope. are laid in a helix. the rope has a right hand lay. If the strands appear to turn in a clockwise direction. To determine the lay of strands in the rope. The lay of a wire rope describes the manner in which either the wires in a strand. a viewer looks at the rope as it points away from them. the rope has a left hand lay. Construction and specification . Left and right hand lay Left hand lay or right hand lay describe the manner in which the strands are laid to form the rope. The picture of steel wire rope on this page shows a rope with right hand lay. or like a left-hand thread. If the strands appear to turn in an anti-clockwise direction. as the strands progress away from the viewer.

The specification of a wire rope type – including the number of wires per strand. consisting of a number of abbreviations. and the lay of the rope – is documented using a commonly accepted coding system. The rope shown in the figure "Wire rope construction" is designated thus: 6x19 FC RH OL FSWR .Fig-3 Wire rope construction Fig-4 Image of a fraying wire rope shows some individual wires. the number of strands. This is easily demonstrated with a simple example.

Fig-5 Description of wire rope designation 6 19 FC RH OL Number of strands that make up the rope Number of wires that make up each strand Fiber core Right hand lay Ordinary lay FSWR Flexible steel wire rope .

Terminations Fig-7 RHOL wire rope terminated in a loop with a thimble and talurit splice . There are therefore a large number of combinations of wire rope that can be specified in this manner.Each of the sections of the wire rope designation described above is variable. The following abbreviations are commonly used to specify a wire rope.

The loose end is then fixed by any number of methods back to the wire rope Thimbles When the wire rope is terminated with a loop. The nuts secure the arrangement in place. The thimble prevents the load from coming into direct contact with the wires. The two layers of wire rope are placed in the u-bolt.The end of a wire rope tends to fray readily. a forged saddle and two nuts. and protect the cable from pinching and abrasion on the inside of the loop. Three or more clamps are usually used to terminate a wire rope. A number of different mechanisms exist to secure the ends of wire ropes to make them more useful. Wire rope clamps (DOG CLAMPS) A wire rope clamp. is used to fix the loose end of the loop back to the wire rope. It usually consists of a u-shaped bolt. especially when the loop is connected to a device that spreads the load over a relatively small area. A thimble can be installed inside the loop to preserve the natural shape of the loop. and cannot be easily connected to plant and equipment. The saddle is then fitted over the ropes on to the bolt (the saddle includes two holes to fit to the u-bolt). also called a clip. there is a risk that the wire rope can bend too tightly. The use of thimbles in loops is industry best practice. . The most common and useful type of end fitting for a wire rope is when the end is turned back to form a loop.

. which are used in different industries for different purpose. It manufactures wire & wire rope of national and international specifications and standard. shipping construction of aerial ropeways etc. which will improve the life style of our users. ♦ QUALITY IS OUR FIRST PRIORITY We aim to achieve customer satisfaction by producing quality products. We endeavor to practice this golden rule in all our relations with others. The wire and wire rope of the UML are of superior quality and are extremely durables. ♦ OUR WORD IS OUR BOND Our dealers are our partners. ♦ INTIGRITY IS OUR COMMITMENT The conduct of our company’s affairs must be pursued in a manner that command respect for honesty and integrity. No sale is a good sale unless it fulfills our customer’s expectations. MISSION ♦ ENRICHING LIVES We will do our best to provide quality product and services. fishing. Some of its areas of application are mining general engineering.COMPANY BACKGROUND INTRODUCTION OF USHA MARTIN LIMITED Usha Martin limited is an undisputed market leader in the wire & wire ropes and specialty product. UML produce different wire & wire rope products.

UIL merged with UMIL in 1990 and became a division of the company 1969-promoted Usha Brecko Ltd. 1975 .VISION In our chosen business. construct and erect Arial ropeway. The name was changed to Usha Martin Black Ltd.A Brief History 1960 .22. 1971 . in 1979 and further changed to Usha Martin Industries Ltd. UASL merged with UMIL in 1988.34 lakhs respectively. 1975 . wire ropes and wire ropes splicing equipment at Ranchi. 1962 –the production was started and the turnover that year was 996 MT and Rs.UMIL promoted Usha Alloy Steels Limited (UASL) for the manufacture of billets at Jamshedpur. .UMIL set up its Machinery Division at Bangalore for the manufacture of Wire Drawing and allied machines in technical collaboration with Marshall Richards Barcro Limited (MRB) of UK. we shall retain market leadership in India and shall be globally competitive through customer orientation and excellence in quality. (UIL) in collaboration with CCL Systems Ltd of UK for the manufacture of fittings and accessories. Looking Back .UMIL promoted Usha Ismal Ltd. innovation and technology. equipment for pre-stressed concrete system.(UMIL) in 1983.UASL acquired an ongoing rolling mill at Agra.The Company was incorporated as Usha Martin Black (Wire Ropes) limited having its wire rope plant at Ranchi. 1965 . To design.

paging and Telecom services. wire rope .Acquisition of specialty wire rope manufacturing plant in UK “BruntonShaw”.e. U. promoted Usha Beltron Ltd. UASL set up a Wire Rod Rolling Mill at Jamshedpur. Setup UMLcor.UMIL. 1996-Promoted summit Usha Martin Finance Ltd. 1st October 1997.1979 . 1998-Setup Usha Martin amerces inc.In order to obtain steady supply of wire rods for its wire rope plant. a joint venture to proved financial services. South Africa. 2001 . Commissioning of 25 MW thermal power plants for captive consumption.K. 1993-Promoted Usha Martin Pvt. a distribution center at Glasgow. 1987 ..UMIL merged with UBL i. . 2000 . distribution center in Houston. To manufacture Jelly filled. along with Bihar State Electronics Development Corporation. Ltd. to provide cellular. Setup Usha Martin Europe Ltd. 1994-Setup software division to provide IT solutions for communication application. 1980-Promote Usha Siam steel industry Ltd. and auto control cables.– Commissioning of 2nd SMS to enhance capacity and produce quality specialty steel. in Thailand to manufacturing wire. 1997 . (UBL) in collaboration with AEG KABEL of Germany for the manufacture of Jelly Filled Telephone Cables. a manufacture unit and distribution center in Johannesburg. a joint venture. 1986-Promote Usha Beltrone Ltd.

