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A STUDY ON

TRAINING AND DEVELOPMENT IN


STEEL AND INDUSTRIAL FORGING LTD. ATHANI, THRISSUR
Project Report submitted to the department of commerce,

Sadanam kumaran college, Pathiripala ,in partial fulfillment

of the requirements for the award of the degree of

BACHELOR OF COMMERCE
From the university of Calicut

Submitted by

SHIJI.K.G
Reg. No. DLAPBCM004
Under the guidance of

RESHMA.K
Assistant Professor, Department of Commerce
Sadanam Kumaran College, Pathiripala

DEPARTMENT OF COMMERCE
SADANAM KUMARAN COLLEGE, PATHIRIPALA
2015-2018
SADANAM KUMARAN COLLEGE, PATHIRIPALA

DEPARTMENT OF COMMERCE

CERTIFICATE FROM THE DEPARTMENT


This is certify that the project report entitled “ A Study on Training and
Development in Steel And Industrial Forging LTD. Athani , Thrissur ” is a genuine
work done by SHIJI.K.G ,Reg. NO.DLAPBCM004 in partial fulfillment of the requirement
for the award of the Degree of business Administration from the University of Calicut during
the period 2015-16 under the guidance and supervision MRS.RESHMA.K, Assistant
professor, Department of Commerce , Sadanam Kumaran College, Pathiripala.

Place : Prof .M . Geetha Nayar

Date : principal,

Sadanam Kumaran College,

Pathiripala

External Examiner :
SADANAM KUMARAN COLLEGE, PATHIRIPALA

DEPARTMENT OF COMMERCE

CERTIFICATE FROM THE SUPERVISING TEACHER

This is certify that the project report entitled “ A Study on Training and
Development in Steel And Industrial Forging LTD. Athani , Thrissur ” is a genuine
work done by SHIJI.K.G ,Reg. NO.DLAPBCM004 in partial fulfillment of the requirement
for the award of the Degree of Bachelor of Business Administration from the university of
Calicut during the period 2015-2018 under my supervision and guidance.

Place: Smt. RESHMA.K


Date : Assistant Professor
Department of Commerce

Sadanam Kumaran College,

Pathiripala
DECLARATION
I,SHIJI.K.G , Reg.No.DLAPBCM004 Sixth semester B.COM student of
Sadanam Kumaran College, Pathiripala, here by declare that the project titled “ A study on
Training and Development in Steel And Industrial, Athani ,Thrissur” is an authentic
record of work done by me , under the guidance of Smt. RESHMA.K ,faculty in commerce
,sadanam kumaran college, pathiripala.

The facts and figures record in the project are true to the best of my knowledge and I
submit this project with confidence to the requirement of B.COM Degree course.

I also declare that no one submitted this project fully or partly for the award of any
degree ,diploma or other similar title of recognition.

Place : SHIJI.K.G

Date : Reg. No.DLAPBCM004

Sixth semester B.COM

Sadanam Kumaran College,

Pathiripala
ACKNOWLEDGEMENT
I am thankful to the almightly , without his grace this project could not have been done
successfully .

We would like to express our sincere gratitude to Mr. Ravikumar , the Director ,
Sadanam Kumaran College , Pathiripala .

I express my sincere thanks to professor M.Geetha Nayar , Principle of Sadanam


Kumaran College , Pathiripala for providing me the opportunity to do the project successfully
.

I express my heartfelt gratitude to Mrs. Reshma.K ,HOD of Department of Commerce.

I extent my heartfelt thanks to my respected guide Smt. Reshma.K , Lecture in commerce


, Sadanam Kumaran College Pathiripala for his scholarly guidance, valuable advise and
constant encouragement through out this project.

I express my gratitude to the management and the staff of Steel And Industrial Forging
.LTD ,Atani ,Thrissur .

I would like to express my sincere thanks to my teachers and friends for their co-
operation in completing the project.

Place: SHIJI.K.G

Date : Reg.No. DLAPBCM004


Sixth semester B.COM

Sadanam Kumaran College, Pathiripala

CONTENTS
CHAPTER NO TITLE PAGE NO

1. INTRODUCTION

2. THEORETICAL FRAMEWORK

3. INDUSTRY AND COMPANY


PROFILE
4. DATA ANALYSIS AND
INTERPRETATION
5. FINDINGS, SUGGESTIONS AND
CONCLUSION
ANNEXURE

BIBLIOGRAPHY

LIST OF TABLES
TABLE NO TITLE PAGE NO

Table showing the year of working of employees for


4.1 this company

Table showing employees opinion regarding


4.2 whether the training helps to increase the
motivation level of employees
Table showing the training programs that helps to
4.3 increase the productivity

Table showing to whom the training is given more in


4.4 organization

Table showing how often is the training programs


4.5 are conducted in the organization

Table showing employees opinion regarding


4.6 whether the training program help to improve
employee-employer relationship
Table showing the duration given for the training
4.7

Table showing the importance of training


4.8

Table showing the number of training programs


4.9 attended by the employee in a year

Table showing the opinion about present training


4.10 system

Table showing employees satisfaction level


4.11 regarding the physical organization of training at the
workplace

Table showing employees expectation from the


4.12 training and development programmes to make
their carrier aspiration to come true.
Table showing whether the employees get any
4.13 compensation during the period of training

Table showing the ideal time required to evaluate


4.14 training

4.15 Table showing various type of training program


given by the organization

LIST OF CHARTS
CHART NO TITLE PAGE NO

Components of training
2.13

Organizational structure
3.8

Chart showing the year of working of employees


4.1 for this company

Chart showing employees opinion regarding


4.2 whether the training helps to increase the
motivation level of employees
Chart showing the training programs that helps
4.3 to increase the productivity

Chart showing to whom the training is given


4.4 more in organization

Chart showing how often is the training


4.5 programs are conducted in the organization

Chart showing employees opinion regarding


4.6 whether the training program help to improve
employee-employer relationship
Chart showing the duration given for the
4.7 training

Chart showing the importance of training


4.8
Chart showing the number of training programs
4.9 attended by the employee in a year

Chart showing the opinion about present


4.10 training system

Chart showing employees satisfaction level


regarding the physical organization of training at
4.11 the workplace

Chart showing employees expectation from the


4.12 training and development programmes to make
their carrier aspiration to come true.
Chart showing whether the employees get any
4.13 compensation during the period of training

Chart showing the ideal time required to


4.14 evaluate training

4.15 Chart showing various type of training program


given by the organisation
CHAPTER-1
INTRODUCTION
1.1 INTRODUCTION
The human resources of an organization consist of all people who perform its activities.
Human Resource Management concern the personnel policies and managerial practices and
systems that influence the work force . One of the major activities of human resource
management is reward systems benefits and compliance that include safety program
,health, or disciplinary procedures ,compensation administration , wage or salary
administration , insurance benefits administration , unemployment compensation
administration ,pension or profit sharing plans etc……..

Training can be introduced simply as a process of assisting a person for enhancing his
efficiency and effectiveness to a particular work area by getting more knowledge and
practices . Also training is important to establish specific skills , abilities and knowledge to an
employee . For an organization , training and development are important as well as
organizational growth , because the organizational growth and profit are also dependent on
training . But training is not a core of organizational development . It is a function of
organizational development.

Training is different form education particularly formal education .


The education is concerned mainly with enhancement of knowledge , but the aims of
training are increasing knowledge while changing attitudes and competences in good
manner . Basically the education is formulated with in the framework and to syllabus , but
the training is not frame and as well as syllabus . it may differ from one employee to another
, one group to another , even the group in the same class . The reason for that can be
mentioned as differences of attitudes and skills from one person to another.

IN the field of HRM training and development is the field concern with
organizational activities which are aimed to bettering individual and group performances in
organizational settings . It has been known by many names in the field HRM such as
employee development , human resources development learning and development etc....
training is really developing employees capacities through learning and practicing

Training is the process of increasing knowledge and skills for doing a


particular job . It is an organized procedure by which people learning knowledge and skills
for a definite purpose . In other words training is a systematic program of the organization
which aims at in increasing the attitudes , skills and abilities of the workers to perform
specific job . By training the employee can be acquire new manipulative skills , technical
knowledge , problem solving activities etc….

