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This is a summer project done on training & development at Rashtriya Chemicals & Fertilizers Ltd; Chembur, Mumbai
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INDUSTRY PROFILE
India is an Agricultural Nation. Fertilizer Sector is very crucial for the Indian Economy
because it provides an important input for the Agriculture. It has played a pivotal role in
achieving self sufficiency in the food grains. India is the Third largest producer and consumer
of Fertilizers in the world after China and the United States. The growth of the Indian Fertilizer
industry has been largely determined by the policies pursued by the Government. The Industry is
capital intensive and the Production process energy intensive.
Agriculture the backbone of Indian Economy still holds its relative importance for more
than a billion peoples. The Government Of India from time to time has taken considerable steps
for the upliftment of Agriculture Sector. Here we have analyzed the performance of Fertilizer
Industry being one of the vital parts in agricultural production and Government's policy
initiatives for the same.
India fertilizer industry is one industry with immense scopes in the future. India is
primarily agriculture oriented country and its economy is highly dependent on the agrarian
produce. The majority of the populace of India lives in rural areas and the foremost occupation in
the villages is agriculture. Developments pertaining to different industries are being made on a
massive scale to change the country's economy from an agrarian one to a industrial one. It is
extremely important for the fertilizer industry India to have development in terms
of technologically advance manufacturing process and innovative new-age products. The
agricultural sector and its other associated spheres provide employment to a large section of the
country's population and contribute about 25% to the GDP.
Future Prospective
The Fertilizer Sector had shown an upward trend in the recent months due to the
expectation that the Government may come up with the policies favorable to the Companies in
the sector. The Sector becomes attractive due to the unlimited opportunities to increase the
volume to fulfill the gap between the Supply and Demand. The Companies with huge investment
plans are waiting for the approval of the DFO. So the sector can outperform in the coming years.
Present Status of Fertilizer Industry
Indian being the third largest producer & consumer of fertilizers in the world with an
installed capacity of Nitrogen (N) and Phosphate (P) nutrients at 14 million tones p.a.
Urea, a nitrogenous type of fertilizer, is most widely consumed in India. Currently the
urea capacity is 20.2 million tonnes while consumption is 21.7 million tones.
Fertilizer production is highly energy intensive with cost of feedstock and fuel alone
accounting for between 55 to 80 per cent of the cost of production. Plants in India are
based primarily on three feedstock – naphtha, fuel oil and natural gas with a significant
proportion of domestic capacity of urea plants based on naphtha or fuel oil which cost
more than natural gas. High cost feedstock and increased production / consumption have
caused a steady increase in fertilizer subsidy.
Installed capacity is 20.8 million MT in the year 2003-04
COMPANY PROFILE
Background and Inception of the Company:
An ISO 14001:1996 and ISO 9001:2000 certified Rashtriya Chemicals & Fertilizers Limited
(RCF) was incorporated on 6th March 1978 as chemical manufacturer. The Company
operates in two segments includes fertilizers and industrial products, With 20 operating
plants at Trombay and 5 large plants at its Thal Fertilizer Unit.
Nature of the Business Carried :
The company is engaged in Production & Marketing of nitrogenous & complex fertilizers &
industrial chemicals with its manufacturing units at Trombay & Thal & marketing offices in
most of the States of India.
Vision, Mission & Company Policy:
o Vision
To be the number one leader in the Fertilizer Industry by the year 2010 and a major
player in global market.
o Mission
The Company’s mission is :
To produce fertilizers and chemicals efficiently, economically and in
environment friendly manner.
To serve the farmers and other customers with quality products along with
support services.
To join hands in the growth of National economy.
o Company Policy
Fraud Prevention Policy of RCF- 2010
This policy applies to any fraud, or suspected fraud, involving employees
of RCF (all full time, part time or employees appointed on adhoc / temporary /
contract basis, probationers and trainees) as well as representatives of vendors,
suppliers, contractors, consultants, service providers or any outside
agency(ies) doing any type of business with RCF.
The policy will ensure and provide for the following:-
1. To ensure that management is aware of its responsibilities for detection
and prevention of fraud and for establishing procedures for preventing
fraud and/or detecting fraud when it occurs.
2. To provide a clear guidance to employees and others dealing with RCF,
forbidding them from involvement in any fraudulent activity and the
action to be taken by them where they suspect any fraudulent activity.
3. To conduct investigations into fraudulent activities.
4. To provide assurances that any and all suspected fraudulent activity will
be fully investigated.
Products & Services
RCF is one of the leading producers of Fertilizers in India. Sujala, Suphala 15:15:15, Suphala
20:20:0, Ujjwala, Microla and Biola are its major fertilizers.All the products can be used with
different soil types and in various climatic conditions.
RCF pioneered the manufacture of basic chemicals such as Methanol, Sodium Nitrate, Sodium
Nitrite, Ammonium bicarbonate, Methylamines, Dimethyl Formamide, Dimethylacetamide in
India. Today R.C.F is the only manufacture of DMF in India. Product characteristics, consumer
needs , economy to the consumers and safety are the primary considerations in determining the
type of packaging and modes of transportation for each of the products.
