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    A STUDY OF THE

    TRANING & DEVELOPMENT

    WITH SPECIAL

    REFERENCE TO

    TATA STEEL

    In the partial fulfilment of therequirement for

    the award of MBA degree

    Submitted by:

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    Shikha kumari

    CUJ/I/2010/MBA/32

    DECLARATION

    I Shikha hereby declare that this Industry project titled A STUDY OF

    THE TRANING & DEVELOPMENT WITH SPECIAL

    REFERENCE TO TATA STEEL is a bona fide work out by me.

    I state that no portion of this project report is published or submitted to

    any other organization. This study is done with the help of my guide, for

    the fulfilment of my internship project. I hereby acknowledge that the

    information is genuine to the best of my knowledge and has been collected

    from reliable sources, the Internet, and the annual reports and corporate

    sustainability reports of the TATA STEEL.

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    Certificate of Guide

    This is to certify that Miss SHIKHA, Enroll No: CUJ/01/2010/MBA/32, student of

    Semester VII of the IMBA Program has undertaken the project titled A STUDY OF

    TRANING & DEVELOPMENT WITH SPECIAL REFERENCE TO TATA

    STEEL under guidance OF MISS DEEBA ABMAD, Sr. Manager/IR of Wire Rod

    Mill.

    No portion of this project report is published or submitted to any other

    University or organization. This study was done for the fulfillment of the requirements

    of an internship project for the IMBA Program.

    The information in the report is genuine to the best of my knowledge and has been

    collected from reliable sources, the Internet, and the annual reports and corporate

    sustainability reports of the Tata STEEL. The analysis and compilation was the

    original work of the student based on secondary data.

    She has completed his project satisfactorily. This certificate is being issued for academic

    purpose.

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    Acknowledgement

    There are times when one feels a sense of accomplishment combined with a

    sense of gratitude. Writing the acknowledgement page in this project is one

    among them.

    I would like to thankProf. Tapas Ghoshal (Dean, School of

    Management Sciences) who provided us a golden chance for doing an

    internship. MISS DEEBA ABMAD MAM & B.K MISHRA SIR He constant

    help throughout the project and there guidance was a key reason for the

    success of this project. .

    I am also very grateful to all the members whose constant motivation

    and support has helped me to complete this project. Last but not the least I

    thank all my team members whose constant hard work and brainstorming

    sessions has led to the successful completion of this project work.

    My project has become a reality only because of cooperation

    of these among many other people who had helped me in successfully

    completing this project.

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    Table of contents

    Topic Page no.

    Introduction

    Scope of study

    Objective of study

    Executive summary

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    7

    Overview of Tata steel

    - Introduction

    -Company history

    -Operation of Tata steel

    -Vision & mission

    -Policy of Tata steel

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    9

    10

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    12-13

    Wire road mill

    -introduction

    -Department chart

    -procedure of training

    -wire mill flow chart

    -Training flow chart

    Training and development

    -Traditional & modern approach

    -Importance &objective

    - model of training

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    15

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    19-20

    21-22

    23-34

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    INTRODUCTIONEmployee training tries to improve skills, or add to the existing level of knowledge

    so that employee is better equipped to do his present job, or to prepare him for a

    higher position with increased responsibilities. However individual growth is not

    and ends in itself. Organizational growth need to be measured along with individualgrowth. Training refers to the teaching /learning activities done for the primary

    purpose of helping members of an organization to acquire and apply the knowledge

    skills, abilities, and attitude needed by that organization to acquire and apply the

    same. Broadly speaking training is the act of increasing the knowledge and skill of

    an employee for doing a particular job. In todays scenario change is the order of the

    day and the only way to deal with it is to learn and grow. Employees have become

    central to success or failure of an organization they are the cornucopia of ideas. So it

    high time the organization realize that train and retain is the mantra of new

    millennium.

    SCOPE OF THE STUDY

    The scope of the study covers in depth, the various training practices, modules,

    formats being followed and is limited to the company Reliance Money and its

    employees. The different training programmes incorporated/facilitated in Reliance

    Money through its faculties, outside agencies or professional groups. It also judgesthe enhancement of the knowledge & skills of employees and feedback on its

    effectiveness.

    OBJECTIVE OF THE STUDY

    The broad objective of the study of training policies in Reliance Money is to study

    the impact of training on the overall skill development of workers. The specific

    objectives of the study are:

    1. To examine the effectiveness of training in overall development of skills of

    workforce.

    2. To examine the impact of training on the workers.

    3. To study the changes in behavioural pattern due to training.4. To measure the differential change in output due to training

    5. To compare the cost effectiveness in implanting training programmes.

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    EXECUTIVE SUMMARY

    Every organization needs to have well trained and experienced people to perform theactivities that have to be done. If current or potential job occupants can meet this

    requirement, training is not important. When this not the case, it is necessary to raise

    the skill levels and increase the versatility and adaptability of employees. It is being

    increasing common for individual to change careers several times during their

    working lives. The probability of any young person learning a job to day and having

    those skills go basically unchanged during the forty or so years if his career is

    extremely unlikely, may be even impossible. In a rapid changing society employee

    training is not only an activity that is desirable but also an activity that an

    organization must commit resources to if it is to maintain a viable and

    knowledgeable work force. The entire project talks about the training anddevelopment in theoretical as well as new concepts, which are in trend now. Here

    we have discussed what would be the input of training if we ever go for and how can

    it be good to any organization in reaping the benefits from the money invested in

    terms like (ROI) i.e. return on investment. What are the ways we can identify the

    training need of any employee and how to know what kind of training he can go for?

