In order to study management development programmes in Visakhapatnam steel plant HRD department, I have keenly studied various programs

in HRD department conducted during different years 2006&2008 to improve the work standards &behavior attitude of employees. If a person starts to perform the given work, initially it is critical. But after some days he can able to perform the same type of work very easily & quickly. Here we have to identify two points which are, 1. Initially the work is very critical. 2. After some time he can able to perform the same type of work very easily & quickly. Here a small narrow thread is connecting the two points (initial& after some days.) The thread is known as TRAINING & DEVELOPMENT. So the training & development programmes are very essential for any organizations. These programmes play a very vital role in many organizations. The training & development programmes are not necessary in all cases. In many organizations they are workmen, executives & top management staff... The top management staff & executives can have some knowledge regarding the work. They can able to perform their work very easily & quickly without training & development programmes. But the workers who get daily wages they do not have any enough knowledge regarding the work. So the HR professional has to identify the training & development needs. So that the HR professionals can able to save the organizations time. Time plays very vital role in many organizations. Once time is lost we cannot rewind. The concept of training & development plays an essential role in any organization. The HR professionals have a complete knowledge in the planning of training & development programmes .They The training &development programmes will be altered w. r. to the organization, job, time to time. Eg. In Vizag steel plant there is two types of posts. 1. Non-executives.2. Executives. should be plan in very easy way. For non executives post involves khalasi, technician, & supervisor/ charge man. For the executive post, Jr manager, asst .manager, D.C.M. A.G.M.etc.

Training & development programmes for non executives post. 1. Induction & orientation training programmes. 2. safety training will be given to khalasi 1

3. Technical training for technicians. 4. Addition of basic egg lectures, supervisory development programmes for supervisors. Training & development programmes for executives. 1. All the above programmes +management development programmes. The prime objective of any organization is to maximize the profits (OR) enhance the wealth of the owners. The training &development programmes do not maximize the profits directly. However these programmes are very useful to the organization. Training is expensive, but not to be trained is more expensive. The training & development programmes will enhance the skills &knowledge of individuals such that the individual can easily perform his work very easily &quickly without fail. Training & development programmes will also increases quality & quantity of the organization. If the work is good automatically that company acquires more profits Every organization needs to have well trained and experienced people to perform the activities that have to be done. It is necessary to raise the skill levels and increase the versatility and adaptability of employees. Inadequate job performance or a decline in productivity or changes resulting of job redesigning or a technological breakthrough requires some type of training and development efforts. As the jobs become more complex the importance of employee development also increases. In a rapidly changing society, employee training and development are not only an activity that is desirable but also an activity that an organization must commit resources to if it is to maintain a viable and knowledgeable work force. Job and organizational requirements are not static, they are changed from time to time in view of the technological advancement and change in the awareness of the total quality and Productivity Management [TQPM]. The objectives of the TQPM can be achieved only through training develops human skills and efficiency. Trained employees would be a valuable asset to an organization. Organizational efficiency, productivity, progress and development to a greater extent on training. Training is important, as it constitutes significant part of management

CONCEPT OF MANAGEMENT DEVELOPMENT Management development relates to the development &growth of the employees in an organization through a systematic process. This development is future oriented &prepares managers for a career of valuable contribution to the organization. It is concerned with the learning & development of the employees. It helps in the development of the intellectual, 2

managerial & people management skills of managers. It trains managers to understand & analyze different, situations & to arrive at &implement the correct solutions. Management development is a key component of an organizations efforts to prepare its employees to successfully handle new challenges. Management development helps managers to understand new cultures & customs that have become an integral part of the global market. It helps managers equips themselves with the latest technologies, tools & techniques for improved qualify &performance. Objectives of management development programs The main objectives of management development programs are. 1. Improving the performance of the managers. 2. Enabling the senior managers to have an overall perspective about the organization & also equipping them with the necessary skills to coordinate the various units of the organization. 3. Identifying employees with executive talent & developing them so that they can occupy managerial positions in the future. 4. Motivating the managers to perform more effectively in accordance with the organizational goals. 5. Updating managers from time-to-time about the latest changes &developments in their respective fields 6. Improving the analytical & logical skills of employees. 7. Providing insights into conceptual issues relating to economic, technical & social areas. 8. Improving human relations skills &encouraging creative thinking.

