A PROJECT REPORT

ON
“TRAINING AND DEVELOPMENT AT NALCO“

Under The Guidance Of

Internal Guide: Dr. BIDYA DASH (Management Faculty, CIME)
External Guide: Mr. AJIT KUMAR PRADHAN (Manager of HRD,NALCO)

ODISHA

Submitted By
PUSPANJALI MISHRA
Regd. No-1806107063
(MBA IN HRM)

(COLLEGE OF IT AND MANAGEMENT EDUCATION, BBSR)

 A PROJECT REPORT
ON
“TRAINING AND DEVELOPMENT AT NALCO“

Under The Guidance Of

Internal Guide: Dr. BIDYA DASH (Management Faculty, CIME)
External Guide: Mr. AJIT KUMAR PRADHAN (Manager of HRD,NALCO)

ODISHA

Submitted By
PUSPANJALI MISHRA
Regd. No-1806107063
(MBA IN HRM)

(COLLEGE OF IT AND MANAGEMENT EDUCATION, BBSR)

 DECLARATION
I hereby declare that this project on “Training & Development
Programmes at NALCO, BHUBANESWAR Sector and Odisha” carried
out by me under the guidance of Dr. Bidya Dash (Management
faculty, CIME).

I also declare to the best of my knowledge that, this project is a

result of my efforts and that it has not been submitted to any other
university of institute for the award of any degree.

Place:-Bhubaneswar Puspanjali Mishra

Date: - Regd. No:-1806107063

 ACKNOWLEDGEMENT
Before I start the project report, I would like to thank all those
people whose constant support and encouragement, brought this
project report into existence.

I express my deepest gratitude to my internal project guide

Dr. Bidya Dash (Management faculty, CIME, BBSR) for his generous
reactions towards this project and constructive criticisms and
valuable suggestions.

Then I feel, honoured, to acknowledge my gratitude to Mr.Ajit

Kumar Pradhan (Manager of HRD, NALCO, BBSR) for his invaluable
support. He has been a constant source of inspiration during my
project work. He has provided me ample opportunity for fruitful
interaction of thoughts and for his suggestions and advice.

Puspanjali Mishra

Regd.No:- 1806107063
 CONTENT
Chapter-1
Introduction
 Introduction
 Objective of the study

Chapter-2
Company profile of NALCO
 Brief about NALCO
 Vision
 Mission
 Objectives of NALCO
 Physical Performance
 CSR of NALCO
 NALCO Foundation

Chapter-3
Theoretical framework of Training and development
 Definition
 Objective of training
 Significance of training
 Benefits of training to employers
 Necessity of training
 Methods of training
 Importance of training
Chapter-4
Training and development in NALCO
 Training activities in NALCO
 Scope of training and development
 Objective
 Training centre of NALCO

Chapter-5
 Suggestion and conclusion
 Bibliography
  INTRODUCTION
Any organisation needs to have an organised human resource in
order to gain success or it will mark its failure. The human resource is
the prime key which handles everything so if they are not properly
trained then everything can go in vain.

Human Resource Management (HRM) is an operation in companies

designed to maximize employee performance in order to meet the
employer’s strategic goals and objectives. More precisely, HRM
focuses on management of people within companies, emphasizing
on policies and systems.

In short, HRM is the process of recruiting, selecting employees,

providing proper orientation and induction, imparting proper
training and developing skills.

HRM also includes employee assessment like performance appraisal,

facilitating proper compensation and benefits, encouragement,
maintaining proper relations with labour and with trade unions, and
taking care of employee safety, welfare and health by complying
with labour laws of the state or country concerned.

Basically, we can say that HRM is a multi-disciplinary activity, utilizing

knowledge and inputs drawn from psychology, economics, etc.
  OBJECTIVES OF THE STUDY
1. Organizational Objectives:

HRM is a means to achieve efficiency and effectiveness; It serves

other functional areas, so as to help them to attain efficiency in
their operations and attainment of goals to attain efficiency.

Acquiring right man for the right job at right time in right quantity,
developing through right kind of training, utilizing the selected
workforce, and maintaining the workforce is the organizational
objectives of HRM. Succession planning is an important issue to be
taken up as a contemporary organizational objective.

2. Functional Objectives:

HRM performs so many functions for other departments.

However, it must see that the facilitation should not cost more
than the benefit rendered.

3. Personal Objectives:

In today’s world there is shortage of requisite talent. Employees

are encouraged by competitive firms to change the jobs. HRM has
the responsibility to acquire, develop, utilize, and maintain
employees. This would be possible only when the HRM helps
employees to achieve their personal goals to get their
commitment. Creating work-life balance for the employees is a
personal objective.