The main purpose of training is to bridge the gap between job


requirements and present competence of an employee . The selected persons get the
appointment order and then he joins in the organization to perform the job . He is new in
the organization to perform the job . He is new in the organization . he is not fully capable of
performing the task efficiently and successfully proper training should be provided to him to
perform the task effectively .

In the modern world of technological changes , the need for training is being
increasingly recognized so as to keep the employees in touch with new developments . Every
concern has a systematic training program . Training refers to the process of imparting
specific skills . Development aims to improve the over all personality of an individual . This
term is mostly used on the context of executives only .

1.2 RESEARCH PROBLEM


Management development is aimed at preparing employees for future jobs with the
organization or at concerning . acquiring or sharpening capabilities required performing
various tasks and functions associated with their presents or expected future rules . The
motive behind this study is to understand and learn impact of training and development
programmes on the employees of steel and industrial forging LTD.

1.3REVIEW OF LITERATURE

Department of psychology and institude of molecular biology , university of


Oregon Eugene OR 97403 and sacker institude for developmental psycho biology well
medical college of comell university , New York Ny 10021 august 9,2005 . The arhste
least training effect on different age group . They compared with different type of no training
(control group ) in 4 years old and 6 years children and attention training (experimental
group )

According to casse and Banahan (2007) the different approaches to training


and development need to be explored . It has come to their attention by their own preferred
model and through experience with large organization . The current traditional training
continuously facing the challenges I the selection of the employees in maintaining the
uncertainty related to the purpose and in introducing new tachcs for the environment of
work and by recognized this , they advising on all the problems , which reiterates the
requirements for flexible approach . It is also important some times to join the international
experience for the management development . The international experiences had become a
traditionally essential to the senior management in must of the western multinational
companies , (forster ,2000 ) .

Lanse Randale crucket California museum of science and industry , California


museum foundations , 700 state drivers , los Angels , California 90037 , USA 2008 this
articles science learning is understood as a collective entity , main focus is on learning
activities and on methods .

Barid liayd , grith Darrel iunderson John 2003 . This article focurses on
training and development straleyier require and remodeling due to globalization and fast
moving business . In order to enhances performance with less cost and enveiopment certain
as peers of business .

Dr Sarbith , direction Ape Jay college of engineering , Gargon , India , august


18,2009 . In todays fast moving economy and prevailing uncertainty all around us , the role
of HRD is lot more than just identifying suitable manpower meeting organizational training
needs . Developing peoples full capabilities and managing them well is the heart of any
organization . This articles focus on three un trolling elements for the success of any business
. That is people , time and cost

Paul leuis , hilliam J Rothwell , lindamillar a had osman gani 14/2010 . this
article says that the effective use of human resourses is seen as a perquisite and the training
and development of employees as paramount . The growth of training and development as
academic subject refers its growth in practice .

1.4 OBJECTIVES OF THE STUDY


1.4.1PRIMARY OBJECTIVE
 To study the effectiveness of training and development on employees
performance in steel and industrial forgings LID .

1.4.2SECONDARY OBJECTIVIES
 To know training methods for employees in the organization .
 To analyze whether the quality of training and satisfaction of respondents
related .
 To analyze whether the employees are satisfied with their current training
methods .
 To find out the impact of training program on the employees performance .

1.5METHODOLOGY
1.5.1 SOURCES OF DATA

SECONDARY DATA
The main sources of the secondary data is through the internet and
past records on the research study and materials which have already been further statistical
process .

PRIMARY DATA
The primary data require for research study was collect through
questionnaire . Questionnaires are prepared and personal interview was conducted .

1.5.2 SAMPLING DESIGN


 UNIVERSE
Total number of employees in the organization is 500 this is the population .
 SAMPLE SIZE
We are taking 80 employees sample .

 SAMPLING METHOD
In this study researcher has used simple random sampling method.

1.5.3 TOOLS FOR ANALYSIS


Statistical tools were used to analyze and interpretation of the data . Simple
percentage method is used for analyzing the data .

1.6 SCOPE OF THE STUDY


The research study is entitled to identify the effectiveness of training and
development program at steel and industrial forgings LTD . This study covers employees
working at steel and forging LTD . There were 80 workers to the questionnaire . This
research program helps to know the present condition of the training programs . This
study helps to suggest some measures if necessary to improve training and development
activities . The project is conducted to know the level of knowledge and skill of the
employees and to know the efficiency of the training program as well as satisfaction level
of employees .

1.7 LIMITATIONS
 This study is restricted to steel and industrial forging LTD
 The study is conducted considering the prevailing condition
 There may be error due to bias opinion of the employees

1.8 CHAPTERISATION
CHAPTER-1 INTRODUCTION
It includes introduction , research problem , review of literature objective of the
study , methodology , tools for analysis , scope of the study , limitation of study .

CHAPTER-2 THEORETICAL FRAMEWORK


It included training and development , benefits of training , method of training ,
types of training , Approaches to training needs assessment , objectives of training etc….

CHAPTER-3 INDUSTRY AND COMPANY PROFILE


It includes industry profile , company profile , History of company,Demand of steel
in India etc………..

CHAPTER-4 DATA ANALYSIS AND INTER PRETATIONS


It includes tables and graphs .

CHAPTER-5 FINDINGS , SUGGESTION AND CONCLUSION


It includes findings , suggestions , conclusion and appendix .

REFERENCE.
 Employee training and Development by Raymond Noe,2006.
 Training and Development : Enhancing communication and Leadership skills, book by
Steven .A. Beebe ,Timothy .P. Mottet and K.David Roach, 2012.
 WWW.google.com/training and development
CHAPTER -2
THEORETICAL FRAMEWORK

2.1 INTRODUCTION
The efficiency of an organization depends directly on the capability and talent of its
personnel and how motivated they are. Capability of a person depends on his ability to work
and the type of training he receives. While his personal capability is evaluated trough proper
selection procedure, his training is taken care of by the organization after he has been
employed by the organization.

In the field of human resource management, Training and development is the field concern
with organizational activities which are aimed to bettering individual and group performance
in organizational settings. It has been known by many names in the field human resource
management ,such as employee development Human Resource Development ,learning and
development etc…. Training is really developing employees capacities through learning and
practicing.

2.2 Meaning And Definition


There are three terms which are used in the context of learning; training, development and
education. Often some confusion arises in using the terms training and development. Many
people see both as synonymous but many people differentiate between the two. In fact, all
these three terms can be used along a continuum with training, at one end, education on
another, and development falling in between.

The term 'training' is concerned with imparting specific skills for a particular purpose. The
term development refers broadly to the nature and direction of change induced in
employees through the process of training and education.

According to R C Davies – “ Training may be defined as a process of developing an under


tending of some organized body of facts , rules and methods . This information concern
largely the operative phase of an applied knowledge .”

The purpose of training is to bridge the gab between job requirements and present
competence of an employee.

TRAINING
Training is the formal and systematic modification of behavior through learning
which occurs as a result of education , instruction , development and planned experience .

 It’s a short term process .


 Refers to instruction in technical and mechanical problems .
 Targeted in most cases for non managerial personnel .
 Specific job related purpose .

DEVELOPMENT
Development is any learning activity , which is directed towards future
needs rather than present needs , and which is concerned more with carrer growth
than immediate performance .
 It is a long term educational process .
 Refers to philosophical and theoretical educational concept .
 Managerial personnel .
 General knowledge purpose .

2.3 ADVANTAGES OF TRAINING


 Leads to improved profitability .
 Improves the job knowledge and skills at all levels of the organizations .
 Improves the morals of the workforce .
 Helps create a better corporate image .
 Helps people identify with organizational goals .
 Learns from the trainee .
 It helps to prepare guidelines for work .

2.4 DISADVANTAGES OF TRAINING

 Bad habits passed on

 Offen takes people away from their job for varying periods of time .

 Equips staff to leave for a better job .

 Narrow experience .

