“A RESEARCH REPORT

ON
INNOVATIVE TRAINING PRACTICES EMPLOYED IN
RENUSAGAR POWER DIVISION (HINDALCO)”

SUBMITTED IN PARTIAL FULFILLMENT OF THE

REQUIREMENT FOR THE
MASTER OF BUSINESS ADMINISTRATION

(SESSION- 2013-15)

“INSTITUTE OF MANAGEMENT STUDIES

MAHATMA GANDHI KASHI VIDYAPITH
VARANASI”

SUBMITTED TO- SUBMITTED BY-

Prof. Krishna Kumar Agarwal Ankur Rai
(Director) IMS MBA-4th (SEM)
MAHATMA GANDHI VIDYAPITH Exam Roll no. -10013109
VARANASI Enrolment No. KA2K14/109

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 DECLARATION

I, Mr. Ankur Rai hereby declare that this research report is

the record of authentic work carried out by me and has not
been submitted to any other University or Institute for the
award of any degree / diploma etc.

Signature
Ankur Rai

Date-:

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 PREFACE

In this new era all the countries & their companies are trying their best to improve
economic growth. This trend has created a very complex & competitive
environment in the field of business & commerce. In order to keep oneself in
competition & win the race a new system of management is needed.

The most unique challenge for organization comes with respect to the management
of human resources to ensure the availability of sufficient number & quality of
human resources at all times for the successful achievement of organisation
objective.

At the completion of FOURTH SEMESTER every student has to complete a

research project allotted by his/her college. This particular research is for every
student of M.B.A (FOURTH SEMESTER) to provide them particular knowledge
about each & every aspect of business.

This research report consist of HUMAN RESOURCE MANAGEMENT

specialization whose topic is-
“To study about the Innovative training practices employed in RPD”

Therefore I am submitting this report prepared within limited time & resources
within a little practical knowledge.

Ankur Rai

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 ACKNOWLEDGEMENT

I, Ankur Rai, a student of MBA- 4th (SEM) at the Institute of Management

Studies, Mahatma Gandhi Kashi Vidyapith Varanasi, would like to take this
opportunity to thank all those who have directly and indirectly helped me in the
assimilation and completion of this Research Report.

I would like to express my heartfelt gratitude towards Mr.Abhishek Mishra

Institute of Management Studies, who gave me timely recommendations and
guidance throughout in my research report.

I sincerely thanks to Prof. K.K Agarwal, Director, Institute of Management Studies

Mahatma Gandhi Kashi Vidyapith, Varanasi and all other staff member for
providing all the facilities and suggestions required to complete my research
report.

I am very much thankful to all the staff member and management of IMS for
providing the necessary information and data needed in this research report. I
have made sincere effort to make this report more meaningful, complete, Compaq
and comprehensive. It is pleasure to let you know that I have put my felling into a
practice.

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 TABLE OF CONTENT

Chapter-1

 INTRODUCTION

 Aditya Birla Group-Overview

Chapter-2

 Objective of the study

 Research Methodology

Chapter-3

 ORGANISATION AT A GLANCE

 Hindalco-Overview

Chapter-4

 HR POLICIES OF HINDALCO

 Introduction

 HR Vision, Mission

 HR Objective

Chapter-5

 TRAINING & DEVELOPMENT

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  Introduction of Training & Development

 Concept of Training & Development

 Objective of Training & Development

 Principle of Training & Development

 TRAINING & DEVELOPMENT IN HINDALCO

 Introduction

 Training Policy

 Training Methodology

 Training Purpose

 TRAINING & DEVELOPMENT PROCESS IN HINDALCO

 Training Need Identification (TNI)

 Setting(Alignment) Training objectives

Chapter-6

 Finding

 Conclusion

 Recommendation

 Limitation

 Bibliography

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INTRODUCTION

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 ADITYA BIRLA GROUP OVERVIEW

INTRODUCTION:

The Aditya Birla Group is India’s first truly multinational corporation global in
vision, rooted in Indian values, A US $24 billion corporation with a market cap of
US $31.5 billion and in the league of Fortune 500, the Aditya Birla Group is
anchored by an extraordinary force of 100,000 employees, belonging to 25
different nationalities. In India, the Group has been adjudged "The Best Employer
in India and among the top 20 in Asia" by the Hewitt-Economic Times and Wall
Street Journal Study 2007. Over 50 per cent of its revenues flow from its overseas
operations.