    Training being covered in different aspect likes integrating it with organizational

    culture. The best and latest available trends in training method, the benefits which

    we can derive out of it. How the evaluation should be done and how effective is the

    training all together. Some of the companies practicing training in unique manner a

    lesson for other to follow as to how to train and retain the best resource in the worldto reap the best out of it. Development is integral part of training if somebody is

    trained properly and efficiently the developments of that individual and the company

    for whom he is working. Here we discussed about development of employee, how to

    identify the needs, and after developing how to develop executive skill to sharpen

    their knowledge. Learning should be the continuous process and one should not

    hesitate to learn any stage. Learning and Developing is fast and easy at TATA

    STEEL.

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    TATA STEEL

    Tata Steel (BSE: 500470), formerly known as TISCO and Tata Iron and Steel

    Company Limited, is the world's sixth largest steel company, with an annual crude

    steel capacity of 31 million tones. It is the largest private sector steel company in

    India in terms of domestic production. Ranked 258th on Fortune Global 500, it is

    based in it is based in Jamshedpur, Jharkhand , India. It is part of Tata Group of

    companies. Tata Steel is also India's second-largest and second-most profitable

    company in private sector with consolidated revenues of Rs 1,32,110 crore and net

    profit of over Rs 12,350 crore during the year ended March 31, 2008. Its main plant

    is located in Jamshedpur, Jharkhand, with its recent acquisitions; the company has

    become a multinational with operations in various countries. The Jamshedpur plant

    contains the DCS supplied by Honeywell .The registered office of Tata Steel is in

    Mumbai. The company was also recognized as the world's best steel producer by

    World Steel Dynamics in 2005. The company is listed on Bombay Stock Exchange

    and National Stock Exchange of India, and employs about 82,700 people (as of

    2007).

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    http://en.wikipedia.org/wiki/Fortune_Global_500http://en.wikipedia.org/wiki/Fortune_Global_500
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    COMPANY HISTORY

    Tata Iron & Steel Company Ltd. (TISCO) is the iron and steel production

    company associated with the Tata group of some 80 different industrial and other

    business enterprises in India, founded by members of the Tata family. TISCO

    operates as India's largest integrated steel works in the private sector with a market

    share of nearly 13 percent and is the second largest steel company in the entire

    industry. Its products and services include hot and cold rolled coils and sheets, tubes,

    construction bars, forging quality steel, rods, structural, strips and bearings, steelplant and material handling equipment, Ferro alloys and other minerals, software for

    process controls, and cargo handling services. Through its subsidiaries, TISCO also

    offers tinplate, wires, rolls, refractorys, and project management services.Tata's

    Early Beginnings in the 1800s Jamsetji Nusserwanji Tata was born into a well-

    to-do family of Bombay Parsees in 1839. Tata Steel was established by Indian Parse

    businessman Jamsetji Nusserwanji Tata in 1907 (he died in 1904, before the project

    was completed). Tata Steel introduced an 8-hour work day as early as in 1912 when

    only a 12-hour work day was the legal requirement in Britain. It introduced leave-

    with-pay in 1920, a practice that became legally binding upon employers in India

    only in 1945. Similarly, Tata Steel started a Provident Fund for its employees as

    early as in 1920, which became a law for all employers under the Provident Fund

    Act only in 1952. Tata Steel's furnaces have never been disrupted on account of a

    labor strike and this is an enviable record.

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    OPERATIONS OF TATA STEEL

    Tata Steel is one of the ventures of the Tata Group but it has many successful

    companies under one umbrella. Some of the other notable Tata concerns and

    their line of business is as follows:-

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    VISION AND MISSION

    Vision

    We make the difference through:-

    Our people, by fostering team work, nurturing talent, enhancing leadership

    capability and acting with pace, pride and passion.

    Ouroffer, by becoming the supplier of choice, delivering premium products

    and services, and creating value for our customers.

    Our innovative approach, by developing leading edge solutions in

    technology, processes andproducts.

    Mission

    Consistent with the vision and values of the founder Jamsetji Tata, Tata Steel

    strives to strengthen Indias industrial base through the effective utilization of

    staff and materials.

    Tata Steel recognizes that while honesty and integrity are the essential

    ingredients of a strong and stable enterprise, profitability provides the main

    spark for economic activity.

    Overall, the Company seeks to scale the heights of excellence in all that it

    does in an atmosphere free from fear, and thereby reaffirms its faith in

    democratic values.

    VALUES

    1. Respect for individuals.

    2. Integrity.

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    3. Credibility.

    4. Trusteeship

    5. Excellence

    POLICY OF TATA STEEL

    Overall, the Company seeks to scale the heights of excellence in all that it

    does in an atmosphere free from fear, and thereby reaffirms its faith in

    democratic values.

    Corporate social responsibility

    Tata Steel believes that the primary purpose of a business is to improve

    the quality of life of people.

