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INDUSTRY PROFILE

India is an Agricultural Nation. Fertilizer Sector is very crucial for the India
n Economy because it provides an important input for the Agriculture. It has pla
yed a pivotal role in achieving self sufficiency in the food grains. India is th
e Third largest producer and consumer of Fertilizers in the world after China an
d the United States. The growth of the Indian Fertilizer industry has been large
ly determined by the policies pursued by the Government. The Industry is capital
intensive and the Production process energy intensive.
Agriculture the backbone of Indian Economy still holds its relative importance f
or more than a billion peoples. The Government Of India from time to time has ta
ken considerable steps for the upliftment of Agriculture Sector. Here we have an
alyzed the performance of Fertilizer Industry being one of the vital parts in ag
ricultural production and Government's policy initiatives for the same.
India fertilizer industry is one industry with immense scopes in the future. Ind
ia is primarily agriculture oriented country and its economy is highly dependent
on the agrarian produce. The majority of the populace of India lives in rural a
reas and the foremost occupation in the villages is agriculture. Developments pe
rtaining to different industries are being made on a massive scale to change the
country's economy from an agrarian one to a industrial one. It is extremely imp
ortant for the fertilizer industry India to have development in terms of technol
ogically advance manufacturing process and innovative new-age products. The agri
cultural sector and its other associated spheres provide employment to a large s
ection of the country's population and contribute about 25% to the GDP.
Future Prospective
The Fertilizer Sector had shown an upward trend in the recent months due to the
expectation that the Government may come up with the policies favorable to the C
ompanies in the sector. The Sector becomes attractive due to the unlimited oppor
tunities to increase the

volume to fulfill the gap between the Supply and Demand. The Companies with huge
investment plans are waiting for the approval of the DFO. So the sector can out
perform in the coming years.
Present Status of Fertilizer Industry
Indian being the third largest producer & consumer of fertilizers in the world w
ith an installed capacity of Nitrogen (N) and Phosphate (P) nutrients at 14 mill
ion tones p.a. Urea, a nitrogenous type of fertilizer, is most widely consumed i
n India. Currently the urea capacity is 20.2 million tonnes while consumption is
21.7 million tones. Fertilizer production is highly energy intensive with cost
of feedstock and fuel alone accounting for between 55 to 80 per cent of the cost
of production. Plants in India are based primarily on three feedstock naphtha,
fuel oil and natural gas with a significant proportion of domestic capacity of u
rea plants based on naphtha or fuel oil which cost more than natural gas. High c
ost feedstock and increased production / consumption have caused a steady increa
se in fertilizer subsidy.

Installed capacity is 20.8 million MT in the year 2003-04

COMPANY PROFILE
Background and Inception of the Company: An ISO 14001:1996 and ISO 9001:2000 cer
tified Rashtriya Chemicals & Fertilizers Limited (RCF) was incorporated on 6th M
arch 1978 as chemical manufacturer. The Company operates in two segments include
s fertilizers and industrial products, With 20 operating plants at Trombay and 5
large plants at its Thal Fertilizer Unit.
Nature of the Business Carried : The company is engaged in Production & Marketin
g of nitrogenous & complex fertilizers & industrial chemicals with its manufactu
ring units at Trombay & Thal & marketing offices in most of the States of India.
Vision, Mission & Company Policy: o Vision To be the number one leader in the Fe
rtilizer Industry by the year 2010 and a major player in global market. o Missio
n The Companys mission is :
To produce fertilizers and chemicals efficiently, eco
nomically and in environment friendly manner. To serve the farmers and other cus
tomers with quality products along with support services. To join hands in the g
rowth of National economy.
o Company Policy Fraud Prevention Policy of RCF- 2010 This policy applies to any
fraud, or suspected fraud, involving employees of RCF (all full time, part time
or employees appointed on adhoc / temporary /

contract basis, probationers and trainees) as well as representatives of vendors


, suppliers, contractors, consultants, service providers or any outside agency(i
es) doing any type of business with RCF. The policy will ensure and provide for
the following:1. To ensure that management is aware of its responsibilities for
detection and prevention of fraud and for establishing procedures for preventing
fraud and/or detecting fraud when it occurs. 2. To provide a clear guidance to
employees and others dealing with RCF, forbidding them from involvement in any f
raudulent activity and the action to be taken by them where they suspect any fra
udulent activity. 3. To conduct investigations into fraudulent activities. 4. To
provide assurances that any and all suspected fraudulent activity will be fully
investigated. Products & Services RCF is one of the leading producers of Fertil
izers in India. Sujala, Suphala 15:15:15, Suphala 20:20:0, Ujjwala, Microla and
Biola are its major fertilizers.All the products can be used with different soil
types and in various climatic conditions.
RCF pioneered the manufacture of basic chemicals such as Methanol, Sodium Nitrat
e, Sodium Nitrite, Ammonium bicarbonate, Methylamines, Dimethyl Formamide, Dimet
hylacetamide in India. Today R.C.F is the only manufacture of DMF in India. Prod
uct characteristics, consumer needs , economy to the consumers and safety are th
e primary considerations in determining the type of packaging and modes of trans
portation for each of the products.