MANAGEMENT DEVELOPMENT METHODS As in training, management development methods can also be divided into two types 1. On-the-job training 2. Off-the-job training On-the-job management development methods.

The development methods which helps employee to improve his skills in the actual work environment, during the course of his work, are termed on-the-job development methods. The well-known on-the-job development methods are. 1. Coaching. 2. Job rotation 3. under study. 4. Multiple management. Off-the-job management development methods. 1. Simulation. a) The case method b) Incident method c) Role play d) In-basket exercise e) Business games. 2. Transactional analysis. 3. Sensitivity training 4. Conferences. 5. Lectures.

EVALUATION OF THE MANAGEMENT DEVELOPMENT PROGRAM. As firm spend a large amount of their time & resources in the training &development of their employees, it is important to evaluate these programmes for their effectiveness. A. costbenefit analysis helps in analyzing & evaluating any development efforts. A cost-benefit analysis measures the benefits from the development program, against the monetary coast of development. These coast include the cost of materials, supplies, lost 4

work time, travel expenses, consultant fees, &the like. Though it is easy to calculate these monetary costs it is difficult to translate the benefits into economic terms. For example, an improvement in an individuals leadership skills cannot be measured in monetary terms. Though the cost benefit analysis sounds appealing, it may not always be practically useful. Another strategy to evaluate development efforts is to measure the extent to which the objectives of the program are met. Identifying the gap between actual &desired level of program. However, this strategy depends on the quality of objectives set. Unfortunately, many HR professionals do not set realistic &measurable objectives. The factors that can be used to evaluate a training program are; 1. Trainees feedback on the content & process of training. 2. Knowledge or learning acquired by the trainees as a result of the training experience 3. Change in job performance or behavior as a result of training. 4. Measurable improvements or results seen in individuals or the organization like lower turnover, decreased absenteeism or fewer accidents. The method to be used for evaluation the training program has to be determined at the planning stage itself. Evaluation helps in auditing & redesigning a training program. HRD PHILOSOPHY IN VISAKHAPATNAM STEEL PLANT Employees of the organization are greatest and most valuable resources. Whole on the one hand, HRD should appropriately harness the employee potential for the attainment of the company objectives, the company on the other, as its corporate responsibility, should create an enabling climate where in human talent gets the best opportunity for self expression, all round development and fulfillment. People are more than mere resources and therefore it will be the companys sincere endeavor to treat people with all the respect and that is warranted when employees are seen as more mere instrumentalities. HRD as a management function will be given a place of strategic priority, along with function like production, maintenance, materials on finance in the overall scheme of management action in the company. HRD does not refer to training alone, nor it is just a new name for training. In RINL/VSP HRD refers to creative and innovative initiatives in several management functions for the development and growth of employees 5

 HRD should eventually be a core philosophy of all management actions and should not remain merely a departmental / sectional activity. All functional and divisional heads responsible for various activities of the company will imbibe the HRD spirit and suitability integrate HRD into their plans, decisions and actions HRD OBJECTIVES OF VISAKHAPATNAM STEEL PLANT To provide initially a suitable match between employee competence level and companys work requirements To foster an appropriate climate and culture which nurtures employee competence and adequate motivational levels for the application of their abilities to assigned jobs/roles with required commitment. To enable employees seek greater identification with the company by fusing management decisions and actions with the requisite care, concern and developmental approach. To initially enable the employees and the organization achieve its mission and objectives and business goals through HRD. Quality Policy Employees of Visakhapatnam Steel Plant are committed to supply their customers quality products and services. To accomplish this Visakhapatnam Steel Plant will: Manufacture products as per specification and standards agreed with the customer. Follow clearly documented procedures for achieving expected quality standard of products and services. Continuously strive to improve quality of all material, processes and products.