INTRODUCTION:Human resource are the most valuable &unique asset of an organization.

The successful management of an organizations human resource is an exciting, dynamic, &challenging task, especially at a time when the world has become a global village &economic are in a state of flux. One of the major components of an organization is its human resources. When population acquires knowledge, skills, creative abilities, talents and aptitude they become human resources. The permanent factor in the success of any organization is the human resource. The problems, which any organization encounter is basically human and social rather than physical ,the technological or economic failure to reorganize this fact causes immense loss to the nation, enterprise and the individual .No industry can sender efficient service until the basic factor remains unorganized that is human factor. Globalization brings competitiveness with it & competitiveness becomes mandatory for survival &growth of business organization.HR function &supporting system is undergoing a crucial phase of transformation in Indian consequent on the challenge posed by globalization of business. Continuous up gradation of skill, career development individual & group development are necessary in every organization. If the current or potential job occupant can meet the requirement of the organization, there is no necessity of training &development. But this is necessary to noise the skill level &in case of

2 versatility &adoptability of employees. In a rapidly changing society, employees training &development are not only an activity that is desirable but also an activity of an organization. The corporate world today faces a dynamic changing environment, which calls for re-orientation of policies &practices to adopt to these changes. As the interrelation of HRD is widening with other branches most of organization have created separate HRD department to deal with matters relating to training & development. Training implies planned programme designed to improve performance &to bring about measurable changes in skills, attitudes &social behavior of employees. SIGNIFICANCE OF THE STUDY:Training plays an important role in human resource development. The significance of the study lies in identifying &highlighting the problem areas in the field of HRD. It is the acquisition of skills that permits employees to perform their present job to the standards set by the organization. It improves human performance on the job the employees is presently doing or is being hired to do so. It is necessary and useful for all categories of workers and supervisory staffs. The basic purpose of training &development is to develop skill &efficiency. Every organization has to introduce systematic training programmes for its employees because trained personnel are valuable assets of an organization. Expenditure on training is a profitable investment. Training is valuable, as it constitutes a vital part of managerial control. Training is important not only form the point of view of the organization but also from employees points of view as it gives job security &opportunity for advancement. A skill acquired through training serves as an asset for both organization as well as employees. The development of executives and managers has become one of the most important and complex tasks of personnel management. Management executive development includes all those activities and programmers which have substantial influence on changing the capacity of individual to perform his present assignments better. The very purpose of training is to groom &prepare the employees to groom &prepare the employees to improve their skills to perform the present work. Thus the training in the organization is no more a routine function but a target function

OBJECTIVES OF THE STUDY:-The study is limited to the employees of IMFA.As the training &development of employees have become the necessity of every organization my aim is to understand the various actives in it through my research. To find out the various training programmes those are given to the employees of IMFA to enhance their competency. To know whether the employees are satisfied with the training process given at IMFA. To study the effectiveness of the training programme imparted at IMFA.

METHODLOGY:Research methodology is a way to systematically solve the research. Methodology refers to the procedures adopted by the researcher to analyze &interpreter data collected &reach at conclusion &given certain suggestion regarding the topic. So far as methodology is concerned there are various processes included in the research, they are:a. Literature Review:After identifying the research problem review of literature was done. Various books on training &development were studied to have conceptual clarity about the topic. So far as knowledge about IMFA is concerned various reports, magazines, jonurnals, training calendar was studied. b. Preparation of Research Design:It is the blue print for the collection, measurement &analysis of data. The research was made to study the training &development programme at IMFA, it is purely for academic purpose. It has been carried out at the CHQ, IMFA, and Bhubaneswar. c. Sample design:A sample design is a definite plan for obtaining sample from a given population. Sample design may lay down the number of the items to be included is the sample i.e. the size of the sample. In the researcher has used random sampling technique to select its sample. d. Method of Data Collection:While deciding about the method of data collection to be used for the study the researcher has kept in mind 2 types of data.

4 i. ii. Primary data Secondary data

The primary data has been collected a fresh &for the first time. In the research, the researcher has used questionnaire method to collect primary data. The respondents were given questionnaire containing 14 questions &they were asked to fill it up. The secondary data on the other hand, were collected from published &unpublished materials available at IMFA like: 1) Employee manual 2) Monthly magazines 3) Training document e. Processing &Analysis of Data:After the data was collected, it has to be processed &analyzed. f. Report Writing:after collecting &analyzing data the final thing which the researcher did has writing the report keeping in mind that all the component of the research are arrange properly & nothing is left out.

DESCRIPTION OF THE QUESTIONNAIRE:For the collection of the primary data response were obtained through questionnaire. It consisted of 14 questions At the end of each question 3 option were given:a. Yes b. No c. Cant say Out of which one had to be ticked.

