rsmm divya project

1 I take immense pleasure in thanking our Director Sir G.P Bisaria, Principal Dr. Mahendra Ranawat and our beloved Co-coordinator of Bachelor of Business Management Dr. Rajni Arora for having permitted me to carry out this project work. I wish to express my deep sense of gratitude to my Internal Guide, Mr. Dharmendra VijayVargiya, Rajasthan State Mines And Minerals Limited for his able guidance and useful suggestions, which helped me in completing the project work in time. Needless to mention other RSMML staff, which had been a source of inspiration and for their timely guidance in the conduct of our project work .Words are inadequate in offering my thanks to the Project Trainees and Project Assistants, RSMML for their encouragement and cooperation in carrying out the project work. ACKNOWLEDGEMENT

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Page 1: Rsmm Divya Project


I take immense pleasure in thanking our Director Sir G.P Bisaria, Principal

Dr. Mahendra Ranawat and our beloved Co-coordinator of Bachelor of

Business Management Dr. Rajni Arora for having permitted me to carry

out this project work.

I wish to express my deep sense of gratitude to my Internal Guide, Mr.

Dharmendra VijayVargiya, Rajasthan State Mines And Minerals Limited

for his able guidance and useful suggestions, which helped me in

completing the project work in time.

Needless to mention other RSMML staff, which had been a source of

inspiration and for their timely guidance in the conduct of our project

work .Words are inadequate in offering my thanks to the Project Trainees

and Project Assistants, RSMML for their encouragement and cooperation in

carrying out the project work.

Finally, yet importantly, I would like to express my heartfelt thanks to my

beloved parents for their blessings, my friends/classmates for their help

and wishes for the successful completion of this project.


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This report presents the research, findings and recommendations resulting from the project TRAINING AND DEVELOPMENT, supported by the RAJASTHAN MINES AND MINERALS LIMETED and guided by Mr. Dharmendra VijayVargiya. The objective was to compile and synthesize information on the status of the employed trainees appointed by various firms. In so doing, it lays the foundation for the development of an employee’s prospective of working in a company.

This report mainly emphasizes on the obstacles which are faced by the employee and which are reduced mainly by the Training and Development process which further proves to be a huge asses for the company’s economic and social well-being.

Training And Development helps the employee to overcome all those obstacles and helps him be a better person as a job doer and helps him become more efficient and effective in his job. It also helps him gain a huge confidence towards the work given and this PROJECT tells us about the variation by different people and to study the pros and cons of training and development program.

Training and Development can prove to be a huge asset to company as well in a way by helping its employee to become more focused towards the company’s wellbeing and to groom the employee in the task given to do it in the most efficient manner which further increases a company’s reputation and wealth on a wider horizon.

This report, and the project’s many associated components, provides a wealth of information about the training and development of people.




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I hereby declare that the project work entitled “TRAINING AND DEVELOPMENT” submitted to the BNPG Girls College, Udaipur is a record of an original work done by me under the guidance of Mr. Dharmendra VijayVargiya, Rajasthan State Mines And Minerals Limited, and this project work is submitted in the partial fulfillment of the requirements for the award of the degree of Bachelor in Business Management. The results embodied in this thesis have not been submitted to any other University or Institute for the award of any degree or diploma.

-- Divy

a Narayan BBM

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This project started off by knowing more about the company I was training in ‘RSMM’ and what the turnovers and the products are.

Then as the project progressed ahead, I was guided to know more about the entitle TRAINING AND DEVELOPMENT PROGRAM in RSMM.

I was asked do certain research about the program by visiting many sites and by knowing what an intern life is.

Making Questionnaires was the next step which contained general Multiple Choice Questions about HOW TRAINING AND DEVELOPMENT WAS CONDUCTED.

These Questionnaires were then distributed among the different departments of RSMM.

Varied results were the outcome of different individuals to whom these were distributed and a graphical analysis was represented as you shall see in the project.

This project was concluded by giving more knowledge to the reader about various things related to TRAINING AND DEVELOPMENT and suggestions were summarized.

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S. NO. CONTENT PAGE NO.A. Acknowledgement 1

B. Preface 2

C. Declaration 3

D. Project summary 4

Part 1st

1. Company profile 6-23

Introduction of company Products of company Board of directors Other activities Company performance


2. Training and development 24-49

Part 2nd

3. Research methodology 50-57

4. Data analysis & interpretation 58-73

5. Suggestions and conclusion 74-76

6. Annexure 77-81

7. Bibliography 82

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Rajasthan State Mines &Minerals


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In 1942 M/S natural science (India) Pvt. Ltd. (NSIPL), a Calcutta based company was granted 5 years lease to mine gypsum by the ruler of the erstwhile kingdom of Bikaner. In 1947 a long term lease granted to newly formed company called m/s BIKANER GYPSUM LTD (BGL). BGL was leased out to mine gypsum in the Thar or the Great Indian Desert. Following the discovery of the JamarKotra rock phosphate deposit in Udaipur district of rising rock phosphate on behave of the state in 1970. The magnitude of operation in JamarKotra and the need for development, the rock phosphate deposit on scientific lines led to the take over BGL by the govt. of Rajasthan on 1947. The name the company was changed from Rajasthan State Mines and Mineral Ltd. or RSMM. In April 1988, the govt. decided to grant a lease for rock phosphate mining to the company and RSMM became a full-fledged mining company in its own right.Rajasthan State Mines & Mineral moves the very earth with the technology. Harnessing it to excavate the finest minerals from beneath the surface. RSMM is constantly improving its technology to achieve the tasks more efficiently & cost- effectively. Aided by the peopleWho live by professionalism, & who find in productivity & growth the way to personal growth.

