PROJECT REPORT

ON

RECRUITMENT AND PLANNING

IN NALCO

A NAVARATNA COMPANY

SUBMITTED TO THE S.C.S (A) COLLEGE, PURI

IN PARTIAL FULFILLMENT OF THE MASTER OF BUSINESS
ADMINISTRATION(MBA)

Submitted by:
Name :Chandrakanta Dhal
College Roll No: 518M057
Exam Roll No: 518MBA017

Under theGuidance of

Name of Internal Guide Name of External Guide

Ms. Pratyusha Behera Mr. H. S. PRADHAN
(Faculty in H.R) HRD centre of excellence
Nalco, BBSR

1
 Certificate Of The Guide

This is to certify that the project report entitled

“RECRUITMENT AND PLANNING” has been prepared by

Ms. Chandrakanta Dhal under my supervision and guidance

for the fulfilment of her Master In Business Administration course.

Date: Signature of guide

2
 Acknowledgement
It is really a great pleasure to have this opportunity to describe the
feeling of gratitude imprisoned in the core of my heart.

I convey my sincere gratitude to Mr. A.K Pradhan, Deputy Manager

(HRD), HRD Centre of Excellence, and Bhubaneswar for extending the
opportunity to prepare my project work in “RECRUITMENT AND
PLANNING”. I express my sincere thanks to all the staff members of
HRD centre of excellence, Bhubaneswar Nalco for helping me to do my
study and for their wholehearted co-operation.

I am thankful to Pratyusha Behera madam for her guidance during

my project work and sparing his valuable time for the same.
I express my sincere obligation and thanks to all the Faculties of
department of MBA, S.C.S (A) College, Puri for their valuable advice in
guiding me at every stage in bringing out this report.
I am also thankful to my family for their kind co-operation which
made my take easy.

Name: Chandrakanta Dhal

Exam Roll No: 518MBA017

3
 Declaration
I do here by declare that this project work entitled “RECRUITMENT AND

PLANNING” at NALCO, BBSR is submitted by me for the partial fulfillment of the

requirement for the award of Master in Business Administration (MBA) is a record

of my own research work. The report embodies the finding based on my study and

observation and has not been submitted earlier for the award of any degree or

diploma to any Institute or University.

Name: Chandrakanta Dhal

Exam Roll No: 518MBA017

4
 CONTENTS

CHAPTER:1 INTRODUCTION 7-11

 Introduction
 Objective of study
 Scope of the study
 Research Methodology

CHAPTER: 2 COMPANY PROFILE 12-27

 Brief about NALCO

 Vision
 Mission
 Objective of NALCO
 Plant Location
 CSR of NALCO
 NALCO Foundation

CHAPTER:5 DATA ANALYSIS 49-66

 Data Analysis
 Conclusion
 Finding
 Suggestion
 Questionaration
 Bibliography

5
 CHAPTER- 1
INTRODUCTION

6
INTRODUCTION

An organization either Business or Industrial Enterprises needs many factors for its
growth, further development and for its very survival. The most important factors are
Capital, Materials, Machineries and Human Resources as the success or failure of any
organization depends on the effective combination of these factors. Managing all other
factors are comparatively easier than managing Human Resources. The Human
Resources are most important and need to be handled carefully. Since all the others
factors are handled by the human resources, they have to be trained in an effective
manner to utilize the resources at optimal level to get the desired output and thereby to
reach the organization goals. The effective combination of all these factors results to way
for success.

Recruitment and Selection is an important operation in HRM, design to maximize the

employee strength in order to meet employer`s goals and objectives.

In short, recruitment and selection is the process of sourcing, screening, short listing and
selecting the right candidates for filling the required vacant positions.

In today`s rapidly changing business environment, organizations have to respond quickly

to the requirements of the people and the market has been witnessing growth which is
manifold for last few years.

7
OBJECTIVES OF THE STUDY
The objectives of the study are-

 To understand the entire concept of internal recruitment process in the

organization.

 To understand the need of recruitment and planning.

 To identify areas where there can be scope for improvement.

 To give suitable recommendations to streamline the hiring process.

 To recruit and retain the human resources of required quantity and quality.

 To improve the standards, skill, knowledge, ability, discipline etc.

 To estimate the cost of human resources

SCOPE OF THE STUDY

1. To make the list of current manpower.

2. To check how much current manpower is being utilized.

3. To find out how much manpower is required.

4. To make manpower procurement plans.

5. To make the training programmes.

8
9
RESEARCH METHODOLOGY

The methods applied in studying the problem are called methodology. Research
Methodology helps in providing theoretical framework to be studied. It consist database,
sampling plan tools and techniques and data presentation.

SOURCES OF DATA COLLECTION

Data are collection from both primary as well as secondary sources. Primary data will be
collected through structured questionnaire.

All the policies of NALCO giving emphasis on Recruitment and planning will be studied.
Corresponding Government rules applicable to public sector undertaking will be
observed. Beside other communication medium like books, journal magazines, progress
report will be studied.

PRIMARY SOURCES:

Primary data is collected by discussions with various executives’ managers & supervisor.
A questionnaire was prepared and a total of 20 employees were approached and the
questionnaire was administered on them and their perception was collected.

SECONDARY SOURCES:

 NALCO record

10
  Annual reports
 Company profile
 Journals
 Internet

LIMITATIONS OFTHE STUDY:

 The study was constrained by some unavailable circumstances, which has not the
major workout of the report.
 Sometime we faced were:
 Lack of time for the collection of NALCO like Damanjodi, Angul.
 Lack of document of the organization in the particular topic.
 As Bhubaneswar is the Corporate Office of the NALCO, there is the no wider scope
for extracting information through questionnaire.