Area of Operation
o Marketing Offices
Andhra Pradesh
Bihar
Gujarat
Karnataka
Madhya Pradesh
Chhatisgarh
Tamilnadu
West Bengal
Delhi, Punjab, Hariyana, HP & Chandigarh
Maharashtra
Uttar Pradesh, Uttaranchal
o Corporate Office
Priyadarshini Building,
Eastern Express Highway
Sion,
Mumbai-400 022
o Administrative Office
Administrative Building,
Mahul Road,
Chembur,
Mumbai-400 074
Ownership Pattern
o Shri. R. G. Rajan (Chairman & Managing director)
o Shri. Gautam Sen (Director – Finance)
o Shri. C. M. T. Brotto (Director – Technical)
o Dr. V. Rajagopalan (IAS, Director)
o Shri. Sham Lal Goyal (IAS, Director)
Competitors Information
Company Name Market Capital
(Rs. Cr)
Coromandel International 7255.13
National Fertilizers 3971.23
Gujarat State Fertilizers Limited 3234.04
Rashtriya Chemicals & Fertilizers
Limited
3150.14
Chambal Fertilizers & Chemicals 3044.56
Fertilizers & Chemicals Travancore 1789.15
Gujarat Narmada Valley Fertilizers
Company
1272.88
Deepak Fertilizers And
Petrochemicals Corporation
1141.37
Mangalore Chemicals & Fertilizers 533.32
Zuari Industries 381.11
Southern Petrochemical Industries
Corporation
263.55
Khaitan Chemicals & Fertilizers 140.15
Liberty Phosphate 130.67
Rama Phosphate 109.87
Achievements & Awards
2000-2001
o ‘The Jawaharlal Nehru Memorial National Award – Best Pollution Control
Implementation’, instituted by M/s International Greenland Soc.
o ‘National Energy Conservation Award’, instituted by Ministry of Power,
Government of India.
2003-2004
o ‘Excellence in Safety Award’ – by Fertilizers Association of India (FAI)
o ‘The Jawaharlal Nehru Memorial National Gold Award – Excellent Energy
Conservation Implementation’ – by M/s Greenland Soc.
2005
o ‘Best Quality Circle Concept operation and Propagating Company’ – NMDC
trophy for public section for Quality Circle forum of India
2007-2008
o Golden Peacock Environment Management award launched by Institute of
Director
2009
o Rashtriya Chemicals & Fertilizers (RCF) bagged the MoU Excellence Award
for 2006-07 and 2007-08.
2010-2011
o Rashtriya Chemicals and Fertilizers Limited (RCF) bags “Performance
Excellence Award 2011”
Basant Agro Tech (India) 37.52
Bharat Fertilizers 25.93
Shiva Global Agro Industries 17.51
Dharamsi Morarji Chemical
Company
15.94
Teesta Agro Industries 6.04
2012
o Rashtriya Chemicals and Fertilizers Limited (RCF) bagged “Award for
Innovation in Learning” for excellence in learning and Development category
out of 400 companies and institutes.
o “Golden Peacock Environment Management Excellence Award 2012”
o Rashtriya Chemicals and Fertilizers Limited has been awarded with the
prestigious “BHARAT EXCELLENCE AWARD” GOLD MEDAL
(Certificate of Excellence) (Certificate of Felicitation)
Work Flow Model
RCF Work Flow Model
Work Flow Model – Recruitment
CMD
EXECUTIVE DIRECTOR
DGM (HR)
THAL UNIT DGM (HRD)
SENIOR MANAGER
(HRD)
MANAGER HRD
MANAGER (HR)
SENIOR OFFICER
(HR)
OFFICER (HR)
DY. MANAGER
(HR)
ASST. OFFICER
(HR)
MANAGER (HR)
CORPORATE
ASST. MANAGER
(HR-CORPORATE)
SR.OFFICER
(HR-CORPORATE)
OFFICER HR - CORPORATE
ASST. OFFICER
(HR-CORPORATE)
GM (HR)
CORPORATE
Work Flow Model – Promotion
Receipt of requisition by the concerned Dept
Proposal for obtaining approval of the competent authority for recruitment.
Estimate from Public Relation Dept. to release Press Advt.
Publishing Press Advt.
Requisition to be sent to Employment exchange. Prescribed time limit for
receipt of application
Scrutiny of applications and data entry of all the applicants / candidates sponsored
by Employment Exchange
Sending Call letters to eligible candidates and first day of interview
Conducting interview
Selection of candidates
Medical test, issuing Appointment Letter
Caste, Character, Qualification Verification of Candidates
MCKINSY’S 7S FRAMEWORK OF RCF
Proposal for obtaining approval of the competent authority for conducting promotion interview.
Checking eligibility for promotion according to the specifications.
Checking prescribed roster to determine the no of vacancies reserved for SC & ST
Checking Extra Ordinary Leave & Medical Leave frequency record from time office availed by the candidate during specification period.
Preparing Confidential Ratings for last 3 years. Obtaining CMD’s approval in case of Outstanding Marks or Adverse Marks
Sending CR folders, Property Return and vigilance clearance report to vigilance dept for scrutiny.
Constitution of departmental promotion committee.
Preparing Service Particulars, selection sheet for committee members containing required details of candidates.
Sending Call Letters to the eligible candidates.
Obtaining approval of proceedings
SAP entries and Pay fixation of promoted employees.
Issuing common orders as well as individual orders of the promoted employees.
1. Structure:
o Company has well defined organized structure in terms of distribution of functions and
hierarchy to ensure power of authority, responsibility, unity of command and overall
organizational effectiveness.
o Organizational structure is dynamic in nature at present hierarchy is tall.
o Every department has their own head and these head / managers handle the work. Work
assigned is allocated to the officers who work under the manager.
o Flow of authority & responsibility is top to bottom i.e RCF follows top-down approach.
o Committee meetings and informal discussions also contribute to open communication
system.
o Being processed industry the nature of work is largely team work, shift wise, plant wise
teams and terms are formed with shift in charge as a leader of respective teams.