4. Societal Objectives:

HRM must see that the legal, ethical, and social environmental issues
are properly attainted to. Equal opportunity and equal pay for equal
work are the legal issues to not to be violated. To take care of
farmers (whose land has been acquired for the factory) and tribe’s
(who are displaced by industries and mining companies) are the
ethical issues.
 BRIEF ABOUT NALCO

-A Navaratna company
National Aluminium Company Limited (NALCO), a public sector
enterprise of the Government of India was incorporated in 7th
January of this year 1981. A Navaratna status company is Asia’s
largest integrated aluminium complex, encompassing bauxite
mining, alumina refining, aluminium smelting and casting,
power generation, rail and port operations in both domestic
and also export. Commissioned during 1985-87, NALCO has
emerged to be a star performer in production and export of
alumina and aluminium, and more significantly, in propelling a
self-sustained growth. NALCO has registered Rs. 1342.19 crore
to the audited financial results for 2017-18, taken on record by
the board of directors in the meeting held in 26th May 2018. In
the fourth quarter the company has earned a net profit Rs.
257.06 crore.

NALCO bagged the top export award of chemical and allied

products export promotion council. The company established
new records in bauxite mining, alumina production and exports
during the year 1999. NALCO made its foot print in detergent
business also in the year 2001. NALCO received the Niryat
Shree award for two straight years, 2000-02 from the
Federation of Indian Export Organization (FIEO) for excellence
in exports. Alumina Refinery of the company was expanded to
15, 75,000 TPA and dedicated to the Nation State Pollution in
the year 2002.
 Vision:
 To be reputed global company in the Metal and
Energy Sectors.
 To be a premier and integrated company in the
aluminium value chain with strategic presence in
mining both domestic and global Metals Energy
sectors.

 Mission
 To sustainably grow multi-fold in mining, alumina and
aluminium business along with selected
diversification in minerals and energy sector, while
continuously improving in efficiency and business
practices thus enhancing value of stakeholders.
 To satisfy the customers and stakeholders, employees
and all other stakeholders through our services.
 To continuously develop human resources, create
safe working conditions, improve productivity and
quality and reduce cost and waste.
 To be good corporate citizen, protecting and
enhancing the environment as well as discharging
social responsibility in order to ensure sustainable
growth.
 To intensify R&D for technology development.
 Objective of NALCO:
 To maximise capacity utilisation, 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
aluminium producing Global Company in five years’
time.
 To promote a result-oriented organisational ethos
and work culture that empowers employees and
helps realisation of individual and organisational goals
and maximise internal customer satisfaction.
 To foster high standards of health, safety and
environment friendly products and to develop a
strong R&D base and increase business development
activities.
 To strive for production of value added downstream
products.
Physical Performance

Product Unit 2015-16 2016-17 2017-18 2018-19

Bauxite MT 63,40,142 66,37,470 7025109 72.31
Alumina
Hydrate MT 19,53,000 19,70,348 2105500 21.53
Aluminium MT 3,72,183 3,98,788 425515 4.40
Thermal MU 5,841 5,841 6547 6265
power
Wind MU 175 156 252 363
power
 On-going Projects
Bauxite deposit

On Panchpatmali hills of Koraput district in Orissa, a fully

mechanized opencast mine is in operation since
November, 1985, serving feedstock to Alumina refinery
at Damanjodi located on the foothills. Present capacity
of mines is 68.25 lakh TPA. All the statutory clearance
for the Rs. 5540 crore project has been obtained for
brownfield expansion of 1 million ton refinery.
Utkal D & E Coal Blocks
NALCO has been allotted Utkal D and E coal blocks, in Angul
district Odisha, where the company’s Aluminium Smelter and
Captive power plant are located. With this, NALCO’S captive
resources have added 200 million tonnes of coal.
NALCO ventures into the new field of backward integration,
which will have a substantial impact on input cost of coal.
This project is scheduled to be completed on January 2020.
Angul Aluminium Park
NALCO has formed this JV Company with IDCO to promote
downstream industries in Odisha. The company has
committed to supply 50,000 MT of molten Aluminium for a
period of 20 years to the JV Company.

