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COMPANY PROFILE

Introduction of Company

National Steel and Agro Industries Ltd., an ISO 9001:2000 company,


is a member of the Ruchi Group of Industries. We rank amongst the front-
runners in the Indian Galvanized Steel industry commanding a significant
market share.

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.

With consistent export achievements, we have gained the status of


Star Trading House in exports.

We produce flat steel products - Coils, Galvanized and Coated steel


products in various grades ranging from LFQ, DD, EDD as per ASTM, JIS
and other standards.
COMPANY OVERVIEW

NATIONAL STEEL AND AGRO INDUSTRIES LTD. Indore, Madhya


Pradesh, India

Indore Products - Manufacturer, Export / Import,Public. Ltd. Firm since 1985

National Steel and Agro Industries Limited (NSAIL) formerly known as


National Steel Industries Limited (NSIL) was set up on the 9th. Of January
1985 with the objective of Manufacturing Galvanized Plain Steel Coils,
Galvanized Plain Steel Sheets and Galvanized Corrugated Steel Sheets.
The initial capacity of the plant was 35, 000 TPA which has now been
enhanced to 1, 40, 000 TPA.

In 1992, NSAIL integrated backward by setting up a 1, 00, 000 TPA


Cold Rolling (CR) Mill. NSAIL has also started a 25 MW Power Plant adjacent
to its existing steel complex in order to meet the rising demand for power.
.

AWARDS & CERTIFICATION

EEPC AWARD 1996-97

Udyog Rattan Award

EEPC India Rerional Highest Exports Trophy 2000-2001

Certificate ISO 9000

Regional Chairman Engineering Export Promotion Council


Products

NSAIL's wide range of products includes both, plain and corrugated forms of
Galvanized Sheets. We are group of various firms manufacturing following
items

1. COLD ROLLED STEEL COILS

COLD ROLLED STEEL COILS


Thickness Width Coating Finish ID OD Coil/Pkt Quality Packing Standards
(MM) (MM) Gsm/m2 Weight
min max (mt)

0.14 600- N.A. As 508 1800 3 -15 FULL Mill JIS G


2.00 1350 Rolled HARD standard 3141. IS
export 513
sea
worthy
0.14mm to 0.250mmavailable up to 1000 mm width max & 0.25 to 0.35 available up
to 1250mm

Plain Sheets
Thickness Width Coating Finish ID OD Coil/Pkt Quality Packing Standards
(MM) (MM) Gsm/m2 Weight
min max (mt)

0.14 600- N.A. As 1800 3660 3.00 FULL Mill JIS G


2.00 1350 Rolled HARD standard 3141
export . IS
sea 513
worthy
0.140 mm to 0.25 mm available up to 1000 mm width maximum
2. Galvanized Product
Galvanized Steel Sheet In Coils

THICKNESS WIDTH ZINC COIL GRADE


(MM) (MM) COATING WEIGHT
GSM
0.14 0.25 MAX 180 MAX 8 MT FULL HARD
1000 MAX. EQUIVALENT
OR SGCH
0.18 0.30 MAX 180 MAX 10 MT SGCC, CSB,
1000 MAX DX51D
0.30 1.50 MAX 275 MAX 12MT SGCC, SGCH,
1350 MAX SSGR80 Equiv.
Note: Slit Coils Min 30mm to 600 mm can be supplied.
PACKING: SEAWORTHY EXPORT PACKING, COIL I.D:
508MM AND 610 (OPTIONAL)

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 has a large workforce, comprising experts in various disciplines


assisted by a dedicated workforce of skilled persons. NSAIL employees,
referred to as the NSAIL, come from all parts of the country and belonging to a
variety of ethnic, cultural and religious backgrounds. NSAIL employees display
a strong sense of loyalty to the Company and their special stellar qualities as
value-adding human capital are well known in the industry.

