IFFCOhas a deep-rooted belief and commitment to the enhancement of skills ofemployees on a continuous basis since their induction, by providing them on-site& off-site training. }

At the induction level, the trainees go through the training & developmentprocess which provide them inputs with regard to the organization - itsprocesses and businesses, introduction and interfacing with the relevantpeople which serves to facilitate inclusion and familiarization of the traineeswith the values and culture of IFFCO.

The training module has" been developed to act as a guideline for Train1ngDeptt., to providing training to GETs who have to take-up variousresponsibilities in the organisation.

"

.-

2

The Module is intended to regulate the training of Graduate Engineer Traineeswith the key objectives to :

1. Systematically introduce the Trainee to IFFCO's philosophy, culture andvalue system.. t .

2. Provide necessary practical knowledge and skilt 'required for taking upthe designated position in IFFCO.

3. Nurture positive attitude and work culture.

4. Give them exposure on cooperative structure in India.

5. Develop communication and presentation skills.

6. Bring about role darity among the trainees.

7. Enlighten them about the management concepts and technologies.

3

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The design of the 52 week training, programme has been carried out in amodular form with a view to give balanced and structured training.Trainees on placement at different units shall follow the following trainingschedule:

Induction Trainingat the Joining Unit(Class room

session)

Orientationtrainingat FMDI, Gurgaon

Integrated Class

Room Lecture-

Cum - In-plantrotational training

Communication &Presentation Skills.(withvideography)

At FMDI/Plant

2 WEEKS

(common to

all discipline)

1 WEEK

(common to

all discipline)

7 WEEKS

(common to

all discipline)

1 WEEK

To acquaint trainees withIFFCO Units, Plant & TownshipPremises.

To acquaint trainees with thefunctioning of variousdepartments in corpor?lteoffice and interaction with topmanagement officicils

To acquaint trainees with plantprocesses &. procedures. Thisshall involve lectures & plantvisits related to each lecturefor better understanding of thesubject.

To improve upon IDjcommunication andpresentation skill of trainees.

4

(

Training at otherUnits (includingParadeep)/ Mktg.Division, includingvisit to CORDETand IFFDC.

Training atVAMNICOM,Pune

FoundationCourse in

h .ManagementatfMDI, Gurgaon

33 WEEKS

(specific

to discipline)

5 WEEKS

1(common to

all discipline)

1 WEEK

(common to

. all disciplne)

..

To provide on the jobknowledge and its applicationon shop floor in the Plant.

To familiarize with the workingat different Units andunderstand fertiliser marketingoperations in the field.

To understand aboutcooperatives in India and itsfunctioning which include visitto cooperative societies.

2 WEEKS I To acquaint the trainees with

(common to all I the basics of . management. prin<:iplesand practices.

Discipline)' .. .

;.

5

.

MODULE-I :Induction Trainina at Joinin

Objectives:

The main objective of induction tratning at the Unit shall be to make thetrainees comfortable on joining IFFCO and guide them to adapt toIFFCO's work culture and other facilities at work place as well astownship. .

.

.Introduction with Unit Head & key officials of the Unit.A general overview of IFFCOand working of the Unit..Exposure to industrial environment through class room lectures on IFFCOorganisation structure (departments/sections like Production,Maintenance, Materials., P&A; F&A, Systems etc.).Awareness to Environment, Fire&Safety at the Unit.

Contents:

.

.

Latestcopv 'each of the IFFCO Service. Rules, Contractin.g & ProCurement'Procedure, IFFCO Bye-laws, &. Annual' Report be provided to eachparticipant. In case pri,:,ted copies are not available, photo copies b~provided, duly spiral bound.

6

/MODULE- 11: Orientation Training at PMDI, Gurgaon~This MODULE of training shall be implemented-at FMDI, Gurgaon.

Contents:

.

Growth of IFFCO since inception, its vision and misSion.Fertilizer industry scenario - Ind'a Vs. GlobalOrganisation structure & working.Functioning of various departments-at corporate level.Status of existing and new ventures of IFFCO within India and abr:oad.Overview of to Multi-State Cooperative societies' Act, IFFCO bye-laws,constitution of board and its meetings.'Set up of marketing division, marketing of fertiliser, transportation,warehousing etc.Fertiliser pricing & subsidy.Interaction of top management officials with the Trainees.

.

.

.

.

.

.

.

.

