training and development in sail
TRANSCRIPT
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 1/70
2013
ANISH V
S A I L
6/12/2013
TRAINING AND DEVELOPMENT
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 2/70
TRAINING AND DEVELOPMENT 2
JUNE 20013
ORGANISATION STUDY
IN
TRAINING AND DEVELOPMENT
AT
BOKARO STEEL PLANT
JHARKHAND.
Submitted to
Rajagiri College of Social Sciences, Kochi
In partial fulfillment of the requirements for the award of the degree of
Master of Human Resources Management
(2012-2014)
By
Anish v
H1004-MHRM
Rajagiri College of Social Sciences, Kochi
Affiliated to Mahatma Gandhi University
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 3/70
TRAINING AND DEVELOPMENT 3
JUNE 20013
ACKNOWLEDGEMENT
Having been a part of a prestigious Organization like bokaro steel plant SAIL for
the past 8 weeks; I would like to acknowledge all those who made my tenure here a great
learning experience.
First of all I thank God Almighty for his immense grace and blessings at each and every stage
of the organizational internship. I am highly obliged to
Dr.Joseph. I. Injodey, Hon. Dean, Rajagiri Business School for giving me all the valuable
support to complete my project.
I express my sincere and heartfelt gratitude to my faculty guide Dr. Anil kumar for his
tremendous source of encouragement and valuable guidance throughout my project and other
members of the faculty at Rajagiri Centre for Business Studies, Kochi, for guiding me and
helping me at various points throughout this project.
I owe my sincere thanks Mr Sanjeev Singh……………………………, for letting me be a
part of this organization as a part of my summer project. It was her guidance and support that
made this task easier.
Next, I thank Dr. S C Panday……………………. whose energy and enthusiasm were
inspirational to say the least. Their knowledge and experience definitely helped me in making
this project a success.
I also express my deep gratitude to my family and friends without, whose co-operation this
report would not have been possible. I am grateful to all those people who could not find their
place here but have helped me in some ways.
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 4/70
TRAINING AND DEVELOPMENT 4
JUNE 20013
DECLARATION
I, Mr. Anish V, student of Rajagiri Business School, Kochi, hereby declare
that the project work titled “ORGANISATION STUDY IN TRAINING AND
DEVELOPMENT” is a bonafide work undertaken by me at Bokaro steel
plant SAIL during April- May 2013 in partial fulfillment of the requirementsof the MASTER OF HUMAN RESOURCES MANAGEMENT program.
I further declare that no part of this report has been replicated from any other project
work that has been submitted elsewhere for the award of any degree.
Place: Bokaro ANISH V
Date:
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 5/70
TRAINING AND DEVELOPMENT 5
JUNE 20013
TABLE OF CONTENTS
SL.NO. DISCRIPTION PAGE NO.
Executive Summary
Section I Profile Study Of The Organization
Industry Profile
Incorporation And history Of The Organization
Vision/Mission Statements
Organizational Structure/Hierarchy, Employee Strength
Product Profile Of Sale
Units Or Departments Of Bokaro Steel Plant
Production Process
Swot Analysis
Section Ii Research Design
Title Of The Study
Background Of The Study
Relevance Of The Study
Chapter Ii – Research Process
Objectives Of The Study
Scope Of The Study
Research Design
Tools For Data Collection
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 6/70
TRAINING AND DEVELOPMENT 6
JUNE 20013
Methods Of Data Collection
Sampling And Sample Size
Chapter Iii - Presentation And Analysis Of Data
Chapter Iv - Interpretation And Conclusions
Chapter V - Suggestions/Recommendations
• Bibliography
• Annexure
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 7/70
TRAINING AND DEVELOPMENT 7
JUNE 20013
LIST OF TABLES
TABLE TITLE PAGE NO.
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 8/70
TRAINING AND DEVELOPMENT 8
JUNE 20013
EXECUTIVE SUMMARY
Human resource management traditionally deals with selection, recruitment, training,
and employee development. The achievement of organizational goals is dependent on the
skill of the workforce; organizations devote a considerable amount of time and money on
effective training. From the organization’s perspective, training involves imparting of skills,
knowledge and abilities to enable the worker to work effectively and make contribution to the
organization. For employees/workers, training implies not only acquiring knowledge, but also
adding to one’s already existing skills. An organization either Business or Industrial
Enterprises needs many factors for its growth, further development and form its very
survival. The most important factors are Capital, Materials, Machineries and Human
Resources as the success or failure of any organization depends on the effective combinationof these factors. Managing all other factors is comparatively easier than managing Human
Resources. The Human Resources are most important and need to be handled carefully. Since
all the others factors are handled by the human resources, hey have to be trained in an
effective manner to utilize the resources at optimal level to get the desired output and thereby
to reach the organization goals. The effective combination of all these factors results to way
for success. To conduct the analysis various methods are available such as questionnaires,
interviews, observation, etc.
Oliver Sheldon says ‘No industry can rendered efficient so long as the fact remains
unrecognized that the in principally human– not a mass of machines and technical process but
a body of men. If manpower is properly utilized it causes the industry to run at its maximum
optimization getting results and also work for as an climax for industrial and group
satisfaction in the relation to the work formed. Competitive advantage is therefore depending
on the knowledge and skill possessed by employee more than the finance or market structure
by organization.
The employee training not only serves the purpose to develop their employers but also
safeguard organizational objectives of survival and success through competitive advantages
The training function now popularly called as Human Resource Development, coordinatesthe provision of training and development experiences in organization.
In recent years, the scope of Training and Development has broadened from simply
providing training programs to facilitating learning throughout the organization in a wide
variety of ways. There is increasing recognition that employees can and should learn
continuously, and that they can learn from experience and from each other as well as from
formally structured training programs. The Computer Application Training and New
Employee Training are most popular training topics. Various Management and supervisory
skills such as leadership, performance appraisal, interviewing, and problem solving were also
commonly taught.
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 9/70
TRAINING AND DEVELOPMENT 9
JUNE 20013
SECTION 1
INDUSTRY PROFILE
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 10/70
TRAINING AND DEVELOPMENT 10
JUNE 20013
INDUSTRY PROFILE
The global steel industry has been going through major changes since 1970. China has
emerged as a major producer and consumer, as has India to a lesser extent. Consolidation has
been rapid in Europe.
India is the eighth largest producer of crude steel in the world, accounting for 3.37%
of the global steel production in 2005. India’s finished carbon steel production grew to reach
an estimated 42.63mmt in 2005-06; primary producers alone contributed about 38% whereas
secondary producers contributed the rest. With reference in changes in economy Indian steel
industry is poised for massive expansion. Dramatic consumption growth over the last few
years has stimulated enormous expansion plans, facilitated by a relatively unexploited ironore raw material base. India is now being hailed as the new China, where crude steel
production soared from less than 100m tonnes in 1995 to over 400m tonnes in 2006.This
report focuses on detailed study about the Indian Steel Industry. Steel became an integral part
of development. It discusses basic steel manufacturing processes like Blast Furnace and,
Electric arc Furnace, industry value chain with a special reference to major raw material
trends and price trends of steel products. Demand –supply dynamics has been discussed along
with key growth drivers and Export-Import scenario. It also talks about Issues & challenges
of the steel industry, mergers and acquisitions, government policies and regulations. Top 10
Leading Players in steel Industry have been profiled namely Steel Authority of India (SAIL),
Tata Steel, ESSAR Steel and JSW Steel in this report and analyzed on the basis of financial
and operational performance and compares their Competitive Positioning along with future
outlook in the light of increasing trend in investments in the domestic industry .Steel Industry
in India is on an upswing because of the strong global and domestic demand. India's rapid
economic growth and soaring demand by sectors like infrastructure, real estate and
automobiles, at home and abroad, has put Indian steel industry on the global map. According
to the latest report by International Iron and Steel Institute (IISI), India is the seventh largest
steel producer in the world.