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Yet the company never fails to acknowledge the crucial relationship to its own milieu. Township, setting up medical facilities, developing water resources even deep in the deserts, & imparting harbinger of change. Simultaneously undertaking a forestation & soil conservation. To give back to the nature what was already hers: wellbeing. The future represents by new initiatives & investment & yet RSMM remains rooted in its value system.Continuity &change. Change& continuity. That is a nutshell. Rajasthan State Mines & Minerals Limited is one of the premier public sector enterprises of the Government of Rajasthan, primarily engaged in mining and marketing of industrial minerals in the State. The very objective of the company is to achieve cost effective technological innovations in the mining of minerals and to diversify into mineral based downstream projects. Apart from the above, the Company is also aiming at long term fuel supply to lignite based power projects, apart from setting up wind energy farms at Jaisalmer. This company is professionally managed and remains focused towards increasing productivity and growth

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On February, 2003, the o0ther public sector undertaking in mining sector, Rajasthan state mineral development corporation was merged with Rsmml. The merger made the new entity a formidable force in the mining sector of India. Lignite, gypsum and limestone sectors received tremendous boost in terms of huge deposits and establishment production processes. The company quickly resolved the issues emerged during the merger and started consolidating the mines spread in 8 district of Rajasthan.

Historical background of RSMML&RSMDC

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1965 1970 1975 1980 1985 1990 1995 2000 2005

BGL Incorporated 20.12.1947


Incorporated on 28.12.1974


Incorporated on 28.12.1974


Subsidiary 02.02.1977



RSMDC Incorporated on 27.09.1974


Subsidiary 22.11.1983




Incorporated on 20.02.2003



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The major activity of RSMML is the mining of Rock phosphate ore. It operates one of the largest and fully mechanized mines in the country at Jhamarkotra, 26 Kms. from Udaipur and Kanpur Group of Mines located 15 Kms. from Udaipur is upcoming as a second Rock phosphate complex in Rajasthan.

In India the economy being predominantly based on agriculture, the fertilizer production plays a pivotal role. Only about 35% to 40% of the requirements of raw material for phosphatic fertile production are being met through indigenous sources and the rest is met through import in the form of rock phosphate, phosphoric acid & direct fertilizers. In such a situation JamarKotra plays an important role by contributing 98% of rock phosphate production of India.

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RSMML is a State Government Enterprise involved with the work of development of Lignite deposit for mercantile sale in cement, textile, and brick kiln etc. industries and for the ultimate end use of power generation by open cast mining or underground lignite gasification.

RSMML at present is operating two lignite mines one at Giral in district Barmer and another at Kasnau-Matasukh in district Nagaur.

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High quality Limestone is a technological necessity for Steel Plants with the basic oxygen furnace technology where it is used as a flux. After the closure of limestone quarries at Dehradun by the historic judgment of the Hon’ble Supreme Court the limestone from Jaisalmer found enormous importance in the Steel Industry. It was the recommendation of the technical team constituted by Govt. of India in the year 1986 after assessing the various limestone deposits available in the country that the low silica limestone available from Jaisalmer is the best suited for use in the Steel Industry.


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Limestone Unit, Gotan is located near Village Gotan District Nagaur of the State Rajasthan. It is 90 Kms. from

Jodhpur. It is well connected with rail link on Jodhpur-Jaipur Broad Gauge Line.


The Fluorspar Unit, Bhinmal is located near town Bhinmal in District Jalore of the State. It is nearly 200 Kms. from Jodhpur on Jodhpur–Sanchore State Highway. The mining of fluorspar at Bhinmal was undertaken by the Company from its four areas in the year 1976.Here mineral fluorspar is deposited in the volcanic rocks found as vein-forms in the agglomerates as host rocks.

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Gypsum fulfills the demands of the cement industries and powder Gypsum is used by farmers as a direct fertilizer for reconditioning of alkaline soils for reducing alkalinity and improving crop production. Selenite is a naturally occurring crystalline form of high purity Gypsum and is used extensively in the ceramics industries and to manufacture surgical grade Plaster of Paris.

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BOARD OF DIRECTORSShri T Srinivasan IAS – Chairman

Chief Secretary to the Government of Rajasthan, Jaipur

Shri S Ahmed, IAS

Additional Chief Secretary to the Government of Rajasthan,

Department of Agriculture,Jaipur

Shri C.K. Mathew, IAS

Principal Secretary to the Government of Rajasthan,

Department of Finance Jaipur

Shri Sunil Arora, IAS

Principal Secretary to the Government of Rajasthan,

Department of Industries, Jaipur

Dr. Govind Sharma, IAS

Principal Secretary to the Government of Rajasthan,

Department of Mines &Petroleum, Jaipur

Dr. ShreematPandey, IAS

Principal Secretary to the Government of Rajasthan,

Department of Energy, Jaipur

ShriAkhilArora, IASManagingDirector, Udaipur

ShriAjitabh Sharma, IAS Director, DMG,UdaipurShri A.C. Wadhawan,Ex-CMD, Hindustan Zinc Ltd, New Delhi

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Environment and Safety

As a responsible corporate citizen, RSMML accords equal importance to ecological and social sectors. The company is concerned about not only the economic bottom-line reflected by the impressive performance on all quarters and higher profitability but also the benefits and impacts of our operations, processes and products on the environment and the health and safety of our employees and the community.