Caustic Soda Project

NALCO and Gujarat Alkalis and chemical limited have jointly
incorporated a joint venture company, to set up a 2.7 lakh
tonnes per annum caustic soda plant at Dahej in Gujarat.
Captive Power Plant
Presently the Captive Thermal Power Plant has a generation
capacity of 1200 MW (10*120MW). While the captive
thermal power plant provides entire electric power
requirement of Aluminium smelter, it also feeds for
approximately 35 MW of the power requirement to the
alumina refinery through the State Grid.
The location of captive thermal power plant at Angul is also
strategic to the availability and supply for coal from nearby
Talcher Coalfields.
Port facilities
On the Northern Arm of the Inner Harbour of Visakhapatnam
Port on the Bay of Bengal, NALCO has established
mechanized storage and ship handling facilities for exporting
Alumina in bulk and importing Caustic Soda.
The company also uses the port of Paradeep and Kolkata for
export of Aluminium.

Rooftop solar system

NALCO utilised the entire available roof top space in
Corporate Office, Township and NRTC at Bhubaneswar for
setting up of 130 kwp solar power plant.

Wind Power Plants

The 1st wind power plant of capacity 50.4 MW is in
Gandikota, Andhra Pradesh which was commissioned in
December 2012. The 2nd wind power plant of capacity 47.6
MW is at Ludarwa site, in Jaisalmer, Rajasthan which was
commissioned in January 2014. The 3rd wind power plant of
capacity 50 MW is at Devikot site, Jaisalmer, Rajasthan and a
50.4 MW Wind Power Plant at Sangli, Maharashtra
commissioned in February 2017.
  Corporate Social Responsibility (CSR)
At NALCO, “Let all be happy” is the guiding spirit, which is
embedded in the company’s CSR logo. While trying to suffuse
happiness, the company remembers the words of Mahatma
Gandhi: “Whenever you are in doubt recall the face of the
poorest and the weakest man whom you may have seen and
ask yourself if the step you contemplate is going to be of any
use to him? Will he gain anything by it? Will it restore him to
control over his own life and destiny? That test alone can
make ourplans and powers meaningful.”
Along with its business, NALCO lays special emphasis on its
Corporate Social Responsibility (CSR) activities. The company
has come to represent a better quality of life for
communities residing in the vicinity of its plants and facilities.
The company has comprehensively addressed the problems
of rehabilitation of displaced families with adequate
compensation, housing and employment to the extent
feasible. These apart, the company assigns high importance
to promotion and maintenance of pollution free environment
in all its activities.
When the company started its activities in Odisha in 1981,
there was no such nomenclature like CSR. All that the
company felt was its moral responsibility towards the society.
But today, CSR has become a buzzword in the corporate
world. More and more organizations are waking up to this
belated realization that beyond productivity and profitability,
it is the social accountability that determines their image.
Presently even before the land is acquired and foundation
stone laid for a project, the company launches its CSR
activities in the area. It is presumed that on a solid CSR
foundation, strong business empire can be built. There are
certain social relations that NALCO has been actively doing in
the following areas:-
 NALCO KI LADLI
The company has launched this programme to promote
meritorious girl students from underprivileged families,
under the ‘Betibachao, Betipadhao’ programme of
government of India. In 2017-18, 277 meritorious girls shall
be benefited from this project and they are provided
financial assistance too.

 SWACHH VIDYALAYA
NALCO has constructed 497 toilets in 227 schools in
Odisha and Andhra Pradesh, resulting in enrolment and
enhancement of girl student.

 EDUCATION
The company has so far provided residential education to
805 children from periphery villages of M&R complex and
pottangi mines area.
  INTEGRATED HEALTH SERVICES
NALCO has set up two company run 50 bedded speciality
hospitals, one each at Damonjodi and Angul. It also provides
free medicines and treatment to the villagers living in
vicinity.
 OTHER MOTIVATIONAL SCHEMES SUCH AS:
 Performance related payments (PRP) for executives.
 Incentives schemes for non-executives.
 SARJANA- suggestions scheme
 Operator reward scheme for mines
 House-keeping reward scheme
 Problem solving scheme
 Long service award scheme
 Swachh iconic city: Puri
 ODF villages