    Tata Steel shall conduct its business ever mindful of its social

    accountability, respecting applicable laws and with regard for human

    dignity.

    Tata Steel shall positively impact and influence its partners in fostering

    a sense of social commitment for their stakeholders.

    Quality policy

    Consistent with the group purpose, Tata Steel constantly strives to improve

    the quality of life of the communities it serves through excellence in all facets

    of its activities.

    We are committed to create value for all our customers and key stakeholders

    by continually standardizing, improving and innovating our offerings,

    systems and processes involving all our employees.

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    This policy shall form the basis of establishing and reviewing the Business

    Objectives and Strategies and shall be communicated across the organization.

    The policy will be reviewed to align with business direction and to comply

    with all the requirements of TQM Principles.

    Human Resource Policy

    Tata Steel is an equal opportunity employer.

    Tata Steel recognizes that its people are the primary source of itscompetitiveness.

    It will pursue management practices designed to enrich the quality of life of

    its employees, develop their potential and maximize their productivity.

    It will aim at ensuring transparency, fairness and equality in all its dealings

    with its employees.

    Tata Steel shall strive continuously to foster a climate of openness, mutual

    trust and teamwork.

    In the process Tata Steel shall strive to be the employer of choice by

    attracting the best available talent and ensuring a cosmopolitan workforce.

    Safety Policy

    Tata Steels safety and occupational responsibilities are driven by our

    commitment to ensure zero harm to people we work with and society at largeand are integral to the way we do business.

    Safety Principles

    Safety is a line management responsibility.

    All injuries can be prevented.

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    Felt concern and care for the employee on 24 hours safety shall be

    demonstrated by Leaders.

    Employees shall be trained to work safely.

    Working safely shall be condition of employment.

    Every job shall be assessed for the risk involved and shall be carried out as

    per authorized procedures/checklist/necessary work permit and using

    necessary work permit and using necessary personal protective equipment.

    We are committed to continual improvement in our S&OH performance.

    We shall set objective-targets, develop, implement and maintain management

    standards and systems, and go beyond compliance of the relevant industry

    standards, legal and other requirements. .

    INTRODUCTION OF WIRE ROD MILL

    Wire Rod Mill is a flagship and haring single strand continuous Mill. Commissioned on

    2nd March 1987 with a capacity of 300000 tonnes per annum with a mill availability of 68%presently this Mill is producing 421000 tonnes with a mill availability of 84%.

    Wire Rod Mill certified according to the ISO:9002 Standards by Indian Register Quality

    in the year 1995. This has ensured consistent performance through a documented quality

    system.

    Location & Unit size: Wire Rod Mill is situated of south east of Tata Steel works adjacent

    to LD#1. Total area of WRM is 14500 Sqmt. & it has well laid railway network to

    facilitate of smooth inflow of billets and out flow of coils (Finished product) and also as

    well connected with the Road Highways.

    Market Segment

    WRM has its major market segment both in domestic as well as in the international

    area with the key customers mainly in the domestic market.

    WRM is principally producing Wire Rod of two different categories.

    1. Plan Rod : 5.5 to 13 mm

    2. Rebar (TMT) 8 TO 16 mm

    Overview

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    Table : 1 Specification of WRM

    DEPARTMENTAL CHART

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    Mill Capacity 4,21,000 tonnes per annum on specified product mix.

    Range of Section

    Round 5.5 mm to 13.0 mm dia

    Re-bare 8.00 mm to 12 mm dia

    Mill Speed 100 m/sec for 5.5 mm dia

    Inputs BilletsSize : 130 mm x 130 mm x 12.25 m

    Weight : 1590 Kgs.

    Chief WRM T K Chakraborty

    Head Process/

    Rolling

    Ramesh

    Shankar

    Senior Manager

    F & S

    A K P Sin h

    Head Maint.

    Binod Kumar

    Manager

    HR/IR

    Deeba

    Ahmad

    Sr.Mgr.

    Maint.

    A N Jha

    Sr.Manager

    Technical Services

    V Sridhar

    Manager Mill

    Providing &

    Heating

    Sr.Mgr. (IEM)

    A N Jha

    Sr.Manager,

    Mech.Maint.

    I Sengupta

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    PROCEDURE 0F TRAINING IN WRM

    STEP 1: Training Executive, Training coordinator and all sectional heads are

    responsible for the implementation of this procedure.

    STEP 2: Identification of training needs of all designations for workers and

    supervisors are done by concerned sectional heads in the Form.

    STEP 3: Training requirements of officers are identified based on the managerial and

    functional competency by Chief/ Head of the section and recorded as Personal

    Development Plan (PDP). Such records are maintained at V.P. (LP) office.

    STEP 4: Skill gap matrix is prepared for training identification ofeach individual.

    STEP 5: An Annual training plan is prepared based on skill gap matrix.

    STEP 6: A monthly training plan is prepared by Training coordinator in consultation

    with concerned sectional heads.

    STEP 7: The records of all training imparted at SNTI are maintained at TATA Intranet.

    Records of internal training are maintained by Training coordinator.

    STEP 8: The Training coordinatormonitors the compliance of training.

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    Manager

    IEM

    Asst.Manager

    IEM

    Asst Manager

    Mechanical D K

    Singh

    Manager

    Mechanical

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    STEP 9: It assess the effectiveness of training through an interview of a sample of trainees

    and findings are recorded on Form. This exercise is carried out once in a year.