LIMITATION OF THE STUDY:Like any other study the present one also suffer some difficulties. Such as: Time constraint acted as another limitation during the course of study. As my project period carried 1 month of time, it is not enough to go deep study into this problem. I was confined to the corporate Headquarters of IMFA. There were other plans which I was not able to visit while doing my analysis.

ORGANISATIONS PROFILE

IMFA is a world of enterprise &innovation inspired by &dedicated to its founder. what was once the dream of an individual is today shared by thousand who work towards the manner goal of a vibrant, industrialized of prosperous orissa.IMFA was stands before the world as a leading producer of Ferro alloys with an array of products of level of integration unmatched at least in the Indian IMFA is committed to manufacture along with overall development of state of ORISSA. IMFA-AN OVERVIEW:Indian Metals and Ferro Alloys popularly known as IMFA was established on 26th November 1962.Based is the eastern state of orissa,fully integrated producer of Ferro Alloys with 130 MVA installed furnace capacity,a108 MW coal-based captive power plant &extensive chrome ore mining tracts previously, the Group consisted of Indian Metal Ferro ltd.(IMFA-estd.1962)and Indian charge chrome ltd (ICCL-est. 1983).But now there was been a merger of both companies &together it is called IMFA.IMFA is unique from quality perspective in a sense it has multi product &multi location ISO 9001 certification covering the entire range of its activities. VISION:Promoting IMFA, whether in the most backward tribal area of India or near the cultural centre of the state, is only a small but important aspect of company vision. What new stands before the world is a leading producer of Ferro Alloys with an array of products &a level of integration unmatched at least in the Indian context a group committed to manufacturing excellence among with the overall development of the state of orissa. IMFA is a world of enterprise &innovation inspired by &dedicated to its founder.

MANUFACTURING CYCLE INDIAN METALS AND FERRO ALLOYS LTD.

(THERUBALI, RAYAGADA) Located within Rayagada district in Orissas south-western extremity the flagship of IMFA, Therubali is recognized within the state as its first home grown industrial entity. Over the years the company has grown to become the largest Ferro Alloys complex in India with three furnaces totaling 82 MVA capacities.IMFA was the first private sector company to produce Ferro Silicon when it started operations in 1967. Today, IMFA continues to play a pioneering role in the Indian Ferro Alloys industry and has added Ferro Chrome besides specialty products like High Purity Ferro Silicon and Ferro Silicon Magnesium to product profile. FACT SHEET Manufacturing facilities: 1x 10 MVA, 1x 24 MVA, 1x 48 MVA, submerged electric arc furnace, chrome ore and quartz mines. Products: Ferro chrome, Ferro silicon, high purity Ferro silicon, Ferro silicon magnesium, chrome ore, quartz.

INDIAN METALS AND FERRO ALLOYS

(CHOUDWAR) IMFAs operation is located in choudwar across the banks of Mahanadi River. This modern unit came about as a result of IMFAs major thrust on becoming a leading producer of ferro chrome which is a vital input in stainless steel production. The complex spread over 270 acres is also a self-contained township with residential colonies, schools, hospital, temples, gas stations etc. FACT SHEET Manufacturing facilities:1 x 48 MVA submerged electric arc furnace. Products: Ferro chrome. POWER PLANT:-

IMFAS 108 coal-based Captive Power Plant is located in Choudwar across the banks of the Mahanadi river from the millennium city of Cuttack, Orissa's second largest city and erstwhile capital. The Power Plant not only meets the entire electricity requirements of IMFA's but also supplies to the state grid. By virtue of the Captive

9 Power Plant, this foray also provided IMFA with a vital aspect of its much desired integration. Given the high cost of electricity prevalent today in India, one of IMFA's major strengths is the Captive Power Plant. The complex is also a self-contained township with residential colonies, schools, hospital, temple and gas station etc. Fact sheet manufacturing facilities: 108 MW coal-based power plants Products: Electricity

MINIG DIVISION:-

IMFA's foray into mining commenced in the 1960's when it operated several quartz mines to cater to its raw material requirement for the production of Ferro Silicon and Silicon Metal. The focus has now shifted to Chrome Ore mining which meets IMFA's large captive requirement of this vital raw material for its Ferro chrome production. Starting out with a small mine which met only a fraction of its requirement, IMFA today is largely self-sufficient by virtue of operating 3 large Chrome Ore mines (Nuasahi Mines in Keonjhar District and Sukinda & Chingudipal Mines in Jajpur District) with nearly 21 million tons estimated reserves. The Mines Division along with the Captive Power Plant at Choudwar makes IMFA a fully integrated and, thereby, cost competitive Ferro Chrome producer. The mining activity is mainly done by the open-cast method wherein heavy earth moving machinery is used in conjunction with deep hole drilling and blasting. However, a significant step has been taken with the commencement of underground mining at the Nuasahi Chromite