The group’s products and services, offer distinctive consumer solutions. Its 66
state-of-the-art manufacturing units and sectoral service span throughout the world.

The Group operates in 20 countries: India, Thailand, Laos, Indonesia, Philippines,

Egypt, China, Canada, Australia, USA, UK, Germany, Hungary, Brazil, Italy,
France, Luxembourg, Switzerland, Malaysia and Korea which make it India’s first
truly multinational conglomerate.

The name "Aditya Birla" evokes all that is positive in business and in life. It
typifies integrity, quality, performance, perfection, and above all, character. Our
corporate logo, 'The Rising Sun' symbolizes these traits. (Aditya' is the Hindi word
for sun).

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Globally the Aditya Birla Group is:

 A metals powerhouse, among the world's most cost-efficient aluminium

and copper producers. Hindalco-Novelis from its fold is a Fortune 500
company. It is the largest aluminium rolling company. It is one of the
three biggest producers of primary aluminium in Asia, with the largest
single location copper smelter.

  No.1 in viscose staple fibre

  The fourth largest producer of insulators

  The fourth largest producer of carbon black

  The 11th largest cement producer globally

  Among the world's top 15 BPO companies and among India's top three

  Among the best energy efficient fertiliser plants

Beyond business — the Aditya Birla Group is:

  Working in 3,700 villages

  Reaching out to seven million people annually through the Aditya Birla
Centre for Community Initiatives and Rural Development, spearheaded
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 by Mrs. Rajashree Birla

  Focusing on: health care, education, sustainable livelihood,

infrastructure and espousing social causes

  Running 41 schools and 18 hospitals

The Group has following Achievement to its credit

 The world’s no.1 in viscose staple fiber.

 The third largest producer of insulator.
 The world’s third largest producer of carbon black.
 The world’s eighth largest producer of cement and the largest in a single
geography.
 Asia’s largest integrated aluminum producer.
 A globally competitive, fast growing copper producer.
 India’s premier branded garments player.
 Among India’s most energy efficient private sector fertilizer plants.
 India’s second largest producer of viscose filament yarn.
 India’s second largest private sector insurance company.
 Among the world’s top 15 and India’s top three BPO companies.
 The group has also made successful forays into it and IT sector and has a
significant presence in the Financial Sector and telecommunications sectors
in tie-ups with giants like Sun Life insurance (Canada) and At &T (USA)
respectively.

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CHAPTER:- 2

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 OBJECTIVE OF THE STUDY

“People are the key to the future success of any company or economy. Quality is
the feature that sells goods and services, and it is competent people who assure
quality. Thus for business to be successful they must be trained to deliver value for
the organization. Objective of this project is to find out the process of training and
development undertaken by this industry & to study about the various innovations
done in the field of training”

 The main objective is to identify the innovative training practice in

Renusagar Power Division.

 To determine the motivation of the employees.

 To determine what are the different methods used in Renusagar Power

Division (RPD) to train and develop the employees so that they can work

well with ease.

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  To determine how trainers fulfils individual and organizational objectives.

RESEARCH METHODOLOGY

Descriptive and conclusive types of research is conducted. On the basis of the

empasis laid on the analysis of the information and the data the type of research
used in descriptive research. This kind of research is needed to provide a
theoretical framework and background on which, total knowledge and operational
practices can be used and judged. The major purpose of descriptive research is
description of the state of affairs, as it exits at present.

DATA COLLECTION

Secondary data are used for the purpose of completion of this project report.

SECONDARY METHODS

Secondary data is being collected through following methods;

 Hindalco’s training planner and induction guide.

 Company annual report and other publication.
 Company Website

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Data Analysis

Data is analysed on the basis of available information.