e. The company acquired Netherland based distribution and Rigging Company De Ruiter Stackable B. the company acquired the business of Usha construction steel ltd. Austria in 2007 for Special Wire. . America. A 3000 tn capacity LRPC plant was established in this year at Tatisilwai plant. 2008-. In this year Usha Martin Limited has awarded for excellence in consistent TPM (Total Productive Maintenance) in 2008 by Japan Institute of plant maintenance (JIPM).1st-dec2006 as a part of the steel segment.Successfull commissioning of wire rope plant at Houston. Railway siding commenced. .Ranchi.V.T. Rolling mill at Agra w. 2007.In this year company sets some more plants inside the Tatisilwai wire and wire rope plant and the construction and upgradation is continued. UML created Fine Cord Plasticated coated Fine wires.A. 2005-The company signs an MOU with Joh. Fine Ropes & Bright Bars manufacturing facilities in Tatisilwai. household wire. 2004-The company successful commissioned DRI and WHRB power plant at its steel division in Jamshedpur. Commences iron ore mines successfully.Peng Usha Martin collaborates with Jo-Peng.f. 2006-Pursuant to B. Polymer coated wire.2003 .Pengg for manufacturing of the specialty oil tempered spring steel wire. and CII (Confederation of Indian Industries) 2009.Usha Beltron Ltd Changed its name to “Usha Martin Limited (UML). like 20MW power plant is under construction which will increase the monthly production of the unit.

1 in UK and 1 in Dubai. • With the modern concepts like TPM. customer satisfaction and human resource development.1 in Thailand. UML is trying to reach unparalleled heights. • UML is serving through a leading daily “Prabhat Khabar”.Company Profile of Usha Martin • UML is the 2nd largest wire and rope manufacturer in the world and has the largest variety in South East Asia. • It is multi product. conforming to the strictest product quality standards. Usha Martin Technical Institute. Africa and Middle East. Krishi Gram Vikas Kendra. suggestions scheme. . • • It got the ISO 9000 Certification by BVQI in 1994. QC. diversified engineering conglomerate with 10 production units in India. ICICI (BCB) did the business process re-engineering in 1996 and line system was set up to enhance performance. • It is saving valuable foreign exchange by exporting by exporting its products to 42 countries like USA. value engineering.

Jhawar. Wire And Wire Rope Division Ranchi. the Chairman. Ltd. To produce steel billets as backward integration and merged with it in 1988. Scotland and Usha Automobile & Engineering Pvt. a distribution center at Glasgow. It set special products division to produce Hi-Tech Wire Cables. Usha Machinery Division – Bangalore and Rod-Mill Division – Agra. B. In 1969.K. construct and erect Aerial Ropeways. Ranchi in alliance with AEG Cable of Germany and Bihar State Electronics Corporation to produce jelly filled telecommunication cables. The firm was initially called Usha Martin Black as it started with collaboration between M/S Martin Black. The company set up an electrical furnace steel plant at Jamshedpur in 1973. it backed Usha Ismal Ltd to manufacture rope accessories & splicing equipments and merged with it in 1990. Calcutta in 1960. UK. established Usha Martin Limited in 1960 with the Wire Ropes Plant.. Merged with Usha Beltron Group in 1999 and was renamed as Wire and Wire Rope Division within which following six companies are included: JFTC-Ranchi. it set up Software Division to provide IT Solution for communication application and Usha Martin Ltd. Thailand to produce wire. Usha Ismal Division – Ranchi. In 1994. Usha Martin Ltd. it promoted Usha Siam Steel Industries Ltd. In 1971. . wire ropes & auto control cables. it backed Usha Alloys & Steel Ltd. Usha Alloys & Steel – Jamshedpur. UML promoted Usha Beltron Ltd. To design. Ranchi. In 1986. In 1980. it backed Usha Breco Ltd. In 1965. followed by a rod mill in 1976. The collaboration with Martin Black broke up in 1975 and the company was hence called Usha Martin Industries.Evolution of The Company • • • • • • • • • • • Mr.

► CCL. Kolkata. ► HEC. Ranchi. ► Indian Iron and steel company Jamshedpur ► Vil India limited. Darjeeling.Other Particulars IN USHA MARTIN L. ► Steel Authority of India. Ranchi. ► Til limited. Howrah.T. Kolkata ► Unimesh lifting equipment. Ranchi ► TISCO. . Jamshedpur.D Location Plant Area Nearest Town Nearest Railway Station Nearest Airport Nearest Highway Nearest Port Power Water Sources Chotanagpur Plateau 112 Acres Ranchi (13 Km) Tatisilwai (1 Km) Ranchi (17 Km) N H-33 (8 Km) Kolkata (412 km) Contracted demand 8000 KVA Source-JSEB 2400-3200 m3/day Subernekha River Eastern Region – ► Indian Ropeways and company limited.

► Fortune Engineering Industries.Western Region ► Grammon India Limited. Ankaleshwar ► Mazgaon Docks. Jamnagar ► Nuclear Power Corporation of India. Surat ► Mukund Steels limited. ► ACC. Bhavnagar ► Premier mills and stores. Mumbai ► Parekh & sons. ► ONGC. Mumbai ► Essar steels. Mandideep ► Bhel. kollam.Tarapur Northern Region ► Hindustan electro graphite limited. ► Larsen & Turbo limited. Panipat ► Vee states corp. ► Kec Information Limited. ► Maruti udyog limited ► Northern coalfield limited Southern Region – ► United Marine Raders. Adilabad ► Reliance Industrial Infrastructure. Mumbai ► Jindal Strips ltd. . Ahmadabad. ► Johnson lifts private limited. Kottayam. kathgodam ► Roshan Jain Company limited. Udaipur ► Hindustan copper limited. Chennai ► Marine Trade link.