Area of Operation o Marketing Offices


Andhra Pradesh Bihar Gujarat Karn
hya Pradesh Chhatisgarh Tamilnadu West Bengal Delhi, Punjab, Hariyana, HP & Chan
digarh Maharashtra Uttar Pradesh, Uttaranchal
o Corporate Office Priyadarshini Building, Eastern Express Highway Sion, Mumbai400 022 o Administrative Office Administrative Building, Mahul Road, Chembur, Mu
mbai-400 074

Ownership Pattern o Shri. R. G. Rajan (Chairman & Managing director) o Shri. Gau
tam Sen (Director Finance) o Shri. C. M. T. Brotto (Director Technical) o Dr. V.
Rajagopalan (IAS, Director) o Shri. Sham Lal Goyal (IAS, Director) Competitors
Information
Company Name
Market (Rs. Cr)
Capital
Coromandel International National Fertilizers Gujarat State Fertilizers Limited
7255.13 3971.23 3234.04
Rashtriya Chemicals & Fertilizers 3150.14 Limited Chambal Fertilizers & Chemical
s Fertilizers & Chemicals Travancore 3044.56 1789.15
Gujarat Narmada Valley Fertilizers 1272.88 Company Deepak Fertilizers And 1141.3
7
Petrochemicals Corporation Mangalore Chemicals & Fertilizers Zuari Industries So
uthern Petrochemical 533.32 381.11 Industries 263.55
Corporation Khaitan Chemicals & Fertilizers Liberty Phosphate Rama Phosphate 140
.15 130.67 109.87

Basant Agro Tech (India) Bharat Fertilizers Shiva Global Agro Industries Dharams
i Company Teesta Agro Industries Morarji
37.52 25.93 17.51
Chemical 15.94
6.04
Achievements & Awards
2000-2001 o The Jawaharlal Nehru Memorial National Award Be
st Pollution Control Implementation, instituted by M/s International Greenland So
c. o National Energy Conservation Award, instituted by Ministry of Power, Governme
nt of India. 2003-2004 o Excellence in Safety Award by Fertilizers Association of
India (FAI) o The Jawaharlal Nehru Memorial National Gold Award Excellent Energy
Conservation Implementation by M/s Greenland Soc.
2005 o Best Quality Circle Conce
pt operation and Propagating Company NMDC trophy for public section for Quality C
ircle forum of India 2007-2008 o Golden Peacock Environment Management award lau
nched by Institute of Director
2009 o Rashtriya Chemicals & Fertilizers (RCF) ba
gged the MoU Excellence Award for 2006-07 and 2007-08.
2010-2011 o Rashtriya Che
micals and Fertilizers Limited (RCF) bags Performance Excellence Award 2011

2012 o Rashtriya Chemicals and Fertilizers Limited (RCF) bagged Award for Innovat
ion in Learning for excellence in learning and Development category out of 400 co
mpanies and institutes. o Golden Peacock Environment Management Excellence Award
2012 o Rashtriya Chemicals and Fertilizers Limited has been awarded with the pres
tigious BHARAT EXCELLENCE AWARD GOLD MEDAL
(Certificate of Excellence) (Certificate of Felicitation)

Work Flow Model


CMD

RCF Work Flow Model

EXECUTIVE DIRECTOR
DGM (HR) THAL UNIT
DGM (HRD)
GM (HR) CORPORATE
SENIOR MANAGER (HRD)
MANAGER HRD
MANAGER (HR)
MANAGER (HR) CORPORATE
SENIOR OFFICER (HR)
DY. MANAGER (HR)
ASST. MANAGER (HRCORPORATE) SR.OFFICER
OFFICER (HR)
ASST. OFFICER (HR)
(HRCORPORATE)
OFFICER HR CORPORATE
ASST. OFFICER (HRCORPORATE)
Work Flow Model Recruitment

Receipt of requisition by the concerned Dept


Proposal for obtaining approval of the competent authority for recruitment.
Estimate from Public Relation Dept. to release Press Advt.
Publishing Press Advt.
Requisition to be sent to Employment exchange. Prescribed time limit for receipt
of application
Scrutiny of applications and data entry of all the applicants / candidates spons
ored by Employment Exchange
Sending Call letters to eligible candidates and first day of interview
Conducting interview
Selection of candidates
Medical test, issuing Appointment Letter
Caste, Character, Qualification Verification of Candidates
Work Flow Model Promotion

Proposal for obtaining approval of the competent authority for conducting promot
ion interview.
Checking eligibility for promotion according to the specifications.
Checking prescribed roster to determine the no of vacancies reserved for SC & ST
Checking Extra Ordinary Leave & Medical Leave frequency record from time office
availed by the candidate during specification period.
Preparing Confidential Ratings for last 3 years. Obtaining CMDs approval in case
of Outstanding Marks or Adverse Marks
Sending CR folders, Property Return and vigilance clearance report to vigilance
dept for scrutiny.
Constitution of departmental promotion committee.
Preparing Service Particulars, selection sheet for committee members containing
required details of candidates.
Sending Call Letters to the eligible candidates.
Obtaining approval of proceedings
SAP entries and Pay fixation of promoted employees.
Issuing common orders as well as individual orders of the promoted employees.
MCKINSYS 7S FRAMEWORK OF RCF

1. Structure: o Company has well defined organized structure in terms of distrib


ution of functions and hierarchy to ensure power of authority, responsibility, u
nity of command and overall organizational effectiveness. o Organizational struc
ture is dynamic in nature at present hierarchy is tall. o Every department has t
heir own head and these head / managers handle the work. Work assigned is alloca
ted to the officers who work under the manager. o Flow of authority & responsibi
lity is top to bottom i.e RCF follows top-down approach. o Committee meetings an
d informal discussions also contribute to open communication system. o Being pro
cessed industry the nature of work is largely team work, shift wise, plant wise
teams and terms are formed with shift in charge as a leader of respective teams.
2. Strategy: o For being competitive in the market RCF works out their business
strategies in line with its vision, mission & corporate plan of organization. o
Market intelligence, customer satisfaction survey and demand forecasting techniq
ues are used to focus customer demands. o Benchmarking of performance parameters
and analysis of business enrollment of competitors analysis is done on continua
l basis. o Government policies and technological changes assessed on continual b
asis.
3. Skills: o Managers, directors, chairman & all the trainers at Training Instit
ute are highly capable & educated. o With the help of such highly skillful peopl
e they introduced various new & simple systems in the organization, like they st
arted numbering the files, introduction of 5 S, suggestion scheme, kaizen, so on
. o Gap in skill set is analyzed at initial stage by effective performance manag
ement system.