7'*

"I'

MODULE-Ill: Integrated Class Room Lectures-Cum-In-PlantRotational trainina (7 Weeks

Objectives:

Under this module, the class room lectures in the forenoon followed by plantvisit in the afternoon. ~hall provide trainee the knowledge of plantprocessesand procedures. .

t

Contents:

.

a)

b)

c)

d)

e)

f)

g)

.

.

.

Technical / Engg. topics related to Fertiliser Industry:

NPK/DAP, Ammonia & Urea Plant, Product Handling, PM Plant, EffluentTreatment Plant, Offsite utilities & Storage handling, Inert Gas Plant,steam generation & distribution etc.

Mechanical topics related to pumps, compressors, fasteners, seals,gaskets, welding, maintenance procedures, inspection techniques, heavymachinery maintenance etc.

Different engineering codes & standards related to fertiliser Plant andindustry .Electrical topics related to power supply & .distribution in plant & .

township, motors etc.

Project Management & their details of ongoing projects

Instrumentation & Controls.

Laboratory Tests / Analysis.

Rules, Regulations, various acts as applicable in fertiliser industry.,

Description of role / tasks done by Finance & Accounts.

Knowledge of LT. based productivity tools like: MS~Word, MS-Excel,Power Point, MI5, HRMS, PMMS,e-Procurement etc.

8

\f

~

.

Under this module, sub-module of HR should include IFFCO ServiceRules, Social Security & Welfare measures in IFFCO (PF, pension,gratuity etc), discipline, grievance procedure, preventive vigilance,Overview of Labour and industrial laws and regulations as applicable toIFFCO.

The FM module should include financial management, accountingpolicies, p&L A/cs, balance sheet, budget and budgetary control,taxation, working capital management, TA/DA rules, contracting andprocurement procedure, powers of officers etc.

t

Wherever required, the Integrated class room lectures should befollowed by plant visit in the afternoon which will be specifically relatedto the topic covered in the forenoon.

In-Plant Rotation:

Objectives:

To provide brief knowledge about the roles of each department / section andhave a practical review of what the trainees have learnt in the classroomsession. During this period, one rotational schedule shall be made for

. total batch of GETs. They may be deputed to each Section for 1-2 daysas per requirement in a small group.

Contents:

.

.

.

.

Visit to different department/sections e.g. . Production, PH &Transportation, Maintenance, Materials, Technical, Systems, FM andPM.Discussions with plant personnel on the basis of class room lectures.To clarify all doubts/queries regarding the specific work location.To get familiarized with plant workingconditi.ons.-

9

MODULE IV - COMMUNICATION &. PRESENTATION SKILLSWITH VIDEOGRAPHY

Objectives:

To understand the dynamics of communication for personal growth aswell as organizational effectiveness.

t

Contents:

Introduction and ExpectationsCommunication as a tool for personal growth.Effectivewritten communicationActive listeningBuildingassertiveness in communicationIntroduction on presentationCompositionand broad steps of a good presentation.Deliveringa winning presentation.Effectivecontrol- body language etc.

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MODULE - V:- On-the-Job Trainin 33 Weeks

Objectives:~

To provide on the job knowledge and its application at shop floor.

This is the most important MODULE}during the training period and shall beused in develop skills necessary for accomplishment of the tasks on shop floor.

A special focus has to be given to assess the performance of trainees duringthis period.

In addition to the shop floor hands-on training to trainees, lectures on specifitsubjects of relevance to respective plants may also be included.

It must be ensured that the trainees should not be assigned routine work butthey should be rotated at regular intervals.

Monthly review is to be conducted for all GETs.

Contents:

TM

a)

b)

c)

d)

e)

Plant Operation

Study of Process Description and utilities in detail from training manual.

Method of reading PFD'S and P&l diagrams and making P&IDdiagramfrom field by tracing of lines for respective sections and matching withstandard P&l diagrams.. .

Study of various equipments (operating and design conditions),catalystdetails in different catalytic reactors, compressors, turbines & pumps.

Understanding of design calculation related to specific energyconsumption, steam balance, energy balance etc.

Under~tanding the method of Charge / hand over / receiving at thestart/end of each shift, reading of shift trainee log book, analysis bookand taking round of plant.

11

f)

g)

h)

i)

j)

k)

I)

m)

n)

0)

p)

q)

TM

Understanding of weekly schedule jobs and routine maintenance jobs inthe shift and logging of same in work diary.

Understanding of safe handing over procedures, issuing of maintenancework requests, hot-work / cold work permits, providing safety tags onmachinerie~.

