Training Need Survey Analysis

(1)

Western Coalfields Limited

A “Minitratna Cat-1”_{Subsidiary of}Coal India Limited

CIN : U10100MH1975GOI018626

Training Need

Survey Analysis

March 2015

Human Resource Development

Coal Estate, Civil Lines, Nagpur 440001

(2)

2 | P a g e

WESTERN COALFIELDS LIMITED

HUMAN RESOURCE DEVELOPMENT DEPARTMENT

REPORT

ON

TRAINING NEED SURVEY ANALYSIS (MARCH- 2015)

Registered Office

(3)

3 | P a g e

ACKNOWLEDGEMENT

We would like to express our sincere gratitude to all those who participated in the survey. Without their contribution, it would not have been possible to conduct the training needs assessment and address the priority needs identified by our executives. It provides a base to HRD Department to design training programmes for executives which will go a long way to strengthen the competencies of our executives.

30th April 2015. Ritu Singh Assistant Manager (HR) HRD Dept, WCL Submitted to: M K Singh GM (HRD), WCL

(4)

4 | P a g e

OBJECTIVES OF STUDY

a) To analyse the training needs of the executives of Western Coalfields Limited in order to:

b) Segregate the skill set requirements into Behavioural, Technical and Managerial skills of different disciplines and different grades of executives.

c) Prepare the training modules based on the survey analysis so as to cater to the needs of the executives of different grades and disciplines of WCL.

d) Shift the focus of training materials and contents on service provision and capacity development of the executives.

e) Develop the training programmes more relevant and progressive for the holistic development of the

(5)

5 | P a g e

METHODOLOGY

The survey has been done electronically. The participants filled up the survey questionnaire available on the WCL website. The survey process relied upon free, frank, self reporting initiative by the individuals who completed the training need questionnaire. Using the feedback and questionnaire input, the analysis has been done discipline wise, grade wise and skill set wise requirement. The analysis has been done to identify the training needs of the executives so the HRD Department is able to customize its training initiatives with better insight.

Easy Steps to Participate in Training Need Survey:

1) Open WCL website www.westerncoal.gov.in 2) Click- Open About WCL

3) Click- Open HRD

4) Click- Open Training Need Survey 5) Fill the form at your convenience 6) One can resubmit the form as well.

(6)

6 | P a g e

ANALYSIS

Total 424 responses were received. Out of total responses, 162 responses received from Junior Management (E- 1 to E- 3), 214 responses from Middle Management (E-4 to E-6) and 48 responses from Senior Management (E-7 to E-8).

PARTICIAPTION IN TRAINING NEED SURVEY

162 214 48 0 50 100 150 200 250

(7)

7 | P a g e

ANALYSIS

The maximum responses were received from Chandrapur Area i.e 159 responses, followed by WCL HQ 46 responses, Wani Area 42 responses, and Ballarpur Area 35 responses. Participation is from all areas including 13 responses from CWS Tadali. AREA RESPONSES Ballarpur 35 Chandrapur 159 Majri 17 Kanhan 20 Nagpur 27 Pathakhera 22 Pench 17 Umrer 7 Wani 42 Wani North 19 CWS Tadali 13 WCL HQ 46 0 50 100 150 200 RESPONSE RESPONSE 35 159 17 20 27 22 17 7 42 19 13 46 BLR CHD MJR KHN NGP PKD PENCH UMRE R WANI WANI NORT H CWS TADAL I WCL HQ

(8)

8 | P a g e

ANALYSIS

DISCIPLINE WISE ANALYSIS

MINING DISCIPLINE: Total 177 responses were received, 16 from Senior Management level executives, 129 from Middle management level and 32 from Junior management level executives.

The Senior management level executives reflected the need for more of managerial and behavioural skills like competency mapping, behavioral science, leadership development, management development programme, work motivation, organization behavior etc. Regarding the technical skills training they urged the need for training on Project management, computer awareness, contract management and glimpses of modern mining equipments.

The Middle management level executives proposed more of technical skills training on contract management, tendering, AWS, Safety Management system, SIMTARS Training, inquiry proceedings and most importantly the need for training on computer software for mine planning. They felt need or developing communication skills, leadership skills and personality development.

The Junior Management level executives proposed more of technical skills training programmes related to all disciplines like finance, personnel, coal trading, coal block estimation, automotive machinery, training to learn mining software like SURPAC, DATA MINE, MINEX for proper planning.