CHAPTER:- 3
ORGANISATION AT A GLANCE

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 HINDALCO – OVERVIEW

‘Hindalco’ was set up in collaboration with Kaiser Aluminium & Chemicals

Corporation USA, in a record time of 18 month. The plant started its commercial
production in the year 1962 with a capacity of 20,000 TPA. It has since grown to
become the largest integrated aluminium producer in India.
The company has grown manifold and is managed by board of directors, with Shri
Kumar Mangalam Birla as the chairman of the board of directors Hindalco
Industries Limited, the metals flagship company of the Aditya Birla Group, is an
industry leader in aluminium and copper. A metals powerhouse with a
consolidated turnover in excess of US$ 14 billion, Hindalco is the world's largest
aluminium rolling company and one of the biggest producers of primary
aluminium in Asia. Its Copper smelter is the world's largest custom smelter at a
single location. Company's principal products comprise of Aluminium Ingots,
Aluminium Billets, Aluminium Wire Rods, Sheet Products, Extrusions,
Aluminium Foils and Aluminium Alloy Wheels. The Company's by products
include Gallium Metal, Vanadium Sludge and Aluminium Dross Established in
1958, Hindalco commissioned its aluminium facility at Renukoot in Eastern U.P.
in 1962. Later acquisitions and mergers, with Indal, Birla Copper and the Nifty and
Mt.Gordon copper mines in Australia, strengthened the company's position in
value-added alumina, aluminium and copper products, with vertical integration
through access to captive copper concentrates.

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In 2007, the acquisition of Novelis Inc. a world leader in aluminium rolling and
can recycling, marked a significant milestone in the history of the aluminium
industry in India. With Novelis under its fold Hindalco ranks among the global top
five aluminium majors, as an integrated producer with low cost alumina and
aluminium facilities combined with high-end rolling capabilities and a global
footprint in 12 countries outside India. Its combined turnover of US$ 14 billion,
places it in the Fortune 500 league.

Hindalco, at Renukoot, houses a fully integrated plant, comprising of 3 main plants

i.e. the Alumina, Smelter & Fabrication Plants. Each plant employs varying
Technology. With integrated facilities, output from various plants is used by next,
along with varying raw materials. Company has its own captive power plant at
Renusagar (30 Km away from Renukoot) with installed capacity of 741.7 MW and
78 MW of Co Generation Plant at Renukoot itself.

Aluminium has turned out to be the wonder metal of the industrialized World. No
other single metal can do so many job’s so well, and so Economically also.
Aluminium growth rate is the highest amongst the major basic metals today.
Hindalco ranks as the largest aluminium producer in India and contributes about
40 % share in total production of the country. The company’s fully integrated
aluminium operations consists of the Mining of bauxite, conversion of bauxite in
to alumina, production of primary aluminium from alumina by electrolysis and
production of Properzi redraw roads, rolled products, extructions and value added
products like foil wheel at silvasa.

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Hindalco integrated operations and operational efficiency has enabled the company
to be one of world’s lowest cost producers of aluminium. The company’s cost
efficiency has helped it to record an outstanding performance in the face of
adverse market conditions.
Hindalco also owns a large captive thermal power plant at renusager that Meets the
power requirment of the company very efectively, has a current Generation units .
Hindalco currently has primary aluminium capicity of 3, 50,000 MTPA.

Board of Directors

 Mr. Kumar Mangalam Birla, Chairman

 Mrs. Rajashree Birla
 Mr. A.K. Agarwal
 Mr. M.M. Bhagat
 Mr. K. N. Bhandari
 Mr. E.B. Desai
 Mr. S.S. Kothari
 Mr. C.M. Maniar
 Mr. N.J. Jhaveri
 Mr. D. Bhattacharya, Managing Director

Chief Financial Officer

 Mr. S. Talukdar, President

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Advisor

 Mr. R.K Kasliwal

Company Secretary

 Mr. Anil Malik

Business /Unit Heads

 Mr. Shashi K. Maud gal, Chief Marketing Officer

 Mr. Shankar Ray, President, Chemicals & Intl. Trade
 Mr. Satish M Bhatia, President, Foils & Wheel
 Mr. R.S Dhulkhed, Head Operations
 Mr. D. Kohli, Chief Officer Operations, Renukoot Unit
 Mr. V S Kasbekar, Executive President-Copper

Aditya Aluminum

 Mr. S N Bontha, CEO

Utkal Alumina International Ltd.

 Mr. H.R. Pattanayak, MD & CEO

Novalis Inc.

 Ms. Martha Finn Brooks, President & Chief Operating Officer

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HINDALCO BUSINESS

Hindalco in India enjoys a leadership position in aluminium and copper. The

company's aluminium units across the country encompass the entire gamut of
operations from bauxite mining, alumina refining, aluminium smelting to
downstream rolling, extrusions, foils and alloy wheels, along with captive power
plants and coal mines. The Birla Copper unit produces copper cathodes, continuous
cast copper rods along with other by-products, including gold, silver and DAP
fertilizers.

