Professional Documents
Culture Documents
Introduction of Company
With sales of over USD 300 millions and total tonnage shipment of
300,000 MT, we service customers across continents. Our products are well
established in the USA, EU, UAE and African markets.
NSAIL's wide range of products includes both, plain and corrugated forms of
Galvanized Sheets. We are group of various firms manufacturing following
items
Plain Sheets
Thickness Width Coating Finish ID OD Coil/Pkt Quality Packing Standards
(MM) (MM) Gsm/m2 Weight
min max (mt)
CONTENTS SPECIFICATIONS
JIS G 3302 SGCC-RCX, SGCH-RCX, SGCD-
Galvanized Corrugated Steel Sheet
(JAPANESE) 1-RCX,SGCD-2-RCX,SGCD-3-
RCX.
Thickness Width Width Zinc Length(mm) Pkt Grade
(mm) ES C D7. 001 (After Class B,
(Before Class C, Class -D Weight
Coating
Corrugation)
ES C D 7.026 Corrugation)
- DOgsm
-
(mm)
(ETHIOPIAN) (mm)
0.14 762 -1000
ASTM 665 -875CSA, CSB,
A 653, A924 120 - CSC,
1500-3660 3.0mt
D Grade. Gr. SS Fullhard
0.60 (AMERICAN) 33. 275 Max
0.25 762-1000 665 -875SS 37,120
SS 40, 1500-4880 5.0mt Fullhard
0.63 SS 50,-275
SS 80 Max
0.35 DIN EN 10327665 -1220
762 -1350 DX51D MAC/NAC
275 1500-4880 5.0mt Fullhard
0.63 (EUROPEAN) DX52D MAC/NAC
Max Max
0.70 DIN EN 10326:
762 -1000 665 -875S220GD,
275S250GD, S280GD,
1500- 3660 5.0mt Annealed
1.00 (EUROPEAN) S320GD,
MaxS350GD, S550GD Max
PACKING: SEAWORTHY EXPORT PACKING
alvanized Plain Steel Sheet
hickness Width Length Zinc Coil Grade
Coating weight
GSM
14 762- 3000mm(max) 180 3 mt Full hard
25mm 1000mm MAX (max)
25 762.- 3000 mm 275 4 mt Full hard
50mm 1350mm (max) MAX (max) Annealed
ACKING: SEAWORTHY EXPORT PACKING ON WOODEN SKID
INTRODUCTION OF HRM AT NSAIL
NSAIL townships have excellent schools that are often the best in the district.
Education at these schools is subsidized for employees wards. We offer
attractive scholarship allowances for children studying at places away from their
parents, merit scholarships for outstanding children and financial assistance for
employees children to pursue higher professional education.
Liberal medical benefits are made available to employees and their family
members by way of reimbursements towards normal medical treatment,
domiciliary treatments and special sanctions for serious illness. Each of our
townships has well-equipped health care centers with qualified medical staff
and facilities, ambulance, referrals and tie-ups with reputed hospitals for
specialized treatment. In addition, there are regular health checkups, camps and
programmers.
Employees are eligible to apply for loans and financial assistance for
various purposes such as purchase of assets, residential premises as well as a
scheme that provides for supply of cement at subsidized rates to those building
their own houses. At our cement plants and factories, employees are provided
furnished and unfurnished NSAIL accommodation based on their entitlements.
At many locations, the employees are given free electricity, free water supply
and free bus facility for nearby places and schools.
Employee Satisfaction
Guard film is available as an optional feature in all our colour coated coils and
profiles. The guard film applicator system is installed in-line with the profiling
facility to ensures quick and precise guard film application on the profiles.
The applicator is designed to place and fix the guard film (a transparent plastic
film of xxx microns) precisely on the metal surface without letting air bubbles
form between the film and the metal.
The research also help to analyze problems & suggest alternative solutions
to evaluate the problems in order to provide feasible recommendations and
suggestions based on the related data which is provided and collected from
various sources.
Human Resource:
Human Resource Management is the organizational function that deals with issues
related to people such as compensation, hiring, performance management,
organization development, safety, wellness, benefits, employee motivation,
communication, administration, and training
.
OBJECTIVE OF HRM
3. Union management
relations
1. Human resource planning
Organizational
objective 2. Employee relation
3. Selection
5. Appraisal
6. Placement
7. Assessment
1. Appraisal
Functional objective
2. Placement
3. Assessment
1. Training and development
Personal objective
2. Appraisal
3. Placement
4. Compensation
5. Assessment
SCOPE OF HRM
1. Nature of HRM
2. Employee hiring
4. Employee motivation
5. Employee maintenance
6. Industrial relation
7. Prospects of HRM
Policies:
Our policy is to institute every practical method for engineering safety into
our process and equipment, to provide protective clothing where necessary,
to train employees in safe operating procedures, and to vigorously enforce
established safety rules. Our policy is to provide a healthy plant by giving
adequate attention to cleanliness, temperature, ventilation, light and
sanitation.
Principles:
Introduction: -
Meaning:
Definition: -
1) Motivation: -
2) Reinforcement: -
3) Practice
Practice makes a man perfect so goes the old maximum. A trainee should
actively participate in the training programmers in order to make the learning
programmed an effective one. Continuous practice is highly essential for
effective learning.
1) Feed Back:
The progress of training should be evaluated after the lapse of some time. The
evaluation results should not only be communicated to the management, but
also to the trainee this will bring effectiveness in training.