o Development of skills is done by imparting training to each and every employee


understanding their KPA.
4. Style: o Management process is largely participative and total employee invol
vement is ensured through various ways. o They ensure participation of workers a
t plant through suggestion schemes. o total employee involvement is ensured thro
ugh varies productivity improvement, interventions such as integrated management
system, Quality Circle suggestion schemes, 5S Model, 6 Sigma Model, Kaizen, Saf
ety committee meetings, meetings with unions, associations, etc.
5. System: o In RCF they have started using SAP from the year 2006. Sap made the
ir various tasks easier. o For communication purpose they send written letters a
cross the internal organization. They have intranet facility then also they use
mode of written communication. As being the government organization they need ac
knowledgement of everything so they need to communicate through letters. o They
are now in the process of digitalization. It clearly defines that now they are m
aking use of automation & technology.
6. Staff: o Staff at Rashtriya Chemicals & Fertilizers Limited is very co-operat
ive. o Their staff is trained on various new things like technology innovation &
much other training are given to them. o Employees at RCF are capable enough to
do the work allocated to them
7. Shared Values:

o To improve the environment and minimize the harmful emissions, atmospheric dis
charges and effluents. o In terms of shared values they arrange various CSR prog
rams which ultimately guide employees as well as outside people towards valued beh
avior. o Also they are implementing kaizen. o They make use of 5s at their workplac
e. These 5 primary phases are:
Seiri Sorting Seiton Orderliness Seiso Cleanliness
Seiketsu Standardization
Shitsuke Discipline
SWOT ANALYSIS

Strengths: The RCFs strength lies in its skilled manpower, high Brand Equity for
the Products manufactured such as Ujjwala, Suphala, Microla, Biola, Sujala. The
wide spread marketing network ensures that your company reaches the products to
all parts of the country. The Farmer s Training Institute and R&D Centre ensure
that quality services are provided to the farmers/ dealers by educating them and
providing inputs for better crop realization. The Company has a wide portfolio
of chemical products and can withstand difficult economic situations by adopting
optimal mix of production. The well maintained plants and equipment ensure unin
terrupted production and distribution of goods.

Weaknesses: The Plants have been in operation for a very long time, some of them
since 1965 by carrying out regular upkeep, maintenance and up gradation. The co
mpany s working capital is dependent on the receipt of subsidy payments from gov
ernment; any delays would force the company to borrow and incur interest burden.
The complex fertilizers are based on imported raw materials which can face seve
re volatility in raw material prices and foreign currency exchange rate affectin
g the profitability of the company.

Opportunities: The increased availability of feed stock gas would permit for und
ertaking major expansion at Thal. Alternate feedstock like Coal gasification giv
es an opportunity for undertaking Fertilizer Projects in other parts of the coun
try. CDM activities enable realization of Carbon Credits (CER). Due to your Comp
any s good reputation, several opportunities exist for Collaborations / Diversif
ication in manufacturing, mining and marketing of varieties of products. Experie
nced & Skilled Manpower of your company .has been in demand for rendering O&M se
rvice in India and abroad in Countries such as Australia, Bangladesh, Bahrain, C
hina, Saudi Arabia etc.

Threats: Manufacturing and marketing of Fertilizers is the core business of Comp


any. Agro-climatic conditions have a large effect on the performance of the Comp
any. The chemicals business is highly susceptible to cut throat global market co
mpetition.

ANALYSIS OF FINANCIAL INFORMATION


The company has maintained proper records showing particulars including quantita
tive details & situation of fixed assets with original cost and depreciation wri
tten off. During the year, the Company has not disposed of a substantial part of
its fixed assets. The company is maintaining proper records of inventory. In my
opinion, discrepancies noticed on physical verification of stocks were not mate
rial in relation to the operations of the Company.

As per the information furnished, the company has not granted or taken any loans
, secured or unsecured, to / from companies, firms or other parties. There is ad
equate control with regard to purchase of inventories & fixed assets and for sal
e of goods. According to the information the Company has not accepted any deposi
t during the year from public. According to the information, no undisputed amoun
ts payable in respect of provident funds, investor education, employees state in
surance, income tax, wealth tax, service tax, sales tax, excise duty, cess and o
ther undisputed statutory dues were outstanding, at the year end, for a period o
f more than 6 months from the date they became payable.

The company has no accumulated losses at the end of the financial year and it ha
s not cash losses in the current year. The company has not issued any debentures
and has not obtained any loan from Financial Institution. Company has not grant
ed loans & advances on the basis of security by way of pledge of shares, debentu
res and other securities.
LEARNING EXPERIENCE
As a part of my curriculum I spent my 45 days in Rashtriya Chemicals & Fertilize
rs Limited. These 45 days of my training was really valuable. I feel I am one wh
o got a chance to work for HR Unit as well as for Training Institute which is si
tuated at plant. Employees in the Rashtriya Chemicals & Fertilizers Limited are
very helpful in nature. I found the work environment is good. I interacted with
all those with whom I worked; therefore I have developed ability of working in a
team and also a sense of co-operation.