2. Strategy:
o For being competitive in the market RCF works out their business strategies in line with
its vision, mission & corporate plan of organization.
o Market intelligence, customer satisfaction survey and demand forecasting techniques are
used to focus customer demands.
o Benchmarking of performance parameters and analysis of business enrollment of
competitors analysis is done on continual basis.
o Government policies and technological changes assessed on continual basis.
3. Skills:
o Managers, directors, chairman & all the trainers at Training Institute are highly capable
& educated.
o With the help of such highly skillful people they introduced various new & simple
systems in the organization, like they started numbering the files, introduction of 5 S,
suggestion scheme, kaizen, so on.
o Gap in skill set is analyzed at initial stage by effective performance management
system.
o Development of skills is done by imparting training to each and every employee
understanding their KPA.
4. Style:
o Management process is largely participative and total employee involvement is ensured
through various ways.
o They ensure participation of workers at plant through suggestion schemes.
o total employee involvement is ensured through varies productivity improvement,
interventions such as integrated management system, Quality Circle suggestion
schemes, 5S Model, 6 Sigma Model, Kaizen, Safety committee meetings, meetings
with unions, associations, etc.
5. System:
o In RCF they have started using SAP from the year 2006. Sap made their various tasks
easier.
o For communication purpose they send written letters across the internal organization.
They have intranet facility then also they use mode of written communication. As
being the government organization they need acknowledgement of everything so they
need to communicate through letters.
o They are now in the process of digitalization. It clearly defines that now they are
making use of automation & technology.
6. Staff:
o Staff at Rashtriya Chemicals & Fertilizers Limited is very co-operative.
o Their staff is trained on various new things like technology innovation & much other
training are given to them.
o Employees at RCF are capable enough to do the work allocated to them
7. Shared Values:
o To improve the environment and minimize the harmful emissions, atmospheric
discharges and effluents.
o In terms of shared values they arrange various CSR programs which ultimately guide
employees as well as outside people towards “valued” behavior.
o Also they are implementing “kaizen”.
o They make use of 5’s at their workplace. These 5 primary phases are:
SWOT ANALYSIS
• Sorting
Seiri
• Orderliness
Seiton
• Cleanliness
Seiso
• Standardization
Seiketsu
• Discipline
Shitsuke
Strengths:
The RCF’s strength lies in its skilled manpower, high Brand Equity for the Products
manufactured such as Ujjwala, Suphala, Microla, Biola, Sujala. The wide spread marketing
network ensures that your company reaches the products to all parts of the country. The
Farmer's Training Institute and R&D Centre ensure that quality services are provided to the
farmers/ dealers by educating them and providing inputs for better crop realization. The
Company has a wide portfolio of chemical products and can withstand difficult economic
situations by adopting optimal mix of production. The well maintained plants and equipment
ensure uninterrupted production and distribution of goods.
Weaknesses:
The Plants have been in operation for a very long time, some of them since 1965 by carrying
out regular upkeep, maintenance and up gradation. The company's working capital is
dependent on the receipt of subsidy payments from government; any delays would force the
company to borrow and incur interest burden. The complex fertilizers are based on imported
raw materials which can face severe volatility in raw material prices and foreign currency
exchange rate affecting the profitability of the company.
Opportunities:
The increased availability of feed stock gas would permit for undertaking major expansion at
Thal. Alternate feedstock like Coal gasification gives an opportunity for undertaking
Fertilizer Projects in other parts of the country. CDM activities enable realization of Carbon
Credits (CER). Due to your Company's good reputation, several opportunities exist for
Collaborations / Diversification in manufacturing, mining and marketing of varieties of
products. Experienced & Skilled Manpower of your company .has been in demand for
rendering O&M service in India and abroad in Countries such as Australia, Bangladesh,
Bahrain, China, Saudi Arabia etc.
Threats:
Manufacturing and marketing of Fertilizers is the core business of Company. Agro-climatic
conditions have a large effect on the performance of the Company. The chemicals business is
highly susceptible to cut throat global market competition.
ANALYSIS OF FINANCIAL INFORMATION
The company has maintained proper records showing particulars including quantitative
details & situation of fixed assets with original cost and depreciation written off.
During the year, the Company has not disposed of a substantial part of its fixed assets.
The company is maintaining proper records of inventory. In my opinion, discrepancies
noticed on physical verification of stocks were not material in relation to the operations of
the Company.
As per the information furnished, the company has not granted or taken any loans, secured or
unsecured, to / from companies, firms or other parties.
There is adequate control with regard to purchase of inventories & fixed assets and for sale of
goods.
According to the information the Company has not accepted any deposit during the year from
public.
According to the information, no undisputed amounts payable in respect of provident funds,
investor education, employees state insurance, income tax, wealth tax, service tax, sales tax,
excise duty, cess and other undisputed statutory dues were outstanding, at the year end, for a
period of more than 6 months from the date they became payable.
The company has no accumulated losses at the end of the financial year and it has not cash
losses in the current year.
The company has not issued any debentures and has not obtained any loan from Financial
Institution.
Company has not granted loans & advances on the basis of security by way of pledge of
shares, debentures and other securities.
LEARNING EXPERIENCE
As a part of my curriculum I spent my 45 days in Rashtriya Chemicals & Fertilizers Limited.