M/s National Safety Council (NSC), Mumbai was engaged by the company to carry out the safety audit of all the SBUs during the year 2005-06. A Comprehensive energy audit of all the units of the company has been carried out by Petroleum Conservation Research Association (PCRA).RSMML has constructed huge dam of 200 mcft. Fresh water storage capacity on JhamariRiver, which has helped in recharging the regional water table.

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Research and Development

The company has developed the organic fertilizer called Phosphate Rich Organic Manure (PROM) by using high grade rock phosphate with farm yard waste and other organic matter.

The company has put a major thrust on the R&D activities in the recent past and several new R&D projects have been taken up…..

*Research project taken up for development of fused Ca-Mg phosphate to utilize the vast reserves of low-grade ore of rock phosphate.

*Converting tailing rejects of IBP to Direct Application Fertilizer for Magnesium deficient soils.

*Research project taken up for possible commercial production of Bio-Diesel from Jetropha plant.

*Beneficiation of low grade gypsum for producing high grade 80% + material for cement industry.

*R&D efforts on apatite mineral to be used in jewelry and decoration.

*Company has started a Training and Consultancy Center at Jaipur, Rajasthan.

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Social Responsibility

As a responsible corporate entity committed to discharge its social obligations, RSMML has been contributing generously towards the development of the areas located near its mining sites and other areas of operation.

These contributions have been in the areas of –

o Medical & Health Care

o Drinking water

o Education

o Environment

o Development of village infrastructure

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Company Performance

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Rs. In millions

Indicator 2004-05 2005-06 2006-07 2007-08 2008-09

Total Revenue 5108.9 5411.6 5700.18 6364.12 9723.47

Profit Before Tax 1185.5 1418.9 1561.11 1867.51 1778.94

Profit After Tax 776.2 950.4 1024.04 1223.81 1206.76

Net Worth 2825.2 3553.4 4536.34 5576.95 6596.69

Capital Employed 3549.5 4111.8 5157.72 6349.33 7306.69

Contribution to State Exchequer

1163.5 1186.6 1123.66 1380.52 4071.55

Share Capital 775.5 775.5 775.5 775.5 775.5

Earning per Share 10.31 12.26 13.2 15.78 15.56

Output per Employee 2.37 2.53 2.68 3.14 5.09

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Growth indicator

Details 2006-07 2007-08

Total Revenue 57001.81 63641.22

Contribution to Exchequers 11236.60 13805.25

Cash Profit 19066.61 23003.59

Profit After Tax 10240.51 12238.06

Net Worth 45363.41 55769.49

Output per Employee 26.83 31.41

Basic and Diluted earnings per share 13.20 15.78

 *All data in the above table are in Rs. (Lac)

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In modern industrial organization, the need for training of employees is also widely recognized so as to keep the employees in touch with the new technological developments. Every company must have a systematic training program for the growth and development of its employees. It may be noted that term “training” is used in regards to teaching of specific skills, whereas the term “development” denotes overall development of personality of the employee.

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Training is important not only from the point of view of the organization, but also for the employees. Training is valuable to the employees because it will give them greater job security and an opportunity for advancement. A skill acquired through training is an asset for the organization and the employee.

CHANGING TECHNOLOGY. Technology is changing at a fast pace. The workers must learn new technology to make use of advance technology. Thus, training should be treated as a continuous process to update the employees in new methods and procedures.

QUALITY CONSCIOUS CUSTOMERS. The customers have become quality conscious and their requirement keep on changing. To satisfy the customer quality of product must be continuously improved through training of workers.

GREATER PRODUCTIVITY. It is essential to increase productivity and reduce cost of production for meeting competition in the market. Effective training can help increase productivity of the workers.

STABLE WORKFORCE. Training creates a feeling of confidence in the minds of the workers. It gives them a security at the work place. As a result, labour turnover and absenteeism rates are reducing.

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INCREASED SAFETY. Trained workers handle the machines safely. They also know the use of various safety devices in the factory. Thus, they are less prone to industrial accidents.

BETTER MANAGEMENT. Training can be used as an effective tool of planning and control. It develops skills among workers for the future and also prepares them for promotion. It helps in reducing the costs of supervision, wastage and industrial accidents. It also helps increase productivity and quality.

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Training is an organization activity for increasing the knowledge and skills of people for a definite purpose. It involves systematic procedures for transferring technical know-how to the employees so as to increase their knowledge and skills for doing specific jobs with proficiency. In other words, the trainees acquire technical knowledge, skills and problems solving ability by undergoing the training program.


Training involves the development of skills that are usually necessary to perform a specific job. Its purpose is to achieve a change in the behavior of those trained and to enable them to do their jobs better.

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Training means learning skills and knowledge for doing a particular job. It increases job skills.