11
 CHAPTER 2

COMPANY PROFILE

BRIEF ABOUT NALCO

12
After the discovery of large reserve bauxite ore in the East Cost in 1975, the Government
of India during the year 1979 prepared the feasibility report and considered to establish
an integrated Bauxite Aluminium complex in the state of Orissa. In January 1980, the visit
of president of France to India saw the sight of a memorandum of understanding for
initiating discussion on technological collaboration and financing for the project. In
November 1980 the Govt. of India sanctioned the establishment of Orissa Aluminium
Complex. Finally the project was christened and registered as the National Aluminium
Company Ltd. On 7th January 1981 in collaboration with Aluminiumpechiney of France to
impotent one of the largest multi location integrated Aluminium project of the world with
its own Captive Power Plant and Port facilities. The prime minister of India late Smt. Indira
Gandhi laid the foundation stone of Nalco at Damonjodi of Koraput on 29th March 1981,
which shows new path to the history of India’s Aluminium industry as well as to Nalco.
NALCO’S original project cost of Rs2408 corers was partly financed by 980 US
Million dollars, extended by a constitution of international Banks. The company had paid
back overseas loans by 1988 .There after the company is going steady with major
expansion plan with an internal fund involving an investment of over Rs3700 corers.
Different segments of NALCO states its production in a phased manner commencing from
November 1985 .Within a short span of time Nalco has emerged as a leader in the field
of Aluminium production in India and has also made significant impact abroad ,with its
consistent track record on quality assurance excellent thrust on customer services ,
export performance and posting of profits ,not only the company has earned a substantial
foreign exchange but also earned many laurels in the form of rewards and awards ,the
details of which are depicted as the largest integrated Bauxite-Alumina-Aluminum
complex in Asia .Nalco are dedicated to the nation by the then Prime minister of India
Late Sir Rajib Gandhi in June ,1989 .Now Nalco is dealing with its product in more than
30 countries worldwide including the UK ,the USA ,France ,Norway ,Italy ,Switzerland
,Brazil ,Belgium ,Russia ,Australia ,China ,and Japan .
1. First mines safety Award 1988
2. First Capaxil Export Award 1988
3. London metal exchange reorganization May, 1989
4. Star trading house status Jan, 1992

13
5. Indira Gandhi Raja Bhasa award 1993 &1995
ISO 9002 certification
6. Alumina Refinar Nov, 1994
7. Smelter Plant Feb, 1995
8. Bauxite Mine Jan, 1996
9. Capture Power Plant Dec, 1995
10.Indira Priyadarsi

VISION:
To become a reputed global enterprise in the metal and energy sectors. It has units in
ODISHA.

MISSON:
“To achieve in business with global competitive edge producing satisfaction to
customer, employees, shareholder and community at large”

OBJECTIVE OF NALCO:
 To maximize capacity utilization, optimize operational efficiency and productivity.
 To maintain the highest international standards of excellence in product quality,
cost efficiency, customer service and provide steady growth in business by
technology up-gradation, expansion and diversification.
 To have global presence and earn foreign exchange through export turnover of
50% of total sales and to have around 1/3 domestic market share.
 To continue to remain the lowest cost producer of alumina in the world and to
strive to become low cost aluminum producing global company in five years’
time.
 To become the 6th largest company in the world in alumina production.
 To complete 2nd phase expansion within 50 months from the zero date.

14
  To promote a result-oriented organizational ethos and work culture that
empowers employees and helps realization of individual and organisational
goals and maximize internal customer satisfaction.
 To foster high standards of health, safety and environment friendly product and
develop a strong R&D base and increase business development activities.
 To strive for production of value added downstream products.
 To participate in peripheral development of the area.

The main highlights of the major production units of the company are given below:

PLANT LOCATIONS:
Bauxite Mine:
The company ha it bauxite mines situated on a plateau in Damanjodi, Koraput in the state
of Orissa. This bauxite deposit is mined by a fully mechanized system having a capacity
of 6.8 per year. Panchpatmali plateau at an elevation of 1154 m to 1366 m above mean
sea level. Bauxite occurs over the full length of the Panchpatmali plateau, which spans
over18 km. It is fully mechanized open cast mine is in operation since November, 1985,
serving feedstock to Alumina Refinery at Damanjodi located on the foothills. The
transportation is done though a 14.6 km. long single-flight, multi-curve, variable speed
cable belt conveyor of 1800 TPH capacity. Present capacityof the mines is 68.25 lakh
TPA.
Area of deposit:16sq .km
Resource: 310 million tones
Ore quality: Alumina 45%, silica 2%
Mineralogy: Over 90% gibbstic
Over burden: 3mtr (avg)
Ore thickness: 14mtr (avg)

15
Ore thickness: 14mtr (avg)

Alumina Refinery :

Thealumina refinery is located at Damanjodi, Orissa, approximately 14 km the bauxite

mine at panchpatmali. The mined-out bauxite is transported from captive mine to
refinery by a 14.6-km-long single-light multi-curve 1800 tonnes-per-hour (TPH)-
capacity cable belt conveyor. The alumina produced is transported to aluminium
smelter at Angul (Orissa) and to Vizag (Andhra Pradesh) port by rail. The alumina
Refinery is ranked No.1 among the lowest cost producers of alumina according to the
Meckenzie Report. Thepresent capacity of alumina refinery is 22.75 lakhs TPA.
Alumina produced is used to meet company’s requirement for production of primary
aluminium at it’s smelter. The surplus alumina is exported to overseas markets.

16
Aluminium Smelter:

The aluminium smelter is locate to angul, Orissa, approximately 699 km from the
refinery and 5 km away from the captive thermal power plant. The aluminium
produced at the smelter is transported to Vizag port (548 km away), Kolkata port
(526km away) and Paradeep port (183 km away) by rail for export. Aluminium in the
forms of ingots, sow ingots, tee ingots, billents,wire rods, cast strips, alloy ingots and
chequered sheets is also sold in the domestic market. The capacity of aluminium
smelter is 4.60 lakh TPA. Alumina is converted in to primary aluminium through a
smelting process by using robust AP18 smelting technology.

Captive Power Plant:

Close to the Smelter, the Captive Thermal Power Plant has a generation capacity of 1200
MW (10×120 MW). While the captive thermal power plant meets the power requirement
of Aluminium Smelter, it also feeds power to Alumina Refinery through the State Grid.
The location of captive thermal power plant at Anugul is also strategic to the availability
and supply of Mahanadi Coalfields Limited.

17
PORT FACILITIES:
On the Northern Arm of Inner Harbour of Visakhapatnam Port on the Bay of Bangal,
NALCO has established mechanized storage and ship handing facilities for exporting
Alumina in bulk and importing Caustic Soda. The Company also uses the ports of
Paradeep and Kolkata for export of Aluminium.

WIND POWER PLANTS:

NALCO has diversified into wind power with the commissioning of a 50.4 MW Wind Power
plant at Gandikota, Andhra Pradesh and a 47.6 MW plant Ludarva, Jaisalmer, Rajasthan.
The two plants have been in operation since December, 2012 and January, 2014
respectively. Growing further in enhancing its renewable energy portfolio, two more wind
power projects of 50 MW and 50.4 MW capacities are commissioned at Devikot,
Jaisalmer, Rajasthan and Sangli, Maharashtra respectively in FY 2016-17.

ROOFTOP SOLAR SYSTEM:

NALCO has operationalized a 310KWp grid- connected Rooftop Solar Power Plant at
Corporate Office, Township and Research & Technology Center in Bhubaneswar.