These 45 days of my training was really valuable. I feel I am one who got a chance to work for
HR – Unit as well as for Training Institute which is situated at plant.
Employees in the Rashtriya Chemicals & Fertilizers Limited are very helpful in nature. I found
the work environment is good. I interacted with all those with whom I worked; therefore I have
developed ability of working in a team and also a sense of co-operation.
In starting days I was assigned the work of observing and studying the files of retired employees.
In that I came to know the documents required from the day an employee joins an organization
till the day he retires from his service.
After this I done the work of tagging in that all the documents of retired employees were sorted
on a computer and made computerized file of documents of each employees.
I also worked on Confidential Reports with are the appraisal forms of employees. This document
is highly confidential for the organization as well as for the employee also. I have seen the
reports for workers wherein workers are ranked on 10-pointer scale. There are 150 marks
allocated to them.
For the other half of the day I used to visit training institute of RCF. There I used to sit in library
for long hours. There I read articles & magazines on fertilizer sector in India.
I took interviews of high level authority at training institute and therefore I come to know the
various things followed at RCF at the time of training. And also I have developed on my
communication skills little bit.
Overall the experience at Rashtriya Chemicals and Fertilizers Limited was memorable for me. In
future if I would get a chance to work there I will definitely accept it as working in a Public
Sector and that to as a HR is a challenging task because the manpower strength is very strong.
TRAINING AND DEVELOPMENT
Importance of developing men can well be highlighted from the Chinese saying:
“If you wish to plan for a year, sow seed;
If you wish to plan for ten years, plant trees;
If you wish to plan for a life time, develop men.”
Training
It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts,
rules, or changing of attitudes and behaviors to enhance the performance of employees.
Training is activity leading to skilled behavior.
It’s not what you want in life, but it’s knowing how to reach it
It’s not where you want to go, but it’s knowing how to get there
It’s not how high you want to rise, but it’s knowing how to take off
According to Edwin Flippo, training is "the act of increasing the knowledge and skill of an
employee for doing a particular job."
Development
More future oriented and more concerned with education than is training. Management
Development activities attempt to instill sound reasoning processes to enhance one’s
ability to understand and interpret knowledge.
Development is a relational and rational process. It covers not only those activities, which
improve its performance, but also those, which about the growth of the productivity, helps
individual in the progress towards maturity and actualization of this potential capabilities.
It focuses on the personal growth & on :
Analytical
Conceptual
Human
Skills
Comparison between Training & Development:
Training Development
Training is the skills focused Development is creating learning abilities
Trainings are generally need based Development is voluntary
Training is narrower concept focused on job
related skills.
Development is a broader concept focused on
personality development.
Training is aimed at improving job related
efficiency and performance
Development aims at overall personal
effectiveness including job efficiencies
Importance of Training & 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 behavioral 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 goal.
Team 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.
Organizational 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.
Organizational Climate:
Training and Development helps building the positive perception and feeling about the
organization. The employees get these feelings from leaders, subordinates, and peers.
Quality:
Training and Development helps in improving upon the quality of work and work-life.
Healthy work environment:
Training and Development helps in creating the healthy working environment. It helps to
build good employee, relationship so that individual goals aligns with organizational goal.
Health & Safety:
Training and Development helps in improving the health and safety of the organization thus
preventing obsolescence.
Morale:
Training and Development helps in improving the morale of the work force.
Profitability:
Training and Development leads to improved profitability and more positive attitudes
towards profit orientation.
METHODS OF TRAINING
Computer Based Training (CBT)
With the worldwide 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 classroom based training to accomplish those goals.
Some of the benefits of Computer Based Training are:
Provides the instructional consistency
Reduces trainee learning time
Increases access to training
Affords privacy of learning
Allows learning at individual pace
Allows the trainee to master learning
Reduces the cost of training
Games and Simulations
A training game is defined as spirited activity or exercise in which trainees compete with each
other according to the defined set of rules.
Simulation is creating computer versions of real-life games. Simulation is about imitating or
making judgment or opening how events might occur in a real situation.
Training games and simulations are now seen as an effective tool for training because its key
components are:
o Challenge
o Rule
o Interactivity
Role Plays:
Role play is a simulation in which each participant is given a role to play. Trainees are given
with some information related to description of the role, concerns, objectives, responsibilities,
emotions, etc. Then, a general description of the situation, and the problem that each one of them
faces, is given.
Role Plays helps in:
Developing interpersonal skills and communication skills
Conflict resolution
Group decision making
Business Games:
Business games are the type of simulators that try to present the way an industry, company,
organization, consultancy, or subunit of a company functions. In the business games, trainees are
given some information that describes a particular situation and are then asked to make decisions
that will best suit in the favor of the company. And then the system provides the feedback about
the impact of their decisions.
Following are the benefits of Business Games:
• Leadership Skills
• Management Skills
• Quality Tools
• Principles & Concepts
• Total Quality Principles
• Solves Complex Problems
Case Studies:
Case Studies try to simulate decision making situation that trainees may find at their work place.
It reflects the situations and complex problems faced by managers, staff, HR, CEO, etc. The
objective of the case study method is to get trainees to apply known concepts and ideologies and
ascertain new ones. The case study method emphasize on approach to see a particular problem
rather than a solution. Their solutions are not as important as the understanding of advantages
and disadvantages.
Internship:
An intern is recruited to perform a specific time-bound jobs or projects during their education. It
may consist a part of their educational courses.