OVERSEAS PART OF USHA MARTIN LIMITED Africa – Allexandria Monibasa Tincan Island Onne Durban Appaport Europe – Aerbiljan Bergen Fdiestoue America Philadelphia Houston Portland Oakland Chicago Halifax Newyourk AustraliaBrisbain Melbourne Freemental Sydney Van conver LasAngels Neworleans Edmontan Wrpuschristi Toranto Buston Wopenhasen Workshop Baku Middle East – Doha Muscat Jebelali Daman Abudhabi Kuwati .

10%) Fibre Core Other Raw material (Zinc) Sources UMIL. wireless making fishing Hoisting mines Sources of Raw Materials Raw materials Steel Wire Rod (90% .C Strands Guide rope Locked coil wind Aerial ropes Oil drilling rope Bridge rope Engineering ropes Fishing ropes Elevator rope Excavator rope Bridge construction Railways Arial mines rope Aerial ropeways oil drilling sector Bridges cranes. Chotanagpur Wire Rope M/s. Jamshedpur Imported from Germany. Hindustan Zinc & Other . M/s. etc. Japan.Various Products of UML & Its Application Wire Range Needle wire Steel spring wire Cycle spoke wire Motorcycle spoke Low carbon wire Staple pin wire Application wire Needle Industry spring cycle Industry Motorbike Industries wire various Industries carbon wire staple wire Ropes & Strands: LRPC P.96%) Steel Wire Rod (4% .

Supplies 25% & balance is reported Different types of wire ropes Fishing Ropes .

Track rope. Fine Cord: Usha Martin. Hyplex rope. Some of the main advantages that our customers derive by using low relaxation strands are listed below  Up to 10% reduction in steel requirement possible . Cycle spoke. Non-rotating rope. Mining rope. Wire: Auto spoke.20mm to 6. Low relaxation prestressed concrete (LRPC) Strands: In keeping with the demands of the international market. The single most important factor attributing to this loss in stress relaxation property of the steel itself. Locked coil winding. Size range: The size range for overall diameter of finished cords is 1. A steel member that is prestressed and embedded in concrete loses the initially applied stress exponentially with the passage of time.Advantage Of Finished Products Rope: General engineering rope. finished rope. Usha Martin Fine Cords find application as the inner element for the Automotive Control Cables and also in boring applications and as Pull Cord cables for laying of Television cables. By treating the steel through a thermo mechanical process known as stabilizing. Elevator rope.00mm. extended vast experience in rope making technology towards manufacturing of Fine Cords. the propensity of the steel to "relax” under a stressed condition is controlled to a great extent. Rolling shutter. Flattened strand. we have introduced Low Relaxation Prestressed Concrete (LRPC) Strands for the construction industry in 2001. PC Strand. PC wire Indexed & plain. ACSR.

Patenting & Galvanizing facility: * 50ft electrically fired furnace with inline cleaning. coating. hangars. river & railway bridges and flyovers. pre-stressed concrete domes. Applications: Pre-stressed concrete girders for road. sheathings. slabs. thereby eliminating necessity for extra post straightening treatment. wedges and labour resulting in overall reduction of project cost. * 30ft propane fired rod DSW patenting furnace * Galvanizing plants of different capacities * Stress relieving facilities for wires and strands * Annealing furnaces (bell type) * Vacuum annealing furnace * PLC driven automatic pickling plant * manually operated pickling plant Branches of Usha Martin JFTC Wire ropes and specialty product Division Usha Ismal Division Usha Alloys and steel Usha Machinery Red Mill Division Ranchi Ranchi Ranchi Jamshedpur Ranchi Agra . Saving in number of anchorages. galvanizing facilities. viaducts & railway sleepers. * 30ft propane fired LeFour furnace with inline cleaning. and galvanizing facilities.  Reduction in concrete requirement due to reduced size of structural members  Hot stretch process used during the manufacture of LRPC strands produces a nearly straight strand. aqua ducts. ducts. coating. silos.

UK for producing 12. The plant has the manufacturing capabilities of steel wire ropes.  European Management & Marine Corporation Limited (EMM) Located at Aberdeen.000 MT.000 MT per year of high end steel wire rope. situated in Jabel Ali Free Zone Enterprise (FZE). It has already started regular business in various Middle East countries as well as . it manufactures wire and wire ropes and has an annual capacity of 30. Thailand (USSIL) A subsidiary of the group. UK. The main objective of the concern is to satisfy the huge requirement of steel wire ropes specially for Oil and Construction sector.  Brunton Wolf Wire Rope FZE Co. this subsidiary of the group has a state of the art manufacturing facility at Nottinghamshire. anchors and end terminations. EMM (UK) has two subsidiaries namely EMM CASPIAN LIMITED & EMM KAZAKESTAN LIMITED. wire rope slings for oil rigging.Group of Companies Manufacturing companies: Usha Siam Steel Industries public Company Limited. it specializes in providing services in connection with oil drilling and exploration activities. established in 25th September 2003. It is the first wire rope factory in Middle East. Manufactures and sells wire ropes and related services like chains. Non rotating 35x7 Crane Rope. Brunton Wolf Wire Rope FZE Co.  Brunton Shaw UK Limited (BSRK) Acquired by the group in 2001.

000 RKM respectively. No. Information Technology: Usha Communications Technology Usha Communications Technology is a high and telecom software products company established. U. & Europe. fine cord in association with Gustav wolf –Germany. Manufactures PIJF Copper Telecom cables and Optical Fibre Cables and has an annual capacity of 2. and offers range of solutions that cover the needs of the next generation communication providers. In near future plant will be making elevator. both emerging and Sl.K.export to Singapore.9 MCKM and 35.  UM Cables Limited (UCL) A wholly owned subsidiary of Usha Martin Group located at Silvassa. NAME OF INDUSTRIES PRODUCT NAME . Western India.