2.5 BENEFITS OF TRAINING


 Increased job satisfaction and morals among employees .
 Increased the efficiencies in processes , resuting in financial gain and
competiveness .
 Increased employees motivation .
 Increased capacity to adopt new technologies and methods .
 Reduced employee turnover and absenteeism .
 Increased innovation in strategies and products .
 Enhanced organizational image .
 Improve the quality and quantity of work done .
 Helps organizations to respond to dynamic market conditions and changing
consumer demands .

2.6 PURPOSE OF TRAINING


 To increase productivity and quality .
 To reduce the number of accients .
 To promote versability and adaptability to new methods .
 To reduce labour turnover .
 Training programs are developed with participative input from management ,
supervisors and employees .
 Training facilitates achievements of organization business objective mission .
 Training programs are derived from the organizations overall performance objective
and specific job requirement .
 Training is developed based upon an assessment of the target employees ,
knowledge skill and abilities
 Training meets to individual skill development needs as reflected in an individualized
development plan ( based on each trainees own skill levels and training goals ) .
 Training addresses both occupational skill requirements and the academic or
foundational knowledge , skills and behaviors that underline them .
 Training is reinforced on the job once trained employees return to their workforce .
 Training is tailored to learning needs and style of individual employee or group of
employees .

2.7 NEED FOR TRAINING


Training of employees is essential become work force is invaluable asset to an
organization . It is necessary to provides training both for existing and new employees . It
increase is required on account of the following reasons .

1.NEWLY APPOINTED PERSONS .


After a person is selected and appointed to the position or job for which he
was selected , the next task is to sea that he adjust himself in the job as quickly as
possible . So that may be able to perform the job efficiently and successfully . A new
employee may not be capable to do the job efficiently . He is in need of training to
familiarize with the job and organization .

2.EXISTING EXPERIENCED EMPLOYEES


Sometimes experienced employees with a long service want to improve their
knowledge and skills to perform their job more efficiently . They also need training to
update their knowledge and acquire improved skills to retain and improve their
position in the organization .

3. TECHNOLOGICAL CHANGES
Technological changes are happening at a very speed all over world . New
machines including computers are increasingly used in organization . These fast
changes
require training into new technology .

4. ENVIRONMENTAL CHANGES
Due to globalization and liberalizations new firms are growing with technology
in the field . The existing their position . Apart from this they want to expand , grow and
diversity their products . So the changing environment compels organization to provide
training to employees to me with new changing environment situations .

5.INTERNAL MOBILITY
Employees are transferred from one job to another due to promotion and
transfer . Training is to be provided to employees before they are asked to perform new job .

6.PROBLEMS RELATED WITH PRODUCTION


Frequent accidents , low productivity , higher production cost , high rate labour turn over
absenterism are certain indicators of production problems . To over comes their training is
given to employees .

2.8 METHODS OF TRAINING


Many methods of training are available . The management should select an
appropriate method which is suited to the organizational needs . The following factors taken
into consideration while selecting the method of training .

 Skill required .
 Qualification of candidates .
 Cost of training .
 Period of time available .
 Depth of knowledge required .
 Purpose of training .
 Nature and size of the group to be trained .
 Nature of the job and types of employees .

The following techniques or methods are employee for training .

1.ON THE JOB TRAINING


This is the most effective method of training. Under this method the new
worker is placed on a regular job and training is given by his immediate supervisor at
the working place itself. The trainee learns by observing and actually doing the job.
Hence this type of learning is called learning by doing. On the job training skills that
can be learn relatively in a short time. This method of training proved to be a great
success. The following are the important on the job training methods.
 Coaching : Under this method the supervisor guides or coaches his subordinate
to acquire knowledge and skills. The instructions are given by the supervisor. The
subordinate learns the work by doing.
 Understudy: The subordinate learns through experience and observations. The
trainee work as an assistant to a superior. So the assistant can assume full
responsibility of job held by superior later.
 Job rotation: A trainee is transferred systematic from one job to another . So the
can get experience of different jobs . Its major objectivies is to broaden the back
ground of the trainee in various position of job . This method helps the
employees to be variable in many jobs .

2.OFF THE JOB TRAINING


The type of training is conducted within the company or by external
agencies . It is conducted in the companies class room . Generally government and public
enterprise adopt this method . A class room is arranged inside the premises of the
company . Training programs are carried out in his class room . The employees has to leave
his work place and devote his entire times for training at a place away from his job . Off the
job training includes methods like special course , conferences , case study seminars , role
playing , sensitivity training , lecture , audio visuals , simulation and laboratory training .

 Special courses
Special courses are conducted by an organization with the help of experts .
Experts conduct a series of lectures . There lecture are meant knowledge about
performing special tasks .
 Conferences
Employees in the same organization or different organizations come
together to discuss the various aspects of a particular topic . Experts are delivering
lectures after discussion .
 Case study
In this form of training , a trainee undertakes a case study and learn how
decisions were arrived at in such practical situations . Case studies help in developing
decision making skills . Cases are discussed in a group . Case study helps to develop
power of reasoning , analytical skills , mental capabilities , and finally the decisions
making of an employee . It also increases the trainees power of observation .
 Seminars
A trainee presents a paper on a particular topic . Copies among
participants and it is discussed . This participants are able to learn about the topic
through discussion . Sometimes , experts and specialists are invited to read papers
which are discussed in session .
 Role playing
Here trainee are required to play the role of supervisor . A problem or
work situation is given which they are expected to tackle in that role . It is a very
useful device to change attitudes of trainees .
 Sensitivity training
Groups consisting often to fifteen persons all selected . They can share
their experiences . This type of training is aimed at creating and improving sensitivity
to the feeling of other . It is good technique used to know how others feel . Ones
emotional behavior , action , ideas etc…. If it used carefully , it can be used as a
technique for understanding human relationships .
 Lectures
It is a verbal presentation by an instructor to a large audience . It is an
excellent and economic technique for group training . The lecture is assumed to
posses a considerable depth of knowledge of the subject concerned . New policies ,
changes in policies and practices , rules and regulations, can be communicated by
this method .
 Audio visuals
It includes televisions slides , video films . Overheads etc . These can be
used to provide a wide range of realistic examples of the job condition and situation
in the short period .
 Simulation
It is an attempt to create a realistic decision making for the trainee . For
examples , training to astronauts is done in an artificially created situation which is
the same as they would face in space .
 Laboratory training
It is a group training technique . It is useful to improve mutual
understanding , human relationship and interpersonal skills . It involves sharing of
experiences and examination of behaviour , feeling and reaction on them .

3.VESTIBULE TRAING
This is another type of training which is adopted when large number
of persons are to be trained within a short span of time . A special area or a room is set aside
from the main production area . This room is equipped with furnishings similar to those
found in actual workplace . The trainee is permitted to learn and work at this place .

4.APPRENTICE TRAINING
Candidates are selected and appointed as trainee or apprentices . The
selected persons work under experienced workers or supervisors who give guidance and
help while doing the job . The apprentices will get stipend during the training period . They
are offered jobs after completion of training successfully .
5.CLASS ROOM TRAINING
Under this method , training is provided in organizations class room ,
or in educational institution lectures , case studies , group discussion and audio visual aids
are used to explain knowledge and skills to trainees .

6.LEARNER TRAINING
Learners are those persons who are selected for semi skilled job and
they lack even the basic knowledge of industrial engineering . First they are given education
in vocational schools . Then they are allowed to learn operation of machines .

7.INTERNSHIP TRAINING
It is a joint programme of training conducted by educational institution
and business firm . Selected candidates carry on regular studies in an educational
institution . The business firm provide practical training to them in factory to acquire
practical knowledge and skills .

8.COMPUTER BASED TRAINING ( CBT )


This type of training is very popular now . Computers can be used to
provide training to the employees . The training packages are developed to suit the
requirements of trainee . The concept behind CBT is that it allows individuals to participate
in training when and where it is needed .

9.E LEARNING – TRAINING ON LINE


Internet is used to conduct training on line . World wide web is utilized by
management for distributing training to employees located in different location of jobs . If
the employees have no computers , the organizations provide computers to them .