Experiential Learning
Experiential learning is a process through which students develop knowledge, skills, and values
from direct experiences outside a traditional academic setting. Experiential learning encompasses
a variety of activities including internships, service learning, undergraduate research, study
abroad, and other creative and professional work experiences.
Vestibule Based Training:
This training method attempt to duplicate on-the-job-situation in a company classroom. It is a
classroom training that is often imported with the help of the equipment and machines, which are
identical with those in use in the place of work. This technique enables the trainees to
concentrate on learning new skill rather than on performing on actual job. This type of training is
efficient to train semi-skilled personnel, particularly when many employees have to be trained
for the same kind of work at the same time.
Films & Video presentations:
o Content for the training experience comes primarily from a videotape or computer-based
program.
o Interest of the audience can be maintained by showing them audio-visuals
o This is the easy method of training and trainee can quickly observe the content.
TRAINING DESIGN PROCESS
Assessment of Training Needs:
Conducting Needs
Assesment
Ensuring Employees
Readinessfor Training
Creating a Learning
Environment
Ensuring Transfer of
Training
Developing an Evaluation Plan
Select Training Method
Monitor and Evaluate the
Program
Training need identification is a tool utilized to identify what educational courses or activities
should be provided to employees to improve their work productivity. Here the focus should be
placed on needs as opposed to desires of the employees for a constructive outcome. In order to
emphasize the importance of training need identification we can focus on the following areas: -
To pinpoint if training will make a difference in productivity and the bottom line.
To decide what specific training each employee needs and what will improve his or her
job performance.
To differentiate between the need for training and organizational issues and bring about a
match between individual aspirations and organizational goals.
Identification of training needs (TNI), if done properly, provides the basis on which all other
training activities can be considered. Also requiring careful thought and analysis, it is a process
that needs to be carried out with sensitivity as people's learning is important to them, and the
reputation of the organization is also at stake.
Identification of training needs is important from both the organizational point of view as well as
from an individual's point of view. From an organization’s point of view it is important because
an organization has objectives that it wants to achieve for the benefit of all stakeholders or
members, including owners, employees, customers, suppliers, and neighbours. These objectives
can be achieved only through harnessing the abilities of its people, releasing potential and
maximizing opportunities for development. Therefore people must know what they need to learn
in order to achieve organizational goals. Similarly if seen from an individual's point of view,
people have aspirations, they want to develop and in order to learn and use new abilities, and
people need appropriate opportunities, resources, and conditions. Therefore, to meet people's
aspirations, the organization must provide effective and attractive learning resources and
conditions. And it is also important to see that there is a suitable match between achieving
organizational goals and providing attractive learning opportunities.
Identification of training needs can be done at three levels to ascertain three kinds of needs: -
1. Organizational Needs
These concern the performance of the organization as a whole. Here identification of training
needs is done to find out whether the organization is meeting its current performance
standards and objectives and if not, exploring ways in which training or learning might help
it to do so. Sometimes organizational training needs are also identified when the organization
decides that it has to adopt a major new strategy, create a new product or service, undergo a
large-scale change program, or develop significant new relationships, such as joining with
others to form new partnerships.
2. Group Needs
Since working in groups and teams have become very much prevalent in today's corporate
world that is why nowadays there is increased emphasis given on team effectiveness and
team performance. Therefore training needs are nowadays even identified at the group level.
Training needs here are concerned basically with the performance of a particular group,
which may be a team, department, function, sub-unit, or so on. Information about the
performance of the group may identify areas of training need - which, again, may be further
utilized for training or other interventions. It is used to find out how efficiently a particular
team or group goes about its business and meets its current objectives.
Organizational Needs
Personal Needs
Job Needs Demographic
Needs
Individual
Needs
Individual
Needs Group
Needs
3. Individual Needs
These concern the performance of one or more individuals (as individuals, rather than as
members of a group). Here identification of training needs is about finding out to what extent
individuals need to learn or be trained in order to bring their current performance up to the
required level as a result of changes in methods and processes that call for new competencies
and skills.
It also sees to it that there is continuous improvement initiative taken by them. Moreover it
also helps to find out whether individuals are comfortable in working across boundaries, with
people from different backgrounds and different perspectives. This is especially important
because there is so much work force diversity observed today in organizations that it has
become impossible to retain workforce, which is not flexible enough to accommodate such
changes into their daily work schedule.
Methods used in Training Needs Assessment:
Training needs are identified on the basis of organizational analysis, job analysis and
manpower analysis. Training programme, training methods and course content are to be
planned on the basis of training needs. Training Needs are those aspects necessary to perform
the job in an organization in which employee is lacking attitude/aptitude, knowledge and
skills.
Group or Organizational Analysis Individual Analysis
Organizational goals & objectives Performance appraisal
Personnel/skills inventories Work Sampling
Organizational climate Interviews
Efficiency indices Questionnaires
Exit Interviews Attitude survey
MBO or work planning systems Training progress
Quality circles Rating scales
Customer survey/satisfaction data Observation of behavior
OBJECTIVE OF THE STUDY
To study various methods of training as well as development programme
To study the process of Training & Development at Rashtriya Chemicals & Fertilizers
Limited
To understand the scheduling of Training programme
To study effectiveness of training at Rashtriya Chemicals & Fertilizers Limited Mumbai city.
Determine the employees attitude toward the training programme
To study the employees opinion on the training and development at Rashtriya Chemicals &
Fertilizers Limited.