Understanding of the proper communication procedure between ~ontrolroom and field operators. .~

Understand the job follow up method with maintenance group.

Study of control room operations, trip logic and ESDS in detail anddiscussion with shift trainee for any clarifications.

Understanding of Standard Operating Procedures (SOP), start up andshut down procedures in detail and participation at the time ofshutdown for taking hands on experience.

Understanding of working at panel and field at the time of emergency.

Study and analysis of cause of emergency, method for handling it andtroubleshooting for the future. . "

Understanding of calculation related to specific energy consumption"steam balance, energy balance etc.

Understanding to write log books and reporting of the same tosuperiors.

Understanding of ISO-9001, ISO-14001 and OHSAS-18001 systemsand their auditing requirements.

Understanding of planning for annual turnaround and job listpreparation for shut down.

Plant Maintenance

a) Planning & Organising maintenance jobs.

12

b) Understand Computer based Plant Maintenance Management System(PMMS).

c) Understand processes of respective plants.

d) In depth koowledge of various mechanical items like pumps,compressor, turbine, mechanical seal, gaskets an,d o-rings couplings,fasteners, -welding process, lubrication oil, gland packing " pipe andfittings, filters & strainers, expansion joints, valves etc.

~

e) Gain knowledge of material of construction and the material used inplant maintenance.

f) Gain knowledge of corrosion process and protection.

g) Gain knowledge of short term maintenance checklist.

h) Understand the maintenancemaintenance jobs.

reports and' recordkeeping ~~Of'

i) Understand repair methodology of pumps, compressors, turbines,valves etc.

j) Acquaintance to various standards applicable to pumps, turbines,gearbox, compressors, pressure vessels etc.

k) Acquaintance of IBR requirements.

I) Understand communicationMaintenance departments.

procedures between Operation &

m) Manpower Planning for maintenance jobs.

n) Understand communicationMaintenance departments.

procedures between Operation &

0) Study of practical aspects and problems involved in day to daymaintenance. .

p) Understanding the codification schemes of items and knowledge ofmaterials section.

13

MODULE-VI: Rotational Trainin at other Units MarketinDivision, IFFDC, CORDET(5 Weeks

Objectives:

This MODULE shall provide a platform to interface with the relevant people ofdifferent IFFCO units including marketing division and shall serve to

- facilitate inclusion and familiarization with the values and culture ofIFFCO. '(

Objective:

. To learn the functioning of other Units and Marketing Division.

Contents will. inter-alia. include:

. Agricultural & Promotional Programmes.Handing and transportation of fertiliserInventory managementSoil & NutrientsMeeting with FarmersVisit to FSC, warehouse, cooperative society, rake point etc.Marketing network, functions of key officials in marketing

~

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.

.

.

.

.

The rotational training at other Units should be worked out in such a way that'all the other Units and Marketing Division are covered within thespecified period. '

The Zonal Offices allocated for rotational training in Marketing Division are asunder:

GKALOL UNITKANDLA UNITPHULPUR AONLA UNITSPARADEEP UNIT

NORTH ZONEWEST ZONENORTH-CENTRAL ZONEEAST ZONE

The training can be imparted at one of. the nearby Zonal/State office asdecided by the Zon.al Head in consultation with the Unit Training Head ina convenient batch of 4-5 trainees at one location.

14

/~ERIOD OF TRAINING:(OTHER THAN UNIT OF POSTING)

AT KALOL, PHULPUR, AONLA -

AT PARADEEP,KANDLA

AT MARKETING

-~'"

\

5 days each

5 days eachf

5 days

15

,,,,

MODULE-VII: TRAINING AT VAMNICOM, PUNE (1 week

OBJECTIVES:

To provide detailed insight into the cooperative structure in India vis-a-visworld, its evolution, journey ana present scenario.

CONTENTS:

.

.

.

.

.

.

.

.

.

.

Cooperative identity, principles and values.History of cooperative movement.Hierarchy of cooperative institutions.Special features of cooperative organizations.Cooperative management with special reference to IFFCOSalient features of multi-state cooperative societies ActAgriculture input, supply and marketing strategies of IFFCO.IFFCO's role in the promotion of cooperatives.Role of cooperatives in the rural development.Visit to cooperative societies.

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MODULE-VIII.: TRAINING AT FMDI, GURGAON (1 week

OBJECTIVES:

To provide basic management input, principles and practices of m'anagement,planning, organizing, coordinating, controlling etc.