With reference to development which revised Indian infrastructure, the origin of themodern Indian steel industry can be traced back to 1953 when a contract for the construction
of an integrated steelworks in Rourkela, Orissa was signed between the Indian government
and the German companies Fried Krupp und Demag AG. The initial plan was an annual
capacity of 500,000 tonnes, but this was subsequently raised to 1 million tonnes. The capacity
of Rourkela Steel Plant (RSP), which belongs to the SAIL (Steel Authority of India Ltd.)
group, is presently about 2 million tonnes. At a very early stage the former USSR and a
British consortium also showed an interest in establishing a modern steel industry in India.
This resulted in the Soviet-aided building of a steel mill with a capacity of 1 million tonnes
in Bhilai and the British-backed construction in Durgapur of a foundry which also has a
million tonne capacity.The Indian steel industry is organized in three categories i.e., main
producers, other major producers and the secondary producers. The main producers and other
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 11/70
TRAINING AND DEVELOPMENT 11
JUNE 20013
major producers have integrated steel making facility with plant capacities over 0.5 mT and
utilize iron ore and coal/gas for production of steel. The main producers are Tata Steel, SAIL,
and RINL, while the other major producers are ESSAR, ISPAT and JVSL. The secondary
sector is dispersed and consists of: (1) Backward linkage from about 120 sponge iron
producers that use iron ore and non-coking coal, providing feedstock for steel producers; (2)Approximately 650 mini blast furnaces, electric arc furnaces, induction furnaces and energy
optimizing furnaces that use iron ore, sponge iron and melting scrap to produce steel; and (3)
Forward linkage with about 1,200 re-rollers that roll out semis into finished steel products for
consumer use.
STRUCTURAL WEAKNESSES OF INDIAN STEEL INDUSTRY
Although India has modernized its steelmaking considerably, however, nearly 6% of its crude steel is still produced using the outdated open-hearth process. Labour productivity in
India is still very low. According to an estimate crude steel output at the biggest Indian
steelmaker is roughly 144 tonnes per worker per year, whereas in Western Europe the figure
is around 600 tonnes.
India is deficient in raw materials required by the steel industry. Iron ore deposits are
finite and there are problems in mining sufficient amounts of it. India's hard coal deposits are
of low quality. Insufficient freight capacity and transport infrastructure impediments to
hamper the growth of Indian steel industry.
STRENGTHS OF INDIAN STEEL INDUSTRY
• Low labour wage rates
• Abundance of quality manpower
• Mature production base
• Positive stimuli from construction industry
• Booming automobile industry
OUTLOOK
The outlook for Indian steel industry is very bright. India's lower wages and favorable
energy prices will continue to promise substantial cost advantages compared to production
facilities in (Western) Europe or the US. It since industry players are engaged in an unfettered
rush for scale. This is evident from the recent acquisition of Corus by Tata. The deployment
of modern production systems is also enabling Indian steel companies to improve the quality
of their steel products and thus enhance their export prospects.
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 12/70
TRAINING AND DEVELOPMENT 12
JUNE 20013
INCORPORATION AND HISTORY
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 13/70
TRAINING AND DEVELOPMENT 13
JUNE 20013
Steel Authority of India Limited (SAIL) is the leading steel-making company in India.
It is a fully integrated iron and steel maker, producing both basic and special steels for
domestic construction, engineering, power, railway, Auto motive and defense industries and
for sale in export markets.
During struggle for independence, Pt. Jawaharlal Nehru, our first Prime Minister, had
a very clear vision about the role of Steel in the development of our country. Although TATA
Iron & Steel Company (TISCO) has been establishment in 1907 marking the beginning of
Indian Steel Industry followed by Indian Steel Co. (1918), they were too small to meet the
development requirements of a big country like ours. Therefore, in the 1st Industrial PolicyResolution of the Govt., soon after independence, Govt. decided to establish Steel Plants in
Public Sector. However, work could be started at fast pace only in 1954, when Hindustan
Steel Ltd., was formed and three Steel Plants of 1 MT capacity each, were established with
provision of further expansion at Bokaro, Rourkela and Durgapur with assistance from
USSR, West Germany and U.K. respectively.
To improve the functioning of Steel Industry, Govt. decided to form a holding
company during 1972, which was named as Steel Authority of India Ltd., (SAIL) and the
same was incorporated on January 24, 1973, with an authorized capital of Rs.2000 crores.
SAIL was formed by registration of a company under the companies Act and not by
the Act of Parliament. Govt., decided to abandon the holding company concept in 1978 and a
bill was presented to the Lok Sabha. Accordingly, SAIL was again recognized in the
following manner.
Hindustan Steel Ltd., Bokaro Steel Ltd., Salem Steel Ltd., SAIL International Ltd.,
Bhilai Ispat Ltd., Rourkela Ispat Ltd., Durgapur Ispat Ltd., wholly owned subsidiaries of
SAIL merged into it and started functioning as Units of SAIL. MECON, HSCL and NMDC
become independent Companies and started under Ministry of Steel. However, Kiriburu and
Meghatuburu Iron Ore Mines were attached with BSL as their Captive Mines. Bharat
Refectories Ltd. also became independent under the Ministry of Steel and refractory units
also came under them.
Thus, SAIL, at present, is having capacity of 12 MT of crude steel through its four
integrated Steel Plants, at Bokaro, Bhilai, Durgapur and Rourkela. Two special steel plants at
Durgapur and Salem produce a wide range of alloy and special steels. Marketing of the
products from these plants is done through a country wide distribution network consisting of
a chain of Stock Yards and distribution network.
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 14/70
TRAINING AND DEVELOPMENT 14
JUNE 20013
SAIL today is one of the largest industrial entities in India. Its strength has been the
diversified range of quality steel products catering to the domestic as well as the Export
markets and a large pool of technical and professional expertise.
Ranked amongst the top ten public sector companies in India in terms of turnover,
SAIL manufactures and sells a broad range of steel products, including hot and cold rolled
sheets and coils, galvanized sheets, electrical sheets, structural, railway products, plates, bars
and rods, stainless steel and other alloy steels. SAIL produces iron and steel at four integrated
plants and three special steel plants, located principally in the eastern and central regions of
India and situated close to domestic sources of raw materials, including the Company’s iron
ore, limestone and dolomite mines.
SAIL’s wide range of long and flat steel products are much in demand in the domestic
as well as the international market. This vital responsibility is carried out by SAIL’s own
Central Marketing Organization (CMO) and the International Trade Division. CMOencompasses a wide network of 38 branch offices and 47 stockyards located in major cities
and towns throughout India. With technical and managerial expertise and know-how in steel
making gained over four decades, SAIL’s Consultancy Division (SAILCON) at New Delhi
offers services and consultancy to clients world-wide. SAIL has a well-equipped Research
and Development Centre for Iron and Steel (RDCIS) at Ranchi which helps to produce
quality steel and develop new technologies for the steel industry. Besides, SAIL has its own
in-house Centre for Engineering and Technology (CET), Management Training Institute
(MTI) and Safety Organization at Ranchi. SAIL’s captive mines are under the control of the
Raw Materials Division in Calcutta. The Environment Management Division and Growth
Division of SAIL operate from their headquarters in Calcutta. Almost all SAIL’s plants and
major units are ISO Certified.