10 Mines. With this not only will the mining activity become even more eco-friendly and efficient but larger tonnages of better quality chrome ore will also become available. AVIATION DIVISON-: With factories, mines, branch offices all over the country, it was felt that an aviation division was required for faster communication. So, this division was started way back in 1971 with one aircraft. Now the division is on the process of expanding to serve not only the company but also the state and nation. UTKAL COAL LTD:-

Utkal Coal Ltd (UCL) is a Special Purpose Vehicle (SPV) which has been set up by IMFA to develop the Utkal C captive coal block (recoverable reserves of 130 million tones) in Orissas Angul district which has been allotted to the Group for its existing 108 MW power plant and future expansions. CORPORATE HEAD QUARTERS (CHQ) BHUBANESWAR:IMFA has its head office located in the capital city of orissa i.e. Bhubaneswar .The CHQ comes under the preview of orissa shops and commercial establishment act. The total number of employees at CHQ is 204 out of which 119 are executives and 85 are non executives. Apart from this, IMFA has regional offices at Delhi, Mumbai, Kolkata, Chennai, Faridabad, Vizag, Raipur, Paradeep and Angul.

BUSINESS:FERRO CHROME: Ferro Chrome is extensively used in the manufacture of superior alloys and stainless steel. In fact, it is the addition of chromium which gives essential

11 characteristics to steel such as resistance to heat and corrosion. It is a strong carbide forming element and as such it is an important alloying element in tool and die steels including high speed steel.Ferro Chrome is produced by reducing Chrome Ore lumps and agglomerated fines known as briquettes in a submerged electric arc furnace by using carbonaceous reluctant such as coke. The burden also comprises of fluxing material such as bauxite and quartz. The molten Ferro Chrome along with slag is tapped at certain regular intervals from the furnace hearth and is then cast into a casting bay. After it has cooled down the cakes are crushed, sized, screened and then stored in specific lots ready for despatch.Customers in the domestic and international markets include most of the well known names. FERRO SILICON:Ferro Silicon is an essential element in the manufacture of steel and, in fact, is known as the 'bridesmaid of the steel industry' since it has no substitute. It is used primarily as an additive for deoxidation and also as an alloying element. It is produced by the reduction of quartz (SiO2) in a submerged arc electric furnace using carbon as the reducing agent. The most widely used form of carbon is charcoal, coal, and coke. Like in Ferro / Charge Chrome, the molten alloy is tapped from the furnace hearth at regular intervals and then processed for dispatch to the customers who include most of the well known names. FERRO SILICON MAGNESIUM:Ferro Silicon Magnesium is one of the most important inputs in the manufacturing process of Spheroidal Graphite Iron and Specialty Grey Iron casting for achieving the desired levels of modularity and microstructure. These castings are used in Railways, Automobiles and Engineering industries. ELECTRICITY:Electricity is generated at 11 KV through two turbo alternating generator sets each of 54 MW capacity. Each turbine consists of a high pressure and a low pressure module coupled on either side of the generator through epicyclical gears. Steam required to drive the turbines is derived through a boiler plant comprising of 5 stoker

12 fired boilers. Each boiler has a capacity of 97 tones/hour steam at a pressure of 68 kg/cm2 and temperature of 513 centigrade. An incremental expansion of power generating capacity by way of a 30 MW dual-fuel power plant has been finalized next to the existing power plant at Choudwar. The unit will operate on coal / coal-washery rejects besides utilizing the furnace gas from the 48 MVA Ferro chrome furnace which is presently being flared. Thus, the power which will be generated will be both cost-effective as well as environment friendly. Work is currently underway and the unit is expected to be commissioned by March 2010.IMFA has also firmed up plans to set up an additional 120 MW coal-based power plant (CPP) at Choudwar on land already available at its manufacturing complex. Financial closure has been achieved and the EPC contract has been awarded. As such, commercial operation is expected in the first quarter of 2012. CUSTOMERS OF IMFA:Being the leading producer of Ferro alloys in India,IMFA has not only made its mark in domestic market but also has gone international. In domestic markets, its main customers are: Steel authority of India Ltd.(SAIL) Jindal group. Shah alloys. Visakhapatnam steel plant.(VSP) Larson and Turbo LTD. Rathi alloys to name a few. So far as international market is concerned the customers include: Japan Aichi, Daido, Kawasaki steel, Nippon. Korea pohang steel.(POSCO) Taiwan yeih group. NETWORK:

Corporate Head Quarter ferro Alloys complex power plant Regional office Chromites mines central

Bhubaneswar Therubali and Choudwar New delhi ,Mumbai.Kolkatta,Chennai Nuasahi,and Sukinda Raipur,Chhattisgarah

13 Warehouse nearest ports Aviation Paradeep and Visakhapatanam Bhubaneswar

Corporate Social Responsibility:Corporate Social Responsibility initiatives in IMFA were overseen by our Founder Director Late Mrs. Ila Panda and it is her guiding spirit that drives us today in contributing to Orissas development. Her leadership of Indian Metals Public Charitable Trust (IMPCT) has meant that CSR is not just a buzzword but a serious commitment towards meeting our obligations to society at large.