2.9 PROCESS OF TRAINING


The training process involves the following steps .

1.Assessment of training needs


A training programme is launched only after the training needs are assessed clearly
and specifically . The needs are identified through an analysis of the entire organization . Its
operation and human resources available . Training needs are identified through the
following types of analysis .
I. Organizational analysis
II. Operations analysis
III. Man analysis

2.Training and development objectives


Once training needs are assessed . Training and development goals or objectives
must be established . without a clearest of goal ,it is not possible to design a training and
development programme .The main objectives of training are:

 To provide basic knowledge and skills required to perform a specific task.


 To provide latest concepts ,information and techniques to employees for performing
efficiently in the present position.
 To built a second line officers by giving training to occupy responsible position in
future.

3.Designing training policy


After deciding the training objectives the next step is to design an appropriate
training policy. It consist of rules and procedures concerned with training .The training policy
should disclose the result expected the type of training needed ,the time and place of
training and the outside agencies to be associated with training.

4. Designing training programme


Once objectives and policy of training is determined, the next step is to design an
appropriate training programme.

5.Fixing the responsibility of training


The whole organization is involved to conduct training programme as stated
below.

 The top management frames the basic training policy and approves the training
programmes and budgets.
 Instructional programmes are planned and evaluated by personal departments.
 The various development plane are implemented by line supervisor.
 The participants are required to provide feedback,revision and suggestions for
improvement of programmes.

6. Selection of training
The number and type of employees who are in need of training is to be
selected. It may be new or old employees unskilled or semi skilled employees ,supervisors or
executives. Various types of training should be designed according to the type of persons
trained.

7.Preparation of training
Preparation of training consist of two stages.

 Preparation of the training.


 Preparation of trainees.

8. Selection of training method


Suitable training method should be ascertained with the advice of
personal manager and top executives.

9.Designing the training course


It includes the following aspects:

 Deciding the contents of training.


 Designing the support materials for training like study notes, case studies
,pamphlets ,charts etc…
 Preparation of budgets for alterative training package.

10.Rules for conducting Training


This is the next step in conducting the training . The following rules should be
observed while imparting training.

 The trainers must prepare a time table of training.


 Every trainee should be personally cared.
 ‘Work’ should be clearly defined.
 Work should be clearly and slowly taught.
 Workers are to be allowed to work . He should be helped to do work by removing
mistakes and doubts.

11. Presentation
The trainer tells demonstrates and illustrates in order to provide the new knowledge and
operations. He should explain every point clearly. Key points should be stressed .Audio visual
aids can also be used to demonstrate and illustrate.

12.Examination of the performance


Trainees are asked to do each job slowly . If he make mistakes , it should be corrected.
If necessary instruction may be repeated till the trainer learns. The trainee should repeat the
work till he become competitive to performs the job without assistance.

13. Follows up
The effectiveness of training programme is to be verified. The feedback generated through
follow up will help to reveal the errors or mistakes done. It will also help in designing future
training programmes.

2.10 Responsibilities For Training


 Top management frames training process.
 Supervisors implement and apply development procedures.
 Employees provide feedback ,revision and suggestion.

2.11 Types Of Training


The following are the important types of training .

1.Orientation Training
This types of training is provided to new entrants or employees . A new
employee to be introduced in the organization . The information about the location of
various departmental offices , cafeteria , and other facilities are to be given to newly
appointed employees . He is also to be introduced to superiors and subordinates .

He should be given a fall description of the job as he is expected to do . He is


also informed about the policies ,procedures ,rules and regulations. All those are
achieved through an orientation or induction programme. S o an employee obtain the
following information through orientation training.

 History of the organization .


 Products of the company .
 Companies organization structure .
 Location of various department .
 Personnel policies and programmes .
 Employees activities .
 Rules and Regulations .
 Safety measures .
 Standing order .

2.Job Training
This types of training is provided to increase the knowledge and skills of
employee for improving the performance on the job . The works are able to handle
machines , equipments and materials safety and correctly through this type of training .
Such type of training helps to reduce accidents , waste and inefficiency . It involves mainly
two methods namely on the job training and off the job training .

3.Craft Training
Training is given to employees in the different crafts by an experienced
craft man . The learning period is comparatively higher . Apprenticeship training is one of the
methods adopted in craft training .

4. Safety Training
This types of training is provided to minimize accidents and damages to
machinery . It involves giving instructions in the use of safety devices and in safety
consciousness .

5.Promotional Training
In this type of training , training is provided to existing employees to
enable them to occupy higher posts . Potential employees are selected and they give
training before giving promotion .

6.Refresher Training
Wide and quick changes are occurring in the field of technology . The
existing employees are to be equipped with new sopshisticated technology to meet the new
circumstances , Refresher training or re-training programmes are conducted for this purpose
.

Refresher training is designed to revive and refresh knowledge and to


update the skills of existing employees . So it helps to acquired knowledge , latest skills and
refresh knowledge which will enable them to feel more competent to face challenges .

7.Remedial Training
This type of training is arranged to overcome the short coming in the
behaviour and performance of employees . Some employees are following a particular path
which they think correct . To rectify and follow a correct way remedial training is conducted.
2.12 Difference Between Training And Development
 Training is meant for non-managerial personnel . Development is meant for
managerial personnel or executives .
 The purpose of training is to develop specific and job related skills in an individual .
The aim of development is to develop the total personality of an individual .
 Training is a short – term affair . Development is long term educational process .
 Training involves technical and mechanical operation and it is designed for non
managerial personnel . Development involves philosophical and theoretical
educational concept and it is designed for managers .
 Training prepares employees for performing present jobs needs . Development is the
preparation of employees to meet future needs .

2.13 Consultants for Training And Development


Training and development consultant specializes in working with different
organizations seeking to improve their effectiveness . This includes work within divisions of
large corporations . Consultants are experienced in helping executive managers and
employees and develop organizational structures , strategies and systems to improve their
business and individual performance .

Training consultants have specific expertise in improving and aligning


organizations human resources systems . Human resource systems , when effectively aligned
with the organizations objectives and mission , create sustainable competitive advantage .

Consultants for training development renders consulting at four level as


discussed belong .

1.Personal Level
Development at this level includes better understanding of employees .
Self and his role in the organization . It creates an understanding of how personal
behavioural tendencies to problem solving , interpersonal relationships with others and in
fact view of life in general .

Consultants work at the personal level is designed to develop individuals


in the organization in alignment with its objectives and mission . Skill development at the
personal level includes training in such areas as time management , personality
development and business writing and presentation skills .

2.Interpersonal Level
The way individual employees in an organization relate to one another
and to customers can create sustainable competitive advantage . Consultant can help the
organization to create that advantage by developing systems of communication , negotiation
agreements , conflict management , giving and receiving feedback , and handling emotional
situations . These systems of inter personal behaviours and skills help create lasting business
relationship with customers and save time and team the ability to address tough internal
issue effectively .

3.Managerial Level
In addition to personal and interpersonal skills , managers often need
help in clarifying and communicating team missions , goals and structures . consultants
provide manager with expertise in the areas of team development , delegation and
employee involvement employee empowerment , managing performance , coaching and
counseling , mentoring and negotiating inter group agreements .

4.Organisatinal Level
Clarifying and communicating organizational objectives and mission and
alignment its structure and systems with team is critical to organizational success .
Consultans expertise in such areas as performance management , compensation , and
management development systems helps the organization target its effort and create
competitive advantage .

2.14 Components Of Training


Chart No:-1
The components of training are depicted below:-

Insight Motivation Opportunity to


learn

Follow up Opportunity to practice in real world


Chart showing the components of training.

Required components of successful training programmes are :-

1.Insight
The success of training programme depends on the extent to which trainers and trainees
understand the goal of training and openly share feedback. Employees must know what
needs to be developed and hoe to acquire the knowledge and skills they need. This require
employees to understand and analyze their developmental needs and career vision.