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 15/70
TRAINING AND DEVELOPMENT 15
JUNE 20013
OWNERSHIP AND MANAGEMENT
The Government of India owns about 86% of SAIL's equity and retains voting control
of the Company. However, SAIL, by virtue of its "Navratna" status, enjoys significant
operational and financial autonomy.
INTEGRATED STEEL PLANT
1. Bokaro Steel Plant (BSL) in Jharkhand
2. Durgapur Steel Plant (DSP) in West Bengal
3. Rourkela Steel Plant (RSP) in Orissa
4. Bhilai Steel Plant (BSP) in Chhattisgarh
SPECIAL STEEL PLANTS
1. Alloy Steel Plant (ASP) in West Bengal
2. Salem Steel Plant (SSP) in Tamil Nadu
3. Visvesvaraya Iron & Steel Plant (VISL) in Karnataka
SUBSIDIARIES
1. Indian Iron & Steel Company Limited (IISCO) in West Bengal.
2. Maharashtra Electrosmelt Limited (MEL) in Maharashtra
OTHER UNITS
1. Raw Material Division (RMD) at Kolkata, West Bengal
2. Central Marketing Organization (CMO) at Kolkata, West Bengal
3. SAIL Consultancy Division (SAILCON) at New Delhi
4. Research & Development Centre for Iron & Steel (RDCIS) at Ranchi Jharkhand
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 16/70
TRAINING AND DEVELOPMENT 16
JUNE 20013
5. Centre for Engineering & Technology (CET) at Ranchi, Jharkhand
6. Management Training Institute (MTI) at Ranchi, Jharkhand
7. Central Power Training Institute (CPTI) at Rourkela, Orissa
8. SAIL Safety Organization (SSO) at Ranchi, Jharkhand
9. Environment Management Division (EMD) at Kolkata, West Bengal
10. Growth Division (GD) at Kolkata, West Bengal
11. Central Coal Supply Organization (CCSO) at Dhanbad
MISSION
• Consistent with the corporate vision and core values, Bokaro Steel Plant strives to
create sustainable long term competitive advantage by managing, mobilizing, inspiring &
motivating its employees for continuous growth in production, productivity, quality &
profitability leading to total customer satisfaction.
• Bokaro Steel Plant recognizes that though the process of competences building people
involvement unleashing and leveraging the creative energies of our people, we can create
values for the organization and agreed the needs and expectation of our state leaders.
• Bokaro Steel Plant is committed to safety health and environment, friendly,
operations and practices for its people as well as personal touch in all people imitativeness
and interactions to bring a sense of togetherness and pride, we believe people create valve
when they are valued.
VISION
To prosper in business by achieving international competitiveness through
satisfaction of customer needs by continual improvement in quality, cost and delivery of
products and services.
CORE VALUES OF SAIL
• Customer satisfaction.
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 17/70
TRAINING AND DEVELOPMENT 17
JUNE 20013
• Concern of people.
• Consistant profitability.
• Commitment of excellence.
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 18/70
TRAINING AND DEVELOPMENT 18
JUNE 20013
HUMAN RESOURCESAIL’s total manpower at the end of 15 April, 2013 stood at around 18,789in which 2,700
are executive employees and rests of them are non-executive. The company’s labour
productivity of 241 tonnes of crude steel (tcs) /man/year in 2011-12
LOCATION OF BOKARO STEEL PLANT
Bokaro steel Plant was planned for 4.1 MT and action for the acquisition of land was
undertaken.
Land Acquired (in hector)
Total area acquired and delivered 10511.17
Total Govt. and forest land transferred 2046.08
Areas under process of acquisition 1044.36
Present total land requirement (in hector)
Plant, Slag dump, cooling pond & Marshal Yard 6963.99
Township including Airstrip 4093.29
Garga dam reservoir 1451.58
Railway 742.99
1321.85
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 19/70
TRAINING AND DEVELOPMENT 19
JUNE 20013
ORGANISATION STRUCTURE
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 20/70
TRAINING AND DEVELOPMENT 20
JUNE 20013
PRODUCT PROFILE OF SAIL
All units of SAIL are designed to produce different products consumed by related industries.
The product are classified as:-
1. Prime Products
2. Secondary Products
PRIME PRODUCTS:-
Prime products are the main products produced by Steel plant i.e. Steel.
They are again classified into 3 parts.
i) Flat-Product
ii) Long-Products
iii) Semi-finished product
FLAT PRODUCTS :- These include –
HR Coils i.e. Hot-rolled coils, sheets & scalp.
Plate (HR)
Cold-rolled coils & sheets
Galvanized plane sheets & coils, Galvanized corrugated sheet
Tin Plates
Electrical Steel i.e. Cold Rolled Non-Oriented (CRNO) fully
processed steel used in the manufacture of magnetic cores and
components.
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 21/70
TRAINING AND DEVELOPMENT 21
JUNE 20013
USES OF FLAT PRODUCTS:-
They find wide application in all sectors of the economy. Some of their uses are as follow:-
CR Coils and Sheets are used for manufacturing Automobile Components and bodies,
Railway coaches, precision tubes and Pipes, Refrigerators, Washing Machine,
Furniture’s, Drums & Barrels by Oil companies for storage & transportation of oils,
lubricants, Large containers, construction of cooler bodies.
HR coils, Sheets and scraps are used for Pipe and Tube manufacturing. They are used
in manufacturing Water Pipes, Storage Pipes, Gas Line Pipes, Engineering goods,
Railway-Wagons, Fabrication work, defence equipment’s like Tanks, Submarines,
Guns, Canons and Radar’s.
Tin Plates used in packing industries for oil and food packaging.
Galvanized products are used in Manufacturing Boxes, Buckets, Buses, Storage bins,
and Agricultural Sectors.
Corrugated Sheets are used in fencing and roofing, ERW Pipes manufacture
(Electrically Resistant Wires) for transportation of gas, Oil and Water etc.
CRNO Steel is used in manufacturing Electrical Transponders, Motors and Other
Electric components.
LPG Coils and Sheets are used in the manufacturing of industrial and domestic LPG
cylinders. Large producer of this product is Bokaro Steel Plant.
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 22/70
TRAINING AND DEVELOPMENT 22
JUNE 20013
LONG PRODUCTS: -
1. Structural – Angles, Channels, Beams, Joints.
2. Crane Rails.
3. Bars, Rods & re-bars.
4. Wire Rods.
SECONDARY PRODUCTS
All products arising from Mines, Coke Ovens, Iron & Steel Zones Miles , including
defectives , rejects and miscellaneous items generated from various process.
Excludes : surplus /Obsolate items .
According to Marketing department (Bokaro Steel Plant). Secondary products
(Scrape products) are extracted from production of prime products . During the
manufacturing of Steel, raw material is going through different process. There is expectation
of some scrape which is generated during every stage of production.