The major initiatives undertaken by IMFA include instituting the prestigious Sarala Award for recognizing excellence in Oriya literature and the Ekalabya Puraskar for encouraging budding Oriya sportspeople. However, myriad activities such as conducting free health camps particularly in tribal areas, running several educational institutions besides an Industrial Training Institute (ITI), sponsoring needy scholars for higher education and generally working towards improving the lot of the underprivileged sections of society are all part of IMFAs commitment to Orissa. SaralaAward:The annual Sarala Award was instituted in 1980 with the aim to recognize outstanding literary work in the Oriya language. With an award of Rs 1, 50, 000 and a glittering array of recipients it is today considered the premier recognition for an Oriya writer. EkalabyaPurashkar:Although the trust had since a long time worked for the popularizations of sports in Orissa, a major step was taken in 1993 when the annual Ekalabya Puraskar was instituted. Like its literary counter part this award too is the ultimate recognition for any Oriya sportsperson and carries an award of Rs.1, 00,000. The list of recipients includes popular names like Debasis Mohanty, Shiv Sundar Das and Dilip Tirkey among others. Corporate Governance:IMFA's operations are all professionally managed and practice good corporate governance. This has many facets such as a well structured Board with Independent and Professional Directors, regular reporting to the main Board and its sub-

14 committees, a thorough budgeting exercise followed up by regular review through detailed Management Information Systems, and an independent Internal Audit Department reporting directly to the CEO. ENVIRONMENTAL AWARENESS AND COMMUNITY DEVELOPMENT:IMFA has an unambiguous commitment to being a good corporate citizen. In recognition of the importance of the environment, IMFA progressively makes appropriate investments in pollution control equipment while conducting programmes to create and enhance employee awareness. Steps are also being taken to obtain ISO 14000 certification for all the major operations over the next few years. Our Environmental Policy: IMFA shall conduct all its activities in harmony with and aimed towards the preservation of the environment. Our Objectives: Reducing resource consumption Minimizing generation of waste Minimizing contamination of the environment Our commitment: Comply with all applicable environmental legislation continually improve our environmental performance by creating employee awareness Set and review appropriate objectives and targets SCHOLARSHIP:Professor Ghanashyam Dash Scholarship for Higher Education Professor Ghanashyam Dash (1902-1959), in whose memory the Scholarship for Higher Education has been instituted, was a historian of international repute. After graduating from London University he was associated with several educational institutions in Orissa including Ravenshaw College as a Professor and Gangadhar Meher College & Fakir Mohan College as Principal.Professor Dash is the father of Late Mrs. Ila Panda, a Founder-Director of IMFA Group.

15

Executive management:NAME
SUBHRAKANT PANDA PARAMITA MAHAPATRA JAYANT MISRA

DESIGNATION
Managing Director, IMFA Managing Director, UMSL Director(Corporate) and Chief Operating Officer President(Operations) Senior Vice President(Finance) company secretary Executive Vice President(Finance), Chowdwar Senior Vice President(Mines) Senior Vice President,(Power Projects) Vice President(commercial) Vice President(Operations), Therubali Chief of Business Development Chief of Corporate Affairs Senior Advisor Senior Advisor

C R RAY PREM KHANDELWAL

and

B D SAHOO VK AGRAWAL M MOHARANA D K MOHANTY D SENAPATI ARVIND MISHRA SANJEEV DAS SANJEEV DAS D K SAHANI

16

17

TRAINING AND DEVLOPMENT

INTRODUCTION:In the present competitive and dynamic environment, it has become essential for organizations to build and sustain competency that would sustainable competitive advantage. But in this knowledge era where human assets are valued more highly than physical assets, it has become natural that organizations adopted planned and strategic approach towards the maintenance of human resources. Thus, in this content training has assumed importance much more than ever before. Training and development refers to the imparting of specific skills, abilities and knowledge to the employees it may be understood as any attempt to improve the current or future employee performance by increasing the employees ability to perform through learning ,usually by changing the employees attitudes or increasing his/her skills or knowledge. DEFINATION Training is an organized activity for increasing the knowledge and skill of people for a definite purpose. It involves the systematic procedures for transferring technical know how so as to increased there knowledge and skill for doing specific jobs with proficiency. According to date s. beach training is an organized procedure by which people learned the knowledge and skills for definite purpose. According to Edwin B.Flippo, Training is the act of increasing the knowledge and skill of an employee for doing a part job. NEED The need for training and development is determined by the employees performance deficiency and is computed as training and development need equal to standard performance actual performance . Any organization that provides the training and development programmers recognize the performance deficiency in the employees and also offers competitive advantages to the firms by removing performance deficiencies, making employees stay for a long run, minimizing accidents ,scarp and damage and meeting future employee needs. The training and development i.e. being provided by the company is being done, where the company need to invest a large sum of money and the due course of time it enhances the HR capability and strengthened it competitive advantage. At the