2.Motivation
Employees must be willing to invest time and energy to develop themselves . Unless
employees are self motivated to make conscious effort to develop their skills and
competencies , training and development programmes will yield little result . Motivated
employees actively pursur learning to improve their skills and competencies for improving
overall performance . They will invest more time , energy and effort in training and
development programmes if they know that the competencies they will acquire and transfer
to workplace will be appropriately rewarded .

3.Opportunity to learn
The necessary conditions for systematic development of employees must be provided by the
organizations . Learning provides the much needed skills to improve job related
competencies and employees would acquire competencies for enhanced contribution to the
bottom line of the organization without opportunity for learning , employees skills and
competencies will become obsolete .

4.Opportunity to practices in real world


Employees must have opportunities for trying out their new skills at work . Often training
and development programmes are rendered ineffective due to lack of opportunity to
practice the new skills and competencies acquired by employees in the training and
development programmes . A conducive environment at workplace allows employees to
apply new knowledge and skills and further develop and refine them .

5.Follow up
Employees must internalize their new capabilities to actually improve performance and
results . Trainers must conduct follow up studies to examine the degree of transfer of
training skills to job . They should quide employee has difficulty in application of new
knowledge and skills being acquired through training and development programs . Also ,
employees needs to be given positive feedback on progress and improvement made in job
related skills and competencies periodically after training to reinforce continual application
of learning and motivating them to shaspen the skills further .
1.15 Aims Of Training
The main aim of training is to help the organization achieve its objectives by adding
values to its key assets the human resources. Training means investing in human
resources to enable them to perform better and to empower them to make the best use
of their natural abilities. Training and development can be initiated for a variety of resons
for an employee or group of employees. The main aim of training are:-

I. To improve performance on the job for enhanced contribution to organizational


goal and objectives.
II. To facilitate overall professional development of employees for increased job
satisfaction and productivity.
III. To assist organization is succession planning to help an employee be eligible for a
planned change in rules in the organization.
IV. To develop organization specific skills and competencies which is otherwise
scarcely or not at all available in human resource market.
V. To ‘benchmark’ the status of improvement with regard to a performances
improvement effort.
VI. To ‘pilot’ ,or test the operation of a new performance management system.

2.16 Function Of Training

The singular function of training is to produce change. It is the upgrading of persons


skill or the addition of new skills, which in turn can bring about desired change an
agency is seeking .It is important to understand that training is and of itself cannot
motivate a work force however it is an integral part of what is needed to accomplish
the long term goal of the agency.

1.17 Determining Training Need


There are a number of wage to determine the type of training an employee will
need.
 Request from employee-employee usually are the first to recognize the need for
additional training. This can result from the assignment of new task, technological
changes or just a realization that additional training would result in a efficient work
product.
 Change In agency vision or mission agency vision and mission can sometimes change
due to state of federal legislation. Thus employees may be assigned new duties or
position may be restructured.

1.18 Values Of Training


 To faster growth and development
 To aid employees in contributing to the achievement of department goals and agency
mission and vision.
 To provide opportunity for employees to accept greater challenges.
 To bring about the desired changes that can solve a variety of problems.
 To build employees self confidence and commitment.
 To produce a measurable change in performance.

1.19 Training and development objectives


 Training objectives are formed keeping in view companies goal and objectives.
 To prepare the employee (both new and old ) to meet the present as well as
changing requirement of job and organization.
 To impart to the new entrants the basic knowledge and skill needed for the
performance of definite job.
 To assist employees to function more effectively in their present positions by
exposing them to latest concept, information and techniques and developing the skill
set that may need further.
 To develop the potentialities of people for the next level of job.
 To ensure smooth and efficient working of department.
 To improve organizational climate since an endless chain of positive reactions can
result from a well planned training programmes.
 To bridge the gap between “existing performance ability” and “desired performance”.
CHAPTER -3
INDUSTRY AND COMPANY
PROFILE
INDUSTRY PROFILE
3.1 INTRODUCTION
Steel is crucial to the development of any modern economy and is considered to be the
backbone of human civilization. The level of per capita consumption of steel is treated as an
important index of the level of socioeconomic development and living standards of the
people in any country. It is a product of a large and technologically complex industry having
strong forward and backward linkages in terms of material flows and income generation. All
major industrial economies are characterized by the existence of a strong steel industry and
the growth of many of these economies has been largely shaped by the strength of their
steel industries in their initial stages of development. Steel industry was in the vanguard in
the liberalization of the industrial Sector and has made rapid strides since then. The new
Greenfield plants represent the latest in technology. Output has increased, the industry has
moved up i n the value chain and exports have raised consequent to a greater integration
with the global economy. The new plants have also brought about a greater regional
dispersion easing the domestic supply position notably in the western region. At the same
time, the domestic steel industry faces new challenges. Some of these relate to the trade
barriers in developed markets and certain structural problems of the domestic industry
notably due to the high cost of commissioning of new projects. The domestic demand too
has not improved to significant levels. The litmus test of the steel industry will be to
surmount these difficulties and remain globally competitive.

3.2 HISTORY OF STEEL


The story of the State-owned Steel and Industrial Forgings Limited (SIFL) at Athani in Thrissur
district is one of a dramatic turnaround. The sick unit which was referred to the Board for
Industrial and Financial Reconstruction (BIFR) in the mid-1990s is now a profit-making
manufacturer of high-end steel and industrial forgings. SIFL, a subsidiary of Steel Industries
Limited Kerala (SILK), which had an accumulated loss of about Rs.15 crores in 1993-94 has
been making profit almost consistently since 1995 (except in 2000-01). In 2004, the company
made a profit of Rs.1.3 crores. By then it had made an accumulated profit of Rs.25 lakhs
after making up for all the accumulated losses. According to the officials, SIFL had achieved
the turnaround without much additional investments or acquisition of machineries. The
Government made a contribution of Rs.6 crores to Rs.7 crores for arriving at a one-time
settlement with financial institutions under a BIFR revival package. The banks were advised
to reduce the interest rates on loans advanced to SIFL. Interestingly, some other public
sector companies in the forging sector were also accorded similarpackages around the same
time. But not many could make a similar comeback as SIFL did. Their main strength is their
innovative capacity and the dedication of workers. They could develop sophisticated and
high-quality products needed by sectors such as the aviation and the defence. Today SIFL
makes complex and high precision forgings for establishments such as the Indian Space
Research Organisation, Railways, Bharat Heavy Electricals Limited and Bharat Earth Movers,
besides the defence and civil aviation units. Their decision to concentrate on high-value
forgings for the sophisticated industries helped them achieve the turnaround. An increase in
demand for forgings and a hike in their prices also contributed significantly. SIFL now exports
products directly to countries such as Indonesia and Qatar and indirectly to the U.S. and the
U.K. The company's turnover which stood at Rs.16 crores in 2001 doubled to Rs.32 crores in
2004-05. The plan was to enhance the turnover to Rs.100 crores by 2010. But even now the
capacity utilisation is only 50 per cent as against the industry average of 70 per cent.