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 23/70
TRAINING AND DEVELOPMENT 23
JUNE 20013
SHOPPRODUCTS
FACILITYANNUAL
CAPACITY
(,000
TONNES)
THICKNESS
RANGE
(MM)
WIDTH
RANGE
(MM)
LENGTH
(METRE)
HSMHR Coils/
Sheets/
Plates
Continuous
Mill
3955 1.6 -16 900-
1850
HRCF HR Sheets/
Plates
Shearing
Line-I
- 5-10 1800 2.5-12
HR Sheets/
Plates
Shearing
Line-II
1.6-4 1500 1.5-4.5
HR Coil Slitting
Line
CRM 1660
CR Coils/
Sheets
CRM-I
complex
0.63-2.5 700-
1850
CR Coils/
Sheets
CRM-II
complex
0.63-1.6 650-
1250
CR Coils/
Sheets,
TMBP
DCR Mill 100 0.22-0.8 650-
1040
GP Coils &
Sheets GC
Sheets
HDGL 170 0.3-1.6 650-
1250
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 24/70
TRAINING AND DEVELOPMENT 24
JUNE 20013
SPECIAL GRADES OF STEEL
As per the demand of the market, Bokaro Steel Plant has the capacity to produce the specialgrades of steel.
Special Steel Grades Application
SAE 1541 Automobile Industry
MC 11 Cycle Industry
SPC 370/390 Cycle Industry
C 15 Cycle Industry
API X-42, X-46, X-52, X-56, X-60 (SAILAPI) Pipe Line
SAILCOR (corrosion resistant) Railways
SAILMEDSi (Medium Silicon Steel) Heavy Electrical Winding
SAILPROP Propeller Shaft
Strapping Steel (for internal use only) Strapping Finished Products
Full-hard Galvanized Coil Extra hard roof of houses
Cold Rolled Medium Electrical Steel Transformer core
Extra-low Carbon Extra Deep Drawing (HR & CR) White goods
DMR 249A Grade Steel Defense Research Development Organization(DRDO) for fabrication of Submarine parts
(import substitution)
E460/E500/E550 Floating bridges for Defense. For M/S
BEML; for making. (import substitution)
IS8500 Fe 540B high strength low alloy steel with
UTS value in excess of 540 Mpa
Kolkata fly-over
LowCarbon, Low Manganese, High Strength
Structural Steel without micro alloying (Carbon0.10% )
Structural purposes. Thermo-mechanically
Controlled Processing.
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 25/70
TRAINING AND DEVELOPMENT 25
JUNE 20013
BY- PRODUCTS OF BOKARO STEEL PLANT:-
A. BENZOL PRODUCTS
1. Benzene - nitration grade
2. Toluene – nitration grade
3. Xylene
4. Light solvent naphtha
5. Benzol industrial grade
6. Still bottom oil
B. COAL TAR PITCH
1. Hard medium and liquid pitch
2. Extra hard pitch
3. Soft pitch
C. PRODUCT
1. Hot pressed naphthalene
D. CARBON BLACK FEED STOCK
1. Anthracin oil
E. AMMONIUM SULPHATE
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 26/70
TRAINING AND DEVELOPMENT 26
JUNE 20013
UNITS OR DEPARTMENTS OF BOKARO STEEL PLANT
RAW MATERIALS & MATERIAL HANDLING PLANT
The Raw Materials and Material Handling Plant receives blends, stores and supplies
different raw materials to Blast Furnace, Sinter Plant and Refractory Materials Plant as per
their requirements. It also maintains a buffer stock to take care of any supply interruptions.
COKE OVENS & BY-PRODUCT PLANT
The Coke Oven Complex at Bokaro converts prime coking coal from Jharia, Dugda
and Moonidih and medium coking coal form Kargali, Kathara and Mahuda, blended with
imported coal, into high quality coke for the Blast Furnaces, recovering valuable by-products
like Anthracene Oil, Benzene, Toluene, Xylene, Light Solvent Naphtha, Ammonium
Sulphate and Extra-hard Pitch in the process. Bokaro is situated in the prime coal belt of thecountry.
BY PRODUCT PLANT
The By Product Plant situated at Bokaro Steel Plant is set up for the utilization of
waste from the other units
SINTER PLANT
The main function of this unit is to convert the small particles like flux, waste, etc.
which can not be feed to the blast furnace is converted into big pieces so that it can be used in
the blast furnace
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 27/70
TRAINING AND DEVELOPMENT 27
JUNE 20013
BLAST FURNACES
Bokaro has five 2000-cubic meter Blast Furnaces that produce molten iron - Hot
Metal - for steel making. Bell-less Top Charging, modernized double Cast Houses, Coal Dust
Injection and Cast House Slag Granulation technologies have been deployed in the furnaces.
The process of iron-making is automated, using PLC Charging System and Computer
Controlled Supervision System. The wastes products like Blast Furnace slag and gas are
either used directly within plant or processed for recycling / re-use.
STEEL MELTING SHOPS
Hot Metal from the Blast Furnaces is converted into steel by blowing 99.5% pure
Oxygen through it in the LD converter. Suitable alloying elements are added to produce
different grades of steel.
CONTINUOUS CASTING SHOP
The Continuous Casting Shop (CCS) has two double-strand slab casting machines,
producing high quality slabs of width ranging from 950 mm to 1850 mm. CCS has a Ladle
Furnace and a Ladle Rinsing Station for secondary refining of the steel. The Ladle Furnace is
used for homogenizing the chemistry and temperature. The concast machines have straight
moulds, unique in the country, to produce internally clean slabs.
SLABBING MILL
Slabbing Mill transforms ingots into slabs by rolling them in its 1250 mm Universal
Four-High Mill. The rolling capacity of the Mill is 4 MT per annum. The shop has Hot and
Cold Scarfing Machines and 2800 Ton Shearing Machine. Controlled heating in Soaking Pits,
close dimensional accuracy during rolling and hot and cold scarfing help produce defect-free
slabs.
HOT STRIP MILL
Slabs from CCS and Slabbing Mill are processed in the state-of-the-art Hot Strip Mill.
The fully automatic Hot Strip Mill with an annual capacity of 3.95 million tones has a wide
range of products - thickness varying from 1.2 mm to 20 mm and width from 750 mm to
1850 mm. The mill is equipped with state-of-the-art automation and controls, using advanced
systems for process optimization with on-line real time computer control, PLCs and
technological control systems
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 28/70
TRAINING AND DEVELOPMENT 28
JUNE 20013
HOT ROLLED COIL FINISHING
All the Hot Rolled coils from the Hot Strip Mill are received in HRCF for further
distribution or dispatch. HR Coils rolled against direct shipment orders are sheared and
finished to customer-required sizes and dispatched to customers. The material is supplied as
per Indian specifications and many international/ foreign specifications. The shop has two
shearing lines with capacities of 6,45,000 Tones/ year and 4,75,000 Tones/ year respectively
COLD ROLLING MILL
The Cold Rolling Mill at Bokaro uses state-of-the-art technology to produce high
quality sheet gauge material, Tin Mill Black Plate and Galvanized Products. Cold rolling is
done to produce thinner gauge strips of very smooth and dense finish, with better mechanical
properties than hot rolling strips
HOT DIP GALVANIZING COMPLEX
The Hot Dip Galvanizing Complex integrated with the CRM produces zinc-coated
Cold Rolled strips resistant to atmospheric, liquid and soil corrosion. The Continuous Coil
Corrugation Line in the HDGC produces corrugated sheets and the Galvanized Sheet
Shearing Line produces galvanized plain sheets for a variety of applications.