 NALCO FOUNDATION
Nalco board decided to set up a standalone Foundation for
its CSR activities. Among other things, the board decided to
allocate an additional one percent of Nalco’s total net profit
every year to fund the schemes to be undertaken by this
foundation. With the setting of up Nalco foundation, CSR
budget of the company now stands doubled at 2% of the net
profit. From these 2% net profit of CSR, 1% goes for the
periphery development whereas the other 1% is used for
NALCO foundation which is primitively a trust running by this
organisation in the welfare of the society.
Nalco foundation is focused on development of villages
located within 15 kms radius of Nalco’s mines and plants in
Damonjodi and Angul, and also proposed mining areas such
as Utkal-E Coal block (Chhendipada Block, Angul), Pottangi
(Koraput) and Gudem and KR Konda (Vishakapatnam and
East Godavari districts of Andhra pradesh).
National Aluminium Company limited (Nalco) is considered to
be a turning point in the history of Indian Aluminium
Industry. In a major leap forward, Nalco has not only
addressed the need forvself-sufficiency in aluminium, but
also given the country atechnological edge in producing this
strategic metal to the best of world standards.
 Chapter-3
Theoritical Framework of
training and development
Definition
Training and development is a systematic and organized
process for improving the potential and working culture of an
employee. It can be defined as the process of teaching the
new or existing employees the basic or advanced required
skills that they need to perform for the betterment of the
organisation. Training makes a very important contribution in
the development of an organisation. It is needed to be
managed so that training is given to the right people at the
right time in the right format and at right cost. The term
training indicates the process involved in improving the
aptitudes, skills and abilities of the employees to perform
specific jobs.

Training
Training constitutes a basic concept in human resource
development. It is concerned with developing a particular
skill to a desired standard by instruction and practice.
Training is a highly useful tool that can bring an employee
into a position where they can do their job correctly,
effectively, and conscientiously. Training is the act of
increasing the knowledge and skill of an employee for doing a
particular job.

Development
Organisational development is a process that” strives to build
the capacity to achieve and sustain a new desired state that
benefits the organisation or community and the world
around them.” It is the educational experience and
assessment that helps the employees prepare for the future.
Process
First self-assessment is done then reality check is done after
that goal is set and then action is taken according to the plan.

Benefits of Training to Employees

 Economy in Operations
Trained personal will able to make better and economical use of
materials and equipments. Wastage will be low.

In addition, the rate of accidents and damage to machinery and

equipment will be kept to the minimum by the well-trained
employees. These will lead to less cost of production per unit.

 Greater Productivity
A well trained employee usually shows greater productivity and
higher quality of work-output than an untrained employee.
Training increases the skills of the employees in the
performance of a particular job. An increase in the skills usually
helps to increase both quantity of output.
 Uniformity of Procedures
With the help of training, the best available methods of work
can be standardized and made available to all employees.
Standardized will make high levels of performance rule rather
than exception.
  Less Supervision
If the employees are given proper training, the responsibility of
supervision is lessened. Training does not eliminate the need for
supervision, but it reduces the need for detailed and constant
supervision.

 Systematic Imparting of Skills

A systematic training programme helps to reduce the learning time
to reach the acceptable level of performance. The employees need
to learn by trial and error or by observing others and waste time if
the formal training programme exists in the organization.

 Creation of Inventory of Skills

When totally new skills are required by an organization, it has to face
great difficulties in employment. Training can be used in spotting
men and in removing defects in the selection process. It is better to
select and train employees from within the organisation rather than
seek the skilled employees from outside sources.

 Higher Morale
The morale of employees is increase if they are given proper training.
A good training programme will mould employees’ attitude to
achieve support for organizational activities.
  Necessity of training
As per the ministry o mines it is necessary for an organization
to give trainings to their employees which initially help them
for their betterment.

It helps them to:-

 Increase Confidence
Training creates a feeling of confidence in the minds of
employees, who feel comfortable wile handling newer
challenges. It gives a feeling of safety and security to them at
the work place.

 New Skills
Training develops skills, which serves as a valuable personal
asset of a worker. It remains permanently with the worker
himself.

 Career advancement
The managers can develop their skills to take up higher
challenges and work in newer job dimensions. Such an exercise
leads to the career development of the employees, who can
move up the corporate hierarchy faster.
 Higher Earnings
Higher earnings are a consequence of career development. A
highly trained employee can command high salary in the job
market and feel more contended with his job.

 Resilience to change
In the fast changing times of today, training develops adaptability
among workers. The employees feel motivated to work under
newer circumstances and they do not feel threatened or resist
any change. Such adaptability is essential for survival and growth
of an organization in the present times.