3.3 STEEL INDUSTRY IN INDIA


Steel has been the key material with which the world has reached to a developed position.
All the engineering machines, mechanical tools and most importantly building and
construction structures like bars, rods, channels, wires, angles etc are made of steel for its
feature being hard and adaptable. Earlier when the alloy of steel was not discovered, iron
was used for the said purposes but iron is usually prone to rust and is not so strong. Steel is a
highly wanted alloy over the world. All the countries need steel for the infrastructural
development and overall growth. Steel has a variety of grades i.e. above 2000 but is mainly
categorized in divisions – steel flat and steel long, depending on the shape of steel
manufactured. Steel flat includes steel products in flat, plate, sheet or strip shapes. The plate
shaped steel products are usually 10 to 200 mm and thin rolled strip products are of 1 to 10
mm in dimension. Steel flat is mostly used in construction, shipbuilding, pipes and boiler
applications. Steel long Category includes steel products in long, bar or rod shape like
reinforced rods made of sponge iron. The steel long products are required to produce
concrete, blocks, bars, tools, gears and engineering products. After independence,
successive governments placed great emphasis on the development of an Indian steel
industry. In Financial Year 1991, the six major plants, of which five were in the public sector,
produced10 million tons. The rest of India steel production, 4.7 million tons, came from 180
small plants, almost all of which were in the private sector. India's Steel production more
than doubled during the 1980s but still did not meet the demand in the mid-1990s, the
government was seeking private-sector investment in new steel plants. Production was
projected to increase substantially as the result of plans to set up a 1 million ton steel plant
and three pigiron plants totaling 600,000 tons capacity in West Bengal, with Chinese
technical assistance and financial investment. The commissioning of Tata Iron & Steel
Company's production unit at Jamshedpur, Bihar in 1911-12 heralded the beginning of
modern steel industry in India. At the time of Independence in 1947 India's steel production
was only 1.25 Mt of crude steel. Following independence and the commencement of five
year plans, the Government of India decided to set up four integrated steel plants at
Rourkela, Durgapur, Bhilai and Bokaro The Bokaro plant was commissioned in 1972. The
most recent addition is a 3 Mt integrated steel plant with modern technology at
Visakhapatnam Steel Authority of India (SAIL) accounts for over 40% of India's crude steel
production. SAIL comprises of nine plants, including five integrated and four special steel
plants. Of these one was nationalized and two were acquired; several were set up in
collaboration with foreign companies. SAIL also owns mines and subsidiary companies.

3.4 COMPANY PROFILE

Steel & Industrial Forgings Limited(SIFL) is an AS9100 C certified ,Public Sector


Undertaking fully owned by Government of Kerala. Incorporated in 1983 and Started
commercial production in 1986,SIFL rapidly forged ahead to become a name to reckon
with. We are masters in Titanium and Special alloy forgings.

Untiring efforts of three decades has saddled SIFL firmly in the Forging Industry of India
and abroad with best ratings for its products and services .Forgings with exquisite
designs and shapes ,flawless forms and contours ,broad bands and spectra of metals like
ALLOY STEEL,SUPER ALLOYS,ALUMINIUM and TITANIUM. All in wide range of weights
and unmatched quality have made SIFL the most sought after forging company in the
country for critical components.

SIFL's diverse product mix caters to a wide range of sectors .These include complex and high
precision Aerospace forgings , Specialised Forgings for Defence ,Heavy Forgings for Commercial
vehicles ,Railways and other components for automobiles etc

3.5 DEMAND OF STEEL IN INDIA


Driven a booming economy and concomitant demand levels, consumption of steel has
grown by 12.5 per cent during the last three years, well above the 6.9 percent envisaged in
the National Steel Policy. Steel consumption amounted to 58.45 mt in 2006-07 compared to
50.27 mt in 2005-06, recording a growth rate of 16.3 per cent, which is higher than the
world average. During the first half of the current year, steel consumption has grown by 16
per cent. A study done by the Credit Suisse Group says that India's steel consumption will
continue to grow by 17 per cent annually till 2012, fuelled by demand for construction
projects worth US$ 1 trillion. The scope for raising the total consumption of steel in the
country is huge, as the per capita steel consumption is only 35 kgs compared to 150 kg in the
world and 250 kg in China. With this surge in demand level, steel producers have been
reporting encouraging results. For example, the top six companies, which account for 70
percent of the total production capacity, have recorded a year-on-year growth rate of 13.4
per cent, 15.7 per cent and 11.7 per cent in net sales, operating profit and net profit,
respectively, during the second quarter of 2007-08 We expect strong demand growth in
India over the next five years, driven by a boom in construction (43%-plus of steel demand in
India). Soaring demand by sectors like infrastructure, real estate and automobiles, at home
and abroad, has put India's steel industry on the world steel map.

3.6 SWOT ANALYSIS OF THE INDUSTRY :


Strengths
1. Availability of iron ore and coal

2. Low labour wage rates

3. Abundance of quality manpower

4. Mature production

Weaknesses
1. Unscientific mining

2. Low productivity

3. Coking coal import dependence

4. Low R&D investments

5. High cost of debt

6. Inadequate infrastructure

Opportunities
1. Unexplored rural market

2. Growing domestic demand

3. Exports

4. Consolidation

Threats

1. China becoming net exporter


2. Protectionism in the West

3. Dumping by competitors.

3.7 SUPPLY OF STEEL IN INDIAN MARKET


Over the past ten years India‘s crude steel output rose nearly 7%per year to 55.3 million tons
, while global crude steel output increased by 4% (Germany managed an increase of just
under 1%p.a.) Although India is the world‘s eighth largest steel producer, its3%-plus share of
global steel output is still very low; it is roughly the same as Ukraine‘s share of world steel
production. China, the world‘s biggest steelmaker, produces nearly ten times as much as
India. In 2005 India‘s crude steel output of 46.5 million tons was 8%higher than in 2004; only
in China was the growth rate considerably higher at 15%. By contrast, production volumes
fell in the US and the EU-25 by nearly 5% and roughly 4% respectively. In the first five
months of 2006 Indian steel production continued to expand unabated, rising 10% yoy. We
forecast a significant increase in output by the Indian steel industry over the medium term.
The entire industry‘s contribution to gross domestic product should rise in the coming years
to more than 30% – compared to just fewer than 27% at present. The growth drivers are the
expanding client industries automotive engineering (production up 16% p.a. between2000
and 2005), mechanical engineering (up 10% p.a.) and construction (up 6% p.a.)

3.8 ORGANIZATIONAL STRUCTURE


The company is under the administrative control of the Government of kerala.

According to SIFL, company is SILK and its subsidiary units. So all norms are written as SILK,
the company. (Source :HR Manual of SIFL)

3.9 SIFL MANPOWER STRENGTH


Executives : 63 numbers.

Workmen (permanent) : 252 numbers.

Temporary Employees : 185 numbers.

Total Employees : 500 numbers.

3.10 STEEL PRODUCTION IN INDIA


India is one of the few countries where the steel industry is poised for rapid growth. India‘s
share in world production of crude steel increased from 1.5% in 1981 to around 3.5 % in
2004. While plant closures and privatization are rare in India, the private sector is considered
to be the engine of growth in the steel industry and technological changes and
modernization are taking place in both the public and the private sector integrated steel
plants in India. Steel production of India accounted for 14.33 million tons in 1990-91, which
gradually increased to 36.12 million tones in 2003-04, as shown in Table III. The Indian steel
industry got a giant importance in the recent past when the Tata Steel purchased the Corus
steel. Today India plays a significant role in the production of steel in the world. The Indian
steel industry is growing at 8.74 % of CAGR. Steel demand continued to remain upbeat in
2008-2009 with consumption of finished steel growing by a decent 6.8% during April-may
2008. During a same period import surged by a healthy 10 % to 0.7 million tones. While
export reported a 33% decline to 0.6 million tones. While imports and consumption of
finished steel reported a healthy rise, production of the steel continued to rise at a tepid
pace. During April 2008 finished steel output rose by a modest 3.8 %. Further in may it
increased by 5.2%. Aggregate production growth during April-may stood at 5.1 % In view of
no major capacities coming on-stream we estimate finished steel production to touch 60
million tones in 2008-2009. On the basis for last year of 52.7 million tones, the steel
production growth for 2008-2009 comes to around 14 %. However the joint plant committee
has been revising its annual figures upwards for the last 2-3 years. In the event of an upward
revision in the figures of 2007-2008, the actual growth in steel production in 2008-2009
would turn out to be less as compared to our estimates.

3.11 EXPORT AND IMPORT OF STEEL FROM INDIA


The steel exports of India over the decade have the compounded annual growth rate
(CAGR) of 22.27% against CAGR of imports of steel, which accounted 14.20% in the
respective period. In 1991-92, very inception of the Liberalization, the steel exports
amounted to 368 thousand tons, which increased year-by-year and reached to 5221
thousand tonnes in 200304. It accounted for thirteen-fold increase over the period. The
Annual growth rates of exports of steel for the period showed the fluctuating trend, which
ranged between –14.41% in 1994-95 and 101.36 in 1992-93. In 2003-04, the growth rate
was 15.87 %.