The term ‘training’ is generally used to denote imparting specific skills among operative workers and employees.

Training is concerned with maintaining and improving current job performance. Thus, it has a short- term perspective.

Training is job centered in nature.

The role of trainer or supervisor is very important in training.

Development means the growth of an employee in all respect. It shapes attitudes.

The term ‘development’ is associated with the overall growth of the executives.

Executive development seeks to develop competence and skills for future performance. Thus, it has a long term perspective.

Development is career- centered in nature.

All development is ‘self-development’. The executive has to be internally motivated for self-development.


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From the above definition, we can state the objectives of training as follows:

To increase the knowledge of workers in doing specific jobs. To impart new skills among the workers systematically so that

they learn quickly. To bring about change in the attitude of the workers towards

fellow workers, supervisor and the organization. To improve the overall performance of the organization. To make the workers handle materials, machines and

equipment efficiently and thus to check wastage of time and resources.

To reduce the number of accidents by providing safety training to workers.

To prepare workers for higher jobs by developing advanced skills in the.


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A systematic training program offers the following advantages to a company:

1. It helps in improving the quality and quantity of a workers output.

2. It enables the workers to make the most economical and best use of material and equipment. This reduces spoiled work and damage to machinery.

3. It develops in the workers effective work habits and methods of work, thereby reducing the accident rate and the need for close supervision.

4. It gives a sense of satisfaction to the workers and makes him feel that he is being properly cared for. As a result, a worker’s morale and his relations with superiors improve.

5. It instructs the workers towards better job adjustment and reduces the rate of labour turnover and absenteeism.

6. It helps the bright but slow- thinking employee to formulate his goals.

7. It facilitates promotion of workers to higher jobs and increase their market value and earning power.


1) Induction or orientation training.

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2) Job training.3) Apprenticeship training.4) Internship training.5) Refresher training or retraining.6) Training for promotion.


Induction is concerned with introducing or orienting a new employee to the organization and its procedures, rules and regulations. With a new employee reports for work, he must be helped to get acquainted with the work environment and fellow employees.


Job training relates to specific job which the worker has to handle. It gives information about machines, process of production, instruction to be followed, and methods to be used and so on. It develops skills and confidence among the workers and enables them to perform the job efficiently.


Apprenticeship training program tends more towards education than merely on the vocation training. Under this, both

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knowledge and skills in doing a job or a series of related jobs are involved. The governments of various countries have passed laws which make it obligatory on certain classes of employers to provide apprenticeship training to the young people.


Under this method, the educational or vocational institute enters into arrangement with an industrial enterprise for providing practical knowledge to its students. Internship training is usually meant for such vocational where advanced theoretical knowledge is to be backed up by practical experience on the job.


As the name implies, the refresher training is meant for the old employees of the enterprise. The basic purpose of refresher training is to acquaint the existing workforce with the latest methods of performing their jobs and improve their efficiency further. In the words of DALE YODER “retraining programmers are designed to avoid personnel obsolescence.”


The talented employees may be given adequate training to make them eligible for promotion to higher jobs in the organization. Promotion of an employee means a significance

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change in responsibility and duties. Therefore, it is essential that he is provided sufficient training to learn new skill to perform his new duties efficiently.


The various methods of training may be classified into the following categories:

I. On- the- job training.II. Vestibule training.

III. Off- the- job training.

• On- the- job training (at the place of work)I. CoachingII. UnderstudyIII. Position rotation• Vestibule training (adapted to the environment at the place of work)• Off- the- job training (away from the place of work)

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i. Special lectures-cum-discussionii. Conferenceiii.Case studyiv.Sensitivity trainingv. Special projectsvi.Committee assignments.


On- the- job training is considered to be the most effective method of training the operative personnel. Under this method, the worker is given training at the work place by his immediate supervisor. In other words, the workers learn in the actual work environment. It is based on the principle of “learning by doing”. On- the- job training is suitable for imparting skills that can be learnt in a relatively short period of time. It has the chief advantage of strongly motivating the

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trainee to learn. It is not located in an artificial situation. It permits the trainee to learn on the equipment and in the work- environment. On- the- job training methods are relatively cheaper and less time consuming.

There are 3 methods of on- the- job training described below:

COACHING: under this method, the supervisor imparts job knowledge and skills to his subordinate. The emphasis in coaching or instructing the subordinate is on learning by doing.

UNDERSTUDY: the supervisor gives training to a subordinate as his understudy or assistant. The subordinate learns through experience and observation.

POSITION ROTATION: The purpose of position rotation is to broaden the background of the trainee in various positions. The trainee is periodically rotated from job to job instead of sticking to one job so that he acquires a general background of different jobs.


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The term “vestibule training” is used to designate training in a class-room for semi- skilled jobs. It is more suitable where a large number of employees must be trained at the same time for the same kind of work. Where this method is used, there should be well qualified instructors in charge of training program. It is frequently used to train clerks, machine operators, typists etc. Vestibule training is adapted to the general type of training problem that is faced by in- the- job training. OFF- THE- JOB TRAINING:It requires the workers to undergo training for specific period away from the work- place. Off- the- methods are concerned with both knowledge and skills in doing certain jobs. The workers are free of tension of work when they are learning:

There are several off- the- job methods of training and development as described below:


Training through special lectures is also known as class room training. It is more associated with imparting knowledge than with skills. The special lectures may be delivered by some executive of the organization or specialist from vocational and professional institute.