In starting days I was assigned the work of observing and studying the files of
retired employees. In that I came to know the documents required from the day an
employee joins an organization till the day he retires from his service. After
this I done the work of tagging in that all the documents of retired employees w
ere sorted on a computer and made computerized file of documents of each employe
es. I also worked on Confidential Reports with are the appraisal forms of employ
ees. This document is highly confidential for the organization as well as for th
e employee also. I have seen the reports for workers wherein workers are ranked
on 10-pointer scale. There are 150 marks allocated to them. For the other half o
f the day I used to visit training institute of RCF. There I used to sit in libr
ary for long hours. There I read articles & magazines on fertilizer sector in In
dia. I took interviews of high level authority at training institute and therefo
re I come to know the various things followed at RCF at the time of training. An
d also I have developed on my communication skills little bit. Overall the exper
ience at Rashtriya Chemicals and Fertilizers Limited was memorable for me. In fu
ture if I would get a chance to work there I will definitely accept it as workin
g in a Public Sector and that to as a HR is a challenging task because the manpo
wer strength is very strong.

TRAINING AND DEVELOPMENT


Importance of developing men can well be highlighted from the Chinese saying: If
you wish to plan for a year, sow seed; If you wish to plan for ten years, plant
trees; If you wish to plan for a life time, develop men. Training It is a learnin
g process that involves the acquisition of knowledge, sharpening of skills, conc
epts, rules, or changing of attitudes and behaviors to enhance the performance o
f employees. Training is activity leading to skilled behavior.
Its not what you w
ant in life, but its knowing how to reach it Its not where you want to go, but its
knowing how to get there Its not how high you want to rise, but its knowing how to
take off
According to Edwin Flippo, training is "the act of increasing the knowledge and
skill of an employee for doing a particular job." Development
More future orient
ed and more concerned with education than is training. Management Development ac
tivities attempt to instill sound reasoning processes to enhance ones ability to
understand and interpret knowledge. Development is a relational and rational pro
cess. It covers not only those activities, which improve its performance, but al
so those, which about the growth of the productivity, helps individual in the pr
ogress towards maturity and actualization of this potential capabilities.
It foc
uses on the personal growth & on : Analytical Conceptual Human Skills

Comparison between Training & Development: Training Training is the skills focus
ed Trainings are generally need based Development Development is creating learni
ng abilities Development is voluntary
Training is narrower concept focused on job Development is a broader concept foc
used on related skills. personality development. aims at overall personal
Training is aimed at improving job related Development efficiency and performanc
e
effectiveness including job efficiencies
Importance of Training & Development:
Optimum utilization of Human Resources: Tr
aining and Development helps in optimizing the utilization of human resource tha
t further helps the employee to achieve the organizational goals as well as thei
r individual goals.
Development of Human Resources: Training and Development helps to provide an opp
ortunity and broad structure for the development of human resources technical and
behavioral skills in an organization. It also helps the employees in attaining
personal growth.

Development of skills of employees: Training and Development helps in increasing


the job knowledge and skills of employees at each level. It helps to expand the
horizons of human intellect and an overall personality of the employees.

Productivity: Training and Development helps in increasing the productivity of t


he employees that helps the organization further to achieve its long-term goal.

Team Spirit: Training and Development helps in inculcating the sense of team wor
k, team spirit, and interteam collaborations. It helps in inculcating the zeal t
o learn within the employees.

Organizational Culture: Training and Development helps to develop and improve th


e organizational health culture and effectiveness. It helps in creating the lear
ning culture within the organization.

Organizational Climate: Training and Development helps building the positive per
ception and feeling about the organization. The employees get these feelings fro
m leaders, subordinates, and peers.

Quality: Training and Development helps in improving upon the quality of work an
d work-life.

Healthy work environment: Training and Development helps in creating the healthy
working environment. It helps to build good employee, relationship so that indi
vidual goals aligns with organizational goal.

Health & Safety: Training and Development helps in improving the health and safe
ty of the organization thus preventing obsolescence.

Morale: Training and Development helps in improving the morale of the work force
.

Profitability: Training and Development leads to improved profitability and more


positive attitudes towards profit orientation.

METHODS OF TRAINING
Computer Based Training (CBT) With the worldwide expansion of companies and chan
ging technologies, the demands for knowledge and skilled employees have increase
d more than ever, which in turn, is putting pressure on HR department to provide
training at lower costs. Many organizations are now implementing CBT as an alte
rnative to classroom based training to accomplish those goals. Some of the benef
its of Computer Based Training are:
Provides the instructional consistency Redu
es trainee learning time Increases access to training Affords privacy of learnin
g Allows learning at individual pace Allows the trainee to master learning Reduc
es the cost of training
Games and Simulations A training game is defined as spirited activity or exercis
e in which trainees compete with each other according to the defined set of rule
s. Simulation is creating computer versions of real-life games. Simulation is ab
out imitating or making judgment or opening how events might occur in a real sit
uation. Training games and simulations are now seen as an effective tool for tra
ining because its key components are:
o o o
Challenge Rule Interactivity

Role Plays: Role play is a simulation in which each participant is given a role
to play. Trainees are given with some information related to description of the
role, concerns, objectives, responsibilities, emotions, etc. Then, a general des
cription of the situation, and the problem that each one of them faces, is given
. Role Plays helps in:
Developing interpersonal skills and communication skills
Conflict resolution Group decision making
Business Games: Business games are the type of simulators that try to present th
e way an industry, company, organization, consultancy, or subunit of a company f
unctions. In the business games, trainees are given some information that descri
bes a particular situation and are then asked to make decisions that will best s
uit in the favor of the company. And then the system provides the feedback about
the impact of their decisions. Following are the benefits of Business Games: Le
adership Skills Management Skills Quality Tools Principles & Concepts Total Qual
ity Principles Solves Complex Problems