3.12 EXPORTS OF IRON & STEEL :


Iron & Steel are freely exportable. Advance Licensing Scheme allows duty free import of
raw materials for exports. Duty Entitlement Pass Book Scheme (DEPB) introduced to
facilitate exports. Under this scheme exporters on the basis of notified entitlement rates,
are granted due credits which would entitle them to import duty free goods. The DEPB
benefit on export of various categories of steel items scheme has been temporarily
withdrawn from 27th March 2008, to increase availability in the domestic market. Exports
of finished carbon steel and pig iron during the last four years and the current year.

3.13 CORPORATE OBJECTIVES OF SIFL


 SIFL being govt. of Kerala enterprises is accountable to the government of Kerala and
through them to people of India. The company‟s policies and action will therefore be
governed by consideration of public good and by its obligations towards its
shareholders, customers, suppliers, employees and the community in which it exist.
Consistent with these obligations the company set for itself to the following
obligations and objectives to be achieved.
 To develop steel based industries and services in Kerala.
 To manufacture, sell, purchase, export and deal in steel or connected products.
 Servicing core sector like defense, railways, power generation and transmission in
and outside Kerala and promoting ancillary units.
 To implement rural technology plans through its modern facilities for casting,
fabrication, machining and its divisions of power engineering agency exports and
trading.
 To establish, maintain, conduct and otherwise subsides research laboratories, power
units and experimental workshop for scientific and technical research experiments.
 To acquire buy purchase or otherwise and to carry on, like business of manufactures,
sellers and dealers in light and heavy road transporters, self propelled and non
powered hauled power units, rolling stock for ministry of railways and for export
abroad different types of road transporters for ministry of defense marine.

3.14 COMPANY DETAILS


Table no:-1

Name of the Firm Steel and Industrial Forging.LTD

Chairman Shri .G.Vinod

Managing Director Shri . M . K .Sasikumar

Head Quarters Athani, Thrissur Kerala, India

Area served India

Products Forgings for Aerospace, defence , commercial


vehicles, Automobiles, India Railways
Parent Steel Industries Kerala Limited

Website http://www.siflindia.com
Contact No 04872201751

Table showing the details of company.

CHAPTER-4
DATA ANALYSIS AND
INTERPRETATION
Table 4.1
Table showing the years of working experience in this company.

RESPONSE NO OF RESPONDENT PERCENTAGE


Less than one year 0 0
1-5 years 8 10
5-10 years 16 20
More than 10 years 56 70
Total 80 100
Source: Primary Data

Chart 4.1
Chart showing the years of working experience in this company.

PERCENTAGE

1-5 years; 10.00% 5-10 years ; 20.00%

More than 10 years; 70.00%

INTERPRETATION
The above table shows that 70% of the respondents have a working experience of more than
15 years and 20 % of the employees have an experience of 5 to 10 years and 10% of
employees are in between 1 to 5 years . 0 % are new employees having an experience of
than less than 1 year .

Table 4.2
Table showing employees opinion regarding whether the training helps to increase the
motivation level of employees.

Response No of respondent Percentage

Yes 76 95
No 4 5
Total 80 100
Source :Primary Data

Chart 4.2
Chart showing employees opinion regarding whether the training helps to increase the
motivation level of employees.

100
90
80
70
60
50
40
30
20
10
0
YES NO
INTERPRETATION
The above graph indicates that the 95 % of the respondents says that the training helps to
increase the motivation level of employees and the remaining 5% says that the training is
not helped to increase the motivation level of employees .

Table 4.3
Table showing whether the training programs help to increase the productivity .

Respondent No of respondent Percentage

Strongly agree 12 15
Agree 68 85
Disagree 0 0
Strongly agree 0 0
total 80 100
Source : Primary Data

Chart 4.3
Chart showing whether the training programs help to increase the productivity

90

80

70

60

50

40

30

20

10

0
Strongly agree Agree Disagree Strongly agree

INTERPRETATION
From the above graph it is clear that 85% of the respondents agree that training program
helps and 15% of the respondents strongly agree with the training programs that helps to
increase the productivity.

Table 4.4
Table showing to whom the training is given more in organization.

Respondent No of respondent Percentage


Senior staff 8 10
Junior staff 16 20
New staff 8 10
Based on requirements 48 60
Total 80 100
Source :Primary Data

Chart 4.4
Chart showing to whom the training is given more in organization

60

50

40

30

20

10

0
senior staff junior staff new staff based on requirements

INTERPRETATION
From the above graph it is clear that 60% of respondents have an opinion that training is
given mostly based on requirements and 20% of the respondents says that the training is
given more in organization for junior staff.
Table 4.5
Table showing how often is the training programs are conducted in your organization.

Respondent No of respondent Percentage


Every month 16 20
Every quarter 16 20
Half yearly 28 35
Once in a year 20 25
Total 80 100
Source: Primary Data

Chart 4.5
Chart showing how often is the training programs are conducted in your organization.

35
30
25
20
15
10
5
0
every month every quarter half yearly once in a year

Interpretation
From the above graph it is clear that 35% of the respondents says that the training programs
are conducted in half yearly in the organization.
Table 4.6
Table showing employees opinion regarding whether the training program helps to
improve employee – employer relationship.

Response No of respondents percentage

Strongly agree 20 25
Agree 56 70
Strongly disagree 0 0
Disagree 4 5
Total 80 100
Source: Primary Data

Chart 4.6
Chart showing employees opinion regarding whether the training program helps to
improve employee – employer relationship.

percentage

70
60
50
40
30
20
10
0
Strongly agree
agree
Strongly disagree
disagree

INTERPRETATION
The above graph indicates that the 70% of the respondents says that the training helps to
improve the employer – employee relationship and 25% respondents strongly agree that
training helps to improve the relationship of the employees.

Table 4.7
Table showing the opinion regarding duration of the training program

Respondents No of respondents Percentage

Sufficient 36 45
To be extended 12 15
Manageable 24 30
To be shortened 8 10
Total 80 100
Source :Primary Data

Chart 4.7
Table showing the opinion regarding duration of the training program

Percentage
45
40
35
30
25
20
15
10
5
0
Sufficient
To be extended
Manageable
To be shortened

INTERPRETATION
From the above graph it is clear that 45% of the respondents says that the duration of
training is sufficient and 30% of the respondents have an opinion that training period is
manageable.

Table 4.8
Table showing the main motive or importance of training program

RESPONSE NO OF RESPONDENT PERCENTAGE


Increase the productivity 12 15
Achieving the 8 10
organization goal
To reduce wastage 0 0
All of the above 60 75
Total 80 100
Source: Primary Data

Chart 4.8
Table showing the main motive or importance of training program

Percentage
80
70
60
50
40
30
20
10
0
i ty al ge ve
c tiv n
go
a sta
a bo
du tio e
ro si a c ew f th
e p n du lo
th rga re Al
se eo To
rea th
In
c
i ng
h i ev
Ac

INTERPRETATION
From the above graph it is clear that most of the employees have the opinion that training
helps to increase the productivity, achieving the organization goal and to reduce wastage.

Table 4.9
Table showing the number of training programs attended by the employee in a year

RESPONSE NO OF RESPONDENTS PERCENTAGE


Less than 10 80 100
10-20 0 0
20-40 0 0
More than 40 0 0
Total 80 100
Source: Primary Data

Chart 4.9
Chart showing the number of training programs attended by the employee in a year

percentage

INTERPRETATION
From the above table it is understood that 100% of the respondents says that they training
programs are attend less than 10 in a year

Table 4.10
Table showing the opinion about present training system

RESPONSE NO OF RESPONDENTS PERCENTAGE


Excellent 8 10
Good 36 45
Average 32 40
Below average 4 5
Total 80 100
Source: Primary Data

Chart 4.10
Chart showing the opinion about present training system

percentage
50
40
30
20
10
0
Excellent
Good
Average
Below average

INTERPRETATION
From the above graph it is clear that 45% of the respondents report that the present training
system is going on in a good manner and 5% of the respondents says that the training
system is below average.

