Effectiveness of Training & Development in Bhusan Power & Steels Ltd.

EXECUTIVE SUMMARY

In todays scenario, change is the order of the day and only way to deal with it is to learn & grow. Every organization needs to have well trained & experienced people to perform the activities that have to be done. If current or potential job occupancy can meet these requirements, trainings not important. When these not the case, it is necessary to raise the skill levels & increase the versatility & adaptability of the employee. The entire project talks about the Training & Development in theoretical as well as new concepts, which are in trends now at BPSL.

The core objective of the internship is to fulfill the requirement of the MBA program as prescribed by the KIIT School of Management. The present study is undertaken to know the effectiveness of training and development programs adopted by Bhushan Power & Steel Ltd. (BPSL), Sambalpur Unit, Odisha. To achieve the aforesaid objectives data is gathered from 100 respondents randomly. It is found that the most of the employees are satisfied with training and development programs adopted by BPSL and the training and development programs helping employees to increase their efficiency in their job.

I was assigned on this eight week of internship period was to assist in the Training & Development activities and SIP survey was the last task I was assigned during my Internship program. As an intern, I realized that I was successful to gather a lot of significant learning experiences which would be helpful in my future career. The HR department of BPSL offered me ample space and opportunities, not only to learn but also to exhibit my skills as a HR team member. It was commendable to see how wholeheartedly they welcomed, acknowledged and appreciated new ideas and knowledge. I have provided few recommendations based upon my understanding and knowledge.

In a rapid changing society employees training is not only an activity that an organization must commit resources if it is to maintain a viable & knowledgeable work force. Employee have become central to success or failure of an organization, so it is high time the organization realize that train & retain is the mantra of the new millennium.INTRODUCTION1.1. BACKGROUND OF THE COMPANY

Bhushan Power & Steel Limited (BPSL) is a fully integrated 3.5 Million TPA Steel Making Company. The Company is certified to ISO 9001:2008 & TS-16949 Quality Standards, ISO 14001:2004 Environment Management Standards and OHSAS 18001:2007 (Occupational Health & Safety Standards).

BPSL is a leading manufacturer of flat and long products and have state-of the-art plants at Chandigarh, Derabassi, Kolkata and Orissa in India. These plants manufacture value added products covering entire steel value chain right from Coal Mining to manufacturing Pig Iron, DRI, Billets, HR Coils, CR Coils, GP/GC Sheets, Precision Tubes, Black Pipe/GI Pipe, Cable Tapes, Tor Steel, Carbon and Special Alloy Steel Wire Rods and Rounds conforming to IS and international standards.

The Company have successfully commissioned a 3.5 Million TPA Greenfield Steel and Power Plant in Orissa with HR Coil making facility - First in Private Sector in the State of Orissa. For this plant, technology and equipments were sourced from leading world-renowned companies viz., Lurgi, ABB Ltd., SMS Siemag, SMS Meer Danieli, LOI Tenova, Kocks etc. BPSL has a wide marketing network in both India (comprising 35 sales offices) and abroad for selling its value added product range.

The rock-solid foundation combined with continuous upgradation and innovation has enabled the Company to surpass its goals constantly. BPSL's end-to-end portfolio has enabled it to offer a wide spectrum of products at superior quality consistently surpassing customers' specifications. In addition to export thrust, BPSL cater to the domestic steel requirements of fast-growing sectors like automotive, white goods, construction / infrastructure, furniture, fasteners, telecommunication, power etc.

With a view to make its presence in a big way in Special Alloy Steel Long Product business, BPSL has commissioned a most modern state of the art Wire Rod-cum-Bar Mill and is commissioning a host of down stream finishing facilities viz., Heat Treatment facilities, Bright Bar manufacture etc.1.1.1. MISSION & VALUESBPSL mission is to achieve clear identity and leadership globally in Steel production and distribution by integration of complete chain of production starting from captive iron ore to end user Steel products.

Bhushan Power & Steel Ltd. are guided by the followingvalues-

Quality- To be the best in quality and achieve excellence. Technology- State of the art technology and product enrichment by continuous Research and Development. Customer Friendly- Undertake customized products with values addition and enhancement. Corporate Governance- Comply with all applicable laws and regulations and believe in maintaining clean environment and conservation of natural resources. BPSL also contribute towards betterment of their staff and provide them with best of facilities. Environment Protection and Practice- Adopting and implementing pollution control measures as a matter of policy.