NUCLEAR POWER PLANT:

The Company has formed a JV company with Nuclear Power Corporation of India Limited
(NPCIL) for developing Nuclear power Plants at estimated investment of Rs.11459 Corer
at Kakrapara in Gujarat.

PRODUCT PROFILE
Main products of NALCO are as follows,

18
Alumina:-
 Calcined Alumina
 Alumina Hydrate
 Specialty Aluminas & Hydrates
 Detergent Grade Zeolite-A

Aluminium Metal:-
 Standard Ingots
 Slow Ingots
 T-Ingots
 Billets
 Wire Rods

Rolled Product:-
Aluminium Rolled Products
 AluminiumChequered Sheets

Power:-
 Thermal Power
 Co-generation Power
 Wind Power
 Solar Power

Upcoming Products:-
 High speed Alloy Billets
 Foil Stock
 Mechanized Sows

19
  Fan Blades and Roof Stock

EXCELENT CORPORATE GOVERNANCE

NALCO has been following corporate governance practices under clause 49 of the listing
agreement. The company has been rated excellent with a score of 97.5 for its compliance
with the guidelines on corporate governance for central PSUs.

SUSTAINABLE DEVELOPMENT POLICY

Sustainable development focuses on economic, social, environment and energy related
issues. Principles are followed for the continual improvement in the systems, processes,
procedures and work ethos.

OCCUPATIONAL HEALTH AND SAFETY POLICY

 It focuses on prevention of accidents and occupational health issues.
 Providing safety and health of all employees including those involved in
transportation, cleaning.
 Ensuring safety & health of all employees and contract workers in its premises,
including those involved in transportation, cleaning and other such activities.
 Conducting Periodic Safety audits, Environment Audits, Health Check-ups and
Risk Assessment by both internal and external qualified persons.
 Involving the workman in Policy implementation as well as identification of potential
issues.
 Considering Health & Safety performance of individuals at different levels during
their career advancement, as per NALCO’s policy.

SOCIAL ACCOUNTABILITY POLICY

NALCO provides a socially accountable work environment to employees and maintain
business practices by keeping a view on employees’ rights.
 It helps to promote the continual improvement initiatives in all social issues.
 Involvement of all employees in sustenance of SA 8000 standard.

20
CSR OF NALCO
CORPORATE SOCIAL RESPONSIBILITY (CSR)
NALCO has set up a Corporate Social Responsibility Foundation since 2010 and the
company allocating 2% of its net profit for the periphery development programme. It has
involved in the economic development of the where NALCO operates. Rehabilitation of
displaced families, employment and income generation for local people, environment care
and humanitarian goodwill missions have earned NALCO a pride. The company provides
better quality life to the communities residing in plants areas. Apart from the CSR
initiatives, the company has setup schools like Saraswati Vidya Mandir (SVM) and Delhi
Public School (DPS) at Angul and Damanjodi. NALCO providing better health care
services to people residing in periphery villages, mostly for tribal people.

NALCO FOUNDATION
NALCO IN NATION BUILDING
NALCO and its CSR arm NALCO Foundation are actively working in the following areas:
1. Installation of Solar Lights,
2. Open defecation free projects,
3. Augmentation of toilets under Swachh Vidyalaya Abhiyan,
4. Integrated health Management System,
5. Development of Lord Jagannath Temple under Prime Minister’s Iconic Shrine
Project,
6. Hospital under Secondary eye care services ,
7. Skill Development

NALCO KI LADLI
The company has launched ‘Nalco KiLadli” programme to promote meritorious girl
students from BPL families, under the ‘BetiBachao, BetiPadhao’ programme of Govt. of

21
India. In 2017-18, 277 meritorious girl children shall be benefitted from this intervention,
which aims to fulfill their educational needs by supporting them with financial assistance.

SWACHH VIDYALAYA
As a PSU-partner in Govt’sSwachhVidyalayaAbhiyan, Nalco constructed 479 toilets in
227 schools, in Odisha and Andhra Pradesh, resulting in enrolment and attendance
enhancement of girl students. Now, the company is taking up continuous water supply
and maintenance of these toilets.
EDUCATION
NALCO Foundation is working to bring children from the tribal district of Koraput to
mainstream education. One of its major projects is the collaboration with reputed
residential institutions for providing quality education to the children of periphery villages
of Damanjodi sector in Koraput. The Company has so far provided residential education
to 805 children from periphery villages of M&R Complex and Pottangi mines area. The
total cost related to study, lodging and boarding of these students is borne by NALCO
Foundation.

INTEGRATED HEALTH SERVICES

NALCO has set up two company-run 50-baded specialty hospitals, one each at
Damanjodi and Angul. Besides, Nalco Foundation runs 8 mobile health units (MHUs) and
one OPD for villagers living in the vicinity, providing free medicines and treatment every
day. Now, a specialty eye hospital is being set up in Angul.

SWACHH ICONIC CITY: PURI

Under the iconic shrine development project NALCO has also taken up initiative towards
preserving & promoting Puri as an Iconic City. NALCO is implementing 19 projects – 4
short term projects, 5 medium term projects and 10 long term projects, under the Swachh
Iconic Place project of Govt. of India with a cost implication of rs. 467.00 lakhs.

ODF VILLAGES

22
Nalco has been actively contributing to the Millennium Development goals-2015 and now
the company is also complementing the objectives of the Sustainable Development
Goals-2030 in terms promoting sanitation in the periphery areas where it operates.
NALCO Foundation is committed towards contributing to the Swachh Bharat Mission by
ensuring Open Defecation Free (ODF) Villages. NALCO has already helped make
2villeges ODF and efforts are on to make another 9 villages ODF.

AWARDS AND ACHIEVEMENTS

 NALCO Foundation registered in July-2010.
 Best Listed CPSE Award from Prime Minister on 2010.
 Formation of Angul –Aluminium Park in JV with IDCO in July 2010
 PSE Excellence Award for CSR -2011, in Maharatna&Navaratna Category.
 Top Export Award of CAPEXIL consecutively since 1988 till 2016.
 Formation of NPCIL-NALCO POWER CO.LTD on March 2012.
 160 KWp Roof top Solar Power Plant at Corporate Office on May 2014.
 Allotment of Utkal –D&E Coal Blocks on Sept 2015.
 Allotment of Pottangi Bauxite Mines, at Koraput on July 2016.
 MOU with NINL for a Coal Tar distillation plant in JV on January 2017.
 MOU with NLCIL for establishment of 3×800 MW ultra-supper critical coal based
thermal power plant in Odisha in JV on August 2017.
 MOU with MIDHANI for Aluminium Alloy manufacturing plant In JV on April 2017.
 Tripartite MOU with HCL and MECL for a JV Company named KhanijBidesh India
Limited (KABIL) on Sept 2017.
 5-Star Rating status to Panchpatmali Bauxite Mines by Ministry of Mines on Feb
2017.
 SCOPE Award of Excellence in Navratna / Maharatna category & SCOPE
Meritorious Award for CSR from the then Honorable President of India for (2014-
15) on April 2017.