SERVICES - A VALUABLE SUPPORT NETWORK
The service departments like Traffic, Oxygen Plant, Water Management and Energy
Management provide invaluable support to this gigantic plant
MAINTENANCE DEPARTMENTS
Bokaro has centralized maintenance departments for large-scale electrical and
mechanical maintenance, in addition to shop-based maintenance wings for running repairs
and maintenance. These facilities are capable of executing massive capital repairs, supported
by the fabrication facilities of the auxiliary shops
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 29/70
TRAINING AND DEVELOPMENT 29
JUNE 20013
All these departments work together to produce steel , iron sheets which are the main
products of Bokaro Steel Plant .All these departments work in a process flow to make it one
of the leading steel makers
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 30/70
TRAINING AND DEVELOPMENT 30
JUNE 20013
PRODUCTION FLOW IN BOKARO STEEL PLANT
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 31/70
TRAINING AND DEVELOPMENT 31
JUNE 20013
SWOT ANALYSIS
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 32/70
TRAINING AND DEVELOPMENT 32
JUNE 20013
STRENGTH:
• Huge infrastructure, which provides a strong base for better production and
marketing.
• As it is a government undertaking faith amongst customer is almost 100%, so they do
not hesitate to pay heavy advances while placing orders for secondary products.
• The By- Product of Bokaro Steel Plant are coal based which is of best quality in
market as against the By-Product of its competitors, which are generally petroleum
based. Thus Bokaro Steel Plant has an advantage in marketing of secondary products.
• SAIL, BSL never comprises regarding ‘QUALITY’ so it has superior quality product,
in all categories of primary and secondary product.
• In SAIL, BSL customer is the ‘KING’ so total care is taken to retain exiting
customers. The customer service is highly acknowledged by one and all.
• SAIL, BSL has ‘T.Q.P’i.e. Total Quality People, who are honest, hard working and
totally dedicated towards there work and organization.
• There is a well- balanced co-ordination and interaction among various marketingdepartment.
• A strong network of workforce who are ever ready to take up challenges of any kind
in production and marketing.
• An advanced technological technological support is provided to marketing
department.
• Great emphasis is given to after-sales relation with regular and new customers.
• SAIL, BSL has tried its best to fulfill the demand of its customers as it has a
systematic procedure of sales.
• The brand name ‘SAIL’ has goodwill in national and international market, for both
primary and secondary products.
• A strong force of research team of SAIL, backs marketing of secondary products by
re-processing it into superior quality product. This has enhanced the demand for
secondary product of SAIL, BSL.
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 33/70
TRAINING AND DEVELOPMENT 33
JUNE 20013
• Its wide spread marketing centers all over the world has placed the marketing
department of BSL in the for-front.
WEAKNESS:
• Due to its large organizational structure, which involves numerous policies and
officials, it becomes difficult to take decision quickly and as a result final decision-
making very slow.
• Being a Govt. organization there are several old and unnecessary procedures, which
have to be either put away or revised, taking into consideration the present economic
and marketing trend.
• There is no shortage of brainpower in SAIL, BSL marketing department but it has to
be taped and given due reorganization with appropriate reward.
• Secondary product marketing depends on the primary product demand i.e. if the
demand for primary product is less then production will have to be slow down thus
even if the demand for secondary product is mounting up still the production won’t be
increased, so the secondary product is directly link to primary product demand.
• Huge lone burden is eating up the profit generated by marketing of primary and
secondary product, leading to lack of motivation among marketing managers.
OPPORTUNITIES:
• There is growing demand for secondary product in both domestic and international
market.
• With the opening up of economy new market can be discovered.
• With the progress of research in the field of secondary product the utility of these
products has increased.
• All departments must go in for well-planned modernization.
THREATS:
• Competition has grown very tough with MNC’s entering domestic market.
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 34/70
TRAINING AND DEVELOPMENT 34
JUNE 20013
• There is tough competition with National and Internatioinal Petro based companies.
• Main thrust of SAIL is on marketing of its primary product; so secondary product
marketing is not taken seriously. Sales of secondary product are just considered as an
additional income.
• Secondary products are available at cheaper rate in international market, with the
opening up of the economy customers have the freedom of choice and thus due to
price factor they go for international market.
• Excessive delay in execution of order and dispatch has lead to shift of regular
customers
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 35/70
TRAINING AND DEVELOPMENT 35
JUNE 20013
Section II
RESEARCH DESIGN
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 36/70
TRAINING AND DEVELOPMENT 36
JUNE 20013
ORGANISATION STUDY IN
TRAINING AND DEVELOPMENT
AT
BOKARO STEEL PLANT
JHARKHAND
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 37/70
TRAINING AND DEVELOPMENT 37
JUNE 20013
BACKGROUND OF THE STUDY
“Training and Development is a formal process of changing employee behavior and
motivation in the way that will enhance employee job performance and then overall
organizational performance.”
Thus, T&D helps the employees to polish their abilities and capabilities in a better way such
that they are much equipped to handle their jobs in the company. In an organizational
environment, there are service organizations like banks, hospitals, educational institutions etc,
and production oriented organizations like garment factories, motor vehicle companies etc.
Usually both of these companies are giving the same kind of training to all their employees.
Some companies even use the old methodology for trainings without any improvements. In
some cases, this may be useful but there will be some companies where this method will not
be effective. This way the aim of the T&D program itself is lost.
In this project, I have designed the questionnaire to identify, if the training program given by
the company “Service with a Smile” has been effective in bringing about reduced stress on a
personal and professional plane, change in attitude towards job, improved customer relations,
improved team work and recognition of their own valuable role within the organization.
Therefore, through this project I am trying to find out the extent to which the program has
been effective in these areas and where improvements are necessary.
TRAINING AND DEVELOPMENT IN SAIL
The human resources is one of greatest assets of SAIL.Training and continuous development
of this asset is an important management responsibility. SAIL has always placed the training
of its employees on a high pedestal since inception. Starting from late 50’s, when the steel
plants under erstwhile Hindustan Steel Limited(HSL), were built commissioned, SAIL has
been striving to reach new peaks in the spheres of technical management and other training
activities including training for technology upgrdation, modernization automation and
computerization etc.
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 38/70
TRAINING AND DEVELOPMENT 38
JUNE 20013
SAIL training policy is based on the realization that the development of human resources is
crucial to success of our organization. The company is also aware of changing environment
with respect to continuously updating technologies, skills required, attitudinal change, growth
strategies and future plans.
The company’s policy is dynamic and flexible and allows for focusing of our approaches for
training and development.
The major emphasis areas focused for training are:
Attitudinal changes
Optimal utilization of existing manpower i.e. by redeployment and multi skilled
training
Continuously train human resources for higher level automation
Enhancing efficiency
Proper orientation /induction of new entrants
Thrust areas
Safety and pollution control
Training in TQP
The training plans made are implemented through following agencies:
Management Training Institute
The Plant/Unit Training Centers
Corporate Human Resource Development Group
TRAINING PHILOSPHY IN SAIL
SAIL believes that training facilities the development of employees and skills so that the
resultant growth of competence contributes to contributes to attaining of organization‘s goals
and objectives and move towards vision.
TRAINING VISION IN SAIL
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 39/70
TRAINING AND DEVELOPMENT 39
JUNE 20013
Making training the most important facilitating process for SAIL, to be a World Class
Corporation and the leader in Indian Steel Business
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 40/70
TRAINING AND DEVELOPMENT 40
JUNE 20013
TRAINING AND DEVELOPMENT
IN
BOKARO STEEL PLANT
Training for industry like Bokaro Steel Plant (BSL) is concerned with the acquisition
or development of those knowledge, skills, attitudes, techniques and experiences which
enable an individual to make his most effective contribution to the combined effort of the
team of which he or she is a member.
