The work done by me at JINDAL was to identify the training needs of the employees there. This included different of employees from shop flour level to middle level management level. I have started the work as directed by my guide & HR manager at JINDAL Mr. Ratish Jha, the steps taken by be are mentioned below.
TRAINING PROCESS
1. TRAINING NEEDS IDENTIFICATION:
Training in the company is aimed at the systematic development of knowledge, skills & attitude. The superiors have to look at their subordinate’s development as a key target area. The development of an individual’s performance skills leads to an improvement in performance & in turn adds value to the organization.
Objective
• To get access to a broad spectrum of the practical knowledge relating to training.
• To identify the training needs of employees from L-06 to L-12 and to categorize them as per department.
• To find out which training need is required by most of employees.
Methodology
The concept of training cannot be understood from books or theories at home or so…It demands more of practical knowledge. So for this purpose, I did my placement at JINDAL Iron & Steel Co. Ltd. I worked there for more than one and half month and gave life to this project.
Primary data:
For purpose of collecting primary data, I worked with my guide Mr. Ratish Jha, who helped me in getting aware of the process of training followed by JINDAL. I also met with few of the employees of the company who provided me with first hand information
Secondary data:
As for the secondary data, I went through many books, magazines, files and folders provided by company and my college library. And quite deliberately, I have tried to present it with more of graphs to make it easily understandable to readers.
Identification of Training Needs (Done At JINDAL)
Training will be imparted on the basis of:
A. Needs identified from the performance review – on yearly basis at the individual level.
B. Needs identified at the division/departmental level by the division/departmental head on areas which are specific to his division/departmental.
C. Needs identified at functional level by functional head like Marketing/Human Resources/Purchase/Finance.
D. Organizational level training programs such as programs on Total Quality Management, Supervisory Development, Cost Improvement, etc.
Based on the number of people & the identified need, the programs would be held within the organization (internal training programs) or the employees will be nominated to various institutes of repute (external training programs).
The first step in whole of training procedure is the identification of training needs of employees. Need assessment diagnoses present problems and future challenges to be met through training. Organizations spend vast sum of money on training. Before committing such huge resources, organization would do well to assess the training needs of their employees. Organization that implements training programs without conducting needs assessment may be making errors. For example, a need assessment exercise might reveal that less costly interventions (e.g. selection, compensation package, and job redesign) could be used instead of training.
1. Creating database: We were required to identify training needs of employees from L-06 to L-12 i.e. employees from middle level and managerial level. So, we prepared database of these employees. Database included employee’s name, token no., designation, total experience etc. 2. Preparing Questionnaire: We then prepared questionnaire that contained questions related to survey. A specimen of the Questionnaire is showed on the annexure 1. All the personal details of the employees mentioned in the questionnaire, were filled by us from the database already created.
3. Appraisal forms: The next step was to analyze appraisal form of each and every employee. Appraisal forms of JINDAL included many details like past performance, past training identified, past training given, goals met etc, which served as the input for our project.
4. Meeting with Head of departments: We finally interviewed Head of the Departments, who provided us with specific training needs (behavioral & technical) as identified by them for the employees in their departments. We also asked them to give appropriate weightage (in percentage terms) to these identified training needs in order to categorize them in High, Middle and Low priority.
High priority 65 to 100 % Middle priority 30 to 65 %
Low priority 1 to 29 %
This would be a sound base while actually designing the training programmes.
5. Analysis of questionnaire: The last step was to analyze the collected data and compile it. In order to make it more useful and easily understandable, we showed important findings with the help of graphical representation of the compiled data. Some of the graphics of our project have been shown after specimen questionnaire.
6. Record of Personal Attributes: Along side in order to keep a record of the “strengths” and “Areas of Improvements” of the employees, we thus asked HOD’s about their comments on employee’s personal attributes which became a part of our compiled data.
We were given the task to identify the behavioral training needed top the employees & hence according to that all the above information was compiled and we finally prepared graphs (annexure 3). Consisting of the training need require by employees at different department & with their priorities.
To make you understand the abbreviation mentioned in the graph we have also provided the list of training needs in (annexure 2)
2. PROCEDURE FOR NOMINATION:
The concerned HOD has to nominate in the prescribed format in line with the training needs identified at the beginning of the year also in line with the training plan to the Human Resource Department who will obtain the necessary approvals. Internal employee will facilitate most of the programs. In case external faculties are approached for conducting certain sessions, prior approval of Head-HR has to be taken for the payment of professional fees & the course content. The concerned coordinator will also organize to collect an evaluation feedback form, which will be handed over to the location Human Resource Department for analysis & future reference.
3. INTERNAL TRAINING
If the number of people identified with a specific need is large, then the programs will be held within the organization using the available resources like people with professional expertise, in-house venues like HRD centre. The annual training plan will be drawn by Human Resource Department based on the identified needs. This will circulate every year during the month of July, along with all details regarding the programs.
4. EXTERNAL TRAINING
In the event of number of employees being identified with a specific area of improvement being few, then the division/department head will communicate to Human Resource Department the need for identifying institutes where they can be deputed. The training calendar from various institutes will be available with the Human Resource Department, for helping managers to take the necessary decision.
The immediate superior will initiate the nomination after discussion with the concerned employee. The nomination form is then sent to the Human Resource Department, justifying the needs of employee to attend the program & the action plan, which would be drawn up after the completion of the course. Human Resource Department will process the nomination & make
necessary payments to the institutes/agencies. In case the program duration is 2 days or mare & the course fees is more than Rs.5000/-, approval from the Jt. Managing director & CEO has to be obtained before the nomination is processed.
The Human Resource Department will also ensure to get the feedback form from the employee after his completion of the course. A half day session by the employee for a few managers to transfer the learning should be organized by the Human Resource Department, within 15 days of the return of the concerned manager. The employee shall submit the course material to the Human Resource Department for the purpose of maintaining the library & if so required retain a copy of the same.
5. TRAINING FEEDBACK
This forms an integral part of the entire training process. Evaluation/Feedback from the training indicates appropriate changes that have to be made in the program design/content, which will improve the effectiveness of the program.
The feedback will also consist of an action plan by the concerned employee with a specific time frame to implement the learning to the actual performance. The feedback forms are available with the Human Resource Departments. It is the responsibility of the head of the department & the Human Resource Department to work together to assess the effectiveness of the training attended by the employee. This will also help in updating the training records of the individuals & in conducting an analysis of various training programs.