 Increased Safety
Trained workers handle the machines safety. They also know the
use of various safety devices in the factory, thus, they are less
prone to accidents. It can be concluded that in light of several
benefits, training is an important activity, which should be taken
very seriously by the employees as well as the employers.
 Methods of Training
Training is generally imparted in two ways:

1. on the job training

On the job training methods are those which are given to the
employees within the everyday working of a concern. It is a
simple and cost-effective training method. The in-proficient as
well as semi-proficient employees can be well trained by using
such training method. The employees are trained in actual
working scenario. The motto of such training is “learning by
doing”. Instances of such on-job training methods are job-
rotation, coaching, temporary promotions, etc.
2. Off the job Training
Off the job training methods are those in which training
is provided away from the actual working condition. It is
generally used in case of new employees. Instances of
off the job training methods are workshops, seminars,
conferences, etc. such method is expensive and is
effective if and only if large number of employees has to
be trained in a separate area within a short time period.
  Importance of Training
Training is crucial for organization development and success. It is
fruitful to both employers and employees of an organization. An
employee will become more efficient and productive if he is
trained well. Training is given on four basic grounds:

 New candidate who join an organization are given training. This

training familiarizes them with the organizational mission, vision,
rules and regulations and the working conditions.
 The existing employees are trained to refresh and enhance their
knowledge.
 If any updations and amendments take place in technology,
training is given to cope up with those changes. For instance,
purchasing new equipment, changes in technique of production,
computer impartment. The employees are trained about use of
new equipments and work methods.
 When promotion and career growth becomes important.
Training is given so that employees are prepared to share the
responsibilities of the higher level job.
The importance of training can be summed up as:
1 Improves morale of employees
Training helps the employee to get job security and job
satisfaction. The more satisfied the employee is and the
greater is his morale, the more he will contribute to
organizational success and the lesser will be employee
absenteeism and turnover.

2 Less supervision

A well trained employee will be well acquainted with the

job and will need less of supervision. Thus, there will be less
wastage of time and efforts.

3 Fewer accidents

Errors are likely to occur if the employees lack knowledge

and skills required for doing a particular job. The more
trained an employee is, the less are the chances of
committing accidents in job and the more proficient the
employee becomes.
4 Chances of promotion

Employees acquire skills and efficiency during training. They

become more eligible for promotion. They become an asset
for the organization.

5 Increased productivity

Training improves efficiency and productivity of employees.

Well trained employees show both quantity and quality
performance. There is less wastage of time, money and
resources if employees are properly trained.
CHAPTER-4
TRAINING AND
DEVELOPMENT IN NALCO
 Training activities in NALCO
The training imparted in NALCO is based on various requirements
of the organization ranging from acquainting with new technology
or processes to soft skill training for the personal development of
the employees.

Training need assessment to fulfill the competency gap,

departmental needs, organizational needs, policy based needs,
specific and also to maintain good vendor and customer relation.

NALCO provides both in-house training as well as training through

external affairs in India and abroad. The company has a scientific
competency mapping process and is planning to use it to tap the
training need of individual employees so that it will translate to
enhanced performance. Training and development department is
functioning under HR at Corporate Office of Bhubaneswar.

PERSONS COVERED IN VARIOUS

TRAINING PROGRAMME DURING LAST 3
YEARS
YEAR EXECUTIVES NON- TOTAL
EXECUTIVES
2015-16 2831 3668 6499
2016-17 3158 5150 8308
2017-18 1812 4954 6766
2018-19 3235 4464 7699
Scope of Training and Development in NALCO
 Training and Development through external programme in
India and aboard.
 Induction training at various levels.
 In company development.

Objective
 Integrate organizational and individual development needs.
 Every Employee get benefit of training programme organized
for time to time.
 Make learning one of the fundamental values of the
company.
 Company business process through effective training input.

Training Centre of Nalco are

 Human Resources Development Centre, S&P Complex

Angul.
 Human Resources Development Centre, M&R
Complex, Damanjodi.
 Mines Vocational Training Centre, Panchpatmali Mines,
Damanjodi.
 HRD Centre of Excellence, Corporate Office,
Bhubaneswar.
 Training methods of Nalco

Before starting the actual training programme, NALCO

follows an extensive induction programme. Induction
programme are not classroom teachings. Trainees are
taken to various locations of the oraganizations like
mines, refinery, smelter plant, captive power palnt and
poet facilities and are sensitized with all the process and
procedures irrespective of the discipline the new
employee has joined in. Reviews of the training imparted
during the induction programme are conducted regularly.

In Nalco Training Centre these are the various methods

that are used for the training of the employees:-

 In house training
 External training within India
 External training aboard
 On-the job training
 Off-the job training
1. IN-HOUSE TRAINING
In-house Training Programme is conducted in HRD Centre of
Excellence inviting the facilities from internal source as well as
exernal sources. It is a training programme which is designed,
developed and conducted within the company.