CONFERENCE TRAINING: A conference is a group meeting conducted according to an organization plan in which

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the members seek to develop knowledge and understand by oral participation. It is an effective training device for person in the positions of both conference member and conference leader.

CASE STUDY: The case method is a means of stimulating experience in the classroom. Under this method, the trainees are given a problem or case which is more or less related to the concepts and principles already taught. They analyses the problem and suggest solution which are discussed in the class.


The training program is an integral part of human resource management. It consists of following inter- related steps:

1. Identification if training needs.2. Setting training objectives.3. Organization of training.4. Evaluation of training outcomes or results.

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Identification of training needs Organizational analysis Task analysis Human resource analysis

Setting training objectives

Organization of training program

Trainee and instructor Period of training Training methods and material

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Evaluation of training results

1. IDENTIFICATION OF TRAINNG NEEDS: The technological changes taking place is the main cause of identification of the training needs in an organization. Earlier the people were acquiring training through apprenticeship and vocational courses, which are not sufficient in the modern era of industrialization. More information could be obtained from the organization human resource plan. While preparing plans, the current skills with expected needs for future should be kept in mind and the deficiencies be highlighted. The gaps between the existing and required levels of knowledge, skills, performance and attitudes should be specified.

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Training needs can be identified through the following types of analysis:

I. Organization analysisa) Analysis of objectives.b) Resources utilization analysis.c) Climate analysis.

II. Task analysis.III. Human resource analysis.

2. SETTING TRAINING OBJECTIVES: Once the training needs are identified, the next step is to set training objectives in concrete terms and to decide the methods to be adopted to achieve these objectives. The overall aim of any training program is to increase organizational effectiveness.

3. ORGANIZARION OF TRAINING PROGRAM: every training program includes trainees, trainers, a training period and training material. These constituents of training are discussed below:a) Selection of the trainees.b) Preparation of the instructor.c) Determination of training period.

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d) Training methods and materials.

4. EVALUATION OF TRAINING: Training is indispensable for both the organization and the individuals working therein. It is very costly and time- consuming process. It is essential to determine its effectiveness in terms of achievement of specific training objectives. Individual like to know how much they learnt or how well they are doing.


Training effectiveness is the degree to which trainees are able to learn and apply the knowledge and skills acquire during the program. It is influenced by the attitudes, interests, valued and expectations of the trainees and the training environment. The following criteria may be used to measure the effectiveness of training:

I. Reactions.II. Learning.

III. Behavior.IV. Results.

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The development of executives or managers has become one of the most important and complex tasks of personnel management. Tremendous emphasis has been given to it’s since the end of the Second World War and it has been named as the “management revolution” because a sudden dramatic change took place in the area of management development. There is recognition that qualified executives needed throughout the industry do not just emerge from labour-force without consciously planned action on the part of the organization. Good organization selects the talented employees and develops an inventory of management skills for use in the future.

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Executive or management development consists of all activities by which executives learn to improve their behavior and performance. It is designed to improve the effectiveness of managers in their present jobs and to prepare them for higher jobs in future.

According to Chhabra, Ahuja and Jain, “management development is the process by which managers acquire not only skills and competencies in their present jobs but also capabilities for future managerial tasks of increasing difficult and scope”. Thus executive development denotes planned efforts to improve current and future performance of the organization.



NATURE OF EXECUTIVE DEVELOPMENT: The broad features of management development are as follows:

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1. EDUCATIONAL PROCESS: development is more akin of education than it is to specific training skills. Thus, a manager cannot be developed only by taking a course, attending lectures and conferences, job rotation assignments and the like.

2. BEHAVIOURAL CHANGE: executive or management development is a planned process of learning and growth designed to bring behavioral change among the executives.

3. SELF- DEVELOPMENT: managers develop themselves by participating in training courses organized by the organization. They also make use of actual job experience in learning new behaviors.

4. CONTINOUS PROCESS: executive development is an ongoing or never ending exercise rather than a one shot affair. It continues throughout an executive’s career because there is no end to learning.


The objectives of management or executive development program of any business concern are: To increase the overall knowledge and conceptual and

decision- making skills of executive. To improve the performance of managers in their present

position. To ensure an adequate reserve of capable well- trained

managers for future needs.

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To influence the behavior of workers through the executives. To introduce change in the organization by developing

executives into change agents or facilitators. To prevent obsolescence of executives by providing them

opportunities for updating their knowledge and skills.


On- the- job method off- the- job method

ON- THE- JOB METHODS: The main feature of on- the- job method is to increase the ability of the executives to work while performing their duties. They aim at exposing the trainees to the real work situation. Generally, support is provided by immediate superior in the conduct of these development programmers.

On- the- job methods include:

a. On- the- job coaching.b. Understudy.c. Job rotation.

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d. Multiple management.e. Committee assignments.