18 same time the employees personal and career goals furthered generally, adding his/her capabilities, abilities, and values to the employees.Thus, ultimately the objectives of the HR department are also furthered with the objectives of employees in totals. There are many purposed for which training is given to the employees. The needs are:1.To increase productivity:-Training can help employees increase their level of performance, increased human performance often directly leads to increase operational productivity and thus leading to increase companys project. 2. To improve quality:-The more the workers are informed About their work, the likely to make operational mistakes. Thus leading to improvement is not only companys product or service but also atmosphere of the organization. 3.To improve organizational climate:-Due to planned training programme there is improvement in production and product quality ,financial incentives may increase, less supervisory pressure are ensured there is scope for internal promotion. 4. To improve health of safely:-Proper training can help in preventing industrial accidents. A safe work environment leads to more stable mental attitudes on part of employees. 5. Personal growth:-Training can be used as an effective toll of planning &control. It develops skills among workers for the future prepares them for promotion. It increases productivity &quality. OBJECTIVE: To create an efficient an effective organization. To up to date employees skill. Training helps to build up competent officer & workers &prepares them to occupy responsible position the organization. It helps the workers handle the materials, machines, &equipment efficiently &this helps to reduce wastage of time &resources. It helps employees to rise within the organization &even helps in increasing their market value, earning power helps them to make their job secure.

19 IMPORTANCE:Training offers innumerable benefits to both the employees & employers. It makes the employee more productive &more useful to an organization. How importance of training can be benefited to the employees that is studied below. Such as:a. Training makes employees more efficient &effective. By combining materials, tools &equipment in a right way, they can produce more with minimum effort. b. Training enables employees to secure promotions easily. They can realize their career goals comfortably. c. Training helps an employee to move from one organization to another easily. He can be more mobile and pursue career goals actively. d. Employees can avoid mistakes, accidents on the job. They can handle jobs with confidence. They will be more satisfied with their jobs. Their morale would be high. e. Thus, training can contribute to higher production, fewer mistakes, greater job satisfaction and lower labor turnover. Also it can enable employees to cope with the organizational, social and technological change .Effectives training is an invaluable investment in the human resources of an organization. High the training is benefited to the business that is discussed below:a. Trained workers can more efficiently. b. They use machines.tools &materials in a proper way. Wastages are thus eliminated to a large extent. c. Trained workers can show superior performance. They can turn out better performance. They can turn out better quality goods by putting the materials, tools& equipment to good use. d. Training makes employees more loyal to an organization.

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21

TRAINING AND DEVELOPMENT AT IMFA:The company believes in the growth of its employees and towards meeting these training programmes both external & internal programmes are chalked out for the entire year. From time to time, IMFA may arrange to have both formal &informal training programmes to enable the employees to progress in knowledge of business. The training cell of IMFA keeps in view the companys training need. Not only behavioral aspect has been emphasized but managerial development is given equal importance. Training programmes helps technical and production employees to learn team building, goal setting and even quality maintenance. ISO 9002 provides certain guidelines for IMFA from which we can easily understand the changing role of training for success of quality policy these are: To produce of market consistently good product at competitive prices. To build quality into products and processes at all stages and at all times. To faster teamwork and continual improvement in life of employees. So, to faster teamwork and continual improvement, all the departmental heads and seniors executives shall follow an open door approach and encourage management by walking.HR department shall provide or arrange essential training programmes for all employees so as to achieve organization. TRAIINING AND DEVELOPMENT HRM PHILOSOPHY AT IMFA: To attract competent personnel with growth potential and develop their skills and capabilities in a congenial work and social environment through opportunities for training, recognition, career advancement and other incentives. To develop and nurture favorable attitudes amongst the employees and to obtain their best contribution to the organization by providing stable employment, safe working contribution, job satisfaction, quick redressed of grievances and commensurate with the companys capacity to spend and the govts guidelines. HR department shall provide or arrange essential training programmes for all employees so as to achieve organization goal.