1.2. BACKGROUND OF THE PROJECT

1.2.1. HUMAN RESOURCE MANAGEMENTHuman Resource Management is concerned with all aspects of managing the human resources of an organization. According to Likert, Every aspect of firms activities is determined by the competence, motivation and general effectiveness of its human organization. Of all the tasks of management, managing the human component is the central and most important task because all depends upon how well it is done. This quotation sums up the importance of human component in an organization and need for managing it effectively. Human Resource Management has been defined by various eminent authors. Some of them are mentioned: The policies and practices needed to carry out the people or human resources aspects of a management position including recruiting, screening, training, rewarding and appraising.1.2.2. TRAINING AND DEVELOPMENT

We live in an information age today, and organizations are routinely valued not just on their physical but on their intellectual capital. Training is one of the chief methods of maintaining and improving intellectual capital, so the quality of an organizations training affects its value.According to Edwin B. Flippo, Training is the act of increasing the knowledge and skills of an employee for doing a particular job.In simple terms, Training and Development refers to imparting specific skills, abilities & knowledge to an employee.

A formal definition of Training and Development is, it is any attempt to improve current or future employee performance by increasing an employees ability to perform through learning, usually by changing an employees attitude or increasing its skills or knowledge.OBJECTIVES & SCOPE2.1. PROJECT OBJECTIVES To study the impact of training and development on overall productivity of the organization. To know the satisfaction level of employees regarding training. To analysis the perceived effectiveness of training and development provided by BPSL. To evaluate the impact of the training programme on employee job performance.

2.2. NEED OF THE STUDY

The need for improved productivity in organization has become universally accepted and that it depends on efficient and effective training. Training is very important for employees in doing the job and it improves the performance and skills. Training strongly influences the productivity, efficiency, innovative ideas and complete knowledge about the job. However, the needs for organizationsto embark on staff development programme for an employee has become obvious. Absence of these programme often manifest tripartite problems of incompetence, inefficiency and ineffectiveness. So training and development aim at developing competences such as technical, human, conceptual and managerial for the furtherance of individual and organization growth which makes it a continuous process.2.3. SCOPE OF THE STUDY

In this survey, the emphasis is to identify the perceived effectiveness of training programme among the employees in BPSL. This extends to enable the management to conduct better training programmes and to adopt new methods of training programme.

THEORETICAL PERSPECTIVETraining and Development Human resources, are the most valuable assets of any organization, with the machines, materials and even the money, nothing gets done without man-power. The effective functioning of any organization requires that employees learn to perform their job sat a satisfactory level of proficiency. Here is the role of training. Employee training tries to improve skills or add to the existing level of the knowledge so that the employee is better equipped to do his present job or to prepare him for higher position with increased responsibilities. However individual growth is not an end itself. Organization growth needs to be meshed with the individuals growth. So training can be defined as: Training is a systematic development of the knowledge, skills and attitudes required by employees to perform adequately on a given task or job.Training is organizational effort aimed at helping employees to acquire the basic skills required for the efficient execution of the functions for which they are hired. Development, on the other hand, deals with activities undertaken to expose employees to perform additional duties and assume positions of importance in the organizational hierarchy.

The development of individual and teams through training is important for the achievement of long term goals of the organization. The existing favourable conditions and the rate at which it is expected to grow the industry sector require large number of trained and well groomed employees. Any attempt which undermines the importance of training could adversely affect the quality of service provided and in turn becomes detrimental to the business itself. Hence it is significant not only to identify the training needs of this sector but also the appropriate mode of training.Training makes a very important contribution to the development of the organization human resource and hence to the achievement of its aims and objectives. To achieve its purpose training needs to be effectively managed so that right training is given to the right people in the right form at the right time and at the right cost.

3.1. TRAINING AND DEVELOPMENT OBJECTIVES:

Training objectives are formed keeping in view companys goals, objectives.

To prepare the employees both new & old to meet the present as well as changing requirement of job &organization.

To impart to the new entrance the basic knowledge & skill needed for the performance of a definite job.

To assist employees to function more effectively in their present position by exposing them to latest concept information &techniques & developing the skills sets that may need further.

