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Evaluation of
Training &
Development
policies
At Reliance Industries
Limited Manufacturing
division - Allahabad
This summer training project is all about the Training &
Development policies at RIL and its effectiveness to achieve
organizational objective under the department of Human
Resource Development.
DEEPALI DWIVEDI
PGDM
SCHOOL OF MANAGEMENT
SCIENCES,VARANASI
SUMMER INTERNSHIP
PROJECT REPORT
ON
EVALUATION OF TRAINING & DEVELOPMENT
POLICIES AT RIL
PREFACE
The project contains a comprehensive study of the elements
that makes the training & development of employee, who are
an asset of the company ,are worthless. I have tried to explain
the linkage between the training & development activities and
organizational objectives and purpose.
Acknowledgement
It is a great honour for me to be assigned this topic.
First Of all I would like to bow before the all mighty presence of
God without whose mercy this project report would have not
been possible.
CONTENT
Company profile
- Location
- History
- Organisational Structure
- Departmental details
- Strategies
- Board of directors
Summer Training Project
- Objectives
- Research Methodology
- Limitation
- Analysis
- Data Interpretation
- Inferences
- Results
- Annexure
- Bibliography
COMPANY PROFILE
"Between my past, the present and the future, there is one common
factor: Relationship and Trust. This is the foundation of our growth."
Shri Dhirubhai H. Ambani
Founder Chairman Reliance Group
December 28, 1932 - July 6, 2002
HISTORY
Recron
Where INNOVATION is a
CONTINUOUS process
DEPARTMENT
DETAILS
PRODUCTION :
a) POLY: The production process starts with the
polymerization of the raw material that takes place in
the poly department . This results in the formulation
of PET chips.
b) SPINING: PET chips are conveyed to the spinning
department. Here , after proper drying the chips are
melted and converted into filament form. After
winding, it takes the form of yarn called POY, that is ,
Partially Oriented Yarn.
c) TEXTILE: In this department POY is converted into
flat Yarn through Draw Twist Process or textured
Yarn through Draw Texturing Process.
d) DYIENG: Dyieng of Yarn carried out in this
department.
ENGINEERING:
a) ELECTRICAL: Its main function is to ensure the
continuous supply of electricity to the whole plant.
b) MECHANICAL: Its function is to ensure all the time
availability of all the equipment and look after their
maintenance.
c. UTILITY: It ensures uninterrupted supply of utilities to
the process plant such as treated water, air-
conditioning, compressed air etc.
d) INSTRUMENTATION: The main function of this
department is to maintain the entire process control
instruments used for controlling and monitoring entire
process and poser electronic devices viz., inverter and
UPS of the entire plant.
e) CIVIL: All the construction work is being look after by
this department.
ADMINISTRATION:
It is service department; it takes up activities in the
following field viz. Horticulture, Sanitation,
Communication, Transportations, and liasioning with the
state and the central government agencies, Guesthouse
maintenance.
PURCHASE:
It is the vital link to the functioning of all other
departments. It arranges all the purchase of raw
materials and the services (both indigenous and
imported).
STORES:
The main task of this department is to make things
available to different departments whenever needed.
Total receipt of material, raw materials, spares and keeps
them stored and delivers timely to users. Maintain total
Inventory Management System.
SAFETY:
It deals with providing employees with safe working
conditions, tools, and equipment and ensures that correct
procedures are followed for carrying out all the
operations.
SECURITY:
It ensures safety and security to men, machine and
material.
ACCOUNTS:
The basic function of this department is to give cost
to every activity that has monetary relevance and also
records of all the benefits in monetary terms. Some of the
section of this department is
a) Purchase Accounting
b) General Accounting
c) Sales Accounting and Sales Tax
d) Insurance
e) Consumption Accounting
f) Project and Fixed Asset Accounting
g) Excise and Customs
h) Management Information System (Profit/Loss, cash
flow, balance sheet).
i) Income Tax
j) Internal Control & Internal Audit
k) Balance Sheet finalization & Statutory Audit.
IT :
With the help of the state-of-the-art technology, it is
being planned to connect all machines on Corporate
Network with ON-Line environment to facilitate data
communication and speedy decision making.