Case Studies: Case Studies try to simulate decision making situation that traine
es may find at their work place. It reflects the situations and complex problems
faced by managers, staff, HR, CEO, etc. The objective of the case study method
is to get trainees to apply known concepts and ideologies and ascertain new ones
. The case study method emphasize on approach to see a particular problem rather
than a solution. Their solutions are not as important as the understanding of a
dvantages and disadvantages. Internship: An intern is recruited to perform a spe
cific time-bound jobs or projects during their education. It may consist a part
of their educational courses. Experiential Learning Experiential learning is a p
rocess through which students develop knowledge, skills, and values from direct
experiences outside a traditional academic setting. Experiential learning encomp
asses a variety of activities including internships, service learning, undergrad
uate research, study abroad, and other creative and professional work experience
s. Vestibule Based Training: This training method attempt to duplicate on-the-jo
b-situation in a company classroom. It is a classroom training that is often imp
orted with the help of the equipment and machines, which are identical with thos
e in use in the place of work. This technique enables the trainees to concentrat
e on learning new skill rather than on performing on actual job. This type of tr
aining is efficient to train semi-skilled personnel, particularly when many empl
oyees have to be trained for the same kind of work at the same time.
Films & Video presentations:

o Content for the training experience comes primarily from a videotape or comput
er-based program. o Interest of the audience can be maintained by showing them a
udio-visuals o This is the easy method of training and trainee can quickly obser
ve the content.
TRAINING DESIGN PROCESS

Conducting Needs Assesment


Ensuring Employees Readinessfor Training
Creating a Learning Environment
Developing an Evaluation Plan
Ensuring Transfer of Training
Select Training Method
Monitor and Evaluate the Program
Assessment of Training Needs:

Training need identification is a tool utilized to identify what educational cou


rses or activities should be provided to employees to improve their work product
ivity. Here the focus should be placed on needs as opposed to desires of the emp
loyees for a constructive outcome. In order to emphasize the importance of train
ing need identification we can focus on the following areas:
To pinpoint if training will make a difference in productivity and the bottom li
ne. To decide what specific training each employee needs and what will improve h
is or her job performance.

To differentiate between the need for training and organizational issues and bri
ng about a match between individual aspirations and organizational goals.
Identification of training needs (TNI), if done properly, provides the basis on
which all other training activities can be considered. Also requiring careful th
ought and analysis, it is a process that needs to be carried out with sensitivit
y as people s learning is important to them, and the reputation of the organizat
ion is also at stake. Identification of training needs is important from both th
e organizational point of view as well as from an individual s point of view. Fr
om an organizations point of view it is important because an organization has obj
ectives that it wants to achieve for the benefit of all stakeholders or members,
including owners, employees, customers, suppliers, and neighbours. These object
ives can be achieved only through harnessing the abilities of its people, releas
ing potential and maximizing opportunities for development. Therefore people mus
t know what they need to learn in order to achieve organizational goals. Similar
ly if seen from an individual s point of view, people have aspirations, they wan
t to develop and in order to learn and use new abilities, and people need approp
riate opportunities, resources, and conditions. Therefore, to meet people s aspi
rations, the organization must provide effective and attractive learning resourc
es and conditions. And it is also important to see that there is a suitable matc
h between achieving organizational goals and providing attractive learning oppor
tunities.
Identification of training needs can be done at three levels to ascertain three
kinds of needs: -

Organizational Needs
Personal Needs
Individual Needs
Individual Needs
Job Needs
Demographic Needs
Group Needs
1. Organizational Needs
These concern the performance of the organization as a whole. Here identificatio
n of training needs is done to find out whether the organization is meeting its
current performance standards and objectives and if not, exploring ways in which
training or learning might help it to do so. Sometimes organizational training
needs are also identified when the organization decides that it has to adopt a m
ajor new strategy, create a new product or service, undergo a large-scale change
program, or develop significant new relationships, such as joining with others
to form new partnerships.
2. Group Needs Since working in groups and teams have become very much prevalent
in today s corporate world that is why nowadays there is increased emphasis giv
en on team effectiveness and team performance. Therefore training needs are nowa
days even identified at the group level. Training needs here are concerned basic
ally with the performance of a particular group, which may be a team, department
, function, sub-unit, or so on. Information about the performance of the group m
ay identify areas of training need - which, again, may be further utilized for t
raining or other interventions. It is used to find out how efficiently a particu
lar team or group goes about its business and meets its current objectives.

3. Individual Needs These concern the performance of one or more individuals (as
individuals, rather than as members of a group). Here identification of trainin
g needs is about finding out to what extent individuals need to learn or be trai
ned in order to bring their current performance up to the required level as a re
sult of changes in methods and processes that call for new competencies and skil
ls. It also sees to it that there is continuous improvement initiative taken by
them. Moreover it also helps to find out whether individuals are comfortable in
working across boundaries, with people from different backgrounds and different
perspectives. This is especially important because there is so much work force d
iversity observed today in organizations that it has become impossible to retain
workforce, which is not flexible enough to accommodate such changes into their
daily work schedule.
Methods used in Training Needs Assessment:

Training needs are identified on the basis of organizational analysis, job analy
sis and manpower analysis. Training programme, training methods and course conte
nt are to be planned on the basis of training needs. Training Needs are those as
pects necessary to perform the job in an organization in which employee is lacki
ng attitude/aptitude, knowledge and skills.
Group or Organizational Analysis Organizational goals & objectives Personnel/ski
lls inventories Organizational climate Efficiency indices Exit Interviews MBO or
work planning systems Quality circles Customer survey/satisfaction data
Individual Analysis Performance appraisal Work Sampling Interviews Questionnaire
s Attitude survey Training progress Rating scales Observation of behavior
OBJECTIVE OF THE STUDY
To study various methods of training as well as development programme

To study the process of Training & Development at Rashtriya Chemicals & Fertiliz
ers Limited
To understand the scheduling of Training programme To study effectiv
eness of training at Rashtriya Chemicals & Fertilizers Limited Mumbai city.
Dete
rmine the employees attitude toward the training programme To study the employee
s opinion on the training and development at Rashtriya Chemicals & Fertilizers L
imited.
SCOPE OF THE STUDY

The scope of the study will be covered in depth, the various training practices,
modules, formats being followed and is limited to the company Rashtriya Chemica
ls & Fertilizers Ltd. and its employees.
I would get an opportunity to observe t
he different training programmes incorporated/facilitated in RCF through its fac
ulties, outside agencies or professional groups.
TRAINING & DEVELOPMENT AT RCF LTD.