NSAIL has clearly stated guidelines concerning recruitment, termination,


career advancement, performance appraisal, professional and employee ethics
and code of conduct. The Companys personnel policies and processes enshrine
equal opportunities to all and non-discrimination with regard to gender, caste,
creed, ideology or other opinion, whether social, political or religious. Also
ensured is a due process for employee consultation and participation in
organizational development and policy formulation.

The Companys performance management system is in itself a benchmark


that provides ample opportunities and motivational incentives to employees so
as to reward and retain good talent within the Company. These incentives
include Performance Linked Incentives, Good Work Awards, Letters of
Appreciation, Special Increments, Promotions, Nomination to external training
programmes in India and abroad, public felicitation and appreciation. Some
plants have Best Employee and Employee of the Month Awards and
recognition. Competent employees and those who display aptitude are invited to
become Trainers themselves and receive Train the Trainer facilitation.
Performance Management

Training & Development

Our new Performance Management System incorporates a process called


Competency Assessment and Training and Developmental Needs wherein
appraisers are specifically called upon to identify and assess training needs of
employees at specific intervals that do not coincide with Performance
Appraisals. This is so that training needs can be assessed objectively. Training is
imparted to take care of an individuals career development as well as functional
and skill enhancement. Competency and Development training inputs include
Skill and general performance enhancement, communication skills and Career
development. Functional training needs are identified and conducted by
functional departments while Corporate HR organizes competency and
developmental inputs.

Employee welfare & perquisites

Employee welfare receives prime attention at NSAIL. We have several schemes


for general welfare of employees and their families. These cover education,
healthcare, retirement benefits, loans and financial assistance and recreation
facilities.

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

In addition to periodic internal Employee Satisfaction Surveys, we participate in


Employee Satisfaction and Work Places Surveys conducted by reputed external
agencies and organizations like Hewitt Associates Grow Talent. And from time
to time, NSAIL has also retained reputed firms like Mercer and Boston
Consulting Group to study our internal work environment and employee
policies and suggest areas of improvement. We share below salient points of the
latest survey of employees:

People are treated fairly regardless of religion and gender


NSAIL is a safe place to work
Management is competent in running business
Employees feel good about what we do for society
Proud to tell others I work here
Management thinks positively
The overall findings show significant job satisfaction at all levels as also deep
respect for the company, its performance management system and its overall
business performance.
FACILITIES
Nationals integrated steel processing plant at
Sejawaya, District Dhar in Central India is spread over
an area of 72 acres. The complex houses two CRM
lines, two Galvanizing lines and one color coating line.
The plant, set up in technical collaboration with three
world leaders CMI, Belgium; Stein Heurtey, France;
and Phoenix Works, Belgium, also houses downstream facilities of corrugation,
shearing and roll formiOur total galvanizing capacity stands at 280,000 TPA,
while we cold roll a total of 300,000 tones of HR steel every year.
Guard Film Applicator

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.

Guard film is specially applied to avoid damages such as scratches,


removal of paints etc to the pre painted surface. The chances of damage to
the pre painted surface are maximum during production, transportation &
processing of pre-painted sheets.
INTRODUCTION OF TOPIC

Every research provides an opportunity to demonstrate application of


knowledge, skills and competencies required during the theoretical/technical
sessions for the completion of a particular work/project.

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.

These recommendations and suggestions are based on the findings


from the research after a proper study of the various aspects of the topic on
which the study is carried out.

Here the research is to be done on the topic of Training and


development system an auditable function of HR.
STUDY OF HUMAN RESOURCE MANAGEMENT

Human Resource:

William R. Tracey, in The Human Resources Glossary defines Human Resources


as: "The people that staff and operate an organization"; as contrasted with the
financial and material resources of an organization. Human Resources is also the
organizational function that deals with the people and issues related to people such
as compensation, hiring, performance management, and training. A Human
Resource is a single person or employee within your organization.