MARKETING:
The basic function of this department is to identify
customers need, offer them the products that are
profitable to the company and satisfy their needs.
HRD:
The main functions of this department are:
a) Manpower Planning
b) Recruitment and Selection
c) Periodical Evaluation
d) Regularization
e) Industrial Relation
f) Welfare Activities
g) Induction
h) Training and Development.
RELIANCE
STRATEGIES
gradation.
o Product benchmarking & quality
improvement.
o Cost reduction.
o Trouble-shooting.
INTRODUCTION
Every organization needs well-trained and experienced
people to perform the acts. If the current or potential job
occupant can meet this requirement, the training is not
important but when this is not the case it's necessary to
raise the skills levels and increases the veracity and
adaptability of employees. As jobs became more complex
the importance of employee's performance also
increases. "In the rapidly the changing society employee
training and development is not only an act that is
desirable but also an act that an organization must
commit resources to, if it's to maintain a viable and
knowledgeable work force."
MEANING OF TRAINING
-DALE S BEACH
MEANING OF DEVELOPMENT
Development is a long term educational
process utilizing a systematic and organized procedure
by which managerial personnel get conceptual and
theoretical knowledge. In other words , it refers not to
technical knowledge and skills in operation but to
philosophical and theoretical educational concepts. It
involves broader education and its purpose is long term
development.
DEFINITION
Management development is a systematic
process of training and growth by which individuals gain
and apply knowledge , skills , insights and attitude to
manage prientation effectively.
-DALE S BEACH
NEED FOR
TRAINING
A STUDY ON
TRAINING AND
DEVELOPMENT
AT
RELIANCE INDUSTRIES
LIMITED
ALLAHABAD MANUFACTURING
DIVISION
QUALITY SYSTEM
PROCEDURE
Training for
supervisors
1. PURPOSE- To establish a system for identification of
training needs and providing training as per the
requirement.
2. SCOPE- Applicable to all officers of the company.
3. DEFINITIONS- SUPS: Supervisors
NONSUPS: Nonsupervisors
( workmen)
ILNA: Individual learning needs
assessment.
LI: Learning index
4. RESPONSIBILITY- HEAD HR is overall responsible for
the compliance of the system. HOD’s are responsible
for the identification of training needs in their
respective department.
RECORDS
FT/T&D/002-online training requisition form
FT/T&D/004-participants feedback form
FT/T&D/005- Faculty feedback form
FT/T&D/007- Monthly training calendar
FT/T&D/008- Employee training card
FT/T&D/011- validation form
REFERENCES
WI/T&D/001- Procedure for training system
TRAINING FOR
NONSUPERVISORS
5.DESCRIPTION/PROCESS APPROACH
REFERENCES
WI/T&D/001- Procedure for training system
Overview of training at RIL
SELF BOOKING
BOOKING CANCELLATION
SELF STUDY – INITIATE
SELF STUDY COMPLETION
STATUS OF CERTIFICATION
MODULE SELECTION
ATTENDANCE REPORT
TRAINING CALENDAR
ILNA RATING SELF
OBJECTIVE OF THE
STUDY
1. POPULATION:
The population for the present study of employees at
RIL was 50.
2. SAMPLE TECHNIQUE:
Sample technique is convenience sampling. It comes
under non- probabilistic sampling method.
A) Primary Data:
1. Questionnaire method
B) Secondary Data:
1. Company Annual Report
2. Company Journal
4. DATA COLLECTON:
Informative content
Friendly atmosphere
Its length
QUESTIONNAIRE
NAME:
……………………………………………………………………………
……………………..
DEPARTMENT:…………………………………DESIGNATION:
…………………………....
1. Do you attend all the training programme ?
a. Yes b. no
a. Yes b. no
a. Yes b. no
a. yes b. no
a. yes b. no
a. yes b. no
10. Does your senior staff helps you in your action plan after training?
a. yes b. no
a. yes b. no
…………………………………………………………………………………………………
……………………………………………………………………………………………………
……………………………………………………………………………………………………
……………………………………………………………………………………………………
……………………………………………………………………………………………………
……………………………………………….
Web Sites:
www.wikepedia.com
www.google.com
www.hr-guide.com
BOOKS