    STEP 10: Training coordinator in the M.R. Meeting for review reports a monthly status

    of training.

    STEP 11: Training procedure is reviewed once in a year for its continuing suitability and

    effectiveness. Records of such review are maintained.

    WRM TRAINING FLOW CHART

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    Employee Cluster

    TNS Formation

    Plan

    Officers

    Training need (PDP)

    Training Plan

    Department SNTI / TMDC Others SNTI TMDC &Others

    Outside

    Acceptance

    Recombination

    Y

    N NAcceptance

    Training Execution

    Training EffectivenessEvaluation

    Training Execution

    Training EffectivenessEvaluation

    Y

    YY

    N

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    TRAINING AND DEVELOPMENT

    It is a subsystem of an organization. It ensures that randomness is reduced and

    learning or behavioural change takes place in structured format.

    TRADITIONAL AND MODERN APPROACH OF TRANING AND DEVLOPMENT

    Traditional Approach Most of the organizations before never used to believe in

    training. They were holding the traditional view that managers are born and not

    made. There were also some views that training is a very costly affair and not worth.

    Organizations used to believe more in executive pinching. But now the scenario

    seems to be changing.The modern approach- of training and development is that Indian Organizations

    have realized the importance of corporate training. Training is now considered as

    more of retention tool than a cost. The training system in Indian Industry has been

    changed to create a smarter workforce and yield the best results.

    TRAINING DEFINED

    It is a learning process that involves the acquisition of knowledge, sharpening of

    skills, concepts, rules, or changing of attitudes and behaviours to enhance the

    performance of employees.

    Training is activity leading to skilled behaviour

    Its not what you want in life, but it knows how to reach it.

    Its not where you want to go, but it knows how to get there.

    Its not how high you want to rise, but it knows how to take off.

    It may not be quite the outcome you were aiming for, but it will be an outcome.

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    4Q index: 3

    Above

    60%

    4Q index: 2

    PERFORMED AS MENTOR

    4Q index:

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    Its not what you dream of doing, but its having the knowledge to do it.

    It's not a set of goals, but its more like a vision.

    Its not the goal you set, but its what you need to achieve it.

    Training is about knowing where you stand (no matter how good or bad the current

    Situation looks) at present, and where you will be after some point of time.Training is about the acquisition of knowledge, skills, and abilities (KSA) through

    Professional development.

    Importance of Training and Development

    Optimum Utilization of Human Resources Training and Development helps in

    optimizing the utilization of human resource that further helps the employee to

    achieve the organizational goals as well as their individual goals.

    Development of Human Resources Training and Development helps to provide

    an opportunity and broad structure for the development of human resources

    technical and behavioural skills in an organization. It also helps the employees in

    attaining personal growth.

    Development of skills of employees Training and Development helps in

    increasing the job knowledge and skills of employees at each level. It helps to

    expand the horizons of human intellect and an overall personality of the employees

    Productivity Training and Development helps in increasing the productivity of the

    employees that helps the organization further to achieve its long-term goalTeam spirit Training and Development helps in inculcating the sense of team

    work, team spirit, and inter-team collaborations. It helps in inculcating the zeal to

    learn within the employees

    Organization Culture Training and Development helps to develop and improve

    the organizational health culture and effectiveness. It helps in creating the learning

    culture within the organization.

    Organization Climate Training and Development helps building the positive

    Perception and feeling about the organization. The employees get these feelings

    from leaders, subordinates, and peers.

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    of the training program. Training objectives are of great significance from a number

    of stakeholder perspectives.

    1. Trainer

    2. Trainee

    3. Designer4. Evaluator

    Trainer The training objective is also beneficial to trainer because it helps the

    trainer to measure the progress of trainees and make the required adjustments. Also,

    trainer comes in a position to establish a relationship between objectives and

    particular segments of training.

    Trainee The training objective is beneficial to the trainee because it helps inreducing the anxiety of the trainee up to some extent. Not knowing anything or

    going to a place which is unknown creates anxiety that can negatively affect

    learning. Therefore, it is important to keep the participants aware of the happenings,

    rather than keeping it surprise.

    Secondly, it helps in increase in concentration, which is the crucial factor to make

    the

    Training successful. The objectives create an image of the training program in

    trainees mind that actually helps in gaining attention. Thirdly, if the goal is set to be

    challenging and motivating, then the likelihood of achieving those goals is much

    higher than the situation in which no goal is Set. Therefore, training objectives helps

    in increasing the probability that the participants will be successful in training.

    Designer The training objective is beneficial to the training designer because if the

    Designer is aware what is to be achieved in the end then hell buy the training

    package according to that only. The training designer would then look for the

    training methods, training equipments, and training content accordingly to achieve

    those objectives.

    Furthermore, planning always helps in dealing effectively in an unexpected

    situation.

    Consider an example; the objective of one training program is to deal effectively

    with

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    Customers to increase the sales. Since the objective is known, the designer will

    design a training program that will include ways to improve the interpersonal skills,

    such as verbal and non verbal language, dealing in unexpected situation i.e. when

    there is a defect in a product or when a customer is angry. Therefore, without any

    guidance, the training may not be designed appropriately.Evaluator It becomes easy for the training evaluator to measure the progress of

    the trainees because the objectives define the expected performance of trainees.