OFF- THE- JOB METHODS: The focus in off- the- job method of development is to improve general behavioral and decision making skills of the executives whereas the emphasis of on- the- job method does not contain such a heavy dose of references to the particular job. They are relatively more general. Those methods include:

a. Special coursesb. Special projects c. Conference trainingd. Sensitivity traininge. Role playingf. Programmed instructiong. Simulation techniques which include:

I. In- basket,II. Case study

III. Management gamesh. Transactional analysis.

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Organization development is a long- term strategy which focuses on the whole culture of the organization in order to bring about planned changes. It seeks to change belief, attitudes, values and structure- in fact, the entire culture of the organization- so that the organization may better adapt to technology and live with the place of change.

According to R. Beckhard,” organization development is an effort

1. Planned

2. Organization wide

3. Managed from the top

4. To increase organization effectiveness and health

5. Through planned interventions in the organization’s processes, using behavioral science knowledge.

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The benefits of organization development are as follows:

1. It provides opportunities for people to function as human being rather than mere resources in the productive process.

2. It gives each member of organization opportunities to develop to his full potential.

3. It seeks to make the organization more effective in meeting all its goals.

4. It tries to create an environment that supports exciting and challenging work.

5. It gives people the chance to influence how they relate to work, the organization and the work environment.

6. It treats each human being as a person with a complex set of needs, all of which are important in his work and life.


The major steps in OD explained below:1. DIAGNOSIS OF THE PROBLEM: OD program starts

with the identification of the problem in the organization. Analysis of various symptoms- both overt and convert- may help in identifying the problem. Diagnosis of a problem will provide its causes and determine the nature of future action needed.

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2. PLANNING STRATEGY FOR CHANGE: Many firms employ management consultant to suggest strategy for change. The management consultant or OD practitioner should attempt to transform diagnosis of the problem into a proper action plan involving the overall goals for change. Determination of basic approach for attaining these goals and the sequence of detailed scheme for implementing the approach.

3. PREPARATION OF CHANGE AGENTS: Change is to be introduced with the help of change agents who act as catalysts or facilitators of change in the organization. A change agent is a pace setter in the process of organization development.

4. IMPLEMENTING THE CHANGE: Although it is simple to identify change after it has occurred, it is very difficult to influence the direction of change while it is under way. Planning and implementation of change are interdependent. The way in which a change is planned has an important impact on the way in which it is carried out; and conversely, the problem in implementing change have also an impact on the modification of change plan.

5. EVALUATION: OD is a very long process. So there is a great need for careful monitoring to get precise feedback regarding what is going on after the OD program starts. This will help in making suitable modification wherever necessary.

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Research is a common parlance refers to a search for knowledge. Research is an art of scientific investigation. “a careful investigation or inquiry specially through search for new facts in any branch of knowledge.” Some people consider research as a movement, a movement from the known to unknown. We all possess the vital instinct of inquisitiveness for, when the unknown confronts us, we wonder and our inquisitiveness makes us probe and attain full and fuller understanding of the unknown. This inquisitiveness is the mother of all knowledge and the method, which man employs

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for obtaining the knowledge of whatever the unknown, can be termed as research.

Research is an academic activity and as such the term should be used in a technical sense. According to Clifford woody research comprises defining and redefining problems, formulating hypothesis or suggested solutions; collecting, organizing and evaluating data; making deduction and research conclusions; and at last carefully testing the conclusion to determine whether they fit the formulating hypothesis

It is the pursuit of truth with the help of study, observation, comparison and experiment. In short, the search for knowledge through objective and systematic method of finding solution to a problem is research. The systematic approach concerning generalization and the formulating of a theory is also research.


The purpose of research is to discover answers to question through the application of scientific procedure. The main aim of research is to find out the truth which is hidden and which has not been discovered as yet. Through each research study has its own specific purpose, we may think of research objectives as falling into a number of following broad grouping:

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To gain familiarity with a phenomenon or to achieve new insights into it

To portray accurately the characteristics of a particular individual, situation or a group

To determine the frequency with which something occurs or with which it is associated with something else

To test a hypothesis of a causal relationship between variable

Research process

Define research problem

Review concepts and theories

Review previous research findings

Formulate hypothesis

Design (including sample design)

Collect data

Analysis data (test



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Analysis data (test



F= feed back

FF= feed forward

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“Training and development program in RSMML”

Objective of the study

To know about what is the process or method adopted by RSMM for training and development program.

To get to know that training and development program is beneficial for employees.

Is training provide for all level employees. Training is helpful for greater productivity and success of the

organization. Is executives are satisfied by the organization development and

executive development they get. Is training and development methods are changed according to

the changing environments & techniques. Are the trainees benefited after getting training? The training program held in the organization helpful for the

organization to increase the productivity and the efficiency among the employees.

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The research pertains to the study of theoretical and practical aspects of training.

The research comprises of the view of the employees and executives of RSMML.

Approach of study

To conduct research study on training and development primary data is collected and questionnaire is given to executives & workmen of RSMML.

To analyzed and make interpretation of data which is collected and give suggestions on the topic.

Research methodology

Research methodology is a way to systematically solve the research problem. It may be understood as a science of study how research is done scientifically. in it we study the various steps that are generally adopted by researcher in studying his research problem along with the logic behind them.

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Descriptive research design

Descriptive research designs are concerned with describing the characteristics of a particular individual, or of a group. In descriptive research, the researcher must be able to define clearly, what he want to measure and must find adequate methods for measuring it along with a clear cut definition of “population” he wants to study.