Hindalco is the world's largest aluminium rolling company and one of the biggest
producers of primary aluminium in Asia. In India, Hindalco enjoys a leadership
position in specialty alumina, primary aluminium and downstream products.

Hindalco's major products include standard and specialty grade alumina and
hydrates, aluminium ingots, billets, wire rods, flat rolled products, extrusions, foil
and alloy wheels

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Hindalco’s Birla Copper unit at Dahej in Gujarat is the world's largest single
location custom copper smelter with 500,000 tpa capacities. The plant is backed by
captive power plants, oxygen plants, as also by product facilities for fertilisers and
precious metals. A captive jetty with cargo handling capacity of over four million
tpa, facilitates easy input of copper concentrate and other imported raw materials.

The two copper mines in Australia were acquired in 2003. Birla Nifty mine
consists of an open-pit mine, heap leach pads and a solvent extraction and electro
winning (SXEW) processing plant, which produces copper cathode. Birla Nifty's
copper cathode capacity is 25,000.
A copper sulphide deposit is located at the lower levels of the Nifty open pit mine
and an underground mine and concentrator have been developed to mine and
process ore from this deposit. The Nifty sulphide operation commenced ore
production from stopping in December 2005 and concentrate production in March
2006. With the start-up of the Nifty sulphide operation and its progressive ramp up

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during FY2007, Aditya Birla Minerals (ABML) is entering a period of rapid
growth.

CHAPTER:- 4

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RENUSAGAR POWER DIVISION – AN OVERVIEW

Renusagar Power Division (RPD) is a Captive Power Plant of Hindalco Industries

Limited, country’s leading aluminum producer and a flagship company of The
Aditya Birla Group. It has the distinction of being the first Captive Power Plant
for Aluminum Company in India. The great visionary Late Syt G.D. Birla
conceptualized the Power Plant at Renusagar way back in 1964. Renusagar Power
Division is located at the pithead of Singrauli Coal Seam of Northern Coal Fields
Limited (NCL) and on the banks of Rihand Lake. It is situated in Sonebhadra
District of Uttar Pradesh (U.P.) on the border of U.P. and M.P. It is 200 KM from
Varanasi and 40 KM from Renukoot.

This region is known as Power Capital of the country and contributes

approximately 10000 MW to the national economy.

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 CHAPTER:- 5

PART-I
TRAINING & DEVELOPMENT

TRAINING & DEVLOPMENT – AN INTRODUCTION

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Every organisation needs to have well-trained and very experienced people to
perform the activities that have to be done. If the current or potential job occupant
can meet this requirement, then also training is important for any oranzation.

Empoyee’s traning is the pricess where learn the skill’s , knowledge, attitude and
behaviour necessary to perform the job effectively. A newly employed person is
introduced to his department, its relation to other departent and its place in the
whole organization. The organization objective philosophy and practice. Trining is
required at every assignment to an other one of different nature. As the job has
become more and more complex, the importance of employees training has
increased. When jobs were easy to learn, simple and influenced to only a small
degree by technological changes, there was little need for the employee’s to
upgrade or alter their skills.

The management devlopment on the other hand is designed to over all

effectiveness of manager to their present position and them to preapair for greater
responsibility when they are promoted. Management development has become
more prevalent in recent year because of increasingly complex demand, being
made on manager and training the manager only through experience is a time
consuming and unreliable process .

Training is linked with performance appraisal career devlopment Employee’s are

trained on jobs are through in house training programs. For some employee’s
including manager outside training may be utilized to enhance, upgrade or
develope specific skills. Thus it can be concluded that training and devopment is
an essential tool in human resource devopment. A society is facing a rapid rate of

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technological social changes management need to be developed as they have to
tackle problem arising out of automation intense market competition growth of
new market, enlarge labour participation in management and greatest interest taken
by the public government in various activities of business.

The participants also have opportunity to improve their knowledge base by

learning the theme related to concept and building their skills and attitudes through
various practical exercise. Besides above the small group exercises, Role-play,
interface/ panel dicussion also promote participante culture and break the
psychological barriers.