SCOPE OF THE STUDY
The scope of the study will be covered in depth, the various training practices, modules,
formats being followed and is limited to the company Rashtriya Chemicals & Fertilizers
Ltd. and its employees.
I would get an opportunity to observe the different training programmes
incorporated/facilitated in RCF through its faculties, outside agencies or professional
groups.
TRAINING & DEVELOPMENT AT RCF LTD.
T & D Department:
Human Resource Development (HRD) is of paramount importance to our company. Continuous
grooming of managers and workers provides them with empowerment and motivation to achieve
excellence. Our HRD department has established training institute & CMDC for this purpose.
The HRD Training Institute at Trombay was Inaugurated on 25th August 1967. Corporate
Management Development Center was established in 1978. TheTraining Institute at Thal was
established in 1980.
About HRD Center:
o The HRD center at Trombay was inaugurated on 25th
Aug. 1967
o Corporate Management Development center was established in 1978
o Training center at Thal was established in 1980
o Since inception we are continuously striving to achieve higher levels of excellence by
- Modernizing and upgrading the technology
- Updating the knowledge base
- Developing multiple skills
- Shaping up mind set
- Enhancing employee involvement
RCF HRD has:
International Reputation
Rich Experience & Expertise
Result Oriented approach
Judicious exposure to concepts and practices
All services under one roof
Excellent Infrastructure
Excellent Quality
Broad classification of training, for whom RCF conducts training:
Internal Clients:
Primarily the training- learning initiatives are designed and implemented for employees of RCF
across all levels (Trombay, Thal and Marketing Employees)
External Clients:
o Farmers and dealers of fertilizers products (countrywide) through exclusive set ups at two
locations in Maharashtra.
o Industrial Organizations (Employees of PSUs & Private companies)
o Educational institutions (staff and students of technical and management institutions)
o RCF conducts certification programmes on “Safe Transportation Of Hazardous Goods by
Road” for Tanker drivers approved by Government of Maharashtra. Certificate issued by
RCF Ltd. endorsed by competent RTO authority.
Clients under Apprenticeship Act, 1961 for employability building:
About 60 apprentices are trained every year as per the act requirement in the trades viz.attendant
Operator (Chemical Plant), Instrument Mechanic (Chemical Plant) and Electrician.
About 67 Engineers and diploma trainees are trained every year in their areas of specialization.
Training Institute, Trombay:
With continuous up gradation of training facilities and equipments as required due to
technological changes/up gradation of plant processes, this institute has now developed into a
full-fledged modern training complex and is recognized as one of the best training
establishments in the country.
While fulfilling the requirements of RCF, this institute has been making special efforts of
transcending the knowledge, expertise and resources to other organizations and educational
institutions, thereby earning substantial revenue to lead the function as a profit center.
Core Strengths -
To develop and strengthen Technical & Managerial competencies of Human Resource on
continuous basis to meet organizational objectives.
To enhance employability of youth by imparting knowledge & skills specified under
Apprenticeship Act
To provide support for organizational development interventions such as Quality Circle,
IMS and other productivity improvement schemes.
Highlights of Training Activities -
RCF, training institute has provided training facilities to many since its inception in year 1967.
During April 2011 – Dec 2011, they have conducted 156 programmes covering about 3514
participants. Over 555 participants from outside national / international organizations (like
MATIX Fertilizers & Chemicals, BPCL and many more) have undergone training in RCF. We
have imparted training to almost 2799 engineering students of different streams from various
institutes all over India during this period.
Training Programmes:
Development Technical Programs
Conducting short-term In-house technical, supervisory development programmes of
varying duration for all categories and all level of our own employees in instrumentation,
chemical, mechanical, and electrical.
Outside Organization & Institutions
We are also organizing tailor made training programmes for other industries in our
Training Institute.
In addition to this, we give in-plant training/project guidance facilities to engineering
graduates / diploma holders from the colleges all over the country.
Management Development :
We develop and strengthen Managerial competencies of Human Resource on continuous
basis to meet organizational objectives in our Corporate Management Development
Centre (CMDC)
Apprentice :
For newly recruited apprentices at the operator/technician, supervisory and junior
executive level rigorous training is given. Almost all the manpower needed for the
organization is met by recruiting fresh persons and subjecting them to pass through this
training phase.
Variety of Training methodology used:
o Simulation
o Hands-on-tarining
o Role Plays
o Case Studies
o Experiential Learning
o Open Forum
o Panel discussion
o Games
o Exercise
o Psychological Tests
o Outbound activities
o Presentations
o Participative activities (Group discussions, small group activity)
o Executive Coaching
o Individual / group counseling
o CBTs / VBTs
o Films
o Reading Material Support
o Intranet circulation
o Book Reading assignments
o Meetings
o Cultural Activities
o Shop floor activities
Training Institute Infrastructure
With continuous up gradation of training facilities and equipments as required due to
technological changes/up gradation of plant processes, this institute has now developed into a
full-fledged modern training complex and is recognized as one of the best training establishments
in the country.
Training Institute has air conditioned assembly Hall with high back chairs, latest audio – video
facilities for a capacity of 150 people.
Training Institute at Trombay has excellent classrooms, drawing halls & A/C conference Halls
with latest Audio – visuals, furniture , to create An ambience conducive to learning.
Library with on-line access to books, journals, magazines:
The training institute possesses on-line library which has got more than 17000 books on
Engineering, Technology and Management subjects. The library subscribes to about 40 journals
and can accommodate about 50 readers at a time. They have internet facility for Library. Library
Management system which gives an access to users for books, journals, technical magazines
through intranet as well as internet.