Human Resource Management:

Human Resource Management (HRM) is the function within an organization that


focuses on recruitment of, management of, and providing direction for the people
who work in the organization. Human

Human Resource Management is also a management function concerned with


hiring, motivating, and maintaining people in an organization. It focuses on people
in organizations. Human Resource Management is a management function that
helps managers recruit, select, train, develop members for an organization.
Obviously, HRM is concern with the peoples dimension in organizations. Human
Resource Management is a broad concept. Personnel Management (PM) and
human resource development (HRD) are a part of HRM

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

Resource Management can also be performed by line managers

.
OBJECTIVE OF HRM

The primary objective of HRM is to ensure the availability of a competent


and willing workforce to an organization. Beyond this, there are other
objectives, too. Specifically, HRM objective are four fold societal,
organizational, functional and personal.

1. Societal objectives: To be ethically and socially responsible to the needs


and challenges of the society while minimizing the negative impact of
such demand upon the organization. Means the societal objective of
HRM seek to ensure that the organization becomes socially responsive.
2. Organizational objective: The organizational objectives make sure
that HRM is not a standalone department but rather a means to assist
the organization reach its primary objective.

3. Functional objective: Functional objectives remind the HRM that it


has only functional value and should not become too expensive at the
cost of organization it serves.

4. Personal objective: Personal objectives assist employee in achieving


their personal goals.
HRM Objective & Supportive Function

HRM Objective Supporting Function


1. Legal compliance
Societal objective
2. Benefits

3. Union management
relations
1. Human resource planning
Organizational
objective 2. Employee relation

3. Selection

4. Training & development

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

The scope of HRM is indeed vast:

1. Nature of HRM
2. Employee hiring

3. Employee and executive remuneration

4. Employee motivation

5. Employee maintenance

6. Industrial relation

7. Prospects of HRM

Personnel Policies & Principles:

Policies:

Policies are plans of action. Organization need to evolve HR policies as they


ensure consistency and uniformity in treating people. They help motivate
and build loyalty. Policies become benchmarks to compare and evaluate
performance. In other word we can say it is intension of the company to
provide a safe plant and a healthy working environment.

The statement is too general to be of any use. A policy statement, on the


other hand, is more specific and commits the management to a definite
course of action. The following is a policy.

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.

A few specific personnel policies are:

Policy of hiring people with due respect to factors like reservation,


sex, marital status, and the like.
Policy on terms and condition of employment compensation policy
and methods, hours of work, overtime, promotion, transfer, lay off,
and the like.
Policy with regard to medical assistance sickness benefits, ESI and
company medical benefits.
Policy regarding housing, transport, uniform and allowances.
Policy regarding training & development need for, methods of, and
frequency of training and development.
Policy regarding industrial relation trade union recognition,
collective bargaining, grievance procedure, participative
management, and communication with workers.

Principles:

If Policies is a guide for managerial decisions and actions, principle


is the fundamental truth established by research, investigation and
analysis.
Principal of individual development to offer full and equal
opportunity to every employee to realize his/her full potential.
TRAINING AND DEVELOPMENT SYSTEM

Introduction: -

Organization and individuals should develop and progress simultaneously for


their survival and attainment of mutual goods. Modern management has to
develop the organization through human resource development. Employee
training is the important sub system human resource development. Employee
training is a specialized function and is one of the fundamental operative
functions of human resource management

Meaning:

After an employee is selected, placed and introduced he or she must be provided


with training facilities training is the act of increasing knowledge and skill of an
employee for doing a particular job. Training is a short-term educational process
and utilizing a systematic and organized procedure by which employees learn
technical knowledge and skill for a definite purpose. In other words training
improves, changes, moulds the employees knowledge, skill behavior, aptitude
and attitude towards the requirements of the job and the organization.

Definition: -

According Michael Armstrong "Training is the systematic modification of


behavior through learning which occurs as a result of education instruction,
development and planned experience"

Need for Training:

Every organization should provide training to all employees irrespective of their


qualification, skill suitability for the job etc. Need of training arises due to
following reasons.
1. To match the employee specifications with the job requirements and
organizational needs.
2. The primary goal of most of the organization is their viability and
efficiency. But the organizational viability is continuously influenced
by environmental pressures. If the organization does not adapt itself
to the changing factors in the environment it will lose its market
share. N order to adopt these changes, it has to train the employees to
impart specific skills and knowledge in order to enable them to
contribute to the organizational efficiency and to cope with the
changing environment.