6. Individual Differences: -
Area of Training:
This area of training is to be provided with in order to make the new employee
fully conversant with company rules, practices, procedures, traditions,
management organization structure, environment, product/services offered by
the company etc.
Training is specific skills would make the employee more productive and
effective on the job. The trainer in this can train the employee regarding
various skills necessary to do the actual job for e.g. technical officers are to
be trained in the skills of project appraisal, supervision, follow up of and the
like.
4. Problem-Solving Training: -
Most of the organizational problems are common to the employees dealing the
same activity at different levels of the organization. Further some of the
problems of different managers may have the same root cause. Hence
management may call together all managerial personnel to discuss common
problems so as to arrive at effective solutions across the table.
6. Apprentice Training: -
1. Skills: -
Attitudes: -
2. Knowledge: -
1. Knowledge about the job the factory, industry and its organization in
general.
2. Specific knowledge about the job, knowledge relating to the quality and
standard of the products/services and knowledge about the particular
discipline relating to the job
OBJECTIVES OF TRAINING
1. To increase productivity: -
2. To Improve Quality: -
Better informed workers are less likely to make operational mistake and
due to less operational mistakes their will always be an improvement in quality.
This improvement of quality may be in the field of a company product or
service, or in reference to the intangible organizational employment atmosphere.
6. Obsolescence Prevention: -
7. Personnel Growth: -
Coaching
Role Playing
Job Instruction
or Training Lecture
through Step Method
by Step
Conference or
Committee Discussion
Assignments
Programmed
Instruction
Apprentice
ship Seminar or
Team
Discussion
Apprentice Ship
PROCESS OF TOPIC
Needs assessment
Organizational
Support
Organizational
analysis
Task & KSA Analysis
Person Analysis
Developmen Trainin
Instruction
t criteria g
al
validity
objective
Transf
er
validity
Use of
Traini
evaluation
ng
model
TRAININGS IN NSAIL
1. Need Assessment
Organizational analysis
Departmental analysis
Job analysis
Employee analysis
2. Program Design
Instructional Objective
Learning principles
Teaching principles
Training principles
Content design
3. Implementation
On the job method
Off the job method
Characteristics of the instructor
Conduct the program
4. Evaluation
Reaction
Learning
Job behavior
Organization
Ultimate value
TRAINING NEED ANALYSIS MODEL
3. Skill/Knowledge Deficiency
5. Training
10. Lack of Inadequacies
feed back
6. Practice
8. Transfer or Termination
RESEARCH METHODOLOGY
The data has been collected through different department and different section
of same department and books available in the library and views are collected
through the employees.
Research Approach:
Research Instrument:
Sampling Plan:
The sampling has been done in such a way that people of every category
and of different pay scale can be covered. This is done so as to the find the
difference in their training need.
1. Sample Unit: -
1. Employees
2. Customers
2. Sampling Procedure: -
It involves
3. Sample Size: -
4. Contact Method: -
The following method are used through which information was gathered
The major source of secondary data is electronic media that is the internet
most of the information of the various information we found in a internet about
the necessity of the training and or need of training.
CONCLUSION, RECOMMENDATION AND FINDING
CONCLUSION
2. HRD is working with its full potential for effective training programmed.
It has also adopted the modern technique of development within its
specialized faculties in particular field.
3. Some time the person from out side is also called to give training to the
employees for acquiring the latest and recent knowledge.
5. These HRD in NSAIL serve the need of the organization as well as that of
the employees by providing well trained personnel's.
6. There is huge potential for sales of die casting products in the market and
NSAIL in good position convert this of opportunities
RECOMMENDATION
There are certain areas in which found that these are some rooms for
rectification as well as there are some programmed which according to the
training and development centers are good enough but it need some changes
over all here.
Identifying and training needs system good but there are some suggestion
also from my side they are following:
1. On the job training should be given to the employees whom are very
essential to increase their efficiency as they can easily understand at the
place of work.
2. Training facility should be increased.
1. Employees are trained, they possess quality skills and their working
condition is good.
2. We analyze that some employees is semi-skilled there are needed to the
training programmed.
3. Employees are satisfied with their work but training is necessary for their
self development, which in turn is going to be advantageous for the
company.
Books:
Websites:
1. www.wikipidia.com
2. www.google.com
SAMPLE QUESTIONNAIRES
2:- Have you attended any training programmed during last 2 years?
1 Yes 2 No
3:- Do you feel that better job can be performed after attending the
training programmed?
1 Yes 2 No
5:- Are you satisfied with the training facility provided by NSAIL?
6:- Whether any opportunity for further training will be helpful to you?
7:- What topic should be covered which can be useful at work place?
5. All of these
1. Yes 2. No
11:- Are you employees permitted time-off from work to attend training?
13:- Do you feel, your career goals coincide with organizational goals &
training opportunities are determined accordingly?
1 Yes 2 No
15:- What your suggestions about making the training programmed more
useful?
A
PROJECT REPORT
On
TRAINING & DEVELOPMENT.
Submitted for the partial fulfillment for
the
Degree of
MASTER OF BUSINESS ADMINISTRATION
Semester III
Session 2009-2011
Submitted By
MISS ANJALI TIWARI
Submitted To
CERTIFICATE
Mr.Pankaj Tiwari
(Faculty
Guide)
Shri Ram
Group of
Institutes,
Jabalpur
(M.P.)
DECLARATION