Usha Martin Europe Ltd. 10. coated wire STANDARD SPECIFICATION . 2. 11. 4. 12.conveyor Cord Nylon.. Usha Alloy and Steel Div. 8. Usha Martin America Ltd. Usha Martin South Africa Ltd. Usha Unis. Yugoslavia Usha Siam & Steel Ltd. 13. Prabhat Khabar Usha Martin Telecom Ltd. 9. Patratu UML Machinery Division Bangalore Summit Usha Martin Finance ltd. Usha Ismal Ltd. 14. SPCD Wire & Wire rope Rope way Project Wire Rod Alloy News Paper Cellular & Paging Services Wire & Wire Ropes -Do-Do-DoAgriculture Products Mechanical Splicing Equipments Steel Wire Ropes & Strands Wire & Wire Ropes Alloy Steel Wire drawing & Rope making machine NBFC Bright Bar. 15. 17. 5. Rukka. Usha Martin Scandinavia Ltd. 3. 18. Kgvk. 6. 16. Usha Martin Industries Usha Braco Ltd.1. Agra. Thailand UML special steel ltd. 7.(JSR) USSL.

such as: INDIAN STANDARD SPECIFICATIONS:  ISO specification  British Standard specification  American Petroleum Institute  Indian Railway specification  Defense Department specification  Lloyd’s specification  ASTM specification  Australian specification  Canadian specification  Federal American specification  Indian Standard Approved By:  Indian Standard Institute  Director general of mines and safety  Lloyd’s register of shipping  American Petroleum Institute  American Bureau of shipping  Director general of supplies and disposal  Det Narske vertias . which manufactures wide range of wire and rope as per national and international standards and specifications.UML has grown into multinational organization.

K. which is transparent through communication and motivation. It has chosen the root of commitment to total quality and to become the global leader in wire and wire ropes segment. South Africa Switzerland Austria Germany Germany Germany U.As UML is ushering in an era of Total Quality Management. it has adopted a strategy to impart TQM to its people. Competitors for Usha Martin Ltd.K. Italy Spain Austria Switzerland . plant and machinery. GLOBAL COMPETITORS IN INTERNATIONAL MARKETS COMPANY Kiss wire British Rope Haggier rand Fedger Austria drought Casar Bridon Dietz John Shaw Redaelli SFE Teufelberger Pfeiffer COUNTRY Korea U. It has identified the most effective tool to promote a quality culture.

DOMESTIC COMPETITORS IN INDIA South India wire Bombay Wire Ropes Bharat Wires Ropes Indore Wire Ropes Asian Wires Ropes Mickey Wire Ropes Garware Ropes Kerala Maharashtra Maharashtra Indore Andhra Pradesh Jharkhand Maharashtra Fig-9 Usha Martin-Global Presence .

P. Jhawar Mr. J.Board of Directors Name Mr. Suresh Neotia Mr.Rajiv jhawar Mr. Prashant Jhawar Dr.Management profile Table1. Bhattacharya Mr. N. Ashok Basu Mrs. Jhaveri Mr.V.K. Rajesh Mandal Designation Founder Chairman Managing Director Vice Chairman Joint Managing Director Director Director Director Director (Nominated by ICICI) Director Director Social Commitment Through Krishi Gram Vikas Kendra Management commitment and support since 1977 . B. U. Neeta Mukherjee Mr. Rao Mr.

human being must be empowered to discover Their own vision express their own leadership. create their own solutions and work together to achieve their own success" KGVK Activities • Augmenting water resources through watershed management • Sustainable income generation through cottage industries & live stock management • Capacity building through "Agivika Research & Training Center" • Health & family welfare programmes • women empowerment thru "Swashakti" programme ."in every village where hunger persists.

corporate and government • India Canada environment facility (ICEF) project .for water resources conservation & conjunctive utilisation for environmental restoration ( project cost Rs 10. • Total projects worth Rs.0 cr) • ICICI .18 cr in hand . women empowerment.KGVK Projects In partnership with grass root civic society.0 cr) • project with us aid along with cepda .cini project . education etc.for primary health services at the grass root level project cost Rs. 2.for training barefoot workers in villages for making them 1st point of contact in village health services • Projects with government of India for water shed.

TRAINING AND DEVELOPMENT (A theoretical framework) .

or changing of attitudes and behaviours to enhance the performance of employees.INTRODUCTION DEVELOPMENT ABOUT TRAINING AND It is a learning process that involves the acquisition of knowledge. skills. but it’s knowing how to get there It’s not how high you want to rise. and where you will be after some point of time. rules. Training is activity leading to skilled behaviour. Training is about the acquisition of knowledge. but it’s more like a vision It’s not the goal you set. sharpening of skills. but it will be an outcome It’s not what you dream of doing. but it’s having the knowledge to do it It's not a set of goals. and abilities (KSA) through professional development. but it’s knowing how to take off It may not be quite the outcome you were aiming for. so it features heavily in training programme but learning is in many ways a better way to think of the subject because learning belongs to the learner whereas training traditionally . Training is a very commonly used word . but it’s what you need to achieve it • • • • • • Training is about knowing where you stand (no matter how good or bad the current situation looks) at present. but it’s knowing how to reach it It’s not where you want to go. concepts. • It’s not what you want in life.

• Development of Human Resources – Training and Development helps to provide an opportunity and broad structure for the development of human resources’ technical and behavioural skills in an organization.  Team spirit – Training and Development helps in inculcating the sense of team work.it helps improve quality . •  Productivity– Training and Development helps in increasing the productivity of the employees that helps the organization further to achieve its long-term goal.management succession . It also helps the employees in attaining personal growth. It helps to expand the horizons of human intellect and an overall personality of the employees. It helps in inculcating the zeal to learn within the employees. and inter-team collaborations. and profitability. . customers satisfaction . Importance Of Training and Development Optimum Utilization of Human Resources – Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals. Development of skills of employees – Training and Development helps in increasing the job knowledge and skills of employees at each level.belongs to the trainer or the organisation. business development. team spirit.  Organization Culture – Training and Development helps to develop and improve the organizational health culture and effectiveness. It helps in creating the learning culture within the organization.