The scope of Training and Development has broadened from simply providing
training programs to facilitating learning throughout the organization in a wide variety of
ways. There is increasing recognition that employees can and should learn continuously, and
that they can learn from experience and from each other as well as from formally structured
training programmes.
Training And Development Infrastructure in BSL:
• Training Workshop
• Electrical Shop, Fitting & Assembly Shop, Machine Shop, Welding Shop,
Carpentry Shop
• Training Laboratories
• Electronics Lab, PC Lab, PLC Lab, Hydraulics &Pneu. Lab.
• Class rooms, Conference rooms, Auditorium
• Plant Training Centre
• Plant Training Units (32) will be equipped with modern AVA system
• Two Trainees Hostels (18 Blocks – 312 seats)
• The RETREAT
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 41/70
TRAINING AND DEVELOPMENT 41
JUNE 20013
TRAINING METHODS AND TECHNIQUES FOR EMPLOYEES
Because of the objective of Human Resource Development is to contribute to the
organization’s overall goals, training programs should be developed systematically and with
the organization’s true needs in mind. Successful training begins with a thorough needs
assessment to determine which employees need to be trained and what they need to be trained
to do.
Allison Rossett and Joseph W. Arwady states ”The question is not whether you will
solicit this kind of information through needs assessment. It is how much of it you will do
and using which tools. The culmination for the assessment phase is a set of objectives
specifying the purpose of the training and the competencies required in trainees after they
complete the program.
This section considers the choice of methods for employees training. With training
objectives defined and learning principles in mind, the trainer must be choose appropriate
training methods and design the sequence of events in the training program. Perhaps the first
decision to be made is whether to conduct the training on the job or away from the job. In
many cases, the decision is to do some of both.
On the Job Training: On the job training is conducted at he work site and in the context of
the actual job. The vast majority of all industrial training is conducted on the job, often by
the trainee’s immediate superior or a nominated peer trainer. On-the job training has several
advantages:
a. Because of training setting is also the performance setting, the transfer oftraining to
the job is maximized
b. The cost of a separate training facility and a full-time trainer are avoided orreduced.
c. Trainee motivation remains high because it is obvious to trainees that what they are
learning is relevant to the job
d. Trainees generally find on-the-job training more valuable than classroom training.
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 42/70
TRAINING AND DEVELOPMENT 42
JUNE 20013
Apprenticeship Training: This training is combination of on and off the job training. The
department of Labor regulates apprenticeship programs, and often management and a union
jointly sponsor apprenticeship training. This training is normally given to artisans,
electricians, plumbers, bricklayers etc., The duration is normally vary from 2 to 6 years.
Apprenticeship training is carried out under the guidance and intimate supervision of master
craftsman or expert worker/supervisor. During apprenticeship training period, the trainees
are paid less than that of a qualified worker.
Advantages:
i. Workmanship is good
ii. Immediate returns from training
iii. Economical, better loyalty
iv. Feedback is given quickly about the correctives of performance
Disadvantages:
i. It takes times to learn the skill
ii. Required job knowledge is too complex
Job Rotation: In the job rotation, management trainee/employee is made to move from one
function to another at planned intervals. Job rotation is widely used as a management
executive development program which makes the employees or management trainee, a multi-
tasking individual. It can be done either vertical or horizontal.
Coaching and Understanding method: Training under experienced worker they are
coached and instructed by skilled co-worker by supervisor by special trainee instructor.
Advantages:
i. Excellent for supervisor
ii. Quick and economical
iii. Sequences in logical and simple
iv. Instructions are clear and concise.
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 43/70
TRAINING AND DEVELOPMENT 43
JUNE 20013
Outbound Training: The outbound training is conducted in a location specifically
designated for training. It may be near the workplace or away from work, at a customized
training centre or a resort. The purposes of conducting this kind of training away from the
work place is to minimized or avoid distractions of the employee from their daily work
routine and allows them to devote their full attention the specific subject.
Some of the outbound training methods and activities are:
Action planning: Often a closing activity asking participants to specify or set goals
about exactly what they will do differently back on the job
Behaviour-modelling training: use a videotape to demonstrate the steps in a
supervisory activity such as conducting a disciplinary interview, followed by role
played skill practice and feedback
Behavioural Simulation: Large-scale multi person role-play, non-computerized
business game.
Brainstorming: Creative idea-generation exercise in which no criticism isallowed.
Business Game: Computerized business simulation that requires participants to make
decisions about strategy and investments and then provides financial results based on
the decisions.
Buzz Group: Small – group discussion of several minutes, duration on an assigned
topic
Case Study: From a one -paragraph vignette to a fifty-page Harvard-style case.
Demonstration
Experiential exercise
Field trip
Group discussion
Guest speaker
Guided teaching: Drawing from the group the points the lecturer otherwise would
make him or herself
Information search: asking trainees to locate the answers to question in the training
materials or manuals provided
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 44/70
TRAINING AND DEVELOPMENT 44
JUNE 20013
Inter group exchange: small groups share their ideas of findings with another group
Learning game: competition between teams in a quiz show format
Lecture
Mental imagery: asking participants to close their eyes and visualize or recall
something or engage in mental rehearsal of physical or interpersonal skills.
Outdoor leadership training: Team activities that may include hiking, rope courses, or
other physical challenges along with problem - solving activities.
Problem-solving activities
Role-play
Self-assessment instrument or quiz: An example is a conflict resolution -style
inventory.
Team Building: A series of group activities and sometime surveys used to develop
team skills and role clarify in a team of people who must work together closely on the
job
Videotapes: can be used alone but are most effective discussion and practice.
INSTRUCTIONAL METHODS used in training program:
1. Classroom-programs – live
2. Workbooks / Manuals
3. Videotapes
4. Public Seminars
5. Self-assessment instruments
6. Role plays
7. Case Studies
8. Games/simulations (not computer-based)
9. Outdoor experiential programs
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 45/70
TRAINING AND DEVELOPMENT 45
JUNE 20013
OFF JOB TRAINING TECHNIQUES
1. Classroom lectures: this is the simplest and from the off the job training. This is a
best form of instruction when the instruction is to convey information on rules, regulation,
policies and procedures.
Advantages:
Simple and efficient
a) Minimum cost
b) Minimum time
Disadvantages:
a) Monologues and one way communication
b) Large trainees are participants
c) Efficiency depends on ability of trainers in the use of correct expression better
participation
d) Concentration and intent of majority of trainees fade off after short time or so
e) No individual attitude is possible with result there is no feedback of assimilation of
knowledge.
2. Conference and Seminars and Workshops: This is a formal method of arranging
meeting in which individuals confer to discuss points of common interest for enriching their
knowledge and skill. This is group activity. It encourages group’s discussion and
participation of individuals for seeking clarification and offering explanation and own
experience. It is a planned activity with a leader or moderator to guide the proceedings, whichis focused on agreed agendas points prefixed during planning stage of such conference.
There are three variables:
a) Directed conference
b) Training conference
c) Seminars and workshops
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 46/70
TRAINING AND DEVELOPMENT 46
JUNE 20013
3. Group discussions and study analysis: case study method was initially introduced
by Christopher Lang Dell at Harvard Law School in 1880’s. The principle used is
‘experiences are the best teacher’. Here several empirical structures are examined in detail to
find out commonalities to derive general discussion. Based on such studies and group
discussion are initiated to derive common lesson. This method has, however limited use of worker but both used for supervisors. In case of workers, areas of importance in this method
are that the quality control.
4. Audio-visuals and Film Shows: In order to improve understanding very usual and
sometimes is escapable to ‘Demonstrate’ operation of a machine or explain or process.