HR PROFILE

23
 Human Resource (HR) is the company development charged with finding, screening,
and training job applicants, as well as administering employee-benefit programs. John
R Commons, a pioneering economist, first coined the term “Human Resource” in his
book. Human Resources play a key role in helping companies deal with a fast
changing environment and the greater demand for quality employees.
A human resource department is an essential component of any business. It focuses
on maximizing employee’s productivity and protecting the company from any issues
that may arise from the workforce. HR responsibilities include compensation and
benefits, recruitment, firing, and keeping up to date with any laws that may affect the
company and its employees. It performs human resource management (HRM)
overseeing various aspects of employment, such as compliance with labour law and
employment standards, administration of employee benefits, and some aspects of
recruitment and dismissal.
HR is a combination of human knowledge and human capital or management
development or training therefore we need HR that is competent in term of knowledge,
skills and attitudes that can meet the challenges faced by the organizational taking
place rapidly.

HR FUNCTIONS:
 Effectively managing and utilizing people.
 Tying performance appraisal and compensation and compensation to competencies.
 Developing competencies that enhance individual and organizational performance.
 Increasing the innovation, creativity and flexibility necessary to enhance
competitiveness.
 Applying new approaches to work process design, succession planning, career
development and inter organizational mobility.
 Managing the implementation and integration of technology through improved staffing,
training and communication with employees.
HR departments are expected to perform human resources management (HRM)
strategies. HRM is a strategicand comprehensive approach to managing employees and
the organizational culture and environment. It focuses on the recruitment, management

24
and general direction of the people who work in an organization. HR is also more involved
in improving the organization’s workforce by recommending processes, approaches, and
business solutions to management.

HUMAN RESOURCE DEVELOPMENT (HRD)

Human Resources play an important part of developing and making a company or
organization at the beginning or making a success at the end, due to the labour provided
by the employees. Human resource is intended to show how to have better employment
relations in the workforce to bring out the best work either of the employees and therefore
making a move to a better working environment.

HR STRATIGES
 In their effort to shift from conventional configuration of HR systems and to meet the
requisites for the era of knowledge, economy with an eye on the growth plan of the
company for the next 10 years, the HRD department has envisaged a host of activities
to be implemented in a planned manner.
 Going beyond the present periphery of activities, the department aims to focus its
presence in the development of its existing personnel to acquire multi skill in order to
take care of the future skill needed for the expansion process.
 In the domain of integrated web of the total resources management with the vision
and mission of the organization as the flag post, HRD plans are intended towards
harmonious work culture, industrial and interpersonal relations by training and
motivations the employees to improve their technology, managerial as well as
behavioral skills for achieving higher productivity in the coming years.

HUMAN RESOURCE PLANNING (HRP)

The two role areas of HR are used to be Administration and Operations. The strategic
planning component came into play as a result of companies recognizing the need to
consider HR needs in goals and strategies. HR directors commonly sit on company
executive terms because of the HR planning function. Numbers and types of employees

25
and the evolution of compensation systems are among elements in the planning role.
Various factors affecting human resource planning are organizational structure, growth,
business location, demographic changes, environmental uncertainties, expansion etc. It
also encompasses the realm of talent management.

HUMAN RESOURCE IN NALCO

Executives 1833
Supervisors 701
Skilled & Highly Skilled 3747
Unskilled &Semi-Skilled 611
Total 6892

NALCO ESTABLISHMENT
The main aim of establishment is to establish an employee, for getting a job satisfaction
and having all over development both professionally and personally. This sector looks
after all the employees in company from the day of his joining till his retirement.
 It provides loan assistance to employees of the company acquiring housing
facilities, vehicle advances, furniture and household items advances.
 It provides different types of allowances to the employees like conveyance
allowance, cash handling, night shift allowances, split shift allowances, travelling
allowances and special allowances are given for the situations like natural
calamities.
 It prepares and revises the wage and salary administration for the employees.
 It provides reimbursement of educational expenses, tuition fees and transport
subsidy for school going children of employees.
HR POLICY IN NALCO
 To attract competent personnel with growth potential and develop their skills and
capabilities in a congenial work and social environment through opportunities for
training, recognition, career advancement and other incentives.

26
 To develop and nurture favorable attitudes among the employees and to obtain their
best contribution to the organization by providing stable employment, safe working
conditions, job satisfaction, quick redressal of grievances and through good pay and
welfare amenities, commensurate with the Company’s capacity to spend and the
Government’s guidelines.
 To foster fellowship and sense of belongingness among all sections of employees
through closer association of employees with management and by encouraging
healthy trade union practices.

WELFARE OF NALCO
NALCO provides the following welfare measure to its employees as well as the people
living in its surrounding villages.
EDUCATION:
There are two schools like an English medium school (DPS) at Damanjodi and an Odia
medium school- SaraswatiVidyaMandir at Angul, NALCO. The management of NALCO
takes care of the whole expenditure.
HOUSING:
NALCO has made well- planned and sophisticated township having the facilities of
school, park, stadium, community center, club, market complex, etc. The township is
totally administered by the estate department. NALCO is providing the housing facilities
to all its employees. All quarters are given employees in skilled workers, supervision
staffs, and lower managerial staffs.
HOSPITAL:
NALCO provides a well-equipped modern hospital with 50 number of beds and 20
numbers of doctors as well as modern equipment free medical treatment is available for
all employees.
COMMUNITY CENTER:
There is a nice community center in the township where all types of facilities like library,
reading room, table tennis, badminton court, gymnasium and TV rooms are there.

27
CHAPTER 3

28
 TRAINING &
DEVELOPMENT

TRAINING & DEVELOPMENT

An organization either business or industrial enterprises needs many factors for its
growth, further development and for its very survival. The most important factors are
Capital, Materials, Machineries and Human Resources as the success or failure of any
organization depends on the effective combination of these factors. Managing all other
factors are comparatively easier than managing Human Resources. The Human
Resources are most important and need to be handled carefully. Since all the others
factors are handled by the Human Resources, they have to be trending an effective
manner to utilize the resources at optimal level to get the desired output and thereby to
reach the organization goals. The effective combination of all these factors results to
way for success.