    Training objective is an important to tool to judge the performance of participants.

    Training and Human Resource Management

    The HR functioning is changing with time and with this change, the relationship

    between the training function and other management activity is also changing. The

    training and development activities are now equally important with that of other HR

    functions. Gone are the days, when training was considered to be futile, waste oftime, resources, and money. Now-a-days, training is an investment because the

    departments such as, marketing & sales, HR, production, finance, etc depends on

    training for its survival. If training is not considered as a priority or not seen as a

    vital part in the organization, then it is difficult to accept that such a company has

    effectively carried out HRM. Training actually provides the opportunity to raise the

    profile development activities in the organization To increase the commitment level

    of employees and growth in quality movement (concepts of HRM), senior

    management team is now increasing the role of training. Such concepts of HRM

    require careful planning as well as greater emphasis on employee development and

    long term education. Training is now the important tool of Human ResourceManagement to control the attrition rate because it helps in motivating employees,

    achieving their professional and personal goals, increasing the level of job

    satisfaction, etc. As a result training is given on a variety of skill development and

    covers a multitude of courses.

    Role of HRD Professionals in Training

    This is the era of cut-throat competition and with this changing scenario of business;

    the role of HR professionals in training has been widened. HR role now is:

    1. Active involvement in employee education2. Rewards for improvement in performance

    3. Rewards to be associated with self-esteem and self-worth

    4. Providing pre-employment market oriented skill development education and post-

    employment support for advanced education and training

    6. Flexible access i.e. anytime, anywhere training.

    Models of Training

    Training is a sub-system of the organization because the departments such as,marketing & sales, HR, production, finance, etc. depends on training for its survival.

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    Training is a transforming process that requires some input and in turn it produces

    output in the form of knowledge, skills, and attitudes (KSAs).

    THE TRAINING SYSTEM

    A System is a combination of things or parts that must work together to perform a

    particular function. An organization is a system and training is a sub system of the

    organization. The System Approach views training as a sub system of an

    organization. System Approach can be used to examine broad issues like objectives,

    functions, and aim. It establishes a logical relationship between the sequential stages

    in the process of training need analysis (TNA), formulating, delivering, and

    evaluating. There are 4 necessary inputs i.e. technology, man, material, time

    required in every system to produce products or services. And every system must

    have some output from these inputs in order to survive. The output can be tangible

    or intangible depending upon the organizations requirement. A system approach totraining is planned creation of training program. This approach uses step-by-step

    procedures to solve the problems. Under systematic approach, training is undertakenon planned basis. Out of this planned effort, one such basic model of five steps is

    system model that is explained below. Organization are working in open

    environment i.e. there are some internal and external forces, that poses threats and

    opportunities, therefore, trainers need to be aware of these forces which may impact

    on the content, form, and conduct of the training efforts. The internal forces are the

    various demands of the organization for a better learning environment; need to be up

    to date with the latest technologies.

    The three model of training are:1. System Model

    2. Instructional System Development Model

    3. Transitional model

    System Model Training

    The system model consists of five phases and should be repeated on a regular basis

    to make further improvements. The training should achieve the purpose of helpingemployee to perform their work to required standards. The steps involved in System

    Model of training are as follows:

    1. Analyse and identify the training needs i.e. to analyse the department, job,

    2. Employees requirement, who needs training, what do they need to learn,

    estimating training cost, etc. The next step is to develop a performance measure on

    the basis of which actual performance would be evaluated.

    3. Design and provide training to meet identified needs. This step requires

    developing objectives of training, identifying the learning steps, sequencing and

    Structuring the contents.

    4. Develop- This phase requires listing the activities in the training program that will

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    Assist the participants to learn, selecting delivery method, examining the training

    Material, validating information to be imparted to make sure it accomplishes all the

    goals & objectives.

    5. Implementing is the hardest part of the system because one wrong step can lead to

    the failure of whole training program.6. Evaluating each phase so as to make sure it has achieved its aim in terms of

    Subsequent work performance. Making necessary amendments to any of the

    Previous stage in order to remedy or improve failure practices.

    Instructional System Development Model (ISD)Model

    Instructional System Development model was made to answer the training problems.This model is widely used now-a-days in the organization because it is concerned

    with the training need on the job performance. Training objectives are defined on thebasis of job responsibilities and job description and on the basis of the defined

    objectives individual progress is measured. This model also helps in determining

    and developing the favourable strategies, sequencing the content, and delivering

    media for the types of training objectives to be achieved. The Instructional System

    Development model comprises of five stages:

    1. ANALYSIS This phase consist of training need assessment, job analysis, and

    Target audience analysis.

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    2. PLANNING This phase consist of setting goal of the learning outcome,

    Instructional objectives that measures behaviour of a participant after the training,

    Types of training material, media selection, methods of evaluating the trainee,

    Trainer and the training program, strategies to impart knowledge i.e. selection of

    content, sequencing of content, etc.3. DEVELOPMENT This phase translates design decisions into training material.

    It consists of developing course material for the trainer including hand-outs,

    Workbooks, visual aids, demonstration props, etc., course material for the trainee

    including hand-outs of summary.