 Morale – Training and Development helps in improving the morale of the work force. Organization Climate – Training and Development helps building the positive perception and feeling about the organization.  Healthy work environment – Training and Development helps in creating the healthy working environment. better attitudes.So. and peers. motivation. however the most effective way to develop people is quite different from conventional skills .  Quality – Training and Development helps in improving upon the quality of work and work-life. Training and Development helps in developing leadership skills. as soon as it has . Organization gets more effective decision making and problem solving. It helps to build good employee.The most effective way to develop people is instead to enable learning and personal development with all that this implies.  Profitability – Training and Development leads to improved profitability and more positive attitudes towards profit orientation. training . they won’t enjoy it much because its about work . loyalty. not about described in themselves as people. subordinates. The employees get these feelings from leaders. relationship so that individual goals aligns with organizational goal. which lets face it many employees regard quite negatively . and other aspects that successful workers and managers usually display. It helps in understanding and carrying out organisational policies. Importantly.  Health and Safety – Training and Development helps in improving the health and safety of the organization thus preventing obsolescence.  Image – Training and Development helps in creating a better corporate image.e. Training and Development aids in organizational development i.

DEVELOPMENT. develop people. Need of training and development .sow seeds . It is a career oriented process. 1. It is to enable the employee to do the job better. If you wish to plan for a ten years . The field of training and development concered with improving deals with the design and delivery of learning to improve performance within the organisation.plant trees If you wish to plan for a life time . 3. 1. 2. 2. Some one has rightly said ’’ if you wish to plan for a years . DIFFERENCE BETWEEN TRAINING AND DEVELOPMENT TRAINING. It is to enable the overall growth of the employee. It is a job oriented process. It is a process of learning and growth. It is a procees of increasing knowledge and skills.covered the basic work related skills training that is much described in this section focus on enabling learning and development for people as individual which extents the range of development may outside traditional work skills and knowledge and creates for more exciting liberating motivational opportunities for people and for employees. 3.

Importance Of Training Objectives Training objectives are one of the most important parts of training program. Evaluator Trainer – The training objective is also beneficial to trainer because it helps the trainer to measure the progress of trainees . It provides the clear guidelines and develops the training program in less time because objectives focus specifically on needs. But the rapid changes taking place during the last quarter century in our highly sophisticated and complex society have created increase pressure for organisation to readapt the products and service produced . The counterargument here is that resources are always limited and the training objectives actually lead the design of training. Training objectives are of great significance from a number of stakeholder perspectives. Trainee 3. there was little need for employees to upgrade or alter their skills. the manner in which products and service are produced and offered the types of job required and the types of skills thus as job have become more complex the importance of employees training has increased. While some people think of training objective as a waste of valuable time. 1. Trainer 2. Training objective tell the trainee that what is expected out of him at the end of the training program. Designer 4. easy to learn and influenced to only a small degree by technological change. It helps in adhering to a plan.When jobs where are simple.

such as verbal and non verbal language. Also. Consider an example. it helps in increase in concentration. dealing in unexpected situation i. which is the crucial factor to make the training successful. then the likelihood of achieving those goals is much higher than the situation in which no goal is set.e.and make the required adjustments. training equipments. rather than keeping it surprise. and training content accordingly to achieve those objectives. Not knowing anything or going to a place which is unknown creates anxiety that can negatively affect learning. The objectives create an image of the training program in trainee’s mind that actually helps in gaining attention. Designer – The training objective is beneficial to the training designer because if the designer is aware what is to be achieved in the end then he’ll buy the training package according to that only. Therefore. Furthermore. Thirdly. it is important to keep the participants aware of the happenings. Since the objective is known. The training designer would then look for the training methods. the designer will design a training program that will include ways to improve the interpersonal skills. Secondly. planning always helps in dealing effectively in an unexpected situation. when there is a defect in a product or when a customer is . training objectives helps in increasing the probability that the participants will be successful in training. the objective of one training program is to deal effectively with customers to increase the sales. if the goal is set to be challenging and motivating. Trainee – The training objective is beneficial to the trainee because it helps in reducing the anxiety of the trainee up to some extent. trainer comes in a position to establish a relationship between objectives and particular segments of training. Therefore.

angry. The trainer – Before starting a training program. Therefore. judgmental skills in order to deliver quality content to trainers. tone. a trainer analyzes his technical. age. feelings. Age. when the climate is favorable nothing goes wrong but when the climate is unfavorable. needs and expectations of the trainees are some of the important factors that affect training design. without any guidance. The trainees – A good training design requires close scrutiny of the trainees and their profiles. positive perception for training program. Evaluator – It becomes easy for the training evaluator to measure the progress of the trainees because the objectives define the expected performance of trainees. The training objective clears what goal has to be achieved by the end of training program i. Training objective is an important to tool to judge the performance of participants. Training climate – A good training climate comprises of ambience. Training objectives assist trainers to design the training program. interpersonal. Trainees’ learning style – the learning style. what the trainees are expected to be able to do at the end of their training. the training may not be designed appropriately.e. etc. almost everything goes wrong. experience. . Therefore. Training Design The design of the training program can be undertaken only when a clear training objective has been produced.

The method selection depends on the following factors: • • • • • Trainees’ background Time allocated Style preference of trainer Level of competence of trainer Availability of facilities and resources. ad modules. skills. etc . Sequence the contents – Contents are then sequenced in a following manner: • • • • • From simple to complex Topics are arranged in terms of their relative importance From known to unknown From specific to general Dependent relationship Training tactics – Once the objectives and the strategy of the training program becomes clear. and attitudes. The trainer prepares the priority list of about what must be included. the trainer translates it into specific training areas and modules. educational background of trainees must be kept in mind in order to get the right pitch to the design of the program. knowledge. trainer comes in the position to select most appropriate tactics or methods or techniques.experience. Training topics – After formulating a strategy. topics. Training strategies – Once the training objective has been identified. what could be included. Trainers break the content into headings. These topics and modules are then classified into information. trainer decides upon the content to be delivered.