Audio–visual film shows can supplement the efforts lecturing and improve its effectiveness.
5. Simulation Computer Modelling: A training activity in which actual working
environment is artificially created as near and realistic and possible is called simulation
training. Case study, analysis, experiment exercise game playing computer model and
vestibule training etc come under this category When the work environment is artificially
created by using computer-programming method well call it ‘computer method’
6. Vestibule Training: In this training, employees are trained of the equipment they are
employed, but the training is conducted away from the place of work. In which all necessary
equipment and machines required as actual machined ship are duplicated
7. Programme Instruction: Programmed instruction is a stu5rctured method of
instruction aided through texts, handouts, book and computer aide instruction. In this case the
instruction materials and information is broken down in meaning full unit and arranged in a
proper sequenced from logical method of learning packages, the learning ability is tested and
evaluated in real time basis
Advantages:
a) Materials of learning are broken down into meaning full modules
b) Instructions are not key players
c) Trainees learn at his/her own pace of learning. Individual difference are taken care of
d) No fear of evaluation and criticism
e) Active interaction between the learner and the machine
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 47/70
TRAINING AND DEVELOPMENT 47
JUNE 20013
f) Immediate feedback is available
g) Training can be undertaken at any time and any place
h) It is highly flexible and motivated
Disadvantages:
a) Costly method
b) Advance topics are untouched
8. T. group Training: ‘T’ stand for training or laboratory training.
T group training was originated on 1940’s but only 1960’s it has opened to the industries.
This Training has both supporters and opponents. Unlike any other programmers discussed. T
group training is concerned with really problem existing within the other group itself.
9. Retraining: technology is advancing at rapid pace. Here obsolesce is a major problemfaced by the worker are the introduction of automation for such retraining programme to
update their knowledge, which will further make them productivity useful of the organization
and restore this confidence
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 48/70
TRAINING AND DEVELOPMENT 48
JUNE 20013
OBJECTIVE AND GOALS OF TRAINING & DEVELOPMENT
IN BSL
We build lasting relationship with customers based on trust and mutual benefit.
We uphold highest ethical standards in conduct of our business.
We create and nurture a culture that supports flexibility. Learning and is proactive to change.
We chart a challenging career for employees with opportunities for advancement and
rewards.
We value the opportunity and responsibility to make a meaningful difference in people’s
lives.
HUMAN RESOURCE DEVELOPMENT POLICY
We shall strive for continual improvement in building employees’ competence for enhanced
performance through technical & managerial training and various other interventions in tune
with organizational goals and priorities while creating a culture of learning.
OBJECTIVES:
• Enhance employees’ knowledge competence for individual organizational growth.
• Impart need based training.
• Nurture and provide continuous learning environment.
• Enhance performance of employees through various HR interventions.
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 49/70
TRAINING AND DEVELOPMENT 49
JUNE 20013
Chapter II
Research Process
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 50/70
TRAINING AND DEVELOPMENT 50
JUNE 20013
OBJECTIVE
Training and Development can help an organization in a number of ways ultimately it
is employee knowledge and skill that produce the organization product or service.
Training facilitates the implementation of strategy by providing employees with the
capability to perform their jobs in the manner dictated by the strategy.
The objective of the programme is to know the importance of training and
development for organization such as SAIL.
To have the knowledge regarding its benefits for and organization, benefits for
Individuals and benefits for personal and human relation and internal group relation
and policy implementation.
The project will be applicable in the training and development for the employees of
the organization using the new techniques and methods as suggested by the survey
methodology of my project.
The project will help the organization to understand the views of the employees and
the progress in their development skills.
To improve quality of work and product, and to enhance and update, knowledge and
skill level of employee in the organization.
To promote better opportunity for the growth and promotion chances of employees
and thereby the employability and to secure better health and safety standard.
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 51/70
TRAINING AND DEVELOPMENT 51
JUNE 20013
My endeavor would be how to design programmes for officer and well as workers
which could keep the organization in the contemporary knowledge management
marathon simultaneously increasing the productivity skills and other management
skills.
The best methods should be employed in the organization that occurs a needs to
identify the most effective method of Training and development. The study then goes
on to evaluate and analyze the findings so as to present a clear picture of trends in the
training and development.
SCOPE OF THE STUDY
Training and Development is a continuous process within the organization. An
organization constantly spends a large amount of its capital resources on the development of
its Human Resources. A well trained and developed Human Resource of Organization is the
measure of its potential to carry out the work most effectively and efficiently.
Therefore, the best methods should be employed in the organization hence there
occurs a need to identify the most effective method of Training And Development . The study
then goes on to evaluate and analyze the findings so as to measure the effectiveness of
training and development
Training enables employees to develop and train within the organization and increase
the market value, earning powers and job security. It modulates the employee’s attitude and
also helps them to achieve better co-operation with the company and greater loyalty to it. The
management is benefited in the sense that higher standard of quality are achieved, a
satisfactory organization structure is built up authority can be delegated and stimulus for progress applied to employees.
RESEARCH DESIGN
The research is primarily both exploratory as well as descriptive in nature. The
sources of information are both primary & secondary. A well-structural questionnaire was
prepared and personal interviews were conducted to collect the Trainee’s as well as Trainer’s
perception and behavior, through the questionnaires.
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 52/70
TRAINING AND DEVELOPMENT 52
JUNE 20013
TOOLS FOR DATA COLLECTION
Apart from interview, a questionnaire was also prepared and distributed to employees
SAMPLING METHODOLOGY:-
Primary Data: It is prepared keeping in mind the objective of the research. A pilot
study was done in order to know the accuracy of the Questionnaire. Information collected
through questionnaire from employees and through observation of training programme. Thus
my sampling came out to be judgmental and convenient.
Secondary Data: The secondary data was collected mainly from the HIRS, books, web searchand personal interaction with experts of the plant.
Sampling Unit: The respondents who were asked to fill out questionnaires are the sampling
units. The comprised of employees of Bokaro Steel Plant.
Sampling Size: Around 250 employees had been participated this training programme out of
these 85 employees has been taken for sampling size.
SURVEY METHOD:-
At the time of data collection I visited different department of BSL and survey about
their work and their problems.
QUESTIONNAIRE METHODOLOGY:
The Questionnaire is attached as Annexure-I, in this project report. Questionnaire has
been asked to the employee and requested to give the answer genuinely and correctly.
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 53/70
TRAINING AND DEVELOPMENT 53
JUNE 20013
CHAPTER III
CASE STUDY
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 54/70
TRAINING AND DEVELOPMENT 54
JUNE 20013
TRAINING PROGRAMME “SERVICE WITH SMILE”
The Non-works area has great impact on employee’s performance so HRD centre
BSL has designed a new training programme with a name “Service with Smile” for various
Non-executives of non-works areas. With the objective to develop team spirit and
coordination between employees of BSL.
The programme objectives are:-
1. To understand current business scenario and steel making process.
2. Deal with people in pleasing and satisfying way while giving their service.
3. Communicate effectively with internal customers.
4. Appreciate their own role as service provides as well as role as a member of Team
Bokaro.
The programme has been started on May 2009 and conducted in every threee months, 25-30
participants are taking part in one time and till now more then 250 employees has benefited
by the programme.
Programme Content:-
Steel Business Appreciation and Process.
Dealing with people-Importance of smile.
Role of service provider.
Communication with effective team.
Working with team spirit.
Training Methodology:-
Lecture, Syndicate discussion, Role Playing, Case Study, Plant Visit.