Training is defined as learning that is provided in order to improve performance on the,

present job. A person’s performance is improved by showing her how to masteranewor

29
established technology. The technology may be a piece of heavy machinery, a
computer, a procedure for creating a product or a method of providing a service. Oliver
Sheldon says “No industry can render efficient so long as the fact remains unrecognized
that the in principally human-not a mass of machines and technical process but a body
of men. If manpower is properly utilized to causes the industrtorunaits maximum
optimization getting results and work for as an climax for industrial and group
satisfaction in the relation to the work formed. Competitive advantages are therefore
depend on the knowledge and skill opposed by employee more than the finance or
market structure by organization.

The employee training not only serves the purpose to develop their employers but also
safe guard organizational objectives of survival & success through competitive
advantages. The training function now popularly called as human resources
development, coordinates the provision of training and development experience in
organization. In recent years, the scope of training & development has broadened from
simply providing training programs to facilitating learning throughout the organization in
a wide variety of ways. Nevertheless, formal training is still essential for most
organizations to teach them how to perform in their initial assignment, to improve the
current performance of employees who may not be working as effectively as desired to
prepare employees for future promotion and increased responsibilities. Besides being
one of the most important HRM functions, training and development is also one of the
most expensive.

Meaning and definition:-

Definition of training:-

Staimez: Defines” training is a short term process utilizing a systematic and organized
procedure by which non-managerial personnel to learn technical knowledge and skill”.

30
S. P. Robbins: Defines “Training is a learning process which seeks a relatively
permanent change in behavior that occurs as a result of experience.

Meaning:

Training refers to a planned effort by a company to facilitate employee’s learning of job-

related competencies. Training design is effective only if it helps employees reach
instruction or training goals and objectives. It is attempt to improve current or future
employee performance by increasing an employee’s ability to perform through learning,
usually by changing the employee’s attitude or increasing his or her skills and knowledge.
Training is essential for job success. It can lead to :

 Higher production
 Fewer mistakes
 Greater job satisfaction
 Lower turnover.

When an employee is selected, placed and introduced, he or she needs to be provided

with training facilities. The training is the act of increasing the knowledge and employee
for doing the particular job. Training is a short term educational process and utilizing
systematic & organized procedure by which an employee learns the technical knowledge.

Training is part of Human Resources Development. It is concerned with training,

development, and education. Training has been defined as an organized learning
experience, conducted in a definite period, to increase the possibility of improving job
performance and growth. Organized means that is conducted in a systematic way.

Although learning can be incidental, training with the worker learning clear and concise
standards of performance objectives. Training is the acquisition of technology which
permits employees to perform their present job to standards. It improves human

31
performance on the job the employee is presently doing or is being hired to do. Also, it is
given when new technology in introduced into the workplace.

Definition of development:

Memoria: Defines "Development covers not only the activities which improve job
performance, but also those which be ring about growth of personality, helps individual in
the process towards maturity and actualization of this potential capacity so that they
become not only good employees but also both good men and women.

Meaning:

Development is training people to acquire new horizons, technologies, or view points, it

enables leaders to guide their organisations in to new expectations by being proactive
rather than reactive. It enables workers to create better products, faster services, and
more competitive organizations. It is learning for growth of the individual, but not related
to a specific present or future job. Unlike training, which can be completely evaluated,
development cannot always be fully evaluated. This does not mean that we should
abandon development programmes, as helping people to grow and develop is what keeps
an organization in the cutting edge of competitive environments. Development can be
considered the forefront of what many now call the Learning Organization.

Development involves changes in an organism that are systematic, organised, and

successive and are thought to serve an adaptive function. Training could be compared
this metaphor - if i miss one meal in a day, then i will not be able to work as effectively
due to a lack of nutrition. While development would be compared to this metaphor - if i do
not eat, then i will starve to death. The survival of the organization requires development
throughout the ranks in order to survive, while training makes the organization more
effective and efficient in its day-to-day operations.

32
OBJECTIVES OF TRAINING:
Training and development can help an organization in a number of ways. Ultimately, it is
employee knowledge and skill that produce the organization’s product or services.
Training facilitates the implementation of strategy by providing employees with the
capability to perform their jobs in the manner dictated by the strategy. Training also assists
in solving immediate business problem, such as when a team of manager in an action
learning programmes studies a real problem and recommends a solution. Finally, to keep
ahead in a highly competitive the turbulent environment, it has been suggested that the
training functions must foster a continuous learning culture and stimulate managers to
reinvent their corporation.

Training enables employees to develop within the organization and increase the market
value, earning power and job security. It moulds the employee’s attitude and also helps
them to achieve better co-operation with the company and greater loyalty to it. The
management is benefited in the sense that higher standard of quality are achieved, a
satisfactory organization structure is built up, authority can be delegated and stimulus for
progress applied to employees.

 To increase productivity of employees or workers

 To improve quality of work and product
 To enhance and update knowledge and skill level of employees in the organization
 To promote better opportunity for the growth and promotion chances of employees
and there by the employability
 To secure better health and safety standard
 To improve quality of life of employees
 To sustain competitive advantage
 To impart new entrants of knowledge and skill
 To build up a sound line of competent efficiency and prepare them as a part of
their
33
  Career progress to occupy more responsible positions
 To impart customer education, help grading skills and knowledge and employee’s
estimate career planning of the company.

SIGNIFICANCE OF TRAINING
Training is essential for any human resource development exercise in organizational in
the rapidly changing times of today. It is an essential, useful and productive activity for
all human resource working in an organization, irrespective of the job position that they
hold. It employees, as well be discussed later. The basic purpose of training is to
develop skill and efficiency. Every organization has to introduce systematic programme
employees. This is because trained personnel are like valuable assets of an
organization, who are responsible for it progress and stability. Training is important as it
constitute a vital part of managerial control.
The responsibility for imparting training to the employees rests with the employer. If
there is no formal training programme in an organization, the worker will try to train
themselves by trial and error or by observing others. But this process will take lot of
time, lead to many losses by way errors and will ultimately result in higher costs of
training. The worker may not be able to learn the best operative methods on their own.

Provisional ID JHJHGJ
BENEFITS OF TRAINING TO EMPLOYERS

 Attract adequate numbers of highly qualified applicants.

 Reduce absenteeism.
 Reduce turnover.
 Increase productivity.
 Facilitate compliance with federal and state Equal Employment Opportunity
requirements.

34
  Improve community relations.
 Improve employee relations.
 Ensure availability of related technical institution.
 Enhance problem-solving ability of craft workers.
 Ensure versatility of craft workers.

NECESSITY OF TRAINING
Training is important for not only from the point of view of organization; but also for the
employees. Training is valuable to the employees because it will give them greater job security
and opportunity for advancement. The need of training arises in an enterprise due to following
reasons:-

 CHANGING TECHNOLOGY
Technology is changing at a fast pace. The workers must learn new technology
to make use of advanced technology. Thus, training should be treated as a
continuous process to update the employees in new methods and procedures.