Workshop to provide training to the following trades:
Fitting
Welding
Machine shop
Maintenance shop
Laboratories for regular training as well as for need based training to outside
organizations & institutes:
Physics Lab
Chemistry Lab
Chemical Engineering Lab
Electrical Engineering Lab
Instrumentation Lab
Computer Lab
Hostel:
In order to accommodate various apprentices under training, the Institute possesses two hostels
with a total capacity to accommodate more than 150 apprentices. Some of the rooms are reserved
for other industries who come to attend various development programmes.
In addition they have got a Sport Complex covering 7 acres where in – door facilities are
available to the trainees to play cricket, hockey, foot-ball, etc. and develop their physique.
Training & Development Process and Other Information:
In Rashtriya Chemicals & Fertilizers Limited Training & Development has given due
importance. They have separate institute of Training in Chembur inside factory plant. They feel
training is must for every organization to reach its goals in the current dynamic corporate world.
They conduct special session for feedback after every Training Programm to understand &
analyse the effectiveness of the training imparted. Feedback is not only meant for participants
but the faculties are also ask to give feedback. To be an effective RCF follow some of the
excellent training practices which comes under the purview of IMS.
We RCF conduct various training activites inside the institute. For freshers they conduct
Induction Programm giving inputs about the organization and its different areas. For
management trainees they conduct intensive job specific training depending upon the educational
background and also in the area where he is posted. They also conduct various training in
mechanical & electrical area as per the requirement from the employees end at the plant.
RCF provides training at all levels in the hierarchy. They majorly provide training to middle &
low level employees in their area of working. For higher level employees they have some
development programms in Behavioral area.
All employees of RCF are obliged to undertake training as per requirement of the job. There are
some training programs which are specialy for Vacational Trainees. And certain program like
industrial visit, role play, case study are specially conducted for college students.
For analyzing the effective or impact RCF conducts some quizz based session after the training
session along with the feedback.
Training schedule is prepared for the period of one year. Training center recives training needs
from different plants and according to it they prepare training calendar. They also arrange other
training program apart from those which are mentioned in the training calendar. Other trainings
are conducted because of the introduction of new machinery or change of technology.
RCF has their own trainers at training institute. Sometimes they call faculties from outside for
certain different areas. For technical & mechanical training they usualy cal faulties from plant.
Apart from training institute they have Corporate Management Development Center (CMDC) at
Admin Building, Chembur. The CMDC deals with Development programme for top level
managers & other higher level authorities. For the calendar year 2012-2013 they have planned
10-15 Leadership Development Programs for top managent.
Till the time they have conducted development programs like Quality Circle Traininh, Six Sigma
Training, Leadership Development program, Management Development Program for
Management Trainee, programs in SAP etc.
RESEARCH METHODOLOGY
Preparation of Training Need requirement format
Training Need requirement sent to various plants
Receipt of training needs from various plants
Analysis - Training Needs
Designing of Training Program calendar
Training calendar sent to all HODs
Implementation of Training Programs according to the Training Program Schedule
Conduction of Pre-test & post-test during the training programs
Analysis of the Test to calculate improvement
Feedback at the end of training program
Feedback Analysis
Post training Feedback of each participant taken after 3 months of each training program
Post training Feedback Analysis to check for Development
Title of the study:
Training & Development at Rashtriya Chemicals & Fertilizers Limited – A Study
Type of Research:
Exploratory Research
Time of Research:
Research time is 45 days in Rashtriya Chemicals & Fertilizers Limited
Data source:
• Primary Sources –
The primary data is collected by means of structured questionnaire along with personal
interviews.
• Secondary Sources –
The secondary data is collected by means of the documentary sources such as:
o Company Records
o Company website
o Company Magazine
o Journals
o Booklets
o Articles
Universe:
The management trainees taken training at RCF
Sample Size:
The sample is taken of 20 employees of RCF
Sample Method:
Judgment samples are taken through Non-probabilistic sampling method
Data Collection Tool:
Structured questionnaire involving close-ended questions as well as took interviews of top
management people at training institute.
LIMITATIONS OF THE STUDY
Time constraint is one of the limitation
Study is limited to only 20 employees of RCF
The accuracy of the analysis and conclusion drawn entirely depends upon the reliability of
the information provided by the employees.
The time duration for the project is limited to eight weeks so it was difficult to analyse the
trainings needs at micro level.
ANALYSIS & INTERPRETATION
1) How many training programmes you have attended?
From the above pie chart we can clearly see that everyone has attended training programme.
Out of 20 employees 13 has attended at least 2 to 4 trainings.
2) Which type of training you were given?
Out of 20 employees 10 employees are given on-the job training, some of them have attended
both on-the job and off-the job training. Two employees have attended off-the job training.
Only one employee not given any of the training as he is a new trainee.
3) Which training you have attended?
65%
15%
10%
5% 5%
No. of Training Attended
2 to 4
5 to 8
8 to 10
More than 10
None
50%
10%
35%
5%
Training Method
On-the Job
off-the Job
Both
None
From the above diagram it is clear that only one yet not attended any training. Otherwise all
of them have attended Induction Training as well as Apprentice or technical or mechanical
training along with it.
4) What do you think which type of following training method is most effective to achieve
learning goals?