(9)

9 | P a g e

LEVEL OF MANAGEMENT NO OF PARTICIPANTS

SENIOR 16

MIDDLE 129

JUNIOR 32

PARTICIPATION- MINING DISCIPLINE

32 129 16 0 20 40 60 80 100 120 140

SENIOR (E7 - E8) MIDDLE (E4 - E6) JUNIOR (E1 - E3)

SKILL WISE CATEGORISATION

BEHAVIORAL TECHNICAL MANAGERIAL

SENIOR 10 8 10 MIDDLE 19 117 21 JUNIOR 5 30 7 10 19 5 8 117 30 10 21 7 0 20 40 60 80 100 120 140

BEHAVIOURAL TECHNICAL MANAGERIAL

(10)

10 | P a g e

PERSONNEL DISCIPLINE: 56 responses from personnel discipline were received, 38 from Junior Management level executives, 17 from Middle Management level and 1 from Senior Management level.

The response from Senior management reflects the need for Leadership development programmes and finance for non finance people.

The Middle level Management felt the need for training in IT skills, legal matters pertaining to coal industry and General managerial skills to understand the working of different departments and practically understanding the legal issues arising in the industry and how to deal with them.

The junior management level executives needs more of technical skills to deal with functioning of Personnel division, such as L& R Acts, Manpower Budgeting, CVC, RTI, PMS, Employment to Dependents, IR Relations, Gratuity, Pension etc. They also desired training for Personality development, Soft Skills and Communication skills to deal effectively with unions.

(11)

11 | P a g e

SENIOR (E7- E8) 1

MIDDLE (E4- E6) 17

JUNIOR (E1- E3) 38

PARTICIPATION- PERSONNEL DISCIPLINE

38 17 1 0 5 10 15 20 25 30 35 40

SENIOR 1 0 0 MIDDLE 0 16 3 JUNIOR 7 29 5 1 0 7 0 16 29 0 3 5 0 5 10 15 20 25 30 35

(12)

12 | P a g e

FINANCE DISCIPLINE: 26 responses were received, 17 from Junior Management, 8 from Middle Management and 1 from Senior Management.

The Senior Management response revealed the importance of training on IFRS which is going to be mandatory in the coming years.

The middle management felt the need for technical training like training on IFRS, Indirect Taxation, training at Institute of Chartered Accounts of India and behavioural skills training like Personality Development, Stress Management, Team Building etc.

The Junior management level executives needs more of technical training like Purchase Manual, Material Management Manual, Tendering process, Cost Audit, CMPF, Contract Management, Recent changes in Income tax rules and service tax rules. They also require training on soft skills, interpersonal skills, emotional intelligence and language development programmes.

(13)

13 | P a g e

SENIOR 1

MIDDLE 8

JUNIOR 17

PARTICIPATION- FINANCE DISCIPLINE

17 8 1 0 2 4 6 8 10 12 14 16 18

SENIOR 0 1 0 MIDDLE 1 7 1 JUNIOR 4 14 3 0 1 4 1 7 14 0 1 3 0 2 4 6 8 10 12 14 16

(14)

14 | P a g e

CIVIL DISCIPLINE: 11 responses were received, 1 from Senior management, 5 from Middle management and 5 from Junior management level executives.

The Senior Management level executives proposed technical skills training on Project management, contract management and computer awareness.

The middle level executives proposed technical training like e- tendering, construction management and advanced managerial and behavioural skills.

The Junior executives needs technical training on foundation of structure, concreting, road construction, advanced environmental training and motivational lectures.

(15)

15 | P a g e

SENIOR 1

MIDDLE 5

JUNIOR 5

PARTICIPATION- CIVIL DISCIPLINE

5 5 1 0 1 2 3 4 5 6

SENIOR 0 1 0 MIDDLE 1 4 2 JUNIOR 3 5 3 0 1 3 1 4 5 0 2 3 0 1 2 3 4 5 6

(16)

16 | P a g e

LEGAL DISCIPLINE: Only one response from Junior

Management from Legal Discipline is received which reflects the need for more of computer training and various manuals prevalent to coal industry. The participant felt the need for interdepartmental training to understand the working of various disciplines.

E&M DISCIPLINE: 46 responses were received, 6 from Senior Management level, 14 from Middle level executives and 26 from junior management level executives.