Process of research on TRAINING AND DEVELOPMENT


Sample Size- 21

Research design definition:-

A research design is the basic framework, which provides

guidelines for the rest of research process. It is a map or

blueprint according to which the research is to be conducted.

The research design specifies the methods for data collection

and data analysis.

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Data collection methods: -

The data collected was of 2 types:

* Primary Data * Secondary Data

Different methods were used to collect both primary and

secondary data.

1. Primary data collection : -

The method for this category were –

a. Observation

b. Interviewing

2 .Secondary Data Collection: -

Secondary data is also collected through questionnaire distribution and get responses from employees for data analysis.

Information is collected from employees about whole process of performance appraisal and what are the basic needs is required from an individual employee of the company. After collecting the data further steps are taken.

Some others are:-

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Data analysis : -

What all data was collected from employees was used to obtain

material information. The statistical techniques of classifying

and tabulating of data was used to interpret useful data. The

entire question was analyzed simultaneously and ten

conclusions were made.

Report formation : -

It was the final stage of the project formulation. The collected

data, which was analyzed and interpreted, was now

systematically arranged and henceforth printed in the form of a

report in a clear and understandable format.

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Sample size=21

The topic of study training and development and to collect data 21 questionnaire is distributed in employees. And analysis is made as below:

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1. The induction program of your organization is:



S. no Option No. of employeesA Structured and

formal type7

B informal type 14Total 21

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33% employees said that induction program is structured and formal type. 67% said that informal induction program is conducted. So, in RSMML mostly structured and informal type of induction program is done.

2. What is the main purpose for training in your organization?

A B C D0







RESULT option No. of employeesA Greater productivity 10B Stable work force 5C Increased safety 2D Better management 4Total 21

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48% of employees said that the main purpose of training is to gain greater productivity. 24% said that stable work force is main purpose. 19% said that better management is main purpose for training. And the least 9% employees are in favor that increase safety is main purpose. So greater productivity is more important in RSMML.

3. Is the training mandatory for all level of employee? option No. of employeesA Yes 11B No 10Total 21

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52% said that training is mandatory is for all level of employees and 48% said that it is not for all level of employees.

4. On what basis is the training need analysed in your organisation?



9.4 9.6 9.8 10 10.2 10.4 10.6 10.8 11 11.2


result Option No. of employeesA Employee performance 6B Performance counselling 2C Competency framework 1D Need based. 12Total 21

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57% said that training needs are analysed on their own need. 29% said training is given to employees on their past performance. 9% said after performance counselling training need is analysed. And 5% said that competency framework is the basis for analysis the training needs.

5. Training is provided to employees in your organisation to enhance their:



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A B C D0










RESULT Option No. of employeesA Technical skills 5B Soft skills 0C Both 1 and 2 14D Any other area, please


Total 21

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67% of employees said that technical and soft both the skills are enhanced by training program. 24% of employees said that only technical skills are enhanced. 9% are said that other than technical and soft skills are enhanced. So in RSMML technical and soft skill are at the main priority.

6. If you provided training in soft skills, what are the different types of behaviour training programmes offered to employees? (Tick /mark wherever applicable) Option No. of employeesA Communication skills 6B Interviewing skills 5C Assertiveness 4D Creativity 4E Culture sensitivity 1F Ant other, please specify 1Total 21

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28% of employees said that communication skills are offered to employees. 24% of employees said that interviewing skills are provided in different types of behaviour training programs. 19% of employees said that assertiveness and creativity is offered to employees. 5% of employees said that culture sensitivity and other behaviour training program is offered to the employees.

7. Generally, what are the different methods adopted by your organisation to train the employees? Option No. of employeesA Web – based 0B On the job training 8C Class room training 5D Both web- based and

class room7

E Any other, please specify 1Total 21


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38% of employees said that on the job training is adopted by the organization for training program. 33% of the employees said that both web based and class room training is provided in organization. 24% of employees said that class room training is given to the employees. 5% of employees said that other type of training program adopted by the organization.

8. Effectiveness of training program in your organisation is normally evaluated by…

A B C D E012345678


RESULT Option No. of employeesA Observing the post training

performance of employees8

B Reaction/ feedback of the trainees


C Determining ROI 5D Any other methods please


Total 21

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38% of employees said that effectiveness of training program is evaluated by observing the post training performance of the employees. 28% of employees said that training effectiveness is evaluated by reaction/ feedback of the trainees. 24% of employees said that training effectiveness is evaluated by determining ROI. 10% of employees said that other methods are adopted for evaluate effectiveness of training

9. Does all the candidates judged fairly or unfairly? Option No. of employeesA Fair 18B Unfairly 3Total 21



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86% of the employees are agreed that all candidates are judged fairly. 14% of the employees said that candidates are judged unfairly. So in RSMML candidates are judged fairly.

10. What is the main purpose for development programme in your organization?


ABCDEF Option No. of employeesA Job knowledge 4B Organization knowledge 2C Decision making skills 5D General knowledge 3E Interpersonal skills 4F Specific individual needs 3Total 21

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24% of employees said that increasing decision making skills is the main purpose for development program. 19% of the employees said that to increase job knowledge and inter personal skills is the main purpose. 14% of employees said that increase general knowledge and specific individual needs is the main purpose of conducting development program. 10% of employees said that organization knowledge is the purpose of development.