To develop the potentialities of people towards the next level of the job.

To ensure smooth & efficient working of department.

To bridge the gap between existing performance ability & desired performance.

To improve organizational climate since an endless chain of positive reaction can result from a welfare training program.

3.2. IMPORTANCE OF TRAINING & DEVELOPMENTThe benefits of training like Better performance, Employee Development, Personal Growth, Less Supervision and High moral clearly shows and its importance are: Optimum utilization of resources

Development of skills of employee

Productivity

Team spirit

Quality3.3. TRAINING & DEVELOPMENT PROCESSAs we have already discussed the concept of training and development in detail, let us now go through the six steps in the training process. All those involved in training need to be aware of the key stages in the training process often referred to as the training cycle:

TRAINING & DEVELOPMENT PROCESS

TRAINING AND DEVELOPMENT IN BPSLTraining plays a vital role in every organization whether it is a manufacturing or a service sector. It has a comprehensive place in the activities of the organization. BPSL helps in improving the skills to higher levels and leads to the important in the performance of the job by the individual. Training is a learning process and it enhances the individuals to perform the job better.

4.1. PURPOSE a) To assess the competency level of employees with respect to knowledge, skill and attitude in their respective areas of work in reference to the desired professional capabilities

b) To identify the training needs of employees and facilitate for providing required training through on-the-job training and off-the-job training.c) To asses the effectiveness of training on job behavior.

d) To motivate the employees for their role in the company and make them aware of the importance of their contribution in meeting the customers requirements.

e) To develop the necessary skills amongst the employees to implement and maintain an effective safety policy to meet the requirements and making our goal Zero Accident.4.2. METHODS OF TRAINING

A multitude of methods of training is used to train employees. Training methods are

categorized into two groups:

(i) On the job training

(ii) Off-the job trainingOn-job training:

Training that is planned and structured that takes place mainly at the normal workstation of the trainee- although some instruction may be provided in a special training area on site and where a manager, supervisor, trainer or peer colleague spends significant time with a trainee to teach a set of skills that have been specified in advance.Off-job training: Employee training at a site away from the actual work environment. This occurs when employees are taken away from their place of work to be trained. It utilizes lectures, case studies.

4.3. IDENTIFICATION OF TRAINING NEEDS

The training needs are based on-

Training Needs Assessment (TNA) Skill gaps identified through Competency Mapping Individual training needs identified by the HOD

4.4. TRAINING FEEDBACKOn completion of a training program, Feedback forms shall be filled up by the participants attending the program, which shall be retained by training and development cell for evaluation and taking suitable action.4.5. EVALUATING THE EFFECTIVENESS OF TRAININGOn completion of a training program other than awareness program, its effectiveness shall be evaluated after 6 months for any changes in the job behavior of the concerned employees. Evaluation of training effectiveness of contract personnel will be made in the same manner as existing regular personnel.4.6. QUALITY RECORDS Competency assessment format Annual training plan Feedback forms Training effectiveness record Attendance record On-the-job training record 4.7. STEPS IN TRAINING Prepare the Annual training calendar/monthly training calendar based on the identified training need. In case of need base training or client requirements training requirement from to be obtained from the concerned Head of Department. Training calendar (TC) should plan the schedule and identified faculty. Organization of resources to support program. Receive nominations from other departments for all training programs. Consolidate nominations and send confirmation mail to all participants. Collect, organize and distribute the training material to the participants. Maintenance of attendance sheet & records. Collect, consolidate and forward feedback to all concerned. Prepare and fill all program related documents. Update database and intimate to HOD(HR) Arrange for infrastructure as per specifications given by HR. Organise for copies of training material as per the requirement.

PROJECT DESIGN & METHODOLOGY

This study is descriptive research because it includes survey and fact finding enquires of different kinds to fulfill the objectives. A structured questionnaire containing closed, open ended and multiple choice questions is used.

5.1. METHODOLOGY:

Researcher has adopted Random Sampling method for the study. Primary data and secondary data are used to collect facts and figures.

i) Primary data is collected through questionnaire meant for the employees.

ii) Secondary data collected through company published reports, Handouts, company Website.

5.2. SAMPLE SIZE:

The total sample size used for the study is 100 respondents of BPSL.