    4. EXECUTION This phase focuses on logistical arrangements, such as arranging

    Speakers, equipments, benches, podium, food facilities, cooling, lighting, parking,

    and other training accessories.

    5. EVALUATION The purpose of this phase is to make sure that the training

    Program has achieved its aim in terms of subsequent work performance. This phase

    Consists of identifying strengths and weaknesses and making necessary amendments

    to any of the previous stage in order to remedy or improve failure practices.

    The ISD model is a continuous process that lasts throughout the training program. Italso highlights that feedback is an important phase throughout the entire training

    program. In this model, the output of one phase is an input to the next phase.

    Transitional model focuses on the organization as a whole. The outer loop describes

    the vision, mission and values of the organization on the basis of which training

    model i.e. inner loop is executed.

    Vision focuses on the milestones that the organization would like to achieve after

    the defined point of time. A vision statement tells that where the organization sees

    itself few years down the line. A vision may include setting a role mode, or bringing

    some internal transformation, or may be promising to meet some other deadlines.

    Mission explain the reason of organizational existence. It identifies the position inthe community. The reason of developing a mission statement is to motivate, inspire,

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    and inform the employees regarding the organization. The mission statement tells

    about the identity that how the organization would like to be viewed by the

    customers, employees, and all other stakeholders.

    Values is the translation of vision and mission into communicable ideals. It

    reflects the deeply held values of the organization and is independent of currentindustry environment. For example, values may include social responsibility,

    excellent customer service, etc. The mission, vision, and values precede the

    objective in the inner loop. This model considers the organization as a whole. The

    objective is formulated keeping these three things in mind and then the training

    model is further implemented.

    LEARNING AND TRAININGIrrespective of the type or method of training, a trainer has to keep in mind some of

    the principles of learning or motivation, which would enhance internationalization of

    what is taught.

    Motivation

    A trainee needs to have a desire to learn and benefit from the programme. If the is

    not interested, or is de-motivated, the learning outcome is going to be insignificant

    and the company will have spent its money badly. On the other hand, being too

    intense about learning and outcome may result in setting over ambitious goals for

    the individual.

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    Reinforcement

    Following on the concept of motivation is that of reinforcement. For learning to take

    place and be internalized to the desired extent, a trainee is rewarded or given some

    encouragement. This reinforcement, or the acknowledgement that what has been

    acquired is desirable, can be either an extrinsic or intrinsic reward-external praise orsome tangible reward, or the individuals feeling of a sense of progress. Current

    stress is on positive support and helpful behaviour, even when mistakes are made.

    Feedback

    During the training process, it is useful for the trainee to be told how he is

    progressing. Several researchers have confirmed that knowledge of results is an

    effective motivator. Constant and periodic feedback has positive effects on the

    trainees learning. Unless the trainee knows how close his performance comes to the

    desired standard, he will not have an opportunity to improve. Feedback therefore

    provides a basis for correcting oneself.

    Secondly, feedback helps to sustain the trainees interest in the task, or in each

    learning that is taking place, by bringing greater involvement with the learning

    process. If feedback is to be meaningful, it should follow a learning segment as

    quickly as possible.

    TRAINING INPUTS

    There are three basic types of inputs;

    (I)Skills

    (ii)Attitude(iii)Knowledge.

    The primary purpose of training is to establishing a sound relationship is at its best

    when the workers attitude to the job is right, when the workers knowledge of the job

    is adequate, and he has developed the necessary skills. Training activities in an

    industrial organization are aimed at making desired modifications in skills, attitudes

    and knowledge of employee so that they perform their jobs most efficiently and

    effectively.

    BEST TIME TO IMPART TRAINING TO EMPLOYEE

    1. NEW RECRUITS TO THE COMPANY

    These have a requirement for induction into the company as a whole in terms of its

    Business activities and personnel policies and provisions, the terms, conditions andBenefits appropriate to the particular employee, and the career and advancement

    Opportunities available.

    2. TRANSFEREES WITHIN THE COMPANY

    These are people who are moved from one job to another, either within the samework area, i.e. the same department or function, or to dissimilar work under a

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    different management. Under this heading we are excluding promotions, which take

    people into entirely new levels of responsibility.

    3. PROMOTIONS

    Although similar to the transferee in that there is a new job to be learned in new

    Surroundings, he is dissimilar in that the promotion has brought him to a new levelof

    Supervisory or management responsibility. The change is usually too important and

    Difficult to make successfully to permit one to assume that the promotes will pick it

    up as he goes along and attention has to be paid to training in the tasks and the

    responsibilities and personal skills necessary for effective performance.

    4. NEW PLANT OR EQUIPMENT

    Even the most experienced operator has everything to learn when a computer and

    Electronic controls replace the previous manual and electro-mechanical system on

    the process plant on which he works. There is no less a training requirement for the

    Supervisors and process management, as well as for technical service production

    control and others.