 QUALITY CONSCIOUS CUSTOMERS

Customers have become quality conscious and their requirements keep on
changing. To satisfy the customers, quality of products must be continuously
improved through training of workers.

 GREATER PRODUCTIVITY
It is essential to increase to increase productivity and reduce cost of production
for meeting competition in the market. Effective training can help increase
productivity of workers.

 STABLE WORKPLACE

35
 Training creates a feeling of confidence in the minds of the workers. It gives them
a security at the work-place. As a result, labour turnover and absenteeism rates
are reduced.

FAQ on Migrat METHODS OF TRAINING

Training methods are suitable for different categories of people in the organization.
There can be several categories e.g. managerial and non-managerial, technical,
administrative, skilled, unskilled senior, junior etc. Each organization has to choose the
methods and techniques of training which are relevant for its training needs.

io
IMPORTANCE OF TRAINING:

 Training makes employees more efficient and effective.

 Training enables employees to secure promotions easily.
 Employee can avoid mistakes and accidents on the job.
 Training can contribute to higher production fewer mistakes, greater job
satisfaction.

36
CHAPTER 4

37
TRAINING & DEVELOPMENT IN
NALCO

TRAINING AND DEVELOPMENT IN NALCO:-

Nalco believes that training is a continuous process throughout the career of every
employee with the view to develop its technical, human and conceptual skills as required
for its current job his future career growth . while knowledge in these areas can be
imparted through well-conceived training programmes conducted by in house or external
agencies ,skills and attitude can be developed and strengthen mostly on the job . Real
development of the employees, therefore takes place on the job provided there is a
continuous challenge and demand for superior performance.

SCOPE OF TRAINING AND DEVELOPMENT IN NALCO:

The scope of training and development in Nalco covers the following areas
 Review and assessments of individual organizational training need.
 In company training

38
  External training in India and abroad.
TRAINING FOR WORKERS:

 Technical training
 Skill and multi skill development.
 Attitudinal change
 Motivation and involvement
 Total productivity maintenance
 TQM
 Participation in quality circles and group activates
 Health
 Safety

TRAINING FOR MANAGERIAL PERSSION:

 Knowledge in functional areas in junior level.

 Knowledge in technology management skill and team building for middle level.
 Managerial skills, leadership and interpersonal relationship for all levels.
 Strategic management for senior managers.

TRAINING AND DEVELOPMENT IN NALCO AS A WHOLE FOR THE YEAR 2014-2015:

Keeping in view the target of 2.5man days per employee per annum as signed in the
MOU, training needs sourced from multiple sources, the primary being, the competency
related needs secondly needs arising from organizational requirements and finally
departmental imperatives.
Emphasis is being placed on specific position related training needs and there is an
attempt to customized program, to the extent possible. Training effectiveness evaluation
is also carried out in order to map the benefits emanating from the action.

39
The training statistics for the year 2014-2015/2015-16 in the company is giving bellow:

2014-15 person Man days

Executive /Non-Executive 2691 5618
2015-16 Person Man days
Executive/Non- Executive 3513 5803
2016-17 Person man days
Executive/Non-executive 3712 5602

OBJECTIVE OF TRAINING AND DEVELOPMENT IN ALUMINA REFINARY:

One of the primary objective in the area of human resource is to provide effective, job
based as well as development training inputs to the employees.
The company’s approach has been:
 To reinforce desired behavioural traits and job skilled by exposing employees to
specific tailor made training program on a continual basis.
 To take fresh initiatives by organizing training programs in new areas.

Employees are sponsored for in house training, external trainings as well as foreign
trainings: the trust has been on developing capabilities. Training institutes at the
different production units as well as in the corporate office organise their respective
training programs for in house training. Training of the employee has been given a
priority by the company from the very beginning. This has resulted in successful

40
operation of plants ant facilities by employee as gaining knowledge and skills in the
required field.
However, while the skill development training is begging considered near adequate living
scope only for refresher training, the need for various culture building and behavioural
training is being increasingly felt in the organisation. Hence, in the last few years there
has been a shift in the training focus. Now, such new areas like emotional intelligence,
Neuro linguistics program etc., are being explored. Programs have been initiated to
develop skills of SC/ST employees and land displaced employees. Exposure of senior
manager to quality management, strategic planning, human process lab, behavioural
training for all executives, cross functional training for areas like materials, human
resources, finance, specialised training for trade union representatives, and productivity
mission to organisations of repute are some of the other efforts train and develop man
power.
Thus in a nutshell, the objective of training and development activities the organizations
are;-
 Achieve systematic integration of training with the organization’s mission.
 Update the skills, abilities and capabilities of employees.
 Established a distinctive work culture in the organization.
 Meet the organization need for succession, promotion, better performance and
growth.

ORGANISING THE TRAINING PROGRAMMES:

In case there is any deviation in the program dates indicated in the annual training
calendar, the same is also communicated to the departments well in advance. Usually
this situation arises in case of the programs conducted with the help of external
facilities/agencies.
After sending the conformation letter to the respective departments, the departmental
heads / controlling officers should ensures giving communication to the participant and
release them in the following procedure.

41
The training program details are being entered in the attendance card of the participant
so that the individuals did not forget the programs dates. Communication is also being
sent to the faculty for taking the session as per schedule.
The programs coordinators of training department are guiding the internal faculty in
preparation of course material, session plan etc., in order to meet the program objective.

TRAINING CENTRE OF NALCO:

Infrastructure
Training institutions in NALCO Include-
1.Human resource development center, S&P complex Anugul.
2.Human resource development center, M&R complex Damonjodi.
3.HRD Centre of Excellence, Bhubaneswar.
4.Mines vocational training Centre, panchpatmali mines, Damanjodi

1. Human Resources development CentreAngul:-

Headed by a chief manager (Training), the Centre caters to the training need of the
Aluminium Smelter plant and captive power plant, located at Angul main functions are:

 To provide statutory training to St. operative trainees (SOT’s)& Jr. operative

Trainees(JOT’s)-the two entry level for non-executive technical employees.
 Technical training to SOT’s& SOT’s.
 To conduct supervisory development programmes & workers Education
programmes.
 To provide Technical Training to graduate Engineer Trainees (GET’s).

Beside these, the centre provides specialized training in the flowing fields:
 Technical of Aluminium making
 Power plant operation, maintenance, power generation, Transmission and
Distribution.