The Senior Management executives proposed training in new mining technologies, advanced management programme, computer training and training on staff functioning skills.

The Middle level executives requires technical training regarding automation in hydraulics, Software knowledge for control of equipments in Coal handling plants. They also put forth the need of managerial skills development programme and stress

management programmes.

The junior management level executives proposed more of technical skills training like training on SDL, LHD, CHP,

pumps, gear box, welding rod selection, conveyor belt, industrial relations, tendering process, safety training, Optimum utilization of petrol/ diesel, mine lighting, weigh bridges, ISO Management System etc. They also put forth the requirement of soft skills training.

(17)

17 | P a g e

SENIOR 6

MIDDLE 14

JUNIOR 26

PARTICIPATION- E&M DISCIPLINE

26 14 6 0 5 10 15 20 25 30

SENIOR 0 1 4 MIDDLE 2 11 5 JUNIOR 2 20 6 0 2 2 1 11 20 4 5 6 0 5 10 15 20 25

(18)

18 | P a g e

EXCAVATION DISCIPLINE: 48 responses were received, 7 from Senior Management, 18 from Middle Management executives and 23 from Junior Management Level executives. The Senior Management executives felt the need for technical skills training like computer maintenance of HEMM, Material Management, BE 1000, CAT 60, EX 1200 Operations, computer awareness. They also put forth the requirement of team building, leadership development and stress management programmes. The Middle Management level executives proposed technical skills upgradation on Control systems and maintenance of electrical shovels EKG4.6, Advance maintenance of HEMM, Overhauling and troubleshooting of Cummins QSK23C Engine, KTTA 19C Engine & BEML SA6D 170/BE1000, AVTEC M6610A Transmissions & TC 683 Torque Converters, ISO auditing, SQL, Project Management etc. They also put forth the requirement of management development programme like conflict management, interpersonal management and personality development.

The Junior Management level executives proposed more of technical knowledge on mining machineries, vigilance, finance, safety, troubleshooting of common breakdowns ,CBM, TPM, MM, Electrical Circuitry of EKG Shovel, HEMM, Welding Technology, ISO etc. They also proposed training to develop managerial effectiveness and skill development.

(19)

19 | P a g e

SENIOR 7

MIDDLE 18

JUNIOR 23

PARTICIPATION- EXCAVATION DISCIPLINE

23 18 7 0 5 10 15 20 25

SENIOR 1 5 2 MIDDLE 2 14 6 JUNIOR 0 20 3 1 2 0 5 14 20 2 6 3 0 5 10 15 20 25

(20)

20 | P a g e

E&T DISCIPLINE: Total 4 responses have been received, 1 from Senior management executives and 3 from Junior level executives.

The Senior Executive expressed the need for training on ERP & WAN Network implementation, Environmental Tele monitoring system for UG mines, RFID & GPS based truck monitoring systems, Advanced management and leadership programmes. The Junior executives urged the need for training on Land reclamation & environmental pollution, disciplinary proceedings, robotic mining, Modern underground communication & control systems, Research & Development training and training on managerial, interpersonal and soft skills.

(21)

21 | P a g e

SENIOR 1

MIDDLE 0

JUNIOR 3

PARTICIPATION- E&T DISCIPLINE

3 0 1 0 0.5 1 1.5 2 2.5 3 3.5

SENIOR 0 1 2 MIDDLE 0 0 0 JUNIOR 1 3 1 0 ₀ 1 1 0 3 2 0 1 0 0.5 1 1.5 2 2.5 3 3.5

(22)

22 | P a g e

MEDICAL DISCIPLINE: Total 10 responses were received, 7 from Senior management level and 3 from Middle Management. The responses reflected the need for technical skills training for doctors like critical care medicine, advanced management of cardiodiabetic emergencies, Ultra sound Guided Nerve block for operative and pain relief procedures, Arthoplasty, Trauma management etc.

(23)

23 | P a g e

SENIOR 7

MIDDLE 3

JUNIOR 0

PARTICIPATION- MEDICAL DISCIPLINE

0 3 7 0 1 2 3 4 5 6 7 8

SENIOR 0 7 0 MIDDLE 0 3 0 JUNIOR 0 0 0 0 ₀ 0 7 3 0 0 0 0 0 1 2 3 4 5 6 7 8

(24)

24 | P a g e

SYSTEMS DISCIPLINE: Total 11 responses were received, 3 from Senior Management, 2 from Middle Management and 6 from Junior Management.