Some programs have a common methodology like knowledge sharing, group

Discussion and presentation etc. however a judicious mix of lecture/ Discussion/
case studies/ role play/ business game etc. is used to make absorption learning
spontaneous and instant.

CONCEPT OF TRAINING AND DEVELOPMENT

Definition:

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 Traning is the process of the learning a sequence of programmed behavior. It is
application of knowledge. It is attempts to improve their performance on the
current job and prepare them.

Training is essentially a process of developing skills, knowledge, attitude or

behavior of the people through instruction, practice domestic demostration or other
techniques, either on the job or in the class room. it aims at ensuring the effective
use of peple at all levels and in all types of employment and creating such
individually or collectively, enable people to make the best contribution to the
success of helping emplayees to be more effcetive in present or future work. Well-
trained emplyees will not only do the job efficiently but also get more satisfaction
from work.

Training is the main function of HR. To enhance the Corporation's growth and
keep the Corporation ready to anticipate all types of competition and face it too,
there is a need that Human Resource should play more active role for overall
progress of the Corporation.

The impact of training programme is to mould the employee’s attitude and help
them to synergies individual goals with organizational goals. It also helps in
reducing dissatisfaction, complaints, absenteeism and labor turnover.

ROLE OF TRAINING AND DEVELOPMENT IN ORGANIZATION

EFFECTIVENESS

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OBJECTIVES RESULTS

To provide technical training Improve quality in every function.

Required for respective jobs.

To upgrade these skills as per Prevents manpower turnover.

Technological changes.

To substitude the lack of Facilities personal growth of

experience employees.
incase of new employees.

To improve the interpersonal Enable the organisation to fulfill the

Skills of the employees. the needs of employees.
Creation of a learning environment in the company

Organizational effectiveness

OBJECTIVES OF TRAINING AND DEVELOPMENT

 Training helps the trainees to accquire the subject matter.

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 Training helps to the brings about a change of attitude and behavior.

 Training helps to bring about a change of attitude and behaviour towards a

particular problem. Training aims at enhanching the capabilities of the
trainees so as to enable them to increase their probem solving capacity.

 Traing aims at bridging the gap between the expected levels of performance
and actual performance.

 To assure the organization the availibility of required number of manager

with requisite skills to meet the present and anticipated future needs of
business.

 To encourage manager to grow as efficient person and increased their

capacities and handling more responsibility.

 To improve the performance of managers at all levels of job they hold.

 To sustain good performance of manager through out their career.

 To prepare managers with forward-looking approach.

PRINCIPLES OF TRAINING

 A sound program of operative training is based on the following principle:

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 Every human being is capable of being trained

 An adequate interest and motive for training is essential

 People achieve more of their training when they are informed of their
achievements.

 Training is an active process.

 Training is related to attention concentration process.

 Trainees learn better when they learn at their own place.

 Training technique and process should be directly related to the needs

of the organization

 Training should be conducted in the actual job environment to the

maximum possible extent. There is always some gap beetween actual
performance and the capacity to perform, which provide opportunities
for improvement

PART-II
TRAINING AND DEVELOPMENT IN HINDALCO

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TRAINING AND DEVELOPMENT IN HINDALCO

Introduction:

Hindalco seeks to create an environmet where each employee can give his best,
through the acquisition of the needed competencies and skills.

The Training and Development Centre of Hindalco has taken up a comprehensive,

innovative, real world approach to employee education, training and development
that mirror the multi disciplinary nature of today’s business and opportunity. This
approach expands the scope and reach of training programs to clarify challenges,
identify opportunities, develop relevant competencies and deliver effective training
solution.

T & D Centre offers the training services to the individual, departments/ functions.
The Training Programs are designed to support employees at various levels from
High Potential, Young Achiever, to Middle level to Supervisor including workers.

TECHNICAL TRAINING AND MANAGEMENT DEVELOPMENT CENTRE

(TTMDC)

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A motivated workforce equipped with latest knowledge and skill is underlying
philosophy for all HR related strategies of Renusagar Power Division. For overall
development of our employees, we have a well-established Technical Training
and Development Centre (TTMDC), which is equipped with all the facilities and
well-trained faculties. The training centre is recognized as GRADE-A institute in
Category-I by Central Electricity Authority - Ministry of Power –
Government of India, for imparting training to power plant personnel.
TTMDC is the only private sector training institute recognized as Grade ‘A’
training centre in the country.