Out of 20 trainees 40% thinks that Laboratory Training is effective as they have to work in
plant so laboratory training will be safe and advantageous to them. 4 of them says classroom
training is effective.
5) Do you think training is effective for your growth?
15%
10%
20%
30%
0%
15%
5% 5%
Training Attended
Induction training
Apprentice Training
Technical Training
Mechanical Training
a and b
a and c
a and d
None
20%
10%
5%
15%
40%
10%
Effective method of Training
Classroom Training
Audio-video Training
Lectures
Role Play
Laboratory Training
On-Line Training
60% of trainees strongly agree on the point that the training is very effective for there
growth, 7 of them agree on the same. Only trainee is neutral on this point may be he has face
some situation which directed him to be neural.
6) Does training programme increase the chance of promotion?
Out of 20 trainees 60% are strongly agree on the point that training increases chances of
promotion as we get to know the job very well and gets hand full of experience. We can say
that almost 18 says it increases chance of promotion. Only two are of different opinions may
be because of some past experiences.
7) Does training programme improves efficiency at work?
60%
35%
5% 0% 0%
Effectiveness of Training
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
60%
30%
5%
5%
0%
Chance of Promotion
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
Above diagram clearly depicts that all the 20 trainees says that training improves the
efficiency at work to be done as we get idea of doing the job.
8) Training needs are identified accurately?
From the above chart it is clear that 12 employees says that the organization accurately
identify the need of training. 8 are of different opinion that they either disagree or selects to
be neutral.
75%
25%
0% 0%
Efficiency at Work
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
45%
15%
10%
20%
10%
Need Identification
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
9) Are you satisfied with the current training & Development programme of the
organization?
This question talks about the satisfaction level of trainees for the trainings given by RCF. It is
clearly mentioned in the pie-chart that 40% are highly satisfied and 35% are satisfied with
the training programme. Here also there is one person who chooses to be neutral and
remaining says that they are not satisfied up to the mark.
Overall we can say that the trainings taken at RCF are usefull for their employees as it brings
specialization of work and inturn productivity can be achieved.
SUGGESTIONS
40%
35%
5%
15%
5%
Satisfaction Level
Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
Importance of the training must enlightened among the new comers and inexperienced
workers.
The trainee can be motivated to use the programs more effectively in developing others.
Different methods can be adopted in a single program to maintain participation of workers.
Create a system to evaluate the development of training.
The efforts should be taken to motivate employees for participating in the training programs.
Innovative training techniques should be adopted to improve the effectiveness of training
programs and to keep the interests of the participants intact. If possible multiple training
techniques should be used.
The trainee should be provided with personal assistance when he encounters any obstacle in
the learning process.
As the trainee acquires new knowledge, skills, or attitudes and applies them in job situations,
he should be significantly recognized and rewarded for the same.
The trainee should be provided with regular feedback of his progress in training and
implementation of newly acquired skills.
Training ROI should be calculated to understand what cost company is incurring for an
employee and what the result in terms of productivity and profitability for the organization.
CONCLUSIONS
This study was a learning experience for me and I came to know the training and
development programs in Rashtriya Chemicals & Fertilizers Ltd. was positive in response but
still motivation is needed for employees to attend more & more training programs in the
organization as well as outside the organization.
Employee should know their strength & weakness so that they can work on it & improve
their knowledge & skills for the betterment of their organization.
It is found that training plays a crucial role in not only the development of employees but
also achieving the overall organizational goals.
Through the project work I came to know that employees of RCF Ltd are very satisfied
by the training provided to them and strongly agreed that after training their confidence,
knowledge & skills has developed a lot & it inturn resulted in their remarkable improvement in
performance.
In the last but not the least I conclude that all the training and development programs of
company are highly effective & beneficial to the employees in giving their best contribution to
their personal growth & development as well to meet the organizational objective.
BIBLIOGRAPHY & WEBLIOGRAPHY
Human Resources Management
- Aswathappa
Personnel and Human Resource Management
- P. Subba Rao
Human Resource Development
- U. B. Singh
Human Resource Training
- Biswajeet pattanayak
Employee Training and Development
-Raymond A. Noe
Trombay Process & Services by RCF
www.indianbusiness.nic.in
www.economywatch.com
www.moneycontrol.com
www.indiainfoline.com
http://fert.nic.in/
traininganddevelopment.naukrihub.com
QUESTIONNAIRE
Name : _______________________________________________
Designation : ___________________________________________
1. How many training programs you have attended?
a. 2 to 4
b. 5 to 8
c. 8 to 10
d. More than 10
e. None
2. Which type of training you were given?
a. On-the-job Training
b. Off-the-job Training
c. Both
d. None
3. Which training you have attended?
a. Induction Training
b. Apprentice Training
c. Technical Training
d. Mechanical Training
e. a & b
f. a & c
g. a & d
h. None
4. What you think which type of following training method is most effective to achieve learning
goals?
a. Classroom Training
b. Audio-video Training
c. Lectures
d. Role play
e. Laboratory Training
f. On-line training
5. Do you think training is effective for your growth?
a. Strongly agree
b. Agree
c. Neutral
d. Disagree
e. Strongly disagree
6. Does training programme increases the chance of promotion?
a. Strongly agree
b. Agree
c. Neutral
d. Disagree
e. Strongly disagree
7. Does training programme improves the efficiency at work?
a. Strongly agree
b. Agree
c. Neutral
d. Disagree
e. Strongly disagree
8. Training needs are identified accurately?
a. Strongly agree
b. Agree
c. Neutral