T & D Department: Human Resource Development (HRD) is of paramount importance to


our company. Continuous grooming of managers and workers provides them with emp
owerment and motivation to achieve excellence. Our HRD department has establishe
d training institute & CMDC for this purpose. The HRD Training Institute at Trom
bay was Inaugurated on 25th August 1967. Corporate Management Development Center
was established in 1978. TheTraining Institute at Thal was established in 1980.
About HRD Center: o The HRD center at Trombay was inaugurated on 25th Aug. 1967
o Corporate Management Development center was established in 1978 o Training cen
ter at Thal was established in 1980 o Since inception we are continuously strivi
ng to achieve higher levels of excellence by Modernizing and upgrading the techn
ology Updating the knowledge base Developing multiple skills Shaping up mind set
Enhancing employee involvement

RCF HRD has:


International Reputation Rich Experience & Expertise Result Orient
d approach Judicious exposure to concepts and practices All services under one r
oof Excellent Infrastructure Excellent Quality
Broad classification of training, for whom RCF conducts training: Internal Clien
ts:

Primarily the training- learning initiatives are designed and implemented for em
ployees of RCF across all levels (Trombay, Thal and Marketing Employees) Externa
l Clients: o Farmers and dealers of fertilizers products (countrywide) through e
xclusive set ups at two locations in Maharashtra. o Industrial Organizations (Em
ployees of PSUs & Private companies) o Educational institutions (staff and stude
nts of technical and management institutions) o RCF conducts certification progr
ammes on Safe Transportation Of Hazardous Goods by Road for Tanker drivers approve
d by Government of Maharashtra. Certificate issued by RCF Ltd. endorsed by compe
tent RTO authority. Clients under Apprenticeship Act, 1961 for employability bui
lding: About 60 apprentices are trained every year as per the act requirement in
the trades viz.attendant Operator (Chemical Plant), Instrument Mechanic (Chemic
al Plant) and Electrician. About 67 Engineers and diploma trainees are trained e
very year in their areas of specialization.
Training Institute, Trombay:
With continuous up gradation of training facilities and equipments as required d
ue to technological changes/up gradation of plant processes, this institute has
now developed into a full-fledged modern training complex and is recognized as o
ne of the best training establishments in the country.
While fulfilling the requirements of RCF, this institute has been making special
efforts of transcending the knowledge, expertise and resources to other organiz
ations and educational institutions, thereby earning substantial revenue to lead
the function as a profit center.
Core Strengths -

To develop and strengthen Technical & Managerial competencies of Human Resource


on continuous basis to meet organizational objectives. To enhance employability
of youth by imparting knowledge & skills specified under Apprenticeship Act To p
rovide support for organizational development interventions such as Quality Circ
le, IMS and other productivity improvement schemes.
Highlights of Training Activities RCF, training institute has provided training facilities to many since its incep
tion in year 1967. During April 2011 Dec 2011, they have conducted 156 programme
s covering about 3514 participants. Over 555 participants from outside national
/ international organizations (like MATIX Fertilizers & Chemicals, BPCL and many
more) have undergone training in RCF. We have imparted training to almost 2799
engineering students of different streams from various institutes all over India
during this period.
Training Programmes:
Development Technical Programs Conducting short-term In-hou
se technical, supervisory development programmes of varying duration for all cat
egories and all level of our own employees in instrumentation, chemical, mechani
cal, and electrical.

Outside Organization & Institutions We are also organizing tailor made training
programmes for other industries in our Training Institute. In addition to this,
we give in-plant training/project guidance facilities to engineering graduates /
diploma holders from the colleges all over the country.

Management Development : We develop and strengthen Managerial competencies of Hu


man Resource on continuous basis to meet organizational objectives in our Corpor
ate Management Development Centre (CMDC)

Apprentice : For newly recruited apprentices at the operator/technician, supervi


sory and junior executive level rigorous training is given. Almost all the manpo
wer needed for the organization is met by recruiting fresh persons and subjectin
g them to pass through this training phase.
Variety of Training methodology used: o Simulation o Hands-on-tarining o Role Pl
ays o Case Studies o Experiential Learning o Open Forum o Panel discussion o Gam
es o Exercise o Psychological Tests o Outbound activities o Presentations o Part
icipative activities (Group discussions, small group activity) o Executive Coach
ing o Individual / group counseling o CBTs / VBTs o Films o Reading Material Sup
port o Intranet circulation

o Book Reading assignments o Meetings o Cultural Activities o Shop floor activit


ies
Training Institute Infrastructure With continuous up gradation of training facil
ities and equipments as required due to technological changes/up gradation of pl
ant processes, this institute has now developed into a full-fledged modern train
ing complex and is recognized as one of the best training establishments in the
country. Training Institute has air conditioned assembly Hall with high back cha
irs, latest audio video facilities for a capacity of 150 people. Training Instit
ute at Trombay has excellent classrooms, drawing halls & A/C conference Halls wi
th latest Audio visuals, furniture , to create An ambience conducive to learning
.
Library with on-line access to books, journals, magazines: The training institut
e possesses on-line library which has got more than 17000 books on Engineering,
Technology and Management subjects. The library subscribes to about 40 journals
and can accommodate about 50 readers at a time. They have internet facility for
Library. Library Management system which gives an access to users for books, jou
rnals, technical magazines through intranet as well as internet. Workshop to pro
vide training to the following trades:

Fitting Welding Machine shop Maintenance shop


Laboratories for regular training as well as for need based training to outside
organizations & institutes:
Physics Lab Chemistry Lab Chemical Engineering Lab E
lectrical Engineering Lab Instrumentation Lab Computer Lab
Hostel: In order to accommodate various apprentices under training, the Institut
e possesses two hostels with a total capacity to accommodate more than 150 appre
ntices. Some of the rooms are reserved for other industries who come to attend v
arious development programmes. In addition they have got a Sport Complex coverin
g 7 acres where in door facilities are available to the trainees to play cricket
, hockey, foot-ball, etc. and develop their physique.

