Effectiveness of Training & HRD activities @ CCL, Ranchi

By Anand Prakash MBA/4542/08

CCL : 1975

Objective
• To assess the awareness of employees towards Training policy • To assess the awareness of employees towards various HRD activities in CIL. • To assess the effectiveness of the Training function. • To determine various methods of training. • To analyze the major benefits of undergoing Training programs • To understand whether the employee are aware of welfare measures taken by their company. • To recommend for further improvement in the Training programs.

HRD Functions @ CCL
• • • • • • • • In-House Training. External Training. Foreign Training. In company-External Training. Workshop/ Seminar/ Conferences. Post Diploma Practical Training. Vocational Training. IICM Training

Welfare Measures@ CCL
• • • • • Housing Water Supply Medical Facilities Educational Facilities Community development includes tribal welfare

Example of Training programme @ M.T.C Ranchi
MANAGEMENT 1. Executive update. 2. Functional skill programme for Excavation. 3. Functional skill programme for E&M. 4. Computer Appreciation Programme for Executives. 5. Women Empowerment. 6. TQM & ISO 9000/14000 7. General Management programme.

TECHNOLOGY: 1. Coaching for P&A discipline departmental exam. 2. Coaching for S&M discipline departmental exam. 3. Coaching for system discipline departmental exam. 4. Coaching for drilling discipline departmental exam. 5. Condition Monitoring. 6. Programme on Safety 7. Programme on Energy Conservation GENERAL DEVELOPMENT: 1. Training for workmen inspector. 2. Computer Appreciation for Non-Executives. 3. Computer Programme on Hindi. 4. Training for Pit Safety Committee Members.

Research Methodology
Research Design : Descriptive Population: more than 2500 employees at Darbhanga house Sampling Technique: Stratified Random Sampling
RESPONDENTS PROFILE:
– Total Sample : 75 – Executives : 40 – Supervisors : 35

Scaling Technique: Likert Scale

Research Methodology contd.
• Types of Likert Scale:
Strongly Disagree Almost always true Not effective true Disagree Mostly true Somewhat effective Neutral Sometimes true Very effective Agree Rarely true Strongly Agree Not at all true

Findings
• • 89% of the Executives and 53% of the supervisors are aware of the Training Policy issued by the Coal India Ltd to all its subsidiaries. 53% executives and 60% supervisors agree that guidelines are well publicized against 47% of executives and 40% of supervisors Only 51% executives agreed that there is well developed training infrastructure provided by the company against 40% of the supervisors. Unlike executives most supervisors do not agree with the various HRD functions of the company Among the executive, Computer-based training is widely accepted as an effective method of providing training while among the supervisors workshop has been widely accepted 63% of supervisors have never exercised their RTI

• •

• • •

Unlike executives, supervisors disagree that adequate emphasis is made on developing managerial capabilities of the managerial staff through training 60% of executives and 43 % of supervisors are satisfied with the welfare measures taken by the company. It had been observed that the overall climate of the CCL on the Training practices is satisfactory. Executives believe that the HRD policies in the organization facilitate employees development

The study had been conducted on the Effectiveness of general training process in the organisation, it doesn’t study any particular training module so the RETURN ON INVESTMENT OF TRAINING could not be measured

Recommendation
• Inadequate or lack of training infrastructure is the major problem for conducting training programme. • Feedback from the employees undergoing the training must be taken on a regular basis • Employees must be involved before making any changes in the Training and other HRD activities of the company. • More satisfaction should be attained from the supervisory level on the welfare measures undertaken by the company • In case the organization in sponsoring an outside training programme the employees must contact the HR department and have a discussion on the topic of training and also the expectations of the management. • Training need analysis must be more critical and must be done scientifically so as to make the training more effective. The need of the employees and the organization must be properly analyzed. • All expenses on training are long term so it should not be considered a short term expense and the management must be patient with the return on investment of training.

Limitation
• Due to pressure of their work some Management Staff might not have been able to give all the information required. • Due to Project Expansion pressure fewer people can be sent to training. • Supervisors were reluctant to take up questionnaires • Some Management Staff might not have taken the research seriously as it was conducted for academic purpose. • Analysis of Training Effectiveness is a very vast topic and two months time is very limited to understand its processes and systems. • Time constraints on the part of respondents, as the training was conducted on weekly basis, with the condition that each week a new batch turns up with a population 7-15 per week.

Thank you !!!!!

Analysis & Interpretation

eness among employees regarding training policy is

Guidelines of the training policy were well publicize

Well developed training infrastructure is provided

Awareness regarding HRD activities as laid down by CCL

RTI acts are exercised

Satisfaction with welfare measures

Effective method of training

A.Classroom Three point scale used: B.Video C.Workshops 1. Not very effective, D.Computer Base Training 2. Somewhat effective, E.Web Conferencing 3. Very effective

HRD practice in the organization

Five point scale: 1. 2. 3. 4. 5.

Almost always true Mostly true Not at all true Rarely true Sometimes true

ies in the organization facilitate employees development e sponsored for training programmes on the basis of genuine training needs turning from training programme are given opportunities to try out what they ha el free to express or discuss their feelings with their superiors cisions are based on the suitability of promotee rather than favoritism gement of this organization goes out of its way to make sure that employees enj unities are pointed out to juniors by their senior officers in the organization

Effectiveness of training function

Five point scale used: 1. Strongly Disagree 2. Disagree 3. Neutral 4. Agree 5. Strongly Agree

A. B. C. D. E. F. G. H. I. J. K. L. M.

There is well designed and widely shared training policy in the company External training programmes are carefully chosen after collecting enough information about their quality and suitability Training of workers is given adequate importance in your organization In-company training programmes are handled by competent faculty Employees sponsored for training are well aware of the structure of training programmes Training programmes help employees to acquire skills and technical knowledge There is adequate emphasis on developing managerial capabilities of the managerial staff through training Training helped me improving effective decisions and problem solving skills. Training helped me developing an improved sense of responsibility. Training helped me adjusting to change. Training helped me improving conflict handling skills. Training helped improving relationship between me and my boss This organization provides as much ongoing training as I need.

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