Under the Guidance of
Faculty guide – Prof. Partho Sengupta
Corporate guide- Mr P.K Tripathy (AGM)
SUBMITTED BY - JAIKISHA...
ROAD MAP
 Executive Summary
 Introduction
 Objective and Scope of study
 Theoretical Perspective
 Research Methodolog...
Company Profile
Company - National Aluminum Company Limited
Industry - Aluminum
Founded - 7 Jan 1981
Founder - Under minis...
ABSTRACT
Training is an approach to guide anyone to change behaviour,
attitude and opinion .
Training and Development alwa...
EXECUTIVE SUMMARY
To provide detailed analysis of the process of training and development
programme.
The basic scope of th...
Vision:
To be the reputed global company in the metals and energy
sectors.
Mission:
To achieve sustainable growth in busin...
Objectives of the study
To test the validity of whether NALCO as a case study the
Training and development activities carr...
SCOPE OF STUDY
Review and assessment of individual and organizational
training needs
In company and development program
Tr...
THEORETICAL PERSPECTIVE
 What is training ?
 What is development?
Level of employees at NALCO
E0 - ASSISTANT OFFICER
E1 - JUNIOR MANAGER
E2 - ASSISTANT MANAGER
E3 - DEPUTY MANAGER
E4 - MAN...
Steps for annual training plan
Name of the program
Level of employees
Group size
Name of faculty or agencies
Duration of t...
TRAINING IMPLEMENTATION STEPS
Preparation of training module
Selection of faculty
Selection of participants
Requisition to...
SWOT ANALYSIS OF NALCOSTRENGTH
 Well planned and organized
 advanced technology
 Huge power production
 Availability o...
RESEARCH METHODOLOGY
Stage 1- Exploratory
Stage 2- Descriptive
Research Instrument/Tool: Structured Questionnaire
Sampling Method: Non-Probabil...
DATAANALYSIS AND INTERPRETATION
Valid
Frequency Percent
Valid
Percent
Cumulative
Percent
Yes 15 50.0 50.0 50.0
No 15 50.0 ...
Frequency Percent
Valid
Percent
Cumulative
Percent
yes 11 36.7 36.7 36.7
No 19 63.3 63.3
100.0
Total 30 100.0 100.0
The pu...
Frequency Percent
Valid
Percent
Cumulative
Percent
Yes 28 93.3 93.3 93.3
No 2 6.7 6.7 100.0
Total 30 100.0 100.0
The purpo...
Frequency Percent
Valid
Percent
Cumulative
Percent
RIGHT ON TARGET AND
SUCCESSFUL
5 16.7 16.7 16.7
Could be better but wit...
FINDINGS BASED ON RESEARCH
Trained and developed employees can work more effectively
The null hypothesis Ho is accepted which was to test the
validit...
INFERENCES BASED ON RESEARCH
There is a lot of potential in staff members working in NALCO
Bhubaneswar
Training need assessment is required in the orga...
Recommendations
The training department should modify training programmes with new
technology to meet current global demand
Feedback shoul...
LIMITATION’S
The research has been conducted within a limited time frame.
The survey was conducted in NALCO Bhubaneswar an...
CONCLUSION
According to the research carried out in NALCO Bhubaneswar
there is lot of potential in staff members of NALCO ,
the train...
Nalco ppt.
Nalco ppt.
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Nalco ppt.

nalco ppt
Published on: Mar 3, 2016
Published in: Government & Nonprofit      
Source: www.slideshare.net


Transcripts - Nalco ppt.

  • 1. Under the Guidance of Faculty guide – Prof. Partho Sengupta Corporate guide- Mr P.K Tripathy (AGM) SUBMITTED BY - JAIKISHAN MISHRA ROLL NO - 13202140
  • 2. ROAD MAP  Executive Summary  Introduction  Objective and Scope of study  Theoretical Perspective  Research Methodology  Data Analysis and Interpretation  Findings, Inferences,  Recommendations  Limitation  Conclusion.
  • 3. Company Profile Company - National Aluminum Company Limited Industry - Aluminum Founded - 7 Jan 1981 Founder - Under ministry of mines government of India Headquarters - Bhubaneswar, India. Area served - Worldwide domestic as well as abroad Key people – Shri Anshuman Das (Chairman cum Managing Director) , Shri S.C padhy (Director HR) Products- Aluminum .
  • 4. ABSTRACT Training is an approach to guide anyone to change behaviour, attitude and opinion . Training and Development always bridges the gap between the "As- Is" and the "To- Be" components for specific organisation group and individuals Therefore the project was undertaken to evaluate the effectiveness of Training and Development programs carried out at NALCO, BBSR .