42
  Mechanical and electrical maintenance of Aluminium smelter
 Electronics & instrumentation.
 Computer-related packages.
 Total quality management.
 Safety, health & environment

2. Human Resource Development centre , R complex Damanjodi:-

Headed by a chief manager (training), the centre caters to the requirements of the
employees of the mines & Aluminium at damanjodi. The functions are similar to that
of Angul HRD centre for the following specialized. Training’s –

(a)Technology of Alumina making process.

(b)Mechanical & Electrical maintenance and automobile Engineering.
(c)Mining & Geology

3. HRD centre of Excellence , Bhubaneswar:-

Headed by General Manager (HRD), the HRD centre of Excellence caters of the
following requirements-
 To plan and coordinate implementation of appropriate training and
development strategies for the employees of the organizational level.
 To plan and coordinate implementation of appropriate training and
development strategies for the employees on the organizational level.
 To prepare and update curriculum training materials.
 To organize nomination of executives to outstation training programmes,
seminars and conferences on annual training plans.
 To coordinate updating of the technical literature relevant to NALCO and
maintain an archive of all technical literature. Concerning the organization,
apart from maintaining a well-equipped library.

43
  To conduct action oriented research and surveys on the employee’s morale,
motivation and other organizational issues.
To consolidate training needs of employees based on their performance appraisal reports
and make it a basis for organizational training need analysis.
4. Mine under the statutory requirement of mine vocational rule,1996, with a view to
develop the personnel working in the Bauxite mine , the centre in headed by mining
Engineer (equivalent to the rank of a DY. Manager) having a first class mines manager
certificate of competency. The centre provides Training in-

 Mines Safety
 Mines Fire Hazards
 Statutory mining Requirements.

Importers & Exporters FAQ on Exports

TRAINING METHODS AND FEEDBACK REPORT OF NALCO:

1. IN HOUSE TRAINING PROGRAMS:

Before of the Programme Status During the conduct of Status

programme and thereafter
Check Programme Approval Get the attendance of the
participants
Fixation of dates Get the food preference of
participants Veg/Non-veg
Consent from concerned Prepare Training Certificate
faculties
Book the tickets for faculties Release nominated and
attended office order of
participants

44
Letter to units for nominations
Release of office order
Check programme schedule
Prepare participant list
Prepare attendance sheet
Prepare name plate of
participants/faculties/other
guests on dais
Prepare faculty profile
Check conference facilities
Check reading study material
Participant list hostel in-
charge
Poster for conference hall
and notice board
Check supply of tea/lunch
timings
Check transport for receiving
faculties and programme
coordination
45
Send attendance sheet to the
concerned Training
department
Send the attendance report
to the concerned HODs
Collect feedback report
Prepare programme
validation agenda
Evaluation of feedback report
Prepare direct and in-direct
cost on training
Check the faculty’s departure
timing etc.
Process of food bill of
participants/faculties and bill
raised by training provider
Check payment of faculty
honorarium for internal
faculties and external
faculties in BBSR
Check with finance
department for settlement of
faculty bill
Filling of papers and register
maintenance
Enter the attendance of
attended participants in the
register
Check photography Check photography
arrangement if required for arrangement if required
programme inauguration inauguration and valediction
function

2. PROFESSIONAL DEVELOPMENT OPTIONS

 Computer Training
It helps the trainee to learn skills which can be applied to positions in the company. Skills
can be acquired according to the positions one is interested in and then seek out related
courses.
 Soft Skills
There is need for excellent communication skills. Courses in professional speaking or
body language are wonderful ways to improve one’s speaking and listening skills.
 Group Dynamics
Employees are often sent away, often for a weekend with their co-workers to learners
the group dynamics.
 Customer Service
This course helps one communicate with a customer, especially one with a compliant,
can set one apart from the pack with one phone call.
 Basic Business
This teaches the trainees the basics of accounting, book keeping and business math
courses and department budget records.
 Putting Writing
Business writing is a large part of daily functions of any company. From emails and
memos, to sales letters, brochures and newsletter articles, the ability to clearly send a
message to clients or colleagues is a key skill that anyone can benefit from.

3. On- the -job training:

Under this new or inexperienced employees learn through observing peers or managers
performing the job and trying to imitate their behavior. These types do not cost much and
are less disruptive as employees are always on the job, training is given on the same

46
machines and experiences would be on already approved standards, and above all
trainee is learning while earning. Some of them are:

 Coaching:
Coaching is one-to-one training. It helps in quickly identifying the weak areas and
tries to focus on them. It also offers the benefit of transferring theory learning to
practice. The biggest problem is that it perpetrates the existing practices and
styles. In India most of the scooter mechanics are trained only through this
method.
 Mentoring:
The focus in this training is on the development of attitude. It is used for
managerial employees. Mentoring is always done by senior inside person. It is
also one-to-one interaction, like coaching.
 Job rotation:
It is the process of training employees by rotating them through a series of
related jobs. Rotating not only makes a person well acquainted with different
jobs, but it also boredom and allows developing report with a number of people.
Rotation must be logical.
 Job instruction technique:
This method is also known as “training through step by step learning”. This
method is very popular in the states for preparing supervisors to train operatives.
The JIT method requires skilled trainers, extensive job knowledge. The JIT
method provides immediate feedback on result, quick correction of errors, and
provision of extras practice when required.
 Apprenticeship:
Apprenticeship is a system of training a new generation of practitioners of a skill.
This type of training is in vogue in those trades, crafts and technical fields in
which a long period is required for gaining proficiency. The trainers serve as
apprentices to exports for long periods. They have to work in direct association
with and also under direct supervision of their masters.
 Understudy:
In this type, a superior gives training to a subordinate as understudy like an
assistant to a manager or director. The subordinate learn through experience and

47
 observation by participating in handling day to day problems. Basic purpose is to
prepare subordinate for assuming the full responsibilities and duties.

4. Off-the job training:

Off the job training are conducted in separate from the job environment, study material is
supply, there is full concentration on learning rather than performing, and there is
freedom of expression. Some of them are:
 Lectures and Conferences:
Lectures and Conferences are the traditional and direct of instruction. Every
training programme starts with lecture and conference. It’s a verbal presentation
for a large audience.
 Vestibule Training:
Vestibule training is a term for near-job training, as it offers access to something
new (learning). In vestibule training, the workers are trained in a prototype
environment on specific jobs in a special part of the plant.
 Simulation Exercise:
Sensitivity training is also known as laboratory or T-group training. This training is
about making people understands about themselves and others reasonably,
which is done by developing in them social sensitivity and behavioral flexibility. It
is ability of an individual to sense what others feel and think from point of view.
 Transactional Analysis:
It provides trainees with a realized and useful method for analyzing and
understanding the behavioral of others. In every social interaction, there is a
motivation provided by one person and a reaction to that motivation given by
another person.