22 HRD STRUCTURE FOR TRAINING AND DEVELOPMENT: HR department is total in charge of training and development for employees. I/C(HR) at BBSR are responsible for training of both executives and nonexecutives of CHQ and branches of the company. As training is given prime importance at IMFA at different person of HR &personnel department are given charge of imparting training. LOCATION CORPORATE QUARTER,BBSR DEPARTMENT HEAD HR RESPONSIBILITY I/C (HR),DY I/HR OF GROUP

EXECUTIVE ENTIRE

&NONEXECUTIVE OF CHQ &BRANCHES. IMFA,THERUBALI PERSONNEL INCHARGE (PERSONNEL) TRAINING EXECUTIVE. IMFA,CHOWDER PERSONNEL INCHARGE (PERSONNEL) NON EXECUTIVE. IMFA,MINES PERSONNEL INCHARGE (PERSONNEL)FOR NON EXECUTIVE FOR OF FOR NON

POLICES IMPLEMENTED BY IMFA FOR TRAINING AND DEVELOPMENT: IMFA has implemented various polices which are to be followed during the execution of training &development programme of employees. The organization tries to fulfill each of these underlined policies to the maximum extent. Training and development activity shall cover both executives and nonexecutives. Importance will be given on technical & functional training at the plant &behavioral training at corporate office.

23 Learning &implementation of ideas &suggestion shall be encouraged &given importance. If there is a new training programme, then that programme is availed by person from top to bottom of the organisation.starting from MD, CEO to everyone down the hierarchy.

ADVANTAGES OF EXTERNAL TRAINING:i. This type of training gets employees away from their work environment to a place where their frustrations and bustle of work are eliminated. This more relaxed environment can help employees to absorb more information as they feel less under pressure to perform. ii. Experts in their field would cover these courses, and this would mean that training for staff members would be taught to a reasonable standard.

iii. As the courses are held externally, our company would not have added costs incurred as a result of extra equipment or additional space.

iv. Sending an employee on a course could help to make an employee feel more valued as they would feel as if they are receiving quality training.

v. As many courses or seminars invite employees form other companies to attend, this would allow employees to network and perhaps drum-up business. TRAINING PROGRAMME FEEDBACK:HR departments, CHQ collects the feedback form from the participants within 7 days of the completion of the training programmes.The feedback is analyzed &records are maintained. The overall participants reactions to various aspects of training programmes are obtained following factor: Attitude of the trainer. Trainers knowledge on the subject. Quality of handouts &training materials. Explanations /presentation of the subject. Overall quality of the trainee. Level of participation.

24 NEED OF A FEEDBACK: It helps the organization to select or avoid a training organization on the basis of feedbacks from the employees who have gone under training at those training organization. Appropriate action if any, is taken bring out continuous improvement in the training process. SOME OF THE TRAINING PROGRAMMES CONDUCTED BY IMFA: Business process management by CII at BBSR. HRD programme on up gradation of knowledge &skills of mines supervisor. BY:-INDIAN INTERNATIONAL MINE CONSULTANT. Awareness /familiazation meet. BY:-SAIL Linking HR with business results. BY:-INDIAN SCHOOL OF BUSINESS. Programme on planned investment &saving. BY:-CII Training summary of IMFA:-

IMFA CHQ &branches Review identified &imparted to Executives of group &nonexecutives of CHQ& branches. JANUARY TO MARCH 2010
LOCATION NO.OF TRAINING PROGRAMMES IDENTIFIED NO.OF TRAINING PROGRAMMES ATTENDED AGAINST TRAINING IDENTIFIED. 10 1 3 3 % ACHIEVED

CHQ& BRANCHES THERUBALI CHOUDWAR MINES

10 1 3 3

100% 100% 100% 100%

Non-executive of CHQ &Branches

LOCATION NO.OF TRAINING NO.OF TRAINING % ACHIEVED PROGRAMMES IDENIFIED PROGRAMMES ATTENDED AGAINST TRAINING IDENTIFIED. CHQ&BRANCHES 5 5 100

25 IMFA CHQ &branches summary of Training identified IMFA CHQ & branches summary of training identified &imparted to non-executives at CHQ for the year 2009-2010

SL NO.

IDENTIFIED TRAINING

IMPARTED ON

MANAGING

SELF

IN

12.05.2010

DIFFICULT TIMES 2 SOCIAL SECURITY 17.12.2009

SKILL(PF,BONUS) 3 ACHIEVING EXCELLENCE AT WORK 4 EMOTIONAL EXCELLENCE 5 EFFECTIVE PRESENTATION SKILLS 6 7 WORK LIFE BALANCE BODY LANGUAGE 1.03.2010 25.03.2010 24.02.2010 17.02.2010 23.01.2010

January to March 2009 EXECUTIVES

LOCATION NO.OF TRAINING NO.OF TRAINING % ACHIEVED BY PROGRAMMES IDENIFIED PROGRAMMES ATTENDED EXECUTIVES AGAINST TRAINING