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 55/70
TRAINING AND DEVELOPMENT 55
JUNE 20013
Evaluation :Feedback from the participants through Questionnaire.
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 56/70
TRAINING AND DEVELOPMENT 56
JUNE 20013
TABLE-1
RESPONSE OF EMPLOYEES REGARDING THEIR VALUABLE ROLE IN THE
ORGANIZATION
SL NO RESPONSE NO. OF RESPONDENTS PERCENTAGE (%)
1 Extremely High 40 47
2 High 25 29
3 Neutral 20 24
4 Low 0 0
5 Very Low 0 0
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 57/70
TRAINING AND DEVELOPMENT 57
JUNE 20013
ANALYSIS
From the above diagram 47% of the respondents have very high extent of experiencing their
valuable role in organization whereas 29% have high extent and 24% are satisfied
INTERPRETATION OF DATA:
It is clear from the response that the programme have had an effective impact on the
employees regarding their role in the organization in a very positive way.
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 58/70
TRAINING AND DEVELOPMENT 58
JUNE 20013
TABLE-2
EFFECTIVENESS OF THE PROGRAMME IN DEALING WITH DIFFERENT
CUSTOMERS..
SL NO RESPONSE NO. OF RESPONDENTS PERCENTAGE (%)
1 Extremely High 23 27.06
2 High 40 47.06
3 Neutral 22 25.88
4 Low 0 0
5 Very Low 0 0
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 59/70
TRAINING AND DEVELOPMENT 59
JUNE 20013
ANALYSIS
47% of the employees have mentioned that after attending the programme the effectiveness
with which they could deal with the customers is High, 27% found this programme bringingin Extremely high effectiveness and 26% found the same as neutral.
INTERPRETATION OF DATA:
The programme has been successful in bringing in an improved customer relationship for the
company.
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 60/70
TRAINING AND DEVELOPMENT 60
JUNE 20013
TABLE-3
THE EMPLOYEES FEELING TOWARDS WORKING IN A TEAM
SL NO RESPONSE NO. OF RESPONDENTS PERCENTAGE (%)
1 Extremely High 28 32.94
2 High 39 45.88
3 Neutral 18 21.18
4 Low 0 0
5 Very Low 0 0
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 61/70
TRAINING AND DEVELOPMENT 61
JUNE 20013
ANALYSIS
After attending the programme 46% of the employees were of the opinion that they have a
High feeling regarding working towards a team, while 33% rated the programme asextremely high in increasing their feeling towards working in a team. 21% of the employees
remained neutral regarding the same.
INTERPRETATION OF DATA:
The programme has been successful in bonding the employees more as a team.
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 62/70
TRAINING AND DEVELOPMENT 62
JUNE 20013
TABLE-4
OPINION OF EMPLOYEES REGARDING REDUCTION IN JOB STRESS.
SL NO RESPONSE NO. OF RESPONDENTS PERCENTAGE (%)
1 Extremely High 8 9.41
2 High 36 42.35
3 Neutral 30 35.29
4 Low 7 8.24
5 Very Low 4 4.71
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 63/70
TRAINING AND DEVELOPMENT 63
JUNE 20013
ANALYSIS
42% of the employees rated the programme as High in helping them reduce their job stress,
while 9% rated the same as Extremely High. However , a total of 49 % of the employeesrated the program as neutral, low or very low
INTERPRETATION OF DATA:
Since nearly 50% of the employees have mentioned the program as less effective in reducing
job stress, the programme needs improvement in that area.
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 64/70
TRAINING AND DEVELOPMENT 64
JUNE 20013
SUGGESTIONS FROM RESPONDENTS:
1) Should continue this programme, along with added improvement on reducing job
stress.
2) Programme duration should be increased.
3) The particular programme “Service with Smile” organized for all grade, department
of employees and also for executives.
4) For the effective implementation of training programme management should remove
the main causes of dissatisfaction i.e. shortage of manpower so that employee will be
more benefited by this programme.
5) Management should provide training based on team work for all employees.
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 65/70
TRAINING AND DEVELOPMENT 65
JUNE 20013
FINDINGS:
1) Training and development of Bokaro Steel Plant is aimed at systematic development
of knowledge, skills, attitude, team work and make aware to the employees of non-
works areas with hazardous of plant.
2) The majority of employees of non-work area liked the programme
“Service with Smile”.
3) Employees of non-works areas become aware about hazardous of plant and it creates
co-operative environment among the organization.
4) The knowledge developed the present business scenario and the position of SAIL has
increased the team spirit among the employees.
5) During the programme employees got chance to discuss their problems that helped the
management to plan for the action to remove problems.
6) Majority of respondents shows their satisfaction about programme but some of them
express their inability to follow the tips given in this programme, because of the
shortage of manpower and ignorance of management.
7) The township and medical department shows their dissatisfaction for management.
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 66/70
TRAINING AND DEVELOPMENT 66
JUNE 20013
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 67/70
TRAINING AND DEVELOPMENT 67
JUNE 20013
CONCLUSIONS
1) The Length of Training and Development programmes should depend upon the
requirement of Job.
2) Management should remove the other factors of dissatisfaction of employees like
increase the manpower to reduce the job stress of employee.
3) The duration of training programme should be enough so that employees can visit plant properly.
4) Some more programme should organize for non-works as well as executives so that
everyone should know about the hazardous of plant.
5) This is found that 49% respondents express that the programme has not reduce their
job stress but 51% are certified that this programme is very helpful to reduce their
stress.
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 68/70
TRAINING AND DEVELOPMENT 68
JUNE 20013
BIBIOLOGRAPHY
References:
• VSP Roa, Human Resource Management: Text and cases
• Gary Dessler, “Human Resource Management”, Seventh Edition
• SAIL Human Resource Handbooks
• www. sail.co.in
• Other previous studies
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 69/70
TRAINING AND DEVELOPMENT 69
JUNE 20013
ANNEXURE-I
Questionnaire for evaluating training Programme “Service with Smile” (N-Ex)
Evaluation of The Training Programme “Service with Smile” at Bokaro
Steel Plant
I am a student of Rajagiri Centre for Business Studies, Kerala doing my summer
internship at Bokaro Steel Plant on a project titled “Evaluation of The Training
Programme “Service with Smile””.As part of it, I am collecting data from the employees of
BSP for my analysis.I would request you to please provide me with your valuable inputs on
the questionnaire.
i. Name :
ii. Department :
iii. Desiginatio :
Please tick the most appropriate response in the 5-point scale below.
7/28/2019 Training and Development in SAIL
http://slidepdf.com/reader/full/training-and-development-in-sail 70/70
TRAINING AND DEVELOPMENT 70
JUNE 20013
Extremely
High
5
High
4
Neutral
3
Low
2
very
Low
1
1Are you able to recognize your valuable role in
organization after attending “Service with Smile”
2The extent to which “Service with Smile” changed
your attitude towards your job and organization
3
After attending “Service with Smile” are you able to
behave in a cooperative way with customer and co-
worker?
4
How far “Service with Smile” helped to improve
your communication skill/ the way you deal with
different customers.
5After attending “Service with Smile” are you feeling
more comfortable working in team?
6How far “Service with Smile” was able to reduce
stress in your personal life/ family life.
7How far has “Service with Smile” helped you, to
reduce job stress at your job place.
8. Any specific suggestion/issues you like to comment.
......................................................................................................................................................
......................................................................................................................................................
.........................................................................................................
Thank you for giving your precious time to respond this questionnaire.