3. In order to survive and to be effective organization adopt the latest


technology i.e. mechanization, computerization and automation.
Technology alone does not guarantee success unless it is supported by
people possessing requisite skills. So organization trains the
employees to enrich them in the areas of changing technical skills and
knowledge from time to time.

4. Companies constantly search for opportunities to improve


organizational effectiveness. Training is responsible for much
planned change and effectiveness in an organization as it prepares the
people to the change agents and to implement the programmers of
effectiveness.

5. Training is also necessary when the existing employee is promoted to


the higher level and when there is some new job or occupation due to
transfer.
Principles:

1) Motivation: -

As effectiveness of an employee depends on how well he is motivated by


management, the effectiveness of learning also depends on motivation. In
other words the trainee will acquire new skills knowledge quickly if he or she
is highly motivated.

2) Reinforcement: -

The effectiveness of trainee in learning new skills or acquiring new knowledge


should be reinforced by means of rewards and punishments. Examples of
positive reinforcement are promotions rise in pay, praise etc.

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 management should evolve a feedback system to know what employee is


learning. Training is a slow and trial and error process. Hence it is highly
essential to know for the trainer 'What has employee learnt? What are his
difficulties and problems? What type of mistakes he is doing? Once as
curtained, suitable corrective actions can be taken
5. Evaluation: -

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: -

Individual training is costly, and group training is economically viable and


advantageous to the organization. But individuals vary in intelligence and
aptitude. So it is necessary to adjust the training programmed to the
individual abilities and aptitude, depending on the financial strength of the
organization.

Area of Training:

Organization provides training to their employee in the following areas.

1. Company Policies and Procedures: -

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.

2. Training is Specific Skill: -

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.

3. Human Relations Training: -

Employees are to be trained in the areas of self learning, leadership styles,


motivation, grievance redressed and the like. This training enables the
employees for better team work, which leads to improved efficiency and
productivity of the organization.

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.

5. Managerial and Supervisory Training: -

Even the non managers sometimes perform managerial and supervisory


function like planning, decision making, organizing, directing, controlling.
Hence management has to train the employees in managerial and supervisory
skill also.

6. Apprentice Training: -

The Apprentice Act 1961 require industrial units of specified, industries to


provide training in basic skills and knowledge in specified trades to educated
unemployed/apprentices with a view to improving their employment
opportunities or to enable them start their own industry.
Training Input

They are 3 Primary types of inputs

1. Skills: -

Training activities encompass activities ranging from the acquisition of a


simple mechanical skill to a complex administrative one.

Attitudes: -

Training programmers should mould the employees attitudes


supporting activities.

2. Knowledge: -

Employees should possess:

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

These are the following objective of training and development


programmers:

1. To increase productivity: -

Instructions of basic rules of doing any work can help employees to


increase their performance and due to increase in performance or employees
their will be an increase in 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.

3. To Help A Company Fulfill Its Future Personal Needs: -

Organization that have a good internal educational programmed will have


to make less drastic manpower changes and adjustments in event of sudden
personnel alterations when the need arises organizational vacancies can more
easily be staffed from internal sources if a company initiates and maintains an
adequate training programmed for its employees.
4. To Improve Organizational Climate: -

An endless chain of positive reactions results from a well planned


training programmed, production and product quality may improve, financial
incentives may then be increases, internal promotions become stressed and due
to many factors morale of employee may increase all these things will develop a
better organizational climate.

5. To Improve Health And Safety: -

Proper training can help prevent industrial accidents. A safer work


environment leads to more stable mental attitudes on the part of employees,
which results a better health to all employees.

6. Obsolescence Prevention: -

Training and development; programmers foster the initiative and


creativity of employees and help to prevent manpower obsolescence, which
may be due to age, temperament or motivation, or the inability of a person to
adapt himself to technological changes.