IDENTIFIED CHQ& BRANCHES THERUBALI CHOUDWAR MINES 3 4 3 4 100% 100% 4 4 100%

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After the collection of data, the most important part is the analysis of the data collected. It is the most significant part of any research work. Whole work regarding data depends upon the data collection. During my summer internship programme, I have collected my data from the IMFA Corporate Headquarters at Bhubaneswar and out of 606 executives and 1218 non-executives, 50 executives were selected for random sample. The questionnaire were randomly distributed and collected by the concerned authority. The data analysis is based on the response provided by the executives and is shown with the help of pie-charts for better understanding. The data presented through the pie-charts are demonstrated in subsequent pages:-

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1. TRAINING PROGRAMMES HELPS IN IMPROVING PERFORMANCE LEVEL. QUESTION NO.1 YES NO CANTSAY RESPONDENT 39 7 4 FIGURE: 1
7% 14% 1 2 3

PERCENTAGE% 79 14 7

79%

So, from this we could infer that the maximum number of executives feels that the training improves the performance level of employees. Many person dont have any opinion regarding the statement by some executives are indifferent towards the statement.So; the company should try minimize such indifferent. 2. THE TRAINIG NEED ASEESSMENT IS DONE ON THE BASIS OF SKILL, KNOWLEDGE, ABILILY. QUESTION NO.2 YES NO CANT SAY RESPONDENT 31 NIL 19 FIGURE: 2 PERCENTAGE% 62 0 38

38% 1 2 3 62% 0%

Maximum people feel that training needs are assessed on the skills, knowledge& ability. There is no negative reaction .but 38% executives out of the total are confused

28 regarding the criteria.so, how the authorities should communicate properly regarding all such criteria 3. TRAINING PLAYS AN IMPORTANT ROLE FOR OVERALL DEVELOPMENT OF MANPOWER. QUESTION NO3 RESPONDENT PERCENTAGE% YES 34 70 NO 8 15 CANT SAY 8 15 FIGURE: 3

15% 16% 69%

1 2 3

Maximum people feel that manpower development is due to training. Where as some people have negative reactions i.e. 15% .and equal people are confused that the development is due to the training programmes.so the organization should take some step to eradicate such reaction. SWOT ANALYSIS OF IMFAS TRAINING &DEVELOPMENT:SWOT is an acronym used to describe the particular Strengths, Weaknesses, Opportunities, and Threats that are strategic factors for a specific company. A SWOT analysis should not only result in the identification of a corporations core competencies, but also in the identification of opportunities that the firm is not currently able to take advantage of due to a lack of appropriate resources
The SWOT analysis framework has gained widespread acceptance because it is both simple and powerful for strategy development. However, like any planning tool, SWOT is only as good as the information it contains. Thorough market research and accurate information systems are essential for the SWOT analysis to identify key issues in the environment.

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STRENGTH: Leads to improved performance and helping the growth of the organization. Improves the job knowledge and skills at all levels of the organization. Aids in increasing productivity and quality of work. Helps employees adjust to change. Provides a good climate for learning and progress. Through training and development, motivational. WEAKNESS: Individuals do not have their own choice of training programme. Sometimes it is repeatitative. Depending on the course, the overall cost could prove quite expensive for example; many courses may require an overnight stay at a hotel if the course is outside the area or the course itself may prove to be expensive due to the level of expertise or equipment need to deliver the course. The different learning speeds of individuals who are usually forced to progress at a compromise rate. Not all the learners will be starting at the same knowledge or skill level and there is a risk that those starting at the lowest levels, if account is not taken of this, will be lost from the start.

30 OPPORTUNITIES: Training helps to build up competent officer & worker & prepare them to occupy responsible position in the organization. It helps employees to rise within the organization &even helps in increasing their market value, earning power& helps them to make their job secure. Training helps to increase the overall performance of organization. Training enables employees to secure promotions easily. They can realize their career goal comfort ability. Can be a source to supply the latest information, current trends, skills and techniques for example current employment legislation or other company law and regulations, current computer software or computerized technologies or improved/innovative administrative procedures. These new skills can be brought back and utilized within the company. THREAT: Without proper tie off with reputed training institution forces the management to optimum for non-recognized training institution who lacks in quality &training programmes. As there is no real way to know the abilities both as a trainer and their subject knowledge of the people delivering the external training courses, there is no guarantee that sufficient skills of knowledge will be transfers or valuable.

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FINDINGS
It is observed that training imparted to the employees, enhanced their strategic capabilities. Need based training in majority cases imparted to employees based on their skill, knowledge and ability. During my SIP period I found that training plays an important role for overall development of man power. When I am doing my research work at IMFA I found out the employees feel training and development is highly beneficial to develop himself at short span of time. Due to the help of training programme the employees develop their Skill, knowledge and capabilities. During my research work I found out the training programme avoid the lacuna of the employees work The training programme acts as guide, when employees doing their work at their respective place. The training methods should be in the organization because it helpful for organization to achieve their objectives as well as employees objectives. The trainings conducted by IMFA keeping in view the future requirement of the company. During my research I found out the employees feel up-to-date after attending the training programmes and develop their team spirit. Last but not least after the training programme it evaluate the employees skill whether employee gain knowledge or not which is the ultimate goal of an organization.

