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Training metthods In Singareni Collieries Company Limited

Submitted to Singareni Collieries Company Limited

For partial fulfillment of Post Graduate Diploma in Management, Triple Specialization Submitted by

R.Lakshmi Ramya
Post Graduate Diploma in Management (HR, Marketing and Event Management) Roll No.:21081 Under the guidance of Dr. Chandra Sekhar SF
Chairperson- HR Area Siva Sivani Institute of Management Secunderabad (A.P.)


Secunderabad, (A.P.)

Training is the act of increasing the knowledge and skill of an employee for doing a particular job. It is the process of learning a sequence of programmed behavior. It is the application of knowledge. It gives the people an awareness of the rules and procedures to guide their behavior. It attempts to improve their performance on the current job or prepare them for an intended job. Training is short-term process utilizing a systematic and organized procedure by which non-managerial personnel learn technical knowledge and skills for a definite process. The next step of the personnel management after selecting the candidate is to arrange for training.

Research Idea The idea basically generated from literature review the sources for generating the research ideas are journals, books, reports, papers etc. Thus the research idea is to evaluate the training program. Research Questions A research idea should be translated in to research question which is in puzzled and objective form that needs to be answer. 1. What is the various training programs held at Singareni Collieries Company Limited? 2. How effective is the training program in the organization? 3. Examine the methodology in line with the mining activities of the organization.? 4. What are the measures for improving effectiveness of training programs in the organization? Research Objectives The main objectives of the proposed study are to examine the various aspects related to training programs in Singareni Collieries Company Limited (SCCL). More specifically the objectives of the study are. 1. To study the various training methods and their relevance in meeting training objectives. 2. To measure the 'effectiveness' of training programs in the organization. 3. To examine methodology in line with the mining activities of the organization. 4. To suggest appropriate measures for improving effectiveness of training programs in the organization. THE METHOD Primary Source of Data Collection In dealing with any program it is often found that data at hand are inadequate and therefore becomes necessary to collect Data, which are applicable. There are several

ways of collecting which differ considerably in context of time and other resources. With reference to this study the Data is collected through: 1) QUESTIONNAIRE SURVEY: Data is gathered by distributing this questionnaire forms to the employees. Questionnaire is a structure consisting of questions, which are close ended having a fixed response pattern with multiple answers. 2) PILOT SURVEY: The survey also includes obtaining information from knowledge persons. Such could be competent and articulate individuals, Trainers, Trainees. SECONDARY DATA The secondary data are those that are already available i.e; they refer to the data which have already have been collected and analyzed. Secondary Data is gathered from the Departmental functional Manuals, Policy Circulars and Annual Reports. Also downloaded from the internet FINDINGS It is found that the employees gained more knowledge when they attended in-house and statutory training. Employees are well satisfied with the training programs. But some more little efforts should be made for continual improvement in the training activity. SUGGESTIONS & COCLUSIONS Suggestions The following suggestions were received for further improvement of the system. 1. To improvement induction training to employees whenever the changes take place by transfers to new technologies at all levels. 2. Training program must cover all employees and it must be periodical with time frame. 3. More focus should be on supervisory and technical staff on mechanization. Attempt should be made to provide advance management program to middle level executives. 4. The production activity has to achieve parallel improvement with respect to training. Conclusions 1. The training & development is done at SCCL is to identify performance requirements or needs within an organization in order to help direct resources to the areas of greatest need, those that closely relate to fulfilling the organizational goals and objectives, improving productivity and providing quality products and services. 2. The corporate HRD department identifies training need, prioritizes the training based on the urgency of the need (timeliness), the extent of the need (how many employees need to be trained) and the resources available.


Based on this information, the training manager at unit level fulfills the statutory needs and monitor the program connected to non - statutory nature as per the direction of corporate HRD department. With the change in the technology of mining a continuous improvement is desire by increasing the number of training man days to the front line supervisors (overmens /foremens /tradesmens etc). Providing computer for training center may be more effective. The management has to measure the effectiveness of the training to workers concerned to know the results of the training. Learning from observation.