Training & Development Process and Other Information: In Rashtriya Chemicals & F
ertilizers Limited Training & Development has given due importance. They have se
parate institute of Training in Chembur inside factory plant. They feel training
is must for every organization to reach its goals in the current dynamic corpor
ate world. They conduct special session for feedback after every Training Progra
mm to understand & analyse the effectiveness of the training imparted. Feedback
is not only meant for participants but the faculties are also ask to give feedba
ck. To be an effective RCF follow some of the excellent training practices which
comes under the purview of IMS.

We RCF conduct various training activites inside the institute. For freshers the
y conduct Induction Programm giving inputs about the organization and its differ
ent areas. For management trainees they conduct intensive job specific training
depending upon the educational background and also in the area where he is poste
d. They also conduct various training in mechanical & electrical area as per the
requirement from the employees end at the plant. RCF provides training at all l
evels in the hierarchy. They majorly provide training to middle & low level empl
oyees in their area of working. For higher level employees they have some develo
pment programms in Behavioral area. All employees of RCF are obliged to undertak
e training as per requirement of the job. There are some training programs which
are specialy for Vacational Trainees. And certain program like industrial visit
, role play, case study are specially conducted for college students. For analyz
ing the effective or impact RCF conducts some quizz based session after the trai
ning session along with the feedback. Training schedule is prepared for the peri
od of one year. Training center recives training needs from different plants and
according to it they prepare training calendar. They also arrange other trainin
g program apart from those which are mentioned in the training calendar. Other t
rainings are conducted because of the introduction of new machinery or change of
technology. RCF has their own trainers at training institute. Sometimes they ca
ll faculties from outside for certain different areas. For technical & mechanica
l training they usualy cal faulties from plant. Apart from training institute th
ey have Corporate Management Development Center (CMDC) at Admin Building, Chembu
r. The CMDC deals with Development programme for top level managers & other high
er level authorities. For the calendar year 2012-2013 they have planned 10-15 Le
adership Development Programs for top managent. Till the time they have conducte
d development programs like Quality Circle Traininh, Six Sigma Training, Leaders
hip Development program, Management Development Program for Management Trainee,
programs in SAP etc.

Work flow for Training & Development:

Preparation of Training Need requirement format


Training Need requirement sent to various plants
Receipt of training needs from various plants
Analysis - Training Needs
Designing of Training Program calendar
Training calendar sent to all HODs Implementation of Training Programs according
to the Training Program Schedule Conduction of Pre-test & post-test during the
training programs Analysis of the Test to calculate improvement
Feedback at the end of training program
Feedback Analysis Post training Feedback of each participant taken after 3 month
s of each training program Post training Feedback Analysis to check for Developm
ent
RESEARCH METHODOLOGY

Title of the study: Training & Development at Rashtriya Chemicals & Fertilizers
Limited A Study Type of Research: Exploratory Research Time of Research: Researc
h time is 45 days in Rashtriya Chemicals & Fertilizers Limited Data source: Prim
ary Sources The primary data is collected by means of structured questionnaire a
long with personal interviews. Secondary Sources The secondary data is collected
by means of the documentary sources such as: o Company Records o Company websit
e o Company Magazine o Journals o Booklets o Articles Universe: The management t
rainees taken training at RCF Sample Size: The sample is taken of 20 employees o
f RCF Sample Method: Judgment samples are taken through Non-probabilistic sampli
ng method

Data Collection Tool: Structured questionnaire involving close-ended questions a


s well as took interviews of top management people at training institute.
LIMITATIONS OF THE STUDY

Time constraint is one of the limitation


Study is limited to only 20 employees o
f RCF
The accuracy of the analysis and conclusion drawn entirely depends upon th
e reliability of the information provided by the employees.
The time duration fo
r the project is limited to eight weeks so it was difficult to analyse the train
ings needs at micro level.
ANALYSIS & INTERPRETATION
1) How many training programmes you have attended?

No. of Training Attended


5% 5% 10% 2 to 4 5 to 8
8 to 10
15% 65% More than 10 None
From the above pie chart we can clearly see that everyone has attended training
programme. Out of 20 employees 13 has attended at least 2 to 4 trainings.
2) Which type of training you were given?
Training Method
5%
On-the Job 35%
50%
off-the Job Both None
10%
Out of 20 employees 10 employees are given on-the job training, some of them hav
e attended both on-the job and off-the job training. Two employees have attended
off-the job training. Only one employee not given any of the training as he is
a new trainee.
3) Which training you have attended?

5%
Training Attended
5% 15% Induction training Apprentice Training
15% 0%
10%
Technical Training Mechanical Training a and b
20% 30%
a and c a and d None
From the above diagram it is clear that only one yet not attended any training.
Otherwise all of them have attended Induction Training as well as Apprentice or
technical or mechanical training along with it.
4) What do you think which type of following training method is most effective t
o achieve learning goals?
Effective method of Training
10% 20% Classroom Training Audio-video Training
10%
40% 15% 5%
Lectures Role Play Laboratory Training On-Line Training
Out of 20 trainees 40% thinks that Laboratory Training is effective as they have
to work in plant so laboratory training will be safe and advantageous to them.
4 of them says classroom training is effective. 5) Do you think training is effe
ctive for your growth?