  • 5. EXECUTIVE SUMMARY To provide detailed analysis of the process of training and development programme. The basic scope of this project is to know about the training and development and how it is implemented in NALCO, which is where the internship took place. The research methodology was based on development of research plan for collecting information, implementing the research plan , collecting and analysing the data , interpreting and reporting the findings. Hypothesis : To test the validity of whether NALCO as a case study the Training and development activities carried out are effective or not. The sampling unit comprises of employees of the organisation, the objective was to know effectiveness of the training program.
  • 6. Vision: To be the reputed global company in the metals and energy sectors. Mission: To achieve sustainable growth in business through diversification, innovation and global competitive edge. To satisfy the customers and stockholders, employees and all other stakeholders. To intensify research and development for technology development.
  • 7. Objectives of the study To test the validity of whether NALCO as a case study the Training and development activities carried out are effective or not. To know the various training programs attended by the employees. To find out whether the employees are satisfied with the training programs provided to them.
  • 8. SCOPE OF STUDY Review and assessment of individual and organizational training needs In company and development program Training and development through external programs in India and abroad Research and project trainees Induction training at various levels.
  • 9. THEORETICAL PERSPECTIVE  What is training ?  What is development?
  • 10. Level of employees at NALCO E0 - ASSISTANT OFFICER E1 - JUNIOR MANAGER E2 - ASSISTANT MANAGER E3 - DEPUTY MANAGER E4 - MANAGER E5 - SENIOR MANAGER E6 - ASSISTANT GENERAL MANAGER E7 - DEPUTY GENERAL MANAGER E8 - GENERAL MANAGER E9 - EXECUTIVE DIRECTOR , DIRECTOR, CMD .
  • 11. Steps for annual training plan Name of the program Level of employees Group size Name of faculty or agencies Duration of the program Program dates Expenditure
  • 12. TRAINING IMPLEMENTATION STEPS Preparation of training module Selection of faculty Selection of participants Requisition to different departments for nomination of employees with reference to the training need Issue of order for participation Arrangement of training kits and aids Organizing training session with different methodology Refreshment and working lunch Interactive session Collection of training feedback from participants Analysis of feedback evaluation of training for development of program training profiles of participants training effectiveness assessment
  • 13. SWOT ANALYSIS OF NALCOSTRENGTH  Well planned and organized  advanced technology  Huge power production  Availability of raw material  Coordination among various departments  Presently the market leader  Low cost operation WEAKNESS  Limited number of skilled manpower which consists of the following:  Unskilled- 847  Executive - 1817  No diversification of products  Inert to new development in the areas of specialization OPPORTUNITY  Abundance of ore providing mines  Availability of suitable labour  Uninterrupted power supply  Better transportation (port) facility  Supportive Govt. Policy  Growth of potential domestic market  product aluminium  Exported - 30 - 35 %,Domestic use- 60 - 65 % THREATS  Stiff competition from -  HINDALCO  Madras Aluminium Company Ltd  AMCO India Ltd  Environmental threat like super cyclone  High tax rate imposed on metal  Scope of privatization
  • 14. RESEARCH METHODOLOGY
  • 15. Stage 1- Exploratory Stage 2- Descriptive Research Instrument/Tool: Structured Questionnaire Sampling Method: Non-Probability convenience sampling Sample Size: 30 Data Collection Plan: A questionnaire was designed with 18 questions to get an insight from all the respondents. ALL respondents from NALCO BBSR were asked to fill the questionnaire. Hypothesis: : To test the validity of whether NALCO as a case study the Training and development activities carried out are effective or not. Data Analysis Method: The descriptive analysis was done to understand thoughts of the people. Statistical tool used : SPSS
  • 16. DATAANALYSIS AND INTERPRETATION Valid Frequency Percent Valid Percent Cumulative Percent Yes 15 50.0 50.0 50.0 No 15 50.0 50.0 100.0 Total 30 100.0 100.0 From the following information it can be interpreted that 50 % of employees are interested in training and development for their growth and development whereas 50% of employees are not interested in training and development activities. Frequenc y Percent Valid Percent Cumulati ve Percent On - the job training 6 20.0 20.0 20.0 Off - the job training 22 73.3 73.3 93.3 Case study 2 6.7 6.7 100.0 Total 30 100.0 100.0 According to the given data it gives a clear view that that company is involved more in off-the job training and less in on-th job training . Training need assessment is required in the organisation or not? Types of program undergone ? 50% 50% 73.3% 20% 6.7%
  • 17. Frequency Percent Valid Percent Cumulative Percent yes 11 36.7 36.7 36.7 No 19 63.3 63.3 100.0 Total 30 100.0 100.0 The purpose of asking this question was to know if training improves the employee- employer relations. It can be interpreted that 63.3% employees do not think that training can improve employee- employer relation whereas 36.7% employees were in favor that it can improve the employee- employer relation. Frequenc y Percent Valid Percent Cumulative Percent Yes 27 90.0 90.0 90.0 No 3 10.0 10.0 100.0 Total 30 100.0 100.0 The following question was asked to know if training helps improve the motivation level of employees 90% of the respondents said yes whereas 10% said no which means the company should focus more on training and development of employees as a result it increases the motivation level of employees and help them perform better. Does training helps to improve employee employer relationship? Does training improve motivation of employees? 63.3% 36.7% 90% 10%