7. Personnel Growth: -

Employees; on a personnel basis gain individually from their exposure to


educational experiences again management development programmers seems to
give participants a wider awareness, an enlarged skill, and enlightened altruistic
philosophy and make enhanced personal growth possible.
Training Methods

On- The Job Off- The Method


Method
Job Rotation Vestibule
Training

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

Selection & Intra


design of organiza
Instructional tional
program validity

Use of
Traini
evaluation
ng
model
TRAININGS IN NSAIL

Organization and individual should develop and progress simultaneously


for there survival and attainment of mutual goals. So every modern
management has to develop the organization through human resource
development. Employee training is the important subsystem of human
resource development. Employee training is a specialized function and is
one of the fundamental operative functions for human resource
management. NSAIL provides training on the basis of skills and
knowledge.

In NSAIL training should be conducted in a systematic order, in order to


drive expected benefits from it.

NSAIL provide training in 4 stages:-

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

1. Behavior Discrepancy Identification

2. Cost value analysis

3. Skill/Knowledge Deficiency

Yes, Can't do No, Don't do

4. Job Aid 9. Reward/Punishment In


congruency

5. Training
10. Lack of Inadequacies
feed back
6. Practice

11. Obstacles in System


7. Change the Job

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:

This project involves the collection of primary data through survey


approach. The survey is done by going individually to different section and by
approaching the employees of different categories. The section converged under
the research in power plant survey research helps in knowing the training is
necessary to the employees.

Research Instrument:

The research instrument used in mainly through questionnaire. The


Questions are so planned that the employee can give their view and
recommendation with exposing their names. The Questionnaire given to
employees is about training need and training programmed and what they think
about training.

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: -

Who is to be served? The people to be served are:

1. Employees
2. Customers

2. Sampling Procedure: -

It involves

(i) Probability sampling


(ii) The sample was collected according to pay scale and grade
since we have to survey only power plant employee.

3. Sample Size: -

Sample size being 20 helps in getting reliable results and information


about training needed to the employees.

4. Contact Method: -

The following method are used through which information was gathered

(i) Personnel Interview


(ii) Questionnaire

5) The Source of Secondary data

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

On the analysis of data collected and through my personal observation I


come to the conclusion:

1. Human resource development center of NSAIL is in-charge of organizing


the development programmed according to the need of organization.

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.

4. It is also found that HRD is giving much stress on behavioral


programmers for over all development of their employees. This also
help's in development good working culture and industrial relation in the
organization.

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.

3. New system or new facilities must be implemented.

4. Company must be bringing the technological change in other company.

5. New technological system should be uses.


FINDINGS

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.

4. We found that NSAIL have a good working environment.

5. Company provides effective training to the employees to motivate them


and provide them job satisfaction.

6. Employees are competent and with the response of employees, we reach


to the conclusion that the company provides a better technical training and
development programmed.
BIBLIOGRAPHY

Books:

1. Human Resource Management K. Aswathapa


2. Human Resource Management VSP Rao

3. Human Resource Management P.C.Tripathi

Websites:

1. www.wikipidia.com
2. www.google.com
SAMPLE QUESTIONNAIRES

PURPOSE: Training and Development help determine the effectiveness of an


organization. They are a systematic, objective tool to assess regulatory or policy
compliance in the workplace.

The following list of questions is not meant to be comprehensive to every


organization, merely a representation of the types of questions that may be
found in training and development system.

1:- Do you feel the need of training

1 Yes 2 No 3 Not sure

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 3 Not sure

4:- Are you aware about training programmed provided by NSAIL?

1 Yes 2 No
5:- Are you satisfied with the training facility provided by NSAIL?

1 Yes 2 No 3 Not sure

6:- Whether any opportunity for further training will be helpful to you?

1 Yes 2 No 3 Not sure

7:- What topic should be covered which can be useful at work place?

1. Management 2.Safety 3.Production


4.Quality

5. All of these

8:- What type of problem you face at work-place?

