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. Almost always true

2. Mostly true
3. Not at all true
4. Rarely true
5. 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. There is well designed and widely shared training policy in the company
B. External training programmes are carefully chosen after collecting enough
information about their quality and suitability
C. Training of workers is given adequate importance in your organization
D. In-company training programmes are handled by competent faculty
E. Employees sponsored for training are well aware of the structure of training
programmes
F. Training programmes help employees to acquire skills and technical knowledge
G. There is adequate emphasis on developing managerial capabilities of the
managerial staff through training
H. Training helped me improving effective decisions and problem solving skills.
I. Training helped me developing an improved sense of responsibility.
J. Training helped me adjusting to change.
K. Training helped me improving conflict handling skills.
L. Training helped improving relationship between me and my boss
M. This organization provides as much ongoing training as I need.