  • 18. Frequency Percent Valid Percent Cumulative Percent Yes 28 93.3 93.3 93.3 No 2 6.7 6.7 100.0 Total 30 100.0 100.0 The purpose of asking this question was to know the effectiveness of training in improving the employees career as a result 93.3% of employees said that training helps improve the career whereas 6.7% said no Frequency Percent Valid Percent Cumulative Percent Very beneficial 11 36.7 36.7 36.7 Beneficial 19 63.3 63.3 100.0 Total 30 100.0 100.0 The main objective to ask this question was to know the quality of training received from the training sessions 63% for respondents said that it was beneficial and 36.7% of respondents said it was very beneficial, therefore it can be interpreted that the training and development given to employees is effective Do the training practices help the employee improving their carrier? Rate whether training and development carried out at NALCO are effective or not? 93.3% 6.7 % 63.3 % 36.7 %
  • 19. Frequency Percent Valid Percent Cumulative Percent RIGHT ON TARGET AND SUCCESSFUL 5 16.7 16.7 16.7 Could be better but with some success 23 76.7 76.7 93.3 Others 2 6.7 6.7 100.0 Total 30 100.0 100.0 The main objective to ask this question was to know how's the plan progressing regarding training , 76.7% of respondents said that it could be better with some success whereas 16.7% of employees said that it is very effective and successful Last but not least how's your plan progressing ? 76.7% 6.7% 16.7 %
  • 20. FINDINGS BASED ON RESEARCH
  • 21. Trained and developed employees can work more effectively The null hypothesis Ho is accepted which was to test the validity of whether NALCO as a case study the Training and development activities carried out are effective or not is accepted Employees can avoid mistakes on the job. They can handle jobs with confidence. They will be more satisfied on their jobs. Training and development can contribute to higher production and fewer mistakes, greater job satisfaction and lower employee turnover.
  • 22. INFERENCES BASED ON RESEARCH
  • 23. There is a lot of potential in staff members working in NALCO Bhubaneswar Training need assessment is required in the organization to work more effectively and efficiently as per the research 50 % of members are interested in training and development programmes According to the research training needs are regularly assessed at the company which resulted to 70 % According to the research 76.7% of employees agree that the learning occurs with the formal training course It also helps to improve employee- employer relationship The main finding of research was that training and development resulted in increasing the motivational level of employees , which was 90% of the respondents agreed to it. Training and development also resulted in increasing the carrier of employees therefore, 93.3% of the respondents agreed to it. The hypothesis to test the validity of whether NALCO as a case study the Training and development activities carried out are effective or not , therefore the null hypothesis is accepted that the training and development activities carried out at Nalco are effective
  • 24. Recommendations
  • 25. The training department should modify training programmes with new technology to meet current global demand Feedback should be taken from every employee but not from a selected people According to the research carried out the company is more dependent on outside consultants for training and development which shows lack of skilled professionals The research also shows that training and development activities helps employees in increasing the motivational level The management should also use new technologies for training and development which would make training and development more effective Every quarter the company should conduct a survey for better identification and training needs from employees in the organization. Job rotation can be done so as to make the employee versatile enough to do different jobs If thirty percent of the participants in any in- house programmed rate the programmed as below average or any individual session receives adverse comment from participants it is reviewed by the Corporate Training Department and the programmed is suitably modified. Any other changes in the programmed module, audio- visual aids . physical arrangement etc, are also effected , if after review of feedback , is felt essential. Corrective action taken are maintained in format F/TRG(C)09. The corrective action envisaged are reviewed quarterly basis and record maintained.
  • 26. LIMITATION’S The research has been conducted within a limited time frame. The survey was conducted in NALCO Bhubaneswar and was restricted to this area only. To collect the data from the clients was quite difficult due to busy schedule of staff . Many target staff's were too busy, so it was difficult to get their time and view for specific questions. Some respondents may have difficulty in understanding the questionnaire’s format. In the current research, several questionnaires were filled in incorrectly
  • 27. CONCLUSION
  • 28. According to the research carried out in NALCO Bhubaneswar there is lot of potential in staff members of NALCO , the training and development activities carried out are useful for the staff members working there . therefore the training need assessment which is carried out in the company is assessed by the outside consultants which should not be done by them and should be assessed by the departments heads use of new technology would also result in better training and development of the staff members as it would result in effectiveness and efficiency of staff members to perform better. Therefore the training plan which is carried out in NALCO could be more better by the feedback collected from the employees about the training and development and changes should be made if the plan is not progressing well.

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