5.3. LIMITATION OF THE STUDY:

The project is a collection of study, observation, and practical experience during my summerinternship programmed where I was a member of the team working in the training and development of employees.5.4. PLAN ON DATA ANALYSIS:

The complete data was checked, classified, numbered, tabulated, and the results were highlighted by preparing tables. Percentage was calculated wherever necessary for better analysis and interpretation. Pie charts and bar charts are used for data interpretations for better look and better understanding of report.

DATA ANALYSIS AND INTERPRETATION

Table No- 1: Experience of Respondents in BPSL

PARTICULARRESPONDENTS% OF RESPONDENTS

LESS THAN 3 YEARS2222

3-6 YEARS4343

6-10 YEARS2828

MORE THAN 10 YEARS77

TOTAL100100

Interpretation:

The above Table shows that 43% of the respondents are 3-6 years, 22% of respondents less than 3 years, 28% of respondents 6-10 years and 7% of respondents more than 10 years of work experience respectively. Inference:

The above graph depicts majority of the respondents are experienced of more than 3 years. Table No- 2: No. of Training programme attended by the respondents.

PARTICULARRESPONDENTS% OF RESPONDENTS

YES100100

NO00

TOTAL100100

Interpretation:The above chart depicts the efficiency of the company in providing training programs. It is inferred that all the respondents says the company been good in terms of providing training programs to employees and 100% of the respondents attended the training programme.Table No- 3: Do you agree that training is well planned?

PARTICULARRESPONDENTS% OF RESPONDENTS

STRONGLY AGREE2626

NITHER AGREE NOR DISAGREE1010

AGREE5959

DISAGREE55

TOTAL100100

Interpretation:The above table shows that 26% of the respondents have strongly agree towards the training is well plan conducted by the company. 59% of the respondents have agree, 15% have neither agree nor disagree.Inference:

The above graph depicts the level of satisfaction of employees towards the training planned of BPSL. It can be inferred that majority of the respondents have satisfied with the training plan.Table No- 4: The duration of the training programmePARTICULARRESPONDENTS% OF RESPONDENTS

STRONGLY AGREE1616

AGREE6565

DISAGREE88

NITHER AGREE NOR DISAGREE1111

TOTAL100100

Interpretation:Training helps employees to increase their knowledge, skills or attribute. Hence organization should provide minimum training programs to their employees in a sufficient duration. From the above table, It was found that 16% of respondents are strongly agree with the duration of the training programme, 66% of respondents agree to this, 11% of respondents opinion neither agree nor disagree and 8% are disagree on the duration of the training programs.Table No- 5: Respondents trained under which training method organized by the company. PARTICULARRESPONDENTS% OF RESPONDENTS

ON-THE-JOB2121

OFF-THE-JOB55

BOTH7474

NONE00

TOTAL100100

Inference: The above graph indicates that, majority of the employees attended the both; i.e. on-the-job and off-the job by attending training and development programs to upgrade their skills and knowledge.Table No- 6: Importance of training program in the organizationPARTICULARRESPONDENTS% OF RESPONDENTS

VERY IMPORTANT7878

IMPORTANT2222

NEUTRAL00

NOT IMPORTANT00

TOTAL100100

InterpretationTraining improves efficiency of employees and tunes the skills of new interns thus resulted in higher productivity. From the above table it was found that 100% of respondents feel that importance of training program is highly essential for the organization.Table No- 7: Training Program increases the performance level.

PARTICULARRESPONDENTS% OF RESPONDENTS

STRONGLY AGREE5151

AGREE4848

NEUTRAL00

DISAGREE00

STRONGLY DISAGREE00

TOTAL100100

Interpretation

Training aims at improving skills or knowledge are changing attitude for the benefit of the organisation. In the survey the 100% of respondents who are in the opinion that training will improve the work efficiency. Table No- 8: Training Program conducted by the Company.

PARTICULARRESPONDENTS% OF RESPONDENTS

INTERNAL2626

EXTERNAL00

BOTH7474

TOTAL100100

Interpretation: The above table shows that, 74% of the respondents are very clear about the training programme conducted by the company and 26% of respondents are not clear about the training programme conducted by the company. Table No- 9: The quality and effectiveness of training & development programs provided by the company.PARTICULARRESPONDENTS% OF RESPONDENTS

EXCELLENT3030

VERY GOOD3333

GOOD2727

AVERAGE1010

BAD00

TOTAL100100

Interpretation

The quality of training is important for employees and the effectiveness of training plays an important role for making an organisation successful. The above table depicts the overall quality and effectiveness of training & development programs offered by BPSL to its employees. 30% of respondents have rated as excellent about quality and effectiveness of training and development. 33% of respondents have rated as very good, 27% have rated as good, 10% of the respondents rated as average and no one mentioned about the bad.