The Senior Management felt the technical skills need like web page designing, network management including VPN, Corporate affairs, IT applications in mining industry. They also put forth the requirement of management development programmes for developing their managerial skills.

The Middle management and Junior Management also proposed technical programmes for Network security, Coal Net, Java HTML JRE, CCNA, Oracle auditing, Oracle DBA, Firewall implementation etc. etc.

The Junior Management proposed for more of technical skills oriented programme like CCNA, Oracle auditing, Oracle DBA, Linux, Firewall Implementation and Network Security Principles, PHP with web designing. Animations etc. They also need training on presentation and communication skills, stress management.

(25)

25 | P a g e

SENIOR 3

MIDDLE 2

JUNIOR 6

PARTICIPATION- SYSTEMS DISCIPLINE

6 2 3 0 1 2 3 4 5 6 7

SENIOR 1 2 2 MIDDLE 0 2 0 JUNIOR 1 5 3 1 0 1 2 ₂ 5 2 0 3 0 1 2 3 4 5 6

(26)

26 | P a g e

SECURITY DISCIPLINE: Three responses from Middle Management have been received. The need has been felt for General Management Programme, Service jurisprudence, Land Acquisition & R & R and discipline and discipline proceedings etc. LEVEL NO SENIOR 0 MIDDLE 3 JUNIOR 0 0 3 0 0 0.5 1 1.5 2 2.5 3 3.5

PARTICIPATION- SECURITY DISCIPLINE

SENIOR 0 0 0 MIDDLE 0 3 1 JUNIOR 0 0 0 0 0 ₀ 0 3 0 0 1 0 0 0.5 1 1.5 2 2.5 3 3.5

(27)

27 | P a g e

SALES AND MARKETING DISCIPLINE: Only two responses have been received from Junior Management. This level of management felt the need for more of technical skills training like Business analytics, Quality Certification programme, Six Sigma black belt certification, Project management etc.

LEVEL NO SENIOR 0 MIDDLE 0 JUNIOR 2 2 0 0 0 0.5 1 1.5 2 2.5

PARTICIPATION- S&M DISCIPLINE

SENIOR 0 0 0 MIDDLE 0 0 0 JUNIOR 0 2 0 0 0 ₀ ₀ 0 2 0 0 0 0 0.5 1 1.5 2 2.5

(28)

28 | P a g e

SECRETARIAL DISCIPLINE: 3 Responses from Junior Management level executives have been received, proposing for skill development programmes for secretaries, Effective office administration, time management, IT in office automation, and communication and presentation skills.

LEVEL NO SENIOR 0 MIDDLE 0 JUNIOR 3 3 0 0 0 0.5 1 1.5 2 2.5 3 3.5

PARTICIPATION- SECRETARIAL DISCIPLINE

SENIOR 0 0 0 MIDDLE 0 0 0 JUNIOR 1 3 1 0 ₀ 1 0 ₀ 3 0 0 1 0 0.5 1 1.5 2 2.5 3 3.5

(29)

29 | P a g e

PUBLIC RELATIONS DISCIPLINE: 1 response from Middle management level has been received which proposed self development training programmes.

PARTICIPATION- PUBLIC RELATIONS DISCIPLINE

SENIOR 0 0 0 MIDDLE 1 0 1 JUNIOR 0 0 0 0 1 0 0 ₀ ₀ 0 1 0 0 0.2 0.4 0.6 0.8 1 1.2

BEHAVIOURAL TECHNICAL MANAGERIAL LEVEL NO SENIOR 0 MIDDLE 1 JUNIOR 0 0 1 0 0 0.2 0.4 0.6 0.8 1 1.2

(30)

30 | P a g e

MATERIAL MANAGEMENT DISCIPLINE: Total 6 responses have been

received, 2 from Senior Management , 3 from Middle Management and 1 from Junior management level executives.

The Senior Management expressed the need for training on Inventory module of SAP/ Oracle ERP and specialized management training in material management.

The Middle management level executives felt the need for training on Advance material management and E- procurement, supply chain management, logistic management. They also demanded for soft skills training and

developing leadership skills.