1. Managerial 2. Environmental 3. Working condition 4. All of these

9:- Which method you will prefer for training?

1. Class room 2. Job rotation 3. Simulation 4. All of these

10:- Do you have a formal succession-planning program?

1. Yes 2. No

11:- Are you employees permitted time-off from work to attend training?

1. Yes, with pay 2.Yes, without pay

3. No, only after work hour 4. No, only in special call


12:- What is the minimum day per year in which employees must
participate in training?

1.1 day 2. 2 days 3.5days 4. Over 5 days

13:- Do you feel, your career goals coincide with organizational goals &
training opportunities are determined accordingly?

1 Yes 2 No 3 Not Sure

14:- Do you think, training is relevant to the job?

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

Under The Guidens


Mr. Cornel Sunil Sharma Mr. Pankaj Tiwari
(Company Guide) (College Guide)

Submitted By
MISS ANJALI TIWARI
Submitted To

SHRI RAM INSTITUTE OF TECHNOLOGY


JABALPUR
RANIDURGAWATIVISHWAVIDYALAYA, JABALPUR

CERTIFICATE

This is to certify that Miss Anjali Tiwari


student of Master Of Business Administration (3 rd
Semester) at Shri Ram Institute of Technology
has completed the project entitled TRAINING
AND DEVELOPMENT

She has submitted the project in partial


fulfillment of the degree of MASTER OF BUSINESS
ADMINISTRATION from RANI DURGAVATI
VISHVAVIDYALAYA, Jabalpur for academic year
2009-2011

This report is up to the standard both in


respect of its content and its literally
presentation for being referred to the examinees.

I wish him all the success.

Mr.Pankaj Tiwari
(Faculty
Guide)

Shri Ram
Group of
Institutes,
Jabalpur
(M.P.)
DECLARATION

We hereby declare that the Project


entitled TRAINING AND DEVELOPMENT.

Being submitted in partial fulfillment


for the award of the degree of Master of Business
Administration to Rani Durgavati
Vishwavidyalaya, Jabalpur is the authentic
record of my own work done under the guidance
of Mr. Pankaj Tiwari Sir.

The matter reported in this project


has not been submitted earlier for the award of
degree.

Place : Jabalpur Anjali Tiwari


Dated : MBA (IIISEM.)
ACKNOWLEDGEMENT
I would like to express my deep sense
of gratitude to management & all the employees
of NATIONAL STEEL AND AGRO INDUSTRIES LTD.
who have helped me in completing my training
here. There guidance has helped me in
completing my training here, enabled me to gain
knowledge.

I am deeply indebted and obliged to


Mr. Dr. Rajeev Singh, Head of SRIM (Jabalpur) &
Mr. Shrikant Ratley , HOD for there valuable
guidance throughout my work. I also want to
express my gratefulness towards Mr. Pankaj
Tiwari (Faculty Guide) who willingly spared his
precious time whenever needed.

I would like to give my heartiest thanks


to all the teachers of SHRI RAM GROUP OF
INSTITUTES who always encouraged and inspired
me to carry out this work. While preparing this
thesis, I received valuable suggestion from my
parents and my friends to complete my work
successfully.

This project would have been almost


impossible without their help. Its my pleasure to
express my gratitude towards all of them.
Anjali Tiwari
MBA (IIISEM.)
SHRI RAM GROUP OF
INSTITUTE,JABALPUR
CONTENTS

S.No Topic Page No


1 Company Profile 1
1.1 Introduction of Company 1
1.2 Company overview 2
1.3 Awards and Certification 3
1.4 Products 4
1.5 Introduction of HRM at NSAIL 9
2 Facilities 13
3 Introduction of topic 15
4 Study of HRM 16
5 Training and Development system 21
6 Objective of Topic 27
7 Process of Topic 30
8 Trainings in NSAIL 31
9 Research Methodology 34
10 Conclusion, Recommendation and Finding 36
11 Bibliography 39
12 Sample Questionnaires 40

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