TTMDC represents Renu power commitment to identify and build capabilities of

its people. In doing so, it strives to create multiple learning opportunities for its
people and create a culture of learning and development.

 TTMDC is conceived,
as a one-stop solution provider to the capability needs of the business and

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  Training and retraining of our employees is one of the motivating factors
responsible for outstanding plant performance (PLF, specific oil & water
consumption, Aux. power consumption etc.), best maintenance practices and
productive work culture.

 Training and Development activities of the centre are comprehensive

covering all aspects of power plant operation & maintenance and

management development; and methodology adopted to ensure that these
training experiences are effective.

OVERVIEW OF TTMDC:

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Training and Development activities at Renusagar are grouped into three
categories:

 Functional/Technical Programmes
 Managerial/Behavioural Programmes
 Supporting Programmers

Catering to the need of organizational initiatives like ISO Certification (ISO 9001,
ISO 14001, and OHSAS 18001), QC, WCM Implementation, ERP etc.

 While Induction & Orientation Level Training (IOLT), Technical Skill

Development Programmes, Management and Supervisory Development
Programmers, Mock Drills and Supportive Programmers on ISO-14001 and
ISO-9001 and OHSAS 18001 are aimed at knowledge and skill
development. A number of initiatives like departmental Learning System
and Coaching (LSC), Mentoring, Quality Circle, Inter Unit Visits, One Point
Lessons, KAIZENS contributes to creating an open atmosphere and spread
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 the implicit & explicit knowledge concentrated in different pockets of the
organization.

TRAINING & DEVELOPMENT PROCCESS IN HINDALCO

Framework:

TRAINING NEED IDENTIFICATION

(TNI)

SETTING TRAINING OBJECTIVES

TRAINING MODULE PREPRATION

IMPARTING TRAINING

PREPRATION OF DEVELOPMENT
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 EVALUATION AND FEEDBACK

TRAINING NEED IDENTIFICATION PROCESS (TNI)

PERFORMANCE OHS

COMPETENCY COMPETENCY
GAP ANALYSIS

360 DEGREE TRAINING NEEDS PROGRAM

FEEDBACKS INPUTS SOURCES FEEDBACK

Collation of training needs by training centre

Collated data send to department for validation

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Validation by plant head/ functional head

Finalization of training needs by training centre

Confirmation of training needs to participants selected for

program with information to plant head

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 TRAINING POLICY

At hindalco, we are commited to develop and maintain the training culture

through the grass root to apex level. The training shall equip the
employees with modern technological innovation for manufacturing
facilities along with the development on social and behavioral aspects .
Training shall also be to maintain a positive work culture with a skilled and
motivated workforce with a sense of pride .

TRAINING METHODOLOGY

Selection of methodology has been done very carefully keeping the sensitivity and
objectives of the programs in mind. Fine blend of theoretical & practical approach
is used to make programs more learning oriented. The simulations of real life
situations during program help learners to understand the finer aspects of a concept
and build a deeper understanding of a particular competency.

Most of our programs have been designed based on experiential learning

technique. The Experiential Learning technique facilitates learning by reflecting
and then drawing conclusions from own experiences of participants in order to
apply them to similar situations in the future. The Experiential Learning Cycle is a
powerful and effective way to promote learning because it enables learners to
move through various phases where they can internalize and apply their learning. It
encourages learners to actively transform information into knowledge, which is
useful/ meaningful to them.

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Different Training Methodology/ Learning Channels:

01. Intrapersonal Method

 Self Learning Modules
 E-Learning Modules
 Guided Video
 Individual Projects

02. Interpersonal Method

 On the job Training
 Mentor System of Learning
 Project under Supervision

03. Group Methods

 Class Room Training
 Experimental Learning
 Out Bond Learning
 Group Projects & Presentation

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Training & Development Needs

Training & Development needs identification (TNI) provides the basis on which all
training activities are conducted. This process is undertaken with care and
sensitivity to maximize return on investment. Following are the inputs for TNI
process.

 Individual training needs captured from performance appraisal forms and

MPDP

 Competencies identified under group wide ‘Talent management’ initiative

 In-house competencies survey done by HR department

 Organizational Health Survey (OHS) feedback

 Generic Training needs arising out of MAP and 360 degree feedback
workshop etc.