2. EXTERNAL TRAINING WITHIN

INDIA
Training programmes conducted within India by an outside
agency for the employee of the Company and more employee
are nominated.

 Criteria for External Training:-

 Basic
Need based, organizational priorities etc.
 Specific
Justification for selection the person for this Training
in term of educational background, potential for
growth, past experience, capacity to learn etc. as
compared to other eligible.
3. EXTERNAL TRAINING ABROAD
A training programme designed, developed and conducted
outside India(abroad) by an agency, may not be exclusive for
the employee of the company are nominated.
In these types of training programmes the nominated
employees are sent to abroad in order to attain the training
conducted abroad.

4. ON-THE-JOB TRAINING
Under this training programme, the new or experienced
employees learn through peers or seniors performing their job
and try to imitate their behaviour. These types do not cost
much and are less disruptive as employees are always on the
job, training is given on the same machines and experience
would be on already approved standards, and above all trainee
is learning while earning.
Some of the commonly used types are:-

 COACHING
It is one-to-one training which helps in quickly identifying
th weak areas tries to focue on them. It also offers them
the benefit of transferring theory learning into practice.
The problem is that it perpetrates the existing practices
and styles.
 MENTORING
The focus in this training is on the development of
attitude. It is used for managerial employees. Mentoring
is always done by a senior inside person. It is also one-to-
one interaction, like coaching.

 JOB ROTATION
It is the process where the employees are trained by
rotating them through a series of related jobs to check on
their strengths and weaknesses.

 APPERENTICESHIP
It is a system of training of the new generation of
practitioners of a skill. This type of training is in vogue in
those trades, craft and technical fields in which a long
period is required for gaining proficiency. The trainees
have to work 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 learns through observation and further
experience by handling day to day problems.
5. OFF-THE-JOB TRAINING
These type of trainings are conducted separately form the job
environment. There is full concentration on learning rather than
performing.

Some of the commonly used types are:-

 LECTURES AND CONFERENCES

These are the traditional and directs of instructions. Every
training programme starts with a lecture and conference.
It’s a verbal representation for a large audience. However,
the lectures have to be motivating and creating interest
among the trainees. The speaker must have considerable
depth in the subject.

 VESTIBULE TRAINING
It 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
It is an artificial environment exactly similar to the actual
situation. There are four basic simulation techniques used
for imparting training, that are :- management games,
case study, role playing and in basket training.
 SENSITIVE TRAINING
It is also known as laboratory or T-group training. This
training is about making people understand about
themselves and not others reasonably, which is done by
developing in them the social sensitivity and behavioural
flexibility.

 TRANSACTIONAL ANALYSIS
It provides trainees with a realistic and useful method for
analyzing and understanding the behaviour of others. In
every social interaction there is a motivation provided by
one person and a reaction to the motivation is given by
another person.
CHAPTER-5
SUGGESTION AND
CONCLUSION
 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 kind of jobs and also they
can recognize their strength and weakness through it.
 Apart from In-house trainings, some new type of trainings
such as brainstorming, mapping and other management
games should be made a part of the training programmes
so that it would add fun to the training.
 Open-house session should be conducted frequently to
bridge the gap between employees and management.
 Nalco should introduce project based training.
 Training Programmes must be conducted at frequent
interval for the new as well as for the existing employees
to help them. To update with new technology and
improve their performance.
 More importance should be given to audio visual training
programmes because when a person see a thing
happening in front of him then he is more likely to learn
them easily and remember them for a long time.
CONCLUSION

NALCO is the most successful company in the state of

Odisha. Training and Development is very essential for
every organization. To bridge up between present and
future, training and development is a systematic tool, but
very often we find that some time people in the
organization are hesitate to involve themselves in the
process of change work culture because of various fear. A
proper training and development system not only helps
the organization to make in a right path but also prepare
the organization to face the future changes. Training
process as a whole is directly related to the development
process of the human resource.

Therefore I conclude that training and development is an

important task to be covered for development of work
culture and its great impact is to develop the society.
 Bibilography

To give a complete shape of summer project report, the researcher

has gone through the following books, websites and journals.

BOOKS
 Human Resource Management, Author- V.S.P Rao

WEBSITES
 www.nalcoindia.com
 www.business-standard.com
 www.tutorialpoint.com

OTHER SOURCES
 The company you keep annual report 2018-19
 NALCO publications and journals.
 NALCO vantage view 2018-19 report.
 AIMA HRM study material.