    5. NEW PROCEDURES

    Mainly for those who work in offices in commercial and administrative functions

    but also for those who we workplace is on the shop floor or on process plant on any

    occasion on which there is a modification to existing paperwork or procedure for,

    say the withdrawal of materials from stores, the control of customer credit the

    approval of expense claims, there needs to be instruction on the change in the way of

    working in many instances, a note bringing the attention of all concerned the change

    is assume to be sufficient, but there are cases, such as when total new systems in

    corporation IT up dates are installed, when more thorough training is needed.6. NEW STANDARDS, RULES AND PRACTICES

    Changes in any one these are likely to be conveyed by printed note or by word ofmouth by the manager to his subordinates, and this can be the most satisfaction way

    of dealing with the change from the point of view of getting those affected to

    understand their new responsibility. However not all changes under this heading can

    be left to this sort of handling. Even the simplest looking instruction may be

    regarded as undesirable or impracticable by whoever has to perform it he may not

    understand the purpose behind the change and lose confidence in a management

    which he now believes to be messing about, or he may understand the purpose and

    have a better Alternative to offer if it is not too late.

    7. NEW RELATIONSHIP AND AUTHORITIES

    These can arise, as a result of management decisions, in a number of ways. In

    examples, the recognition of the accounts department can result in a realization of

    responsibilities between the section leaders of credit control, invoicing and customer

    records, although there is no movement of staff between the sections (i.e. no

    transfers). Although the change in work content for each clerk and supervisor is

    defined clearly for each person in the new procedures, there is nevertheless a need

    for each person to know where he stands in the new set up, which is responsible forwhat, and where to direct problems and enquiries as they arise in the future.

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    8. MAINTENANCE OF STANDARDS

    We are here concerned with maintenance of standards through training, for it must

    be remembered that supervision and inspection and qualify control are continuously

    responsible for standards and exercise their own authorities to this end. Although it

    isgenerally agreed that some retraining from time to time, taking varied forms even

    for the one group of employees, does act as both a reminder and a stimulus, there is

    not much agreement on the next frequency and form that such retraining should

    take, of there is as yet little scientific knowledge on this subject which is of much

    use in industrial situations.

    9. THE MAINTENANCE OF ADAPTABILITY

    Again, whilst there is little scientific study of the loss of ability to learn new skills in

    Those cases where people spend a long time without change, and without the need to

    learn, there is increasing evidence in current experience to suggest that this is the

    case in industrial employment. Add, of course, there is the inference arising from the

    laboratory experiments of psychologists.

    10. THE MAINTENANCE OF MANAGEMENT SKILLS & STANDARDS

    Skills in supervising, employee appraisal, communications, leadership etc are

    important in all companies. Some of these skills are seen to be critical to major

    developments in company organisation, culture, employee empowerment and so on.

    Initial training in these skills is not uncommon in the largest companies on

    appointment into management and supervision. But continuous training and

    performance monitoring is rare, despite the common knowledge that standards are as

    varied as human nature.

    11. RETIREMENT AND REDUNDANCY

    Employees of any position in the company who are heading towards retirement willBenefit from learning about health, social life, work opportunities money

    management etc. Internal or external courses are best attended a year or two before

    retirement date, in a few companies a member of Personnel will act as a counsellor

    as required.BENEFITS OF TRAINING

    Employees and the organization need to realize the importance of contribution and

    Learning for mutual growth and development. Training is the answer to deal with

    Stagnation stage by constantly updating it in every field. Other benefits of trainingInclude:

    Hiring appeal: companies that provide training attract a better quality

    Workforce.

    Assessing and addressing any performance deficiency.

    Enhancing workforce flexibility. Cross-cultural training is essential for them

    for better adjustment in the new environment.

    Increasing commitment: Training acts as a loyalty booster. Employee

    motivation is also enhanced when the employee knows that the organization

    would provide them opportunities to increase their skills and knowledge.

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    It gives the organization a competitive edge by keeping abreast of the latest

    changes; it acts as a catalyst for change.

    Higher customer satisfaction and lower support cost results through

    improved service, increased productivity and greater sufficiency.

    Training acts as benchmark for hiring promoting and career planning. It acts act as a retention tool by motivating employee to the vast

    Opportunities for growth available in an organization.

    THE EVALUATION OF TRAINING

    There are a number of expressions used to describe steps taken by management and

    by training offices at the conclusion of training and during the days or weeks

    afterwards. These expressions include validation, evaluation, follow-up and

    implementation, as well as cost benefit, which have appeared in more recent years.We are interested in all of these and have already tackled one of the,

    implementation, and we start by giving our definitions in order to establish a clearer

    picture of what each is, and how they relate to each other.

    Evaluation of training, or, indeed of anything, consists simply of putting a value to

    it. To evaluate training means undertaking a search for the effect that it has had on

    the people and the situations, which it influences, and then trying to measure or

    estimate whether this is advantageous or disadvantageous. We shall see that at the

    level of pure training there is an evaluation to be made, but that the principal

    evaluation is at a higher level in the chain. First the chain of intentions is clear at the

    outset1. The forecourt attendants were to receive training to a defined level of

    Competence.

    2. They were then to apply their new capability correctly during the service that theygave to motorists.

    3. The motorists would respond to this with a reaction of pleasure and would tend to

    use that particular station rather more, thus increasing the amount of gasoline

    sold.

    4. The increased sales, and negligible increased costs, would improve the revenue

    and the profits.

    A TRAINING TOOL: INSPIRING OTHERS

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    In the new era new era, challenges for the trainer are to create learning environment.