 Emerging business trends and challenges

 Internal customer satisfaction survey under ‘HR Disha’ Exit analysis

 Competencies gap identified through MAP program

 Analysis of feedback taken for various programs conducted in the past

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 TRAINING NEED IDENTIFICATION IS DONE BY THE
FOLLOWING METHODS

PERFORMANCE APRAISAL:

It is the systematic evalution of the individual with the respect to his or her
performance on the job and his or her potential for development, assessed by the
appraiser once in a year .
It is a formal, structured system of measuring and evaluating employees job
behaviors and out comes to discover how and why the employee is prensently
performing on the job and how the employee can perform more effectly in the
future so that the employee, organization and society all benefits.

Following is the Sample of PA form:

TRAINING & DEVELOPMENT PLAN 2008-09 (M1-M5)

(To be filled in by the appraiser during the course of discussion with the
(Appraisee)

While identifying training needs appraisers may include strength area of the
Appraisee, which can be harnessed further for organizational benefit. These may
relate to functional, behavioural or competency aspect.

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Appraisers also need to take care of development areas based on Self Appraisal &
Performance Feedback in POORNATA, MAP-IDP, and Talent-IDP etc.

*Name:
Emp. Code:
JB:
Grade:
Department:
* Name and Emp. Code are mandatory to be filled.

TECHNICAL TRAINING & DEVELOPMENT AREAS IDENTIFICATION

Based on the performance review discussion please indicate the identified
functional/technical trainings:

Training / Development Area, Timeline and Responsibilities Comments

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 INTRODUCTION TO INNOVATIVE TRAINING

INNOVATIVE TRAINING PRACTICES

HR Meet is organized every year to understand the business need and set future
direction for HR and training. In this meet business performance, challenges and
future goals are communicated by our Chief People Officer for the year.

TTMDC have adopted “Innovative Training Practices” in the following areas:

A. Talent Retention.
B. Sustainability and Cost Reduction.
C. Building competencies based on job requirement, current / future.
D. Bridging the skill gap arising out of Modernization and Technological
Changes.
E. Strengthen the Shop-Floor Learning.
F. Leveraging IT for Learning.
G. Re-enforcing values in our employees.
H. Training Methodology
I. Training Effectiveness

A. TALENT RETENTION
LEARNING AVENUES FOR ALL
Talent Retention is a major challenge in our organization. Hence, we are enriching
our all sections of the employees to acquire higher skills and knowledge so that we
may enhance the average level of our skill inventory.

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Corporate Post Graduate Diploma in Business Administration for
Executives (C-PGDBA): Opportunity for Executives to become a
Management Post Graduate.
C-PGDBA started in collaboration with Symbiosis Pune. This is an 18 Months
Program. The classes are held by Symbiosis Faculty on Saturday and Sunday.
Students are evaluated on the basis of On – Line assignments and examinations.
The specialization can be done in any one of the following streams:
 HR
 Finance
 Operations
 Information Technology
 Customer Relationship
 Marketing

IMPACT
It helps line manager in understanding the business needs and hence they become
good decision makers which are reflected in the financial results of the business.

TALENT MANAGEMENT
We have a structured methodology to identify talent and groom them. Based on
performance and supervisor’s assessment of individual’s potential, executives are
selected to undergo comprehensive assessment and development centre, which is
conducted by Eicher Consultants and Hewitt. Detailed profile of the executive is
prepared, feedback on his strengths and weaknesses are given. Based on
individual’s profile and matching with competency required at different levels of
respective career

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REWARD & RECOGNITION SCHEMES FOR EMPLOYEES

We have a systematic procedure to recognize an individual/team, which has

demonstrated utmost sincerity and determination towards their work, ensuring
adherence to timeliness, achievement beyond the preset target, reaping high returns
to the organization and adding value in terms of project completion before
schedule, technological breakthrough, crisis management, avoiding safety
hazards/accidents/thefts, developing in-house software, devising innovative people
practices and delivering consistent excellent results.
The award leads to raise the motivation level of our employees. Our training centre
facilitates to organize following award functions-
 Renusagar Ratna Silver Award- It is an individual award
 Renusagar Ratna Gold Award- It is an individual award -
 Bhagidari Award- It is a team award