The Junior management demanded for training on Contract

management, Strategic management, SAP/ ERP and material management LEVEL NO SENIOR 2 MIDDLE 3 JUNIOR 1 ₁ 3 2 0 0.5 1 1.5 2 2.5 3 3.5

PARTICIPATION- MM DISCIPLINE BE H A V IO U RA L T E CH N ICA L M A N A G E RI A L S E N IO R 0 2 0 M ID D L E 1 3 1 JU N IO R 0 1 0 0 1 0 2 3 1 0 1 0 0 0.5 1 1.5 2 2.5 3 3.5

(31)

31 | P a g e

SURVEY DISCIPLINE: 11 responses were received, 8 from Middle management

level executives and 3 from Junior management.

The Middle management level executives desired for technical skills training like Autocad, modern surveying software, tendering procedures, land acquisition procedures, surpac training programmes etc. They also put forth the requirement of programmes like leadership development, stress management, management development programmes and health awareness programmes.

The junior management proposed more for computer autocad for preparation of plans, project management, contract management and modern technologies in surveying etc. LEVEL NO SENIOR 0 MIDDLE 8 JUNIOR 3 3 8 0 0 1 2 3 4 5 6 7 8 9

PARTICIPATION- SURVEY DISCIPLINE SKILL WISE CATEGORISATION

SENIOR 0 0 0 MIDDLE 1 8 3 JUNIOR 0 3 0 0 1 0 0 8 3 0 3 0 0 1 2 3 4 5 6 7 8 9

(32)

32 | P a g e

ENVIRONMENT DISCIPLINE: Total 3 responses were received, 2 from Middle

Management and 1 from Junior Management level executive.

The Middle level executives responses reflect the need for technical skill training like Environment impact assessment, hazardous waste management, GIS for environment function, lead auditor course for ISO 14001 and general management programmes to develop managerial skills.

The Junior management requires training on mining and environment issues.

LEVEL NO SENIOR 0 MIDDLE 2 JUNIOR 1 1 2 0 0 0.5 1 1.5 2 2.5

PARTICIPATION- ENVIRONMENT DISCIPLINE SKILL WISE CATEGORISATION

SENIOR 0 0 0 MIDDLE 0 2 1 JUNIOR 0 1 0 0 0 ₀ 0 2 1 0 1 0 0 0.5 1 1.5 2 2.5

(33)

33 | P a g e

FINDINGS

Some results of the training needs assessment were not unexpected, while others provided new and useful insights for this year training module design and planning, to focus on developing appropriate training materials and conducting training programmes for capacity building of executives. The key findings are as under:

1. Most of the executives at Senior Management level rated the level of their information technology knowledge as weak or average. They are still unfamiliar with their new roles in the information technology age in terms of collecting, storing and transferring information/ data. 2. The Middle level executives proposed the need for both technical and

managerial skills training. These executives require technical skill training for upgradation and awareness of modern and recent technical developments to keep pace with the changing needs and requirements and also want to develop their managerial skills to serve in a better, effective and efficient manner.

3. The Junior Management level executives felt the need for technical and professional skill especially on different manuals prevalent in the company in order to strengthen their knowledge and capabilities in discharching their duties.

4. Respondents highlighted improvement areas in leadership, noting that many lack the skills to clearly define strategic objectives, establish a shared vision among all subordinates and prevent or mitigate crisis.

5. Managers also indicated to enhance their communication skills, managerial skills, IT/ computer skills.

Training Need Survey Analysis

Western Coalfields Limited

Training Need

Survey Analysis

Human Resource Development

WESTERN COALFIELDS LIMITED

ACKNOWLEDGEMENT

OBJECTIVES OF STUDY

METHODOLOGY

ANALYSIS

DISCIPLINE WISE ANALYSIS

RECOMMENDATIONS

1.

All disciplines should have equal weightage in

training programme modules.

2.

Frequent interactive sessions should be held for all

level of executives to share the knowledge and

experiences.

3.

It is suggested that everyone who is promoted to

next grade is expected to shoulder higher

responsibilities or at least to bring in more

proficiency in their skills/ knowledge, and hence

should undergo a specific training programme. Due

concern to this aspect will help in grooming them

properly in to the new position and will turn them as

a great asset to the company.

4.

The trained employees should be asked to offer their

comments on the possible modifications/ inclusions

in the course material etc. and get ready for training

others (Transfer Training).

Western Coalfields Limited