CONTENTS:'f

.

Basic leadership skills,Self motivation. '

-.~ Decision making skillsGoal settingInterpersonal relationshipsWorking in teamProblem solving skills.Conflict managementTime managementPositive attitude - . .

Creativity and innovation at workplace.. Information and communication technology

Basics of Finance, financial statements etc.Managing health

,

.

.

.

.

.

.

.

.

.

.

.

.

.

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&tJ1~~~i1!;i~~i~~:j~[1:~j~C~rilii~~J~~jm~~~~~7m@l~~JJ;1ittlll{$I!ltii

The monitoring of "training and evaluation ;f performance of the traineesduring the period of training shall be carried out on a continuous basis indifferent phases as per the following: .

1.2.3.

EvahJation report for each trainee. 1Regular interaction of trainers with the trainees.Monthlymeeting with the Unit Head .

The objective of monitoring and evaluation o( training of GETs shall beto:

1.

2.

3.

4.

5.

Link and integrate the performance assessment with theorganizational objectives.

Ensure objective assessment of performance of tratnee during the perjodof training.

Differentiate betwe~n the differing levels of performance of trainees.

Identify development needs of trainees.,

Identify road blocks, if any.

The following elements shall comprise the evaluation procedur~ for assessingthe trainees:

1 The Objective test should contain each questions of 1 mark.

2 The Descriptive test should comprise 10 questions of 5 marks each

3 The duration of written test shall be 2 hours each.

..

18

8.

4. The Mentor will assess the trainee on the basis of his generalbehaviour.

5. . The 'general behaviour' of the trainee may include etiquettes, bodylanguage, dress code, communication skill, interpersonalrelatioflships etc.

'"

7. Feedback of the performance will be shared with the trainee afterevery module and will be done by apprising them in terms ofgrades on the following p"ttern

MARKS SECURED GRADE

ABOVE 70%61 % TO 70% '

50% TO 60%BELOW 50%

ABCD

Interview committee will be constituted by the Unit Head. The'interview committee will assess the trainee jn terms of jobknowledge, initiative,communication skills~ creativity,team work, safety consciousness, computer knowledge,commitment, sense of responsibility, interpersonal skills, ~xtra-curricular activitiesetc::.). . '. .

Detailed description of tests are given in Annexure 1.

~ Learning Diary:- Trainees will maintain learning diary describing lecturenotes and knowledge gathered in day to day work. Trainees shall get itchecked from reporting officer once in a fortnight. The format oflearner's diary is enclosed.

2. ,Periodic Written Test : Periodic written test snail be conducted from timeto time to assess the learn.ing of trainee.

J:. Interview: An interview shall be conducted periodically to assess theknowledge gained by trainee.

Presentation Collo uium: Trainees shall prepare a speCial study /presentation on some particular plant topic and then present the samebefore a Committee. The Committee as nominated by the competent

4.

19

authority shall assess the trainee in terms of content, delivery,confidence, subject knowledge etc. This shall help in reinforcing the ideaslearnt during training and enhance communication skills of individuals.The report shall be submitted individually.

6. Training Head's Assessment: Training In-change shall evaluate thetrainees on the basis of their punctuality, behaviour, dis<;:ipline, workdiary.

7. Assessment by Mentor: The r1'}entorwill also assess the trainee on thebasis of his general behaviour during the period of training.

The trainees will be divided into small convenient groups and may be given.,some topic for group discussion. The topic may also pertain to currenteconomic/political issue. The individual may be evaluated by thefacilitator/moderator on criteria like taking initiative, knowledge on,;thetopic, expression, delivery, confidence etc. .

The trainees will be asked to study latest features related to any subject and';prepare 1-2 pages. The trainees will be divided into small sub-groups. '

Each group will then present their paper thro~gh audio-visual aid(approx. 10 minute duration) in front of internal experts. .

In order to ensure that the Trainee possess requisite ski.lls .in writing reports, a3-5 days module shall be developed by each Unit to teach them how toprepare and submit a report in an effective manner to the seniors. Testof report writing should also be conducted. .

20

..

I'ANNEXURE I

SUMM'ARYOF TESTS/INTERVIEW ETC.