TRAINING EVALUATION The process of examine a training program is called training evaluation. Intervention – it helps in determining that whether the actual outcomes are aligned with the expected outcomes. Research – it helps in ascertaining the relationship between acquired knowledge transfer of knowledge at the work place and training. This approach have some common elements-- . then it can be deal with accordingly. TRAINING SYSTEM There are several traditional systematic approaches to trainingsuch as performance based training. Feedback –it helps in giving feedback to the candidates by defining the objective and linking it to learning outcomes. Control. Training evaluation ensures that whether candidates are able to implement their learning in their respective workplace or to the regular work routines. Training effect checks the whether training has had the desired .it helps in controlling the training program because if the training is not effective .

TRAINING SYSTEM ANALYSIS IMPLEME NT Evaluate DEVEL OP DESIGN Basically training needs depends & traced by these five attributes of system in the organisation. By the help of .

magazine . newsletter .question and answer • Websites and WebPages . a single tiny inspirational quotation is a source . newspaper • Films . journals . and a big organisational learning and development manual is a resource. More examples of resources are • Team building games or exercise • Testing investment for individual and teams • Case study and best practices example • Samples and examples • Manuals and guideline • Books . For example . In training system resource can therefore be all sorts of things. videos and clips • Pieces or music • Quizzes .these life cycle an organisation can evaluate the employee individual performance as well as organisation performance.

5 hrs of preparation for each hrs of training 3. Courses is over 10 days 2 hrs of preparation for each hrs of training ANALYSIS BUSSINESS NEDS ARE LINKED TO RESULTS BEHAVIOR JOB NEEDS ARE LINKED TO INDIVIDUAL NEEDS ARE LINKED TO REACTION ANALYSIS( CATEG ORY OF ANALYSIS) .The most powerful resources are those which enable significant relevant improvement quickly and easily IMPLEMENT 1. Course in five days or less 3 hrs of preparation for each hour of training 2.Courses is between five and ten days 2.


PERFORMANCE MANAGEMENT SYSTEMS ON THE JOB APPLICATION WHAT DO THEY NEED AFTER CHANNEL— • • • • KNOWLEDGE PERFORMANCE AIDS SKILLS TASK CONFLICT MANAGEMENT IN ORGANISATIONAL SETTINGS DESIGN • Instructional guideline • Time line • Informal learning • Learning organuisation profile • Learning statistics & benchmark • A trainee toolbox of templates . outlines • Develop diversity • Creativity- .

and course • Left brain . right brain metaphor • Estimation design cost and development times . certificates.Innovative Critical thinking Brainstorming • Performance coaching • Train the trainer degrees.

the following four methods are adopted to identify training requirements in the organisation.TRAINING SYSTEM AT UML (The actual study conducted) IDENTIFICATION OF TRAINING NEEDS In UML. 1. Individual needs .

Such training requirements are identified through the performance appraisals undertaken by the departmental needs. Thus. this gave rise to training need i. b) Change in job where the employees are shifted to some other job bring about some minor changes in their responsibilities c) Change in the process of doing the present job so as to allow technology up gradation. Such training arises due to the developmental needs of the employees. a) Development needs in the present job which makes the employees more efficient in their present jobs. Skill evaluation 4. Organisational needs 3. For instance.2. Organisational needs The organisational needs are different from the personal needs on the grounds that the personal needs cater to an individual requirement while organisational needs spread across the organisation. training of employees in computers. TPM pillars Individual needs The individual needs arise due to the individual needs of the employees working in the organisation. the existing workforce had to be given the education in computers and this became essential for the organisation. They are required . initially most of the work at UML was being done manually but with the advent of computers. Following factors affect the individual needs.e.

For instance. organisational needs. There are in all 25 skill attributes. inspection. Training business strategy in the current changing environment and for this an organisation needs to be flexible to be able to adapt to the changing requirements . tightening and lubrication) .at all levels of organisation. The TPM certification ( Total Productive Management) was a mass awareness programme which was conducted in batches. some of them being • Operational skills • Quality Checking • Analytical skills • Maintenance skills( cleaning. Skill Evaluation Skills required for specific jobs are identified and listed after discussion with the departmental heads. the ISO 9000 quality certification are required certain changes in the management procedure and so it called for a training programme to make the employees aware of the new requirements. The following factors affect the a) The change in the policies and procedures of the management lead to training requirement. b) Multi-skilling which helps the individual in forming more than one type of related job. In the process it becomes essential to train and develop the human resource in order to deliver efficiently.

TPM Pillars The training needs also arise out of the different pillars of TPM. After making the skill map and the skill matrix. The pillars of TPM are later discussed in the report.health and environment are to minimize or eliminate the causes of accidents and if any accident occurs then the root cause is analysed. There are four levels: L1 .A radar chart is made on all these 25 attributes where skill mapping is done for each worker/operator.the gap between between the present state and the desired state of an employee becomes clear and that becomes the organizational need of that person. Before that a skill matrix is formed for the employees and they are graded against each skill. And these training needs not only cater to the individual but organisational needs as well. the skill development programme is planned and conducted. If it is due to poor skill and knowledge of an individual then corrective actions are taken to . Each pillar has its certain objectives and training needs are identified against these objectives. Skill evaluation not only motivates the workers as the management recognizes their skill but also reduces the outside faculty if available in house. For instance.cannot do L2 – can do L3 – can do with efficiency L4 – can teach with efficiency The levels L3 and L4 are only acceptable. objectives of safety. After analyzing the gap.