    Trainer needs to innovate new ways design and deliver the training inputs. Wide

    range of technique like interactive methods like teaching, experiential learning cases

    inventories games, including humour. Whereas we have the ancient way ofstorytelling as a powerful tool to create learning for adult managers of industry.

    Sharing ones own perception, experience and ideas learning value can be increased

    exponentially.

    Methods of Training

    There are various methods of training, which can be divided in to cognitive and

    Behavioral methods. Trainers need to understand the pros and cons of each method,

    also its impact on trainees keeping their background and skills in mind before giving

    training. Cognitive methods are more of giving theoretical training to the trainees.

    The various methods under Cognitive approach provide the rules for how to do

    something, written or verbal information, demonstrate relationships among concepts,etc. These methods are associated with changes in knowledge and attitude by

    stimulating learning. The various methods that come under Cognitive approach are:

    LECTURES A Method of Training

    It is one of the oldest methods of training. This method is used to create

    understanding of a topic or to influence behaviour, attitudes through lecture. A

    lecture can be in printed ororal form. Lecture is telling someone about something. Lecture is given to enhance

    the knowledge of listener or to give him the theoretical aspect of a topic. Training is

    basically incomplete without lecture. When the trainer begins the training session bytelling the aim, goal, agenda, processes, or methods that will be used in training that

    means the trainer is using the lecture method. It is difficult to imagine training

    without lecture format. There are some variations in Lecture method. The variation

    here means that some forms of lectures are interactive while some are not.

    Straight Lecture: Straight lecture method consists of presenting information, which

    the trainee attempts to absorb. In this method, the trainer speaks to a group about a

    topic. However, it does not involve any kind of interaction between the trainer and

    the trainees. A lecture may also take the form of printed text, such as books, notes,

    etc. The difference between the straight lecture and the printed material is the

    trainers intonation, control of speed, body language, and visual image of the trainer.The trainer in case of straight lecture can decide to vary from the training script,

    based on the signals from the trainees, whereas same material in print is restricted to

    what is printed. A good lecture consists of introduction of the topic, purpose of the

    lecture, and priorities and preferences of the order in which the topic will be

    covered.

    Main Features of Lecture Method Some of the main features of lecture method are:

    Inability to identify and correct misunderstandings

    Less expensive

    Can be reached large number of people at once

    Knowledge building exercise

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    Less effective because lectures require long periods of trainee inactivity

    Demonstration Training Method

    This method is a visual display of how something works or how to do something. As

    an example, trainer shows the trainees how to perform or how to do the tasks of thejob. In order to be more effective, demonstration method should be should be

    accompanied by the discussion or lecture method.

    To carry out an effective demonstration, a trainer first prepares the lesson plan by

    Breaking the task to be performed into smaller modules, easily learned parts. Then,

    the trainer sequentially organizes those modules and prepares an explanation for

    why that part is required. While performing the demonstration, trainer:

    Demonstrates the task by describing how to do, while doing

    Helps the focusing their attention on critical aspects of the task

    Tells the trainees what you will be doing so they understand what you will be

    showing them Explains why it should be carried out in that way

    The difference between the lecture method and the demonstration method is thelevel of involvement of the trainee. In the lecture method, the more the trainee is

    involved.

    The financial costs that occur in the demonstration method are as follows:

    Cost of training facility for the program

    Cost of materials that facilitate training

    Food, travel, lodging for the trainees and the trainers

    Compensation of time spent in training to trainers and trainees

    Cost related to creating content, material Cost related to the organization of the training

    After completing the demonstration the trainer provide feedback, both positive and

    or

    Negative, give the trainee the opportunity to do the task and describe what he is

    doing and why.

    Discussion Training Method

    This method uses a lecturer to provide the learners with context that is supported,

    elaborated, explains, or expanded on through interactions both among the traineesand between the trainer and the trainees. The interaction and the communication

    between these two make it much more effective and powerful than the lecture

    method. If the Discussion method is used with proper sequence i.e. lectures,

    followed by discussion and questioning, can achieve higher level knowledge

    objectives, such as problem solving and principle learning.

    The Discussion method consists a two-way flow of communication i.e. knowledge

    in the form of lecture is communicated to trainees, and then understanding is

    conveyed back by trainees to trainer.

    Understanding is conveyed in the form of verbal and non-verbal feedback that

    enables the trainer to determine whether the material is understood. If yes, then

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    definitely it would help out the trainees to implement it at their workplaces and if

    not, the trainer may need to spend more time on that particular area by presenting

    the information again in a different manner.

    Questioning can be done by both ways i.e. the trainees and the trainer. When the

    trainees ask questions, they explain their thinking about the content of the lecture. Atrainer who asks questions stimulates thinking about the content of the lecture.

    Asking and responding questions are beneficial to trainees because it enhance

    understanding and keep the trainees focused on the content. Besides that,

    discussions, and interactions allow the trainee to be actively engaged in the material

    of the trainer. This activity helps in improving recall.

    Computer-Based Training (CBT)

    With the world-wide expansion of companies and changing technologies, the

    demands for knowledge and skilled employees have increased more than ever,which in turn, is putting pressure on HR department to provide training at lower

    costs. Many organizations are now implementing CBT as an alternative to classroombased training to accomplish those goals.

    Some of the benefits of computer-based training are:

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