Table 4.11
Table showing employees opinion regarding the physical organization of training at the
workplace.

RESPONSE NO OF RESPONDENTS PERCENTAGE


Excellent 4 5
Good 44 55
Average 32 40
Bad 0 0
Total 80 100
Source:Primary Data

Chart 4.11
Chart showing employees opinion regarding the physical organization of training at the
workplace.

60

50

40

30

20

10

0
Excellent Good Average Bad

Source :Primary Data


INTERPRETATION
From the above graph it is specified that 55% of the respondents are of the opinion that
place of training is organized in a good manner .The 40% of the respondents says that it is
average and 5% of the employees says that it is very excellent.

Table 4.12
Table showing employees expectation from the training and development programmes to
make their carrier aspiration to come true

RESPONSE NO OF RESPONDENTS PERCENTAGE


Leadership training 36 45
External degree study 8 10
Formal meeting procedures 4 5
Other 32 40
Total 80 100
Source :Primary Data

Chart 4.12
Chart showing employees expectation from the training and development programmes to
make their carrier aspiration to come true

45
40
35
30
25
20
15
10
5
0
g dy es r
in tu ur he
in s d ot
tra ee oc
e
ip egr pr
h
rs ld g
de na etin
Le
a ter e
Ex
a lm
rm
Fo
INTERPRETATION
The above table shows that the majority of the employees 45% says that the leadership
training is the training and development that need to make their carrier aspiration to come
true. The 5% of the employees says that the formal meeting procedures are the training and
development that they make their carrier aspiration to come true.

Table 4.13
Table showing whether the employees get any compensation during the period of training

RESPONSE NO OF RESPONDENTS PERCENTAGE


Yes 40 50
No 40 50
Total 80 100
Primary source

Chart 4.13
Chart showing whether the employees get any compensation during the period of
training

54

53

52

51

50

49

48
Yes No

Source :Primary data


INTERPRETATION
From the above graph it is clear that 50% of the employees remark that they receive amount
of compensation during the training period.

Table 4.14
Table showing the ideal time to evaluate training

RESPONSE NO OF RESPONDENTS PERCENTAGE


Immediate after training 32 40
After 15 days 0 0
After 1 month 8 10
Can’t say 40 50
Total 80 100
Source: Primary Data

Chart 4.14
Chart showing the ideal time to evaluate training
50
45
40
35
30
25
20
15
10
5
0
immediate after training After 15 days After 1 month Can't say

INTERPRETATION
From the above graph it is clear that 50% of the employees mention that there is no fixed
time to evaluate training , but 10% of the employees says that after 1 month, training affect
can be evaluate.

Table 4.15
Table showing various type of training program given by the organization

RESPONSE NO OF RESPONDENTS PERCENTAGE


On the job rotation 10 12.5
Off the job training 35 43.75
Case study 20 25
Class room training 15 18.75
Total 80 100
Source: Primary Data

Chart 4.15
Chart showing various type of training program given by the organization

PERCENTAGE

On the job rotation


Off the job training
Case study
Class room training

INTERPRETATION
The above graph indicates that the 12.5% of the respondents get on the job training as a
part of the training program. 43.75% of the respondents get off the job training and 25%of
the respondents get case study training program. And remaining 18.75 of the respondents
get class room training program.
CHAPTER 5
FINDINGS, SUGGESTIONS
AND CONCLUSION

5.1 FINDINGS
 In this organization 70% of the respondents says that they are working above 15
years for this company
 95% employees says that the training helps to increase the motivation level of
employees
 85% of the employees says that the training programs helps to increase the
productivity
 The organization give more training based on their requirements (60%)
 The training programs are conducted in the organization mostly at every half yearly
 70% of the workers agree that the training program helps to improve the employees
employer relationship .
 In this organization the duration for training period is sufficient
 75% of the employees says that the importance of training is to increase the
productivity ,achieving the organizational goal and also to reduce wastage
 The research finds that 100% of the respondents attend less than 10 training
programs in a year
 In this organization 45% of the employees says that the present training system is
good
 55% of the employees says that the workplace of the training is physically organized
in an good manner.
 The leadership training is the major training and development that the employees
need to make their carrier aspiration to come true
 In this organization 50% of the employees says that they get compensation during
the period of training
 In this organization the majority of the employees can’t say the ideal time to evaluate
training
 This organization gives off the job training method to majority of the employees.

5.2 . SUGGESTIONS
 The organization should give due attention in the aspect of training to the new staffs.
 The organization should collect feedbacks from the employees after each training
course.
 The organization should give more emphasize to on the job training method
employees. Because it will help the employees to understand more about the
working environment.
 Employees must be motivated to take up Training Programmes regularly to update
their skills and learn new technique to perform their work effectively and efficiently.
 Appropriate planning and execution of the training programme will help to
increase the effectiveness of training.

5.3 CONCLUSION
Analysis of all the fact and figures the observation and experience during the training period
give very positive impression regarding the training imparted by steel and industrial foreign
ltd thrissur. The training and development program adopted concentrated on areas like
quality aspects , job oriented training , technical skills and knowledge. Most of the
respondents rated as good and excellent towards the overall quality and effectiveness of the
training and development programs and satisfied with the present training methods. We can
see that the organizational training has great impact on employees. If the organizational
training is not good then it will adversely affect employees. In the study employees shows
great importance to training also they are in the view that training is an important
component for new and existing employees. It increase performance and satisfaction level in
the job.

Training imparted to meet an objectives like;

 Effectiveness of training and performance of the employees.


 Assist employees acquire skills, knowledge, attitude and also enhance the same.
 Helps to employees and avoiding mistakes.

Training enables the employees to develop their skills within the organization and hence
naturally helps to increase the oranisation’s market value, earning power of the employees
and job security of the employees. Training mould the employees attitude and helps them to
achieve a better cooperation within organization. Training and development programs
improve the quality of work life by creating an employee supportive workplace.

ANNEXURE
1. For how long have you been working for this company ?

 Less than 1 year


 1-5 year
 5-10 years
 More than 15 years

2.Does training helps to increase the motivation level of

employees?

(a) Yes (b) No

3. Did the training programs help to increase the productivity ?

 strongly agree
 Agree
 Disagree
 Strongly disagree

4. To whom the training is given more in organization.

 Senior staff
 Junior staff
 New staff
 Based on requirements

5. How often is the training programs are conducted in your

Organization?

 Every month
 Every quarter
 Half yearly
 Once in a year

6. Does training helps to improve employee employer relation

ship ?

 Strongly agree
 Agree
 Strongly disagree
 Disagree

7. The duration given for the training period is ?

 Sufficient
 To be extended
 Manageable
 To be shortened

8. What is the importance of training ?

 Increase the productivity


 Achieving the organizational goal
 To reduce wastage
 All the above

9. How many training programs will attend in a year ?

 Less than 10
 10-20
 20-40
 More than 40

10. What is your opinion about present training system ?

 Excellent
 Good
 Average
 Below average
11.How well the workplace of the training is physically organized?

 Excellent
 Good
 Average
 Bad

12. What training and development do you need to make your

Carrier aspiration to come true ?

 Leadership training
 External degree study
 Formal meeting procedures
 Other

13.During the period of training did employees get any

compensation?

Yes No

14. What should be the ideal time to evaluate training ?

 Immediate after training


 After 15 days
 After 1 month
 Can’t say

15.What type of training programme is undergone here?

 On the job training


 Off the job training
 Case study
 Class room training
BIBLIOGRAPHY
BIBLIOGRAPHY
BOOKS:
1. Training and development: concepts and applications- tapomoy deb Ane books pvt
ltd . First editor:2006
2. Employee Development on ashoesting , book by Halelly Azulay ,2012
3. Human Resource Management Calicut University text book written by Abdul Assiss
koroth
4. Employee training and development by Raymond noe,2006

WEBSITES:
 Steel and industrial forging ltd
 Steel industrial.net
 Steel.gov.in
 www.ask.com/training and development
 www.google.com/training and development
 www.training and development.com
 www.worldsteel.org
 www.wikipedia.com