The Planned Human Resource Department Committee(PHRDC): All the training needs identified are compiled in the PHRD committee.improve skill by providing training to the employees related to that task. However. Preventive actions are taken to improve all similar job holders for which the required training is provided. . The minutes of the PHRDC meetings are maintained and are circulated to members and any other authority with whom the responsibility is entrusted arising out of the deliberations of the PHRDC. zero accidents can’t be achieved only through corrective action. Before going for the meeting the HRD head has to make an agenda for the meeting. 2) Reviews the mandatory qualifications of task performers performing special processes. 3) Reviews the training and indoctrination of personal responsibilities for testing and inspection. one also has to be proactive. PHRDC is the apex training body. The PHRDC meeting is held twice a year. The PHRDC consists of the following members: a) The chief operating officer(COO) b) The Management Representative c) Head HRD (also the secretary and convener) d) Head of all departments The following points are discussed during the meeting: 1) Reviews the adequacy and effective implementation of the system of identifying training needs and indoctrination of task performers whose performance affects product quality. The unit head is the head of the committee and all the HOD’s are the members of the committee.

software and facilitates to effectively impart on-the-job and off-the-job training and indoctrination. 4. 5. The training needs of the personnel carrying out internal Quality Audit are identified by the MR. Responsibility and authority: 1. modifications and acquisition of hardware. 2. The responsibility for identification of training needs rests with COO in respect of training needs for himself and for the senior executives directly reporting to him. The head of departments shall identify the training needs for all employees reporting to them. performing inspection and . 5) Recommends the infrastructural additions. The training needs of the personnel testing are identified by head QA. The training needs of head of departments including the MR are identified by the respective senior executives to whom they are reporting. 7) Recommends mass coverage training required for all sections of employees which would improve their awareness and knowledge for the effective implementation of the quality systems and aims at continuous improvement.4) Recommends strategy for effectively implementing indoctrination and providing training. 6) Suggests methods for and review of the efficacy of training imparted. 3.

6. The training needs associated with awareness of quality policy are identified by head HRD. 7. Where there is requirement of training that needs to be provided to all personnel or large sections of employees of the company, such needs will be identified as mass coverage training by the PHRDC and would be treated as a training need for such group of employees, without the specific approval of the HOD concerned. 8. The training/retraining of personnel performing special processes stand automatically identified in the event of their failing of meeting the acceptance criteria in the pre-qualification tests conducted annually. 9. The responsibility of providing training rests with the head HRD. 10. Training in the form of orientation or on-the- job training

within the department for the new entrants rests with the head of the department concerned. 11. The responsibility for sparing participants to attend training

programmes as per schedules notified rests with the HODs. TYPES OF TRAINING AT UML(An Overview) Managerial/Non technical training) 1. Attitudinal development 2. Strategic change 3. Effective personal productivity 4. Communication skills 5. Presentation skills 6. Emotional Intelligence

7. Interpersonal relation 8. Problem solving/decision making 9. Transactional analysis 10. 11. 12. Stress Management Time Managemant TPM Management

Technical training For workers a) Basic technical training(BTT): Here the workers are taught all the basics starting from mathematics, limits, tolerance, general technical topics, lubrication basics, welding, basics of engineering, drawing etc. Those workers whose qualification level is less than ITI are given this training. The module comprises of 60% theoretical training and 40% practical training. b) Advance technical training(ATT): This training basically teaches the workers different maintenance techniques c) Butt Welding training d) Skill Development Training: This training is based on the skill attributes. Here the workers are given training according to the divisions where they work- Wire mill, Furnace or Ropery.

For officers: a) Problem Solving b) Decision Making c) Patenting, galvanizing

d) Wire drawing e) Rope making f) Rope design g) Basics of ISO h) Rope and wire application i) TPM related training j) Training for trainers k) Supervisory skills.

TPM (Total Productive Maintenance) .

History TPM is an innovative Japanese concept. one of the features of TPM ). Improving productivity by highly motivated Workforce. Nippondenso of the Toyota group became the first company to obtain the TPM certification. This leads to maintenance prevention. The aim of productive maintenance was to maximize plant and equipment effectiveness. The maintenance crew went in the equipment modification for improving reliability. Thus preventive maintenance along with Maintenance prevention and Maintainability Improvement gave birth to Productive maintenance. 2. The routine maintenance of equipment would be carried out by the operators. Adoption of life cycle approach for improving the OEE. Motives of TPM 1.(this is Autonomous maintenance. Nippondenso was the first company to introduce plant wide preventive maintenance in 1960. The origin of TPM can be traced back to 1951 when preventive maintenance was introduced in Japan. The modifications were made or incorporated in new equipment. . Maintenance group took up only essential maintenance works. However the concept of preventive maintenance was taken from USA.

Uniqueness of TPM The major difference between TPM and other concepts is that the operators are also made to involve in the maintenance process.5 or 2 times. Reduce the manufacturing cost by 30%. Direct benefits of TPM 1) Increase productivity and OEE(Overall Equipment Effectiveness) by 1. Follow pollution control measures. 2) 3) Involve people in all levels of organization. Satisfy the customer’s needs by 100 % (Delivering the right quantity at the right time. Form different teams to reduce defects and Self Maintenance. You ( Maintenance department ) fix" is not followed.) 3) 4) Rectify customer complaints. Indirect benefits of TPM 1.) Higher confidence level among the employees.) 5) 6) Reduce accidents. It is about change in mindset brought about by involvement. possible plant and equipment modifications. . The concept of "I ( Production operators ) Operate. participation & sense of ownership. 2. in the required quality. TPM Objectives 1) Achieve Zero Defects.3. The use of voluntary small group activities for identifying the cause of failure. Zero Breakdown and Zero accidents in all functional areas of the organization.

Breakdown maintenance: It means that people wait until equipment fails and repair it. 6) 7) Share knowledge and experience. Achieve goals by working as team. Tpm pillars: There are eight pillaRS OF TPM. 1. Such a thing could be used when the equipment failure does not significantly affect the operation or production or generate any significant loss other than repair cost. .2) 3) 4) 5) Keep the work place clean.HOZEN / AUTONOMOUS MAINTENANCE Types of maintenance 1. Horizontal deployment of a new concept in all areas of the organization. neat and attractive. The workers get a feeling of owning the machine. Favourable change in the attitude of the operators. JISHU.

designed to monitor conditions through an on-line system. to measure deterioration. b. servicing and cleaning equipment and replacing parts to prevent sudden failure and process problems. It is further divided into periodic maintenance and predictive maintenance. Equipment with design weakness must be redesigned to improve reliability or improving maintainability .TBM): Time based maintenance consists of periodically inspecting. predictive maintenance is condition based maintenance. oiling and re-tightening). in order to use the parts to the limit of their service life. inspection.2. Predictive maintenance: This is a method in which the service life of important part is predicted based on inspection or diagnosis. Periodic maintenance (Time based maintenance . Preventive maintenance (1951): It is a daily maintenance (cleaning. Compared to periodic maintenance. It manages trend values. by measuring and analyzing data about deterioration and employs a surveillance system. design to retain the healthy condition of equipment and prevent failure through the prevention of deterioration. periodic inspection or equipment condition diagnosis. 3. a. Just like human life is extended by preventive medicine. Corrective maintenance (1957): It improves equipment and its components so that preventive maintenance can be carried out reliably. the equipment service life can be prolonged by doing preventive maintenance.