48
CHAPTER 5
49
DATA ANALYSIS

50
DATA INTERPRETATION
A questionnaire was prepared for the purpose of getting feedback from the employees
and manager regarding recruitment and planning of the company where 10employees
were selected from different department and were distributed the questionnaire from the
purpose of study

ANALYSIS OF DATA
Fundamental analysis requires us to perform all great deal of mathematical operation to
generate an answer.
Technical analysis does not look at the same chart therefore,reading charts evolve into
an art form where each analyst can provide a unique insight.

Four stages of analysis:

Codes: Identify anchors that allow the key points of the data to be gathered.
Concepts: Collection of codes of similar content that allow the data to be grouped.
Categories: Broad group of similar concepts that are used to generate a theory.
Theory: A collections of explanations that explains the subject of the research.

If one understands the benefits and limitation of technical analysis ,it can give you a
new set of tools or skills that will enable you to be better.

The analysis of data is done as per the survey finding and the data is represented
graphically in percentage.

The percentage of the people opinion were analyzed and expressed in the form of
charts and have been placed in the next few pages.

51
1. When you prefer to go for manpower planning

option percentage
1. Yearly 30
2. quarterly 50
3. No fixed time 30

MANPOWER PLANNING

SALES

4th Qtr, 1.2

3rd Qtr, 1.4

1st Qtr

30, 3.2 2nd Qtr

1st Qtr, 8.2
3rd Qtr
4th Qtr

52
53
 CHAPTER 6
CONCLUSION,FINDINGS
, SUGGESTION,
QUESTIONNAIRE

54
CONCLUSION:

The NALCO is in fact most successful company in the state of Orissa. Training and
development system in this company is by and large designed encourage employees to
work in such a way that the organization is benefited by their performance. Training
process as a whole is directly related to the development process of Human Resource.
However it is difficult to measure this abstract aspect quantitavely as cost involved in
training is a positive and meaningful investment which pay dividend future.

 The human resource executives should be exposed to lot of management

programs.

 More experienced and senior executive should be involved in training sessions

and for experience sharing sessions.

 The duration of the Training programme should increase.

 The employees should be aware about the criteria for selection and they should
aware about the objectives of training when being selected.

 Training should be more relevant to the job and need contribute to trainees
Knowledge to the fullest extent.

 Training also to impart the employee based on giving promotion, not just only for
the employees who are found inefficient, this helps in motivating the employees
and maintains the effectiveness of training.

 The ROI – The return on investment made towards training and development
activity need to be measured. Employee has to be aware about the cost invested
by Company indirectly and they will be motivated to get the desired result output.

55
FINDINGS:-

 It is found that employee going for training goes with a clear understanding of the
knowledge and skills they are expected to acquire.

 It is ascertained that the training needs are properly identified.

 The researcher find that employees prefer external training mode.

 It is found that employee’s feels satisfied with the type of training imparted at
NALCO.

 It is evident that after training is imparted that the trained employee performance
satisfactory.

 The employee makes significant contribution because of training.

 The employee satisfied with the present session method of selection of

candidates for the training programme.

SUGGESTION:
 Training materials should be redesigned for some of the in-house training
programmes.

 Job rotation can be done so as to make the employees versatile enough to do

different jobs.

56
  Apart from in-house, in-company and external training some new type of training
like brainstorming, lateral thinking and other management gains should be made
a part of training programme.

 Open- house session should be conducted near frequently to bridge the gap
between employees and management.

QUESTIONNAIRE
Respected Sir/Madam,
I Ms. Rojalin Jena, student of Dept. of Business Administration, S.C.S (A)
COLLEGE, PURI, presently engage to complete a project on “TRAINING AND
DEVELOPMENT OF EMPLOYEES IN NALCO” as per my study. The information
collected from you will be used for research& complete my project in all respect. You
are requested to give your assessment and tick appropriate answers.

1. Employees in your organization are sponsored for training on need basis?

 Strongly Agree
 Agree
 Somewhat Agree
 Disagree
 No opinion

2. Training is being given adequate in your organization.

 Strongly Agree
 Agree
 Somewhat Agree
 Disagree
 No opinion

57
3. Employees availing training go with a clear understanding of the knowledge
and skills they are expected to acquire?
 Strongly Agree
 Agree
 Somewhat Agree
 Disagree
 No opinion
4. The norms and values of the company are clearly explained to the new
employee during induction,
 Strongly Agree
 Agree
 Somewhat Agree
 Disagree
 No opinion

5. Training attended is relevant to the job?

 Strongly Agree
 Agree
 Somewhat Agree
 Disagree
 No opinion

6. Are you satisfied with the faculties engaged for training programme?
 Strongly Agree
 Agree
 Somewhat Agree
 Disagree
 No opinion

7. Whether the location of training is suitable for you?

58
  Strongly Agree
 Agree
 Somewhat Agree
 Disagree
 No opinion

8. Are you able to do your job more effectively after attending the training
programme?
 Strongly Agree
 Agree
 Somewhat Agree
 Disagree
 No opinion

9. Are you satisfied with the present training method for GETs/MTs towards their
induction programme?
 Strongly Agree
 Agree
 Somewhat Agree
 Disagree
 No opinion

10. Is it easy for you to apply the methods of training you received?
 Strongly Agree
 Agree
 Somewhat Agree
 Disagree
 No opinion

59
11. Can you efficiently and effectively handle any problem relevant to training after
attending the training programmes?
 Strongly Agree
 Agree
 Somewhat Agree
 Disagree
 No opinion
12. Whether the motivational level enhance after training programme.
 Strongly Agree
 Agree
 Somewhat Agree
 Disagree
 No opinion

13. Whether the organization conduct the training and development as per the
“National Skill Development Mission” launched by honourable Prime Minister,
Shri Narendra Modi.
 Strongly Agree
 Agree
 Somewhat Agree
 Disagree
 No opinion

14. Your organization considers training as a part of organizational strategy. Do

you agree with this statement?
 Strongly Agree
 Agree
 Somewhat Agree
 Disagree
 No opinion

60
 15. The HR department conducts briefing and debriefing session for employees
sponsored for training.
 Strongly Agree
 Agree
 Somewhat Agree
 Disagree
 No opinion

BIBLOGRAPHY
To give a complete shape of summer project report, the researcher has gone through
the following books, websites and journals.

BOOKS:
V.S.P. Rao – Human Resource Management.
T.N. Chhabra – Human Resource Management.

WEBSITE:
www.google.com
www.nalcoindia.com

COMPANY JOURNAL
The Company you keep, Annual Report 2016-2017.

61