RECOMMENDATIONS: After training has been imparted to the employees proper & continuous evaluation has to be done by the HR department to know the effectiveness of a particular programme.

32 Right person should be given right type of training according to his key skill areas. Training should be provided in such a manner that if the organization goes for any new technological change then there should not be any wastage of time &money. The duration of the training should be reduced a bit. The organization required the training calendar should be flexible which is reflect the scope and needs of the employees. The organization should go that type of training which is fulfills the objective of organization as well as employees objective.

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CONCLUSION:Training is a planned programme designed to improve performance and to bring about measurable changes in knowledges, skills, attitudes and social behavior of employees. Training makes employees versatile, mobile, flexible and useful to the organization. The training process consists of five steps: need analysis, instruction design, validation, implementation & evalution.Development are future-oriented training, focusingon the personal growth of the employees. Learning principles are the guidelines to the way people learn most effectively. More effective training incorporates more of these principles. In gauging the effectiveness of a training programe, there are four categories of out-comes companies can measure: reaction, learning, behaviour &results. In some cases where training seems to have failed, it may be because training was not the appropriate solution to the problem. Training and development system is designed to encourage individual to such a way that they help organization to achieve its goal. It is a useful framework through which problems can be approached in a manner that involves setting individual or group standard, measuring, performance &revising the objectives when ever necessary. It is possible to criticize feasibility of this cycle, however, it may not be possible to set appropriate standard, or to measure training and development relating to standard. The training programme as a whole is very satisfactory in IMFA. Though at IMFA training is given to the employees in a proper manner but still then after the researchers findings it can be concluded that the training programme should be made more effective and efficient. However in some of the employees are not very positive about the training, hence if their can be a proper mapping between, those few participants and the training programme, this could give a better result about the training programme. Further systematic approach will further strengthen the training programme.

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Books: Employee manual of IMFA Company Boucher of IMFA Aswathappa k., Human Resources management text and casesTata Mc Graw-Hill Publishing company Limited, NEW DELHI, 5th edition 2005,page no.220,228. RAO V.S.P, Human Resources management text and casesExcel Books, NEW DELHI, 2nd edition 2005, page no.191, 194,204,207.

Websites:

http://www.hrworld.com/hris/ http://www.imfa.in/
http://ezinearticles.com/?Six-Types-of-Training-and-DevelopmentTechniques&id=1944536 http://managementhelp.org/trng_dev/trng_dev.htm http://traininganddevelopment.naukrihub.com/methods-of-training/ http://www.businessballs.com/trainingprogramevaluation.htm http://en.wikipedia.org/wiki/Conclusion

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QUESTIONARIES REGARDING TRAINING&DEVELOPMENT PROGRAMME AT IMFA. SL NO

1

QUESTIONARIES
.TRAINING PROGRAMMES HELPS IN IMPROVING PERFORMANCE LEVEL. THE TRAINING NEED ASSESSMENT IS DONE ON THE BASIS OF SKILL, KNOWLEDGES ABILITY. TRAINING PLAYS AN IMPORTANT ROLE FOR OVERALL DEVLOPMENT OF MANPOWER. EMPLOYEES FEEL SATISIFIED AFTER THE TRAINING HAS BEEN IMPARTED. MODULES ARE SPECIALLY DESIGNED KEEPING IN MIND THE NEEDS OF EMPLOYEES. SKILL, KNOWLEDGE CAN BE ENHANCED ONLY THROUGH TRAINING. IT IS HELPFUL TO OVERCOM THE OBSTACLES THAT YOU WERE FACING PREVIOUSLY. SATISIFIED WITH THE TRAINING PROGRAMMES PROVIDED BY IMFA. TRAINING PROGRAMMES ARE HELPFUL IN YOUR WORKPLACE. .TRAINING METHODS BRIDGE THE GAP BETWEEN THE COMPANYS OBJECTIVESEMPLOYEESOBJECTIVES TRAINING METHOD IS BASED ON FUTURE REQUIREMENT OF IMFA. ATTENDING THE TRAINING PROGRAMMES HELPS IN UP-DATING YOURSELF. THE TRAINING PROGRAMMES CONDUCTED BY IMFA HAS HELPED IN IMPROVING THE TEAM SPIRIT. TRAINING EVALUATION IS DONE ACCORDING TO THE TRAINING OBJECTIVES SET BY THE ORGANISATION

YES

NO

CANSAY

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13

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