ASSESSMENT BY THE HEAD OF TRAINING DEPARTMENT

t'-

ASSESSMENT BY MENTOR

GRAND TOTAL. 1600

21

/' .,NO. OF TESTS &. MARKS

GENER No. . Objective Descriptive Interview Presentation TOTALAL of Test Test (marks) skill (marks)ASSES Tests (marks) (marks) (marks)SMENTUpto I 2 I 25 I 56 I 50 I 50 I 350MODULEIIIDuring I 4 I 25 I 50 I 50 I 50 I 700MODULEV

IIII DuringI 1 I I I I I 50

,', MODULEVIII

I I I I I TOTAL riiOo

GENERAL ASSESSMENTNo. of M'arks Total Marks

assessments1 Group Discussion 2 50 100

'

"if7,

2 Syndicate Work 2 50 100 ,

3 Report Writinq Skills 2 : 50 ' 100 .'

TOTAL 300

Marks1 Maintenance of Learning Diary 502 Punctuality, Reguiarity, 50

Attendance & Discipline3 General Behaviour 50

TOTAL 150

Marks1 General Behaviour of the Trainee 50

~

TRAINING DEPARTMENT:"

The concerned Training Departments shall prepare day to day .programmeschedule covering all' functions, systems, departments with duration.They must keep complete day to day record of the training activitiesundergone by the Trainees. Utmost care must be'taken for developmentof young professionals by the Head of Training Department at each Unit,who will act as a Training Coordinator for ongoing one year training. Hewill get assistance and guidance from all departmental/sectional headsfor designing day to day schedule.

Nodal Officer: '-,,,

Respective HODs/Sectional Head at the Unit will, himself or such officeras identified by him, act as a Nodal Officer who will chalk out day to dayschedule of the trainees pertaining to his department and coordill'atewith the Head of Training Department. .

TRAINER:

Each unit will, identify internal resource persQns from all theDepartments/Sections who will act as change agents, facilitators and'trainers for the trainees.

MENTOR:

E;ach Unit will identify offIcers in Gra(j~ F & aboVe to act as Mentor for thenewly inducted Trainees for a period of 2 years. A group of 2F3 GETs willbe attached with each Mentor. The role of mentor will include providingrequisite support, guidance and assistance to the. trainee~

'\I

The mentoring process is an link of experienced person (mentor) with a lessexperienced person (mentee) to help foster the career development andprofessional growth of the mentee. It is therefore imperative for the mentorto cultivate. overall development of the me.ntee by being teacher, guide,

22

counselor, motivator and advisor for the mentee. He should extend all help~ and assistance to the mentee pertaining to his professional and personal field.

Mentor should:

. Share experjence, knowledge, skills and ideas with the mentee

. Create a positive counseling relationship and climate. for. opencommunication.

. Help mentee identify problems and solutions.

. Lead mentee through problem solving processes.

. Keep the eyes open for things that could help the mentee.

. Offer constructive criticism in a supportive way.

. Support the mentee in taking the initiative.

Mentee should:

. Keep in regular contact with the mentor.

. Listen to mentor's advice.

. Share goals and expectations with the mentor.

The following shall be duties & responsibilities of the Trainees:"

1,2.3.

To take keen interest in learning.To keep proper record of learning.To obey the timings of training, instructions and directions as given by theIFFCOfrom time to time.To not to indulge himself in any activities which is/aredetrimental/prejudice to the interest of IFFCO.To not to disclose any secrecy or information occured or gathered duringthe period of training and thereafter. .

To abide by all other instructions which are not specifically mentionedhereinabove.

4.

5.

6.

23

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f~~;~1t~J~~;~j~"I~t~~~~@ii~~Thj~'W1J1I2\tV~11ID~.~f gri!~~~I~~1~~m1t~~{~fi}

The Interview Committee should be constituted by the concerned UnitHead consisting of such number of members as may be deemed fit byhim.

The Unit Head shall constitute Test Committee consisting of suchnumber of officials as may-be deemed fit by him.

."

24

,t

Travel Plan

The travel plan of the trainees to the other Units may be communicated to theconcerned official well in advance to enable them to ma~e necessaryarrangements for training.

Rotational Schedule: ,

The day to day rotational training schedule may be drawn in advance by theconcerned officials in such a way that major functions are thoroughlycovered.

TALDA

While on tour, the trainee will be entitled to TA/DAas applicable to him as perthe TA/DA Rules. During rotational training, the travel plan shouldpreferably be prepared in such a way that the journey is undertaken-'onweekends. ;

Boarding & Lodging during Rotational Training:-'.

Training during Shut down

During the period of shut down, the trainee should remain at theirrespective Unit as experience gained during the shut down will be morebeneficial for them.

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25