Inference:The above chart depicts the quality and effectiveness of training and development programs. From the above graph it can be inferred that majority of the respondents says the overall quality and effectiveness of training and development program is good.Table No- 10: Is infrastructure facilities sufficient for training program?PARTICULARRESPONDENTS% OF RESPONDENTS

STRONGLY AGREE1111

AGREE6161

NEUTRAL1717

DISAGREE66

STRONGLY DISAGREE55

TOTAL100100

Table No- 11: Training practices in the organisation needs any modification.

PARTICULARRESPONDENTS% OF RESPONDENTS

YES3131

TO SOME EXTENT5353

NEUTRAL88

NO88

TOTAL100100

Interpretation

All organisations performance is depend on the employees so according to the requirement they need to do modifications in their training practices, 31% of respondents said there should be a chance in training program to make it more effective where as 53% as to some extent, 8% said no modification required and 8% are Neutral about it.

Table No- 12: Post training feedback is helpful for the future training programs.

PARTICULARRESPONDENTS% OF RESPONDENTS

CONTINUOUSLY5252

FREQUENTLY3030

SOMETIMES1313

RARELY55

NEVER00

TOTAL100100

Inference:

Post training feedback will help the organisation to overcome the bottlenecks of the post training programs and can make the future training programs more effective. Trainees feedback on on decision of training program, Quality of programme, Effectiveness of trainer and over all process and cons is highly helpful in organisation future training program effectively, 100% respondents agreed that post training feedback will make the training program effective.Table No- 13: Evaluation of training effect on Individual.

PARTICULARRESPONDENTS% OF RESPONDENTS

CONTINUOUSLY5959

FREQUENTLY2222

SOMETIMES1919

RARELY00

NEVER00

TOTAL100100

Table No- 14: Do you need training required to enhance your skill?PARTICULARRESPONDENTS% OF RESPONDENTS

STRONGLY AGREE5555

AGREE4545

NEUTRAL00

DISAGREE00

STRONGLY DISAGREE00

TOTAL100100

Table No- 15: Do you feel training program is compulsory for the employee?PARTICULARRESPONDENTS% OF RESPONDENTS

YES9494

NO00

CAN'T SAY66

TOTAL100100

FINDINGS

After studying and analyzing various training programmes with in questionnaire survey of the employees of BPSL a brief summary is illustrated below.

The employees in BPSL views to a greater extend that training is necessary. Almost all the employees have positive opinion towards the satisfaction level on present training methods which is followed by the company. The employees agree with the view that training increase productivity to a greater extend. The employees agree to a greater extend that training will help to increase their performance. Improving and solving specific problems occurring during the working hours. BPSL is equipped with very good HRD training team. According to the employees the outcomes of the training programs are like this, increase efficiency, updated knowledge, improved interpersonal relation and career development. Most of the employees require training in the areas like personality development, technical training and job oriented training programs. In order to perform more effectively and efficiently. Training and development programs of the company has positive impact on employees jobs in various ways like, increase in efficiency, lesser errors, high involvement. It helps to create positive results and good work environment in the organization. During the training programs employees are facing various problems like, communication, subject oriented, and timing problems. In order to ensure 100% effectiveness, company has take measures to overcome from these factors.RECOMMENDATION Increase training effectiveness to a greater extend improves high performance growth. Provide training highly to make better improvement in interpersonal relationship. Employees should try to take active part in the training programmes. Training by interacting with individual level is the right way to increase the performance.