PREPARATORY STAGE: Announcement by Management to all about TPM introduction in the organization: Proper understanding. Weakness of current machines are sufficiently studied (on site information leading to failure prevention. Send a letter to all concerned individuals if required. commitment and active involvement of the top management in needed. autonomous maintenance. safety and ease of manufacturing) and are incorporated before commissioning a new equipment. quality maintenance etc.. easier maintenance and prevents of defects. Setting up TPM and departmental committees: TPM includes improvement. Maintenance prevention (1960): It indicates the design of new equipment.4. as part of it. . Publish it in the house magazine and put it in the notice board. Senior management should have awareness programs. METHODOLOGY STEP A . Take people who matters to places where TPM is already successfully implemented. Initial education and propaganda for TPM: Training is to be done based on the need. after which announcement is made to all. Some need intensive training and some just an awareness. When committees are set up it should take care of all those needs. Establishing the TPM working system and target : Now each area is benchmarked and fix up a target for achievement.

. STEP D . sisters concerns etc. Some may learn from us and some can help us and customers will get the communication from us that we care for quality output. STEP B . Suppliers. related companies and affiliated companies who can be our customers.INTRODUCTION STAGE This is a ceremony and we should invite all.A master plan for institutionalizing: Next step is implementation leading to institutionalizing wherein TPM becomes an organizational culture. Achieving PM award is the proof of reaching a satisfactory level. Now is the time for applying for PM award.INSTITUTIONALISING STAGE By all the above activities one would has reached maturity stage. STEP C – IMPLEMENTATION STAGE In this stage eight pillar activities are carried and the effects & benefits from TPM are assessed. Also think of challenging level to which you can take this movement.

5S OBJECTIVES OF THE STUDY The project includes detail study of the Training & Development System of Usha Martin Limited Co. enhances the individual contribution to an organization. . • It help employees in achieving their personal goals. • It assist the organization with its primary objective by bringing individual effectiveness. which in turn.

• It deals with maintaining the department’s contribution at a level suitable to organization’s needs. • Its ensure that an organization is ethically and socially responsible to the needs and challenges of the society. • Improving the performance of managers • Enabling the senior managers to have an overall perspective about the organization and also equipping them with the necessary skills to co-ordinate the various units of the organization. technical and social areas. • Improving the analytical and logical skills of employees. • Improving human relations skills and encouraging creative thinking. • Identifying employees with executive talent and developing them so that they can occupy managerial positions in the future and also perform more effectively. . • Providing insights into conceptual issues relating to economic.



• 1.Is expenses on training a wastage? .

Q1. Training is helpful in solving experimental problem? .

Q2.Do the training programs organized improves the skills in latest technologies? . .

Tick the training programs/sessions you have undergone so far a Management development program . Which type of training Programs from employees have time undergone Q4.Q3.

Q5. Are the training programs helpful in your work life? .

Q6. Are you satisfied with the quality of the training programs? .

Are you satisfied with the induction training given to you at the time of joining? . Are you encouraged undergoing training/study tours in other manufacturing units? Q9.Q8.

Q11. The motivation after undergoing training programs is generally..Q10.. Does the environment in training programs is suitable for employees at all levels? ...

Is there any improvement/efficiency in your work /job after the training? .Q12.


• More of case studies solving and role plays should be encouraged not only for the training programme for the officers but also for the workers. • The reward system should be made very strong so that the workers and the employee get motivated to give their best to the organization and that would enhance organization’s citizenship behaviour. The best employee or the worker can be made a trainee or supervisor which would boost his confidence and more in-house trainers can be produced which can also be costeffective. • Programmes like yoga, health programmes should be conducted every month, the personal problems of the employees should also be solved so that they become more focused towards their job. Gaming programmes must also be organized for the employees so as to make them relaxed and free them from their workload. • Focus on accomplishment and progress recognition is the fuel of development. • Be patient and keep a silence of humour.

• Feedback system should be made stronger because it helps in diagnosing problems and once the problems are identified, more than half the problems would be solved. 360 degree feedback system should be maintained. • Job rotation should be done to free the employees of the monotonous working style and would also encourage multi-skills. • More of training programmes, seminars and conference should be conducted in Usha Martin Limited itself. It should take the initiative to arrange such programmes and then invite other professionals or trainees from different organizations. These guideline essentially deal with conventional work skills training and development. Remember that beyond this , issue of personal development and learning , for life not just work are the most significant areas of personal development focus on.


USHA MARTIN LIMITED is a well renowned company and the management pays due attention to the training of its employees. It has a different department known as HRD which exclusively looks after TRAINING AND DEVELOPMENT and marked effective utilization of funds put forth for training and development of employees. It is very essential as a student of Management that they should be as near to the world of work as possible. there is a need to bridge the gap between the world of work and study being imparted to the students. which acts as a guiding force for the workers and employees to increase the quality and quantity of the product. The student should be made aware of the development in the industry during their studies. . It is assured by the HRD that the most effective trainers are selected for the training programme. So. The process of training has been in order to cater to the growing needs. The training system in UML gave a very specific idea about HRD.


Managing people. Anne Millership. Neville Smith. NAVEEN MR NARAYAN www.ushamartin. understanding and improving team performance.com . In-house Publication Usha Martin in-house Magazine – Samwad  Book Referred 1. Murray Ainsworth.com www. RACHNA MR.zigonperf. shveta uppal 2 Human Resource Management by  Internet o o MRS. Managing Performance.


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