11. What are the different methods adopted for development programme? Option No. of employeesA Under study 4B Job rotation 2C Special courses 4D Case study 3E Role play 2F Special projects 6Total 21

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28% of employees said that special projects are given to the employees for development. 19% said that under study and

A B C D E F0










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special courses is adopted in development program. 14% said that case study is the appropriate method of development. 10% said that job rotation and role play method id used for development.

12. In your company what type of development programme is conducted? Option No. of employeesA Executive development 7B Organization


C Both a and b 4Total 21



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48% of employees said that organization development program is conducted. 33% said that executive development program is conducted. 19% said that both executive development and organization development program is conducted in the company.

13. Is development programme helpful in increasing your skills and abilities?


YESNO Option No. of employeesA Yes 12B No 9Total 21

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57% of employees are agreed that development program is helpful in increasing their skills and abilities. 43% are dissatisfied by the development program.

14. Is training and development programme beneficial for employees to increase competency among them? Option No. of employeesA Most beneficial 5B Beneficial 10C Less beneficial 4D Not beneficial 2Total 21

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48% of the employees said that development program is beneficial to increase their competency among them. 24% said that development program is most beneficial in the organization. 19% said that development program is less



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beneficial for them. 10% said that development program is not beneficial.

15. How evaluation of training and development being done?

A B02468



RESULT Option No. of employeesA Reaction evaluation 15B Outcome evaluation 6Total 21

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71% of the employees said that reaction evaluation is done to evaluate training and development program. And 29% said that outcome evaluation is being done.


Informal type of induction program is also conducted in the organization so the employees can feel comfortable and they can easily express their view.

The training should also be provided in the organization for better management and to increase safety so, they can give their 100% in work & work will done more efficiently.

Training will provide for all levels of employees to create more competency ability in them.

Training is given to the employees on the basis of their performance and task achievement. And time to time evaluation is made so that necessity of training is identified.

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By providing well-structured and high level training to the executives and higher level employees we can create better management and well trained employees for the success of the organization.

In modern technical era web- based and technical training is provided that employees can also compete with other international companies.

Better measures will adopt in the organization for evaluate effectiveness of the training so that we can identify the provided training method is correct or not.

In RSMM mostly development program provide to enhance job knowledge and decision making skills among with that organizational knowledge and inter personal skills are also enhanced for increase abilities and adaptation of the organization in employees.

Special projects and case study are given to the employees for the development program because it is more practical and helpful in practical problems they faced in their job work.

Development program is well designed so that the effectiveness of managers in their present jobs is improve and to prepare them for higher job in future.

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The primary goal of this report is to identify action initiatives that make up TRAINING AND DEVELOPMENT in order to foster a responsive university climate where all faculties are valued equally and treated with respect.

We essentially learn from this project how TRAINING AND DEVELOPMENT can make an intern best known in his job without doing any mistakes which would turn harmful for company’s asset.

To conclude with the words of one faculty member interviewed for the Project: "Don't let this Millennium Project sit in a big folder and not be acted upon!"

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1. Name: ……………………………………………………..2. Designation: ……………………………………………..3. Department: ……………………………………………..4. Pay scale: ………………………………………………….5. Joining date: ……………………………………………


1. The induction program of your organization is of:a. Structured and formal typeb. Informal type

2. Is the training mandatory for all level of employees?Yes …….. No ……

3. On what basis is the training need analysed in your organization?a. Employee performanceb. Performance counsellingc. Competency frameworkd. Need based.

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4. Training is provided to employees in your organization to enhance their:a. Technical skillsb. Soft skillsc. Both a and bd. Any other area, please mention

5. If you provide in soft skills, what are the different types of behavioural training programmes offered to employees? (Tick or mark wherever applicable)?a. Communication skills b. Interviewing skillsc. Assertivenessd. Creativitye. Culture sensitivityf. Any other, please specify

6. Generally, what are the different methods adopted by your organization to train the employees?a. Web- basedb. On- the- job trainingc. Class roomd. Both web- based and classroom.e. Any other, please specify.

7. Effectiveness of training program in your organization is normally evaluated by…..

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a. Observing the post training performance of employeesb. Reaction/ feedback of the traineesc. Determining ROI d. Any other method, please specify.

8. Does the entire candidate judged truly and fairly?Truly …... fairly …….

9. What is the main purpose for training in your organization?a. Greater productivityb. Stable work forcec. Increased safetyd. Better managemente.

10. What is the main purpose for development program in your company?a. Job knowledgeb. Organization knowledgec. Decision making skillsd. General knowledgee. Interpersonal skillsf. Specific individual needs

11. What are the different methods adopted for development program?

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a. Under studyb. Job rotationc. Special coursesd. Role playe. Special projects

12. In your company what type of development program is conducted?a. Executive developmentb. Organization developmentc. Both a and b

13. Is development program helpful in increasing your skills and abilities?a. Yesb. No

14. Are training and development beneficial foe employees to increase competency among them?a. Most beneficial

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b. Beneficialc. Less beneficiald. Not beneficial

15. How evaluation of training and development being done?a. Reaction evaluationb. Outcome evaluation.

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