In BPSL most of employees identified training needs by HOD rather than self appraisal. Training program will be more effective when it is identified by self appraisal. The company has to ask its employees to suggest types of trainings which they think is more helpful in achieving the organizational goals. Evaluation of training programs should be done regularly to keep a check on the limitations and drawbacks. And ensure the success of training programs.CONCLUSION

We can see that the organizational training has great impact on employees. If the organizational training is not good then it will adversely affect employees. BPSL is very conscious of the needs of the employees and does it best to keep the training to its workers. In the study employees shows greater importance to training also they are in the view that training is an important component to increases the performance and satisfaction level in the job. Finally the training and development programs provided by BPSL are found to be effective, credible and commendable, which can be improved further.REFERENCES

Khawaja Fawad Latif, (2012), "An integrated model of training effectiveness and satisfaction with employee development interventions", Industrial and Commercial Training, Vol. 44, Issue: 4

K Aswathappa, Human Resource and Personnel Management

Standard Operating System (SOP) of Training & Development, BPSL, SambalpurWEB REFERANCE:1. www.bpsl.net SUMMER INTERNSHIP 2015

QUESTIONNAIRE

Dear Sir/MadamI am a MBA student pursuing my course from KIIT SCHOOL OF MANAGEMENT; it is a part of my curriculum. I am doing my summer project in your Company. Please give your views to the question given below about TRAINING AND DEVELOPMENT programme in BHUSHAN POWER AND STEELS Ltd, Sambalpur. The information provided by you will be kept confidential and will be used by me strictly for analysis only to fulfill summer internship project.

Name of the Employee:

Employee ID:

Designation:

Department:1. How long have you been working for this company?

a. Less than 3 years b. 3-6 years c. 6-10 years d. more than 10 years2. Do you attend any training program in the company?

a. Yes

b. No3. Do you agree that training is well planned?

a. Strongly agree b. neither agree nor disagree c. agree d. disagree4. Do you agree that training is of sufficient duration?

a. Strongly agree b. Agree c. Disagree d. Neither agree nor disagree5. From the following training method under which training method you have trained?

a. On the job b. Off the job c. Both d. None6. Importance of the training program in the company?

a. Very important b. Important c. Neutral d. Not important7. Do you agree that the training programme increases the performance level?

a. Strongly agree b. Agree c. Neutral d. Disagree e. Strongly disagree

8. The training program conducted by the company?

a. Internal b. External c. Both9. The quality and effectiveness of training programs provided by the company?

a. Excellent b. Very good c. Good d. Average e. Bad10. Infrastructure facility is sufficient for training program?

a. Strongly agree b. Agree c. Neutral d. Disagree e. Strongly disagree11. Training practices in the company needs any modification?

a. Yes b. To some extent c. Neutral d. No12. Do you agree that post training feedback is helpful for the future training program?

a. Continuously b. Frequently c. Sometimes d. Rarely e. Never 13. Do you agree that evaluation of training effect on individual?

a. Continuously b. Frequently c. Sometimes d. Rarely e. Never14. Do you need training required to enhance your skill?

a. Strongly agree b. Agree c. Neutral d. Disagree e. Strongly disagree15. Do you feel training program is compulsory for the employee?

a. Yes b. No

c. Cant say

Signature of the Employee

ORGANIZATIONAL OBJECTIVES & STRATEGIES

ASSESSMENT OF TRAINING NEEDS

ESTABLISHMENT OF TRAINING & DEVELOPMENT GOALS

DEVISING TRAINING & DEVELOPMENT PROGRAMME

IMPLEMENTATION OF TRAINING & DEVELOPMENT PROGRAMME

EVALUATION OF RESULTS

Interpretation:

The above table depicts that, 74% of the respondents have attended the on-the-job and off-the job training program, 21% of them have attended on-the job training and only 5% attended the off the job training programme.

Interpretation:

Infrastructure facility plays an important role in any training program. Above table shows that, 82% positive response is given to the adequate infrastructure facility during training programs and 17% of respondents were neutral about it, 6% showed disagreeness towards the infrastructure facilities.

Interpretation:

Management should evaluate the benefits from organizing training program. From the above table, 59% of employees felt that training effect on individual performance, 22% as the frequently and 19% of respondents felt that sometimes training effect on individual performance.

Inference:

From the graph it is inferred that most of the respondents are of opinion that training is required to enhance their skill and knowledge.

Interpretation:

The above table depicts that, 94% of the respondents states that training should be compulsory for the employee and 6% of respondents cant say anything.

Inference:

The above graph indicates that, majority of the employees feel that by attending training and development programs can upgrade their skills and knowledge which increases the work efficiency and performance level.

1