Effectiveness of Training
5% 0% 0%
Strongly Agree Agree 35% 60% Neutral Disagree Strongly Disagree
60% of trainees strongly agree on the point that the training is very effective
for there growth, 7 of them agree on the same. Only trainee is neutral on this p
oint may be he has face some situation which directed him to be neural.
6) Does training programme increase the chance of promotion?
Chance of Promotion
5% 5% Strongly agree 0%
Agree
30% 60% Neutral Disagree Strongly disagree
Out of 20 trainees 60% are strongly agree on the point that training increases c
hances of promotion as we get to know the job very well and gets hand full of ex
perience. We can say that almost 18 says it increases chance of promotion. Only
two are of different opinions may be because of some past experiences.
7) Does training programme improves efficiency at work?

Efficiency at Work
0% 0% Strongly Agree Agree Neutral Disagree Strongly Disagree 75%
25%
Above diagram clearly depicts that all the 20 trainees says that training improv
es the efficiency at work to be done as we get idea of doing the job.
8) Training needs are identified accurately?
Need Identification
10% Strongly Agree Agree 20% 45% Neutral Disagree 10% 15% Strongly Disagree
From the above chart it is clear that 12 employees says that the organization ac
curately identify the need of training. 8 are of different opinion that they eit
her disagree or selects to be neutral.

9) Are you satisfied with the current training & Development programme of the or
ganization?
Satisfaction Level
5% 15% 40% 5% Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfie
d 35%
This question talks about the satisfaction level of trainees for the trainings g
iven by RCF. It is clearly mentioned in the pie-chart that 40% are highly satisf
ied and 35% are satisfied with the training programme. Here also there is one pe
rson who chooses to be neutral and remaining says that they are not satisfied up
to the mark. Overall we can say that the trainings taken at RCF are usefull for
their employees as it brings specialization of work and inturn productivity can
be achieved.
SUGGESTIONS

Importance of the training must enlightened among the new comers and inexperienc
ed workers.
The trainee can be motivated to use the programs more effectively in
developing others.
Different methods can be adopted in a single program to main
tain participation of workers. Create a system to evaluate the development of tr
aining.
The efforts should be taken to motivate employees for participating in t
he training programs.
Innovative training techniques should be adopted to improv
e the effectiveness of training programs and to keep the interests of the partic
ipants intact. If possible multiple training techniques should be used.
The trai
nee should be provided with personal assistance when he encounters any obstacle
in the learning process. As the trainee acquires new knowledge, skills, or attit
udes and applies them in job situations, he should be significantly recognized a
nd rewarded for the same.
The trainee should be provided with regular feedback o
f his progress in training and implementation of newly acquired skills.
Training
ROI should be calculated to understand what cost company is incurring for an em
ployee and what the result in terms of productivity and profitability for the or
ganization.
CONCLUSIONS

This study was a learning experience for me and I came to know the training and
development programs in Rashtriya Chemicals & Fertilizers Ltd. was positive in r
esponse but still motivation is needed for employees to attend more & more train
ing programs in the organization as well as outside the organization. Employee s
hould know their strength & weakness so that they can work on it & improve their
knowledge & skills for the betterment of their organization. It is found that t
raining plays a crucial role in not only the development of employees but also a
chieving the overall organizational goals. Through the project work I came to kn
ow that employees of RCF Ltd are very satisfied by the training provided to them
and strongly agreed that after training their confidence, knowledge & skills ha
s developed a lot & it inturn resulted in their remarkable improvement in perfor
mance. In the last but not the least I conclude that all the training and develo
pment programs of company are highly effective & beneficial to the employees in
giving their best contribution to their personal growth & development as well to
meet the organizational objective.
BIBLIOGRAPHY & WEBLIOGRAPHY
Human Resources Management

- Aswathappa
Personnel and Human Resource Management
Human Resource Development
- U. B. Singh
Human Resource Training - Biswajeet pattanayak Employee Training a
nd Development -Raymond A. Noe Trombay Process & Services by RCF
www.indianbusin
ess.nic.in www.economywatch.com
www.moneycontrol.com www.indiainfoline.com
http:
//fert.nic.in/ traininganddevelopment.naukrihub.com P. Subba Rao
QUESTIONNAIRE
Name : _______________________________________________

Designation : ___________________________________________
1. How many training programs you have attended? a. 2 to 4 b. 5 to 8 c. 8 to 10
d. More than 10 e. None
2. Which type of training you were given? a. On-the-job Training b. Off-the-job
Training c. Both d. None
3. Which training you have attended? a. Induction Training b. Apprentice Trainin
g c. Technical Training d. Mechanical Training e. a & b f. a & c g. a & d h. Non
e
4. What you think which type of following training method is most effective to a
chieve learning goals? a. Classroom Training b. Audio-video Training

c. Lectures d. Role play e. Laboratory Training f. On-line training


5. Do you think training is effective for your growth? a. Strongly agree b. Agre
e c. Neutral d. Disagree e. Strongly disagree
6. Does training programme increases the chance of promotion? a. Strongly agree
b. Agree c. Neutral d. Disagree e. Strongly disagree
7. Does training programme improves the efficiency at work? a. Strongly agree b.
Agree c. Neutral d. Disagree e. Strongly disagree
8. Training needs are identified accurately? a. Strongly agree b. Agree c. Neutr
al

d. Disagree e. Strongly disagree


9. Are you satisfied with the current Training and Development Program of the or
ganization? a. Strongly agree b. Agree c. Neutral d. Disagree e. Strongly disagr
ee