2008-09
Sl. Nos. of
Award Frequency Total Nominees/ teams
No. Award
filed for the award
received
1 Renusagar Ratna Silver Award Quarterly 76 56
(Individual)
2 Renusagar Ratna Gold Award Annually 11 5
(Individual)
3 Bhagidari Award (Team) Six Monthly 66 11

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B. SUSTAINABILITY & COST REDUCTION:

Benchmarking Visits Every month a group of employees are sent to visit power
plants and our other group companies for benchmark visits. Such visits enable
participants to learn the Best Practices of other units and implement it in all
spheres.
The visits are preceded by a preliminary discussion among the group members to
list down the objectives they would like to know during the visit. After the visit the
group submits a report containing the suggestions and future action plan. Periodic
review is done to ensure implementation of the action plan and the improvement in
the system.

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RANANITI- BUSINESS SIMULATION GAME:

As a part of Aditya Birla Awards for outstanding achievement, it is an initiative to

promote participation and team building across the rank and file of the group. It
also fosters innovation and creativity. It involves complex business situations to
take strategic and operative decisions. We have partnered with All India
Management Association (AIMA), to conduct RANANITI through Chanakya, the
software simulator. Last year, we had an overwhelming response to the event from
managerial cadre employees.

It helps in honing decision making skill in middle management

INDIVIDUAL DEVELOPMENT PLAN FOR UNDER PERFORMERS

One mark of an outstanding manager is the ability to turn underperforming

employees, into strong performers. For this we design their individual development
plans (IDP). These are prepared along with the consultation with individual and
their supervisors to enable them to perform better. We take into account the areas
of improvement and respectively learning plan is prepared.

Training centre executes their individual development plan and monitor their
progress.

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TRAINING METHODOLOGY

All the training /development related activities for employees at RPD is managed
by its State of the art TTMDC recognized by CEA, Ministry of Power, Govt. of
India.
To cater to the Functional / Technical training requirement of its employees,
TTMDC strives to create multiple learning opportunities for development.
The Innovative methodologies used for training includes:

LEARNING THROUGH WORKING/NON-WORKING MODELS

The training centre has a good number of self developed working & non –working
models related to various systems & equipment of thermal power station.
Composite plant layout & models of transformers, Boiler, Fans, TG sets,
switchyards, Pumps & Valves cut section etc. are available to explain different
parts & their constructional features during training programmes for better
understanding.

LEARNING THROUGH INTERACTIVE COMPUTER BASED TRAINING

(CBT)

We have a good collection of CBTs on various topics as technical / managerial /

Supportive, which are being used by our employees for knowledge enhancement &
dissemination.

No. of Video cassettes : 143

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 No. of CDs :151

Cd’s have been procured from very reputed USA based NUS organization. This is
a very rich and comprehensive video collection.

LEARNING THROUGH VIDEO CLIPPINGS OF SURVEY/ OVERHAULING

During planned survey/ overhauling, video clippings are prepared on Survey /

Overhauling process, on line maintenance etc. which are being utilized during
training programs to aware our employees about actual maintenance processes &
better understanding of our own system.

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CHAPTER:- 6

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 FINDINGS

From the research and study conducted following are the findings enumerated
under the following aspects--

1. HINDALCO has a comprehensive training & Development System and

PMI is the centre that coordinates various training programme not only for
its own employees but also for participants from other organizations.

2. The Training Programs conducted are excellent in terms of “Quality,

Content & Faculty”.

3. The Programs are regularly updated as per the changing trends and needs.

4. Due to official work, the employees are not easily relieved for training.

RECOMMENDATION
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  An action plan has to be taken by an Organization for every training
programme.

 The participant’s follow-up plan.

 Regular feedback should be done.

By the help of action plan one can easily evaluate how much the participant/trainee
has grasped and what more efforts are required to make him/her equally competent
and dexterous so that his learning can be well utilized for the well-being of the
organization and the trainee’s personal development also.

CONCLUSION
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 Employee is most valuable asset of any organization.

 An investment in the learning and development help in achieving the overall

satisfaction and improvement of an employee.

 The action plan helps the organization to overcome its shortcomings in

training and development process.

Limitation
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 Time was limited for the research.

 Data was not that much accurate for the study.

 Data cannot be modified.

Bibliography
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 Search Engine:-

 www.google.com

Websites:-

 www.wikipedia.com

 www.encyclopedia.com

 www.hindalco.com

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