Chapter-1: Study of Training and Development at Ocl India Limited

STUDY OF TRAINING AND DEVELOPMENT AT OCL INDIA LIMITED iiPM-SOM snaik1990@gmail.
com Page 1

CHAPTER-1
INTRODUCTION

STUDY OF TRAINING AND DEVELOPMENT AT OCL INDIA LIMITED iiPM-SOM snaik1990@gmail.com Page 2

INTRODUCTION
The Primary objective of every organization is needs to have
well-trained and experienced people to perform the activities
that have to be done. So it is necessary to raise skill levels
and increase the versatility and adaptability of employees.
As jobs become more complex, the importance of employee
development also increases .In simple terms, training and
development refers to the imparting of specific skills, abilities and knowledge to an
employee. The formal definition of training and development defines any attempt to
improve current and future employee performance by increasing an employees ability
to perform through learning, usually by identifying employees attitude or increasing
his/her skills and knowledge. Training can also help to attract and retain good quality
staff, as well as increasing the job satisfaction of those presently with organization -
increasing the chances that they will satisfy customers of the organization.
Training-:
Training can be defined as It is the process by which we derive
the outcome and that can be reformed as development. In other
word training can be defined as It is the gap between the actual
and desired performance, behavior and attitude leads to the birth
of training needs for employees at workplace.
Development-:
Development is the outcome or reflection in the individual, group
or organization which is required to perform the current and future
jobs. In other word Development is a long-term educational
process utilizing the systematic and organizational procedure by
which a managerial personal get conceptual and theoretical
knowledge.
The need for training and development is determined by the employees performance
deficiency, computed as follows:
Training and Development need = Standard performance Actual performance.

The Training Process:

Assessment of Training
Needs
Establishment of Training
Goals
Devising Training
Programme
Implementation of
Training Programme
Evaluation of Results
Organizational Objectives
and Strategies


Distinction Between Training and Development-:
Training:
It is a short term process
Managerial personnel acquire Skill of training sub-ordinates.
Non Managerial personnel acquire technical skill and knowledge for a definite purpose
It is primarily related with the job and technical skill learning
It is focuses on technical, mechanical oriented operations.
Training may result in enhancement of a particular job skill.
Training can be classified into two major types:
On- the job training & off-the job training.

Development:
It is a long term process
Managerial personnel get theoretical knowledge or skill and conceptual ideas.
Managerial personnel acquire technical skill and knowledge for a long-term purpose.
It is mainly useful for long-term management development process.
The Development is for managers & executives.
No such classification is possible.
Typical Reasons For Employee Training And Development:
To increase the productivity and quality.
To promote versatility and adaptability to new methods.
To reduce the number of accidents.
To increase efficiency.

To increase job satisfaction and morale among the employees.
To increase employee motivation.
To increase efficiency in process, resulting in financial gain.
To increase innovation in strategies and products.
Advantages Of Training:-
Leads to increased profitability and/ or more positive attitude towards profits orientation.
Improve the job knowledge, potential and skills at all the levels of the organization.
Improve the morale of the work force
Aids in organizational development
Aids in understanding and carrying out organizational policies.
Aids in developing leadership skills, motivation, loyalty, better attitude, and other aspects
that successful workers and managers usually display.
Aids in increasing productivity and/or quality of work.
Helps to keep the cost down in many areas eg. Production, personal, administration etc.
Develop a sense of responsibility to the organization for being knowledgeable.
Disadvantages Of Training:-
Equips staffs to leave for a better job.
Narrow Experience.
Training Need Analysis (TNA):-
An analysis of training need is an essential requirement to the design of effective training.
The purpose of training need analysis is to determine whether there is a gap between what is
required for effective performance and present level of performance.


Why training need analysis?
Training need analysis is conducted to determine whether resources required are available or
not. It helps to plan the budget of the company, areas where training is required, and also
highlights the occasions where training might not be appropriate but requires alternate action.

Training Need Arises At Three Levels:

Organizational Level Training need analysis at organizational level focuses on strategic
planning, business need, and goals. It starts with the assessment of internal environment of
the organization such as, procedures, structures, policies, strengths, and weaknesses and
external environment such as opportunities and threats.

Individual Level Training need analysis at individual level focuses on each and every
individual in the organization. At this level, the organization checks whether an employee is
performing at desired level or the performance is below expectation. If the difference
between the expected performance and actual performance comes out to be positive, then
certainly there is a need of training.
However, individual competence can also be linked to individual need. The methods that are
used to analyze the individual need are:
Appraisal and performance review
Peer appraisal
Competency assessments
TRAINING NEED
ORGANIZATIONAL
LEVEL
INDIVIDUAL LEVEL OPERATIONAL
LEVEL

Subordinate appraisal
Client feedback
Customer feedback
Self-assessment or self-appraisal

Operational Level Training Need analysis at operational level focuses on the work that is
being assigned to the employees. The job analyst gathers the information on whether the job
is clearly understood by an employee or not. He gathers this information through technical
interview, observation, psychological test; questionnaires asking the closed ended as well as
open ended questions, etc. Based on the information collected, training Need analysis (TNA)
is done.

Organizational Performance

Employee performance

Employee Skills, Knowledge and
Attitudes

Employee Education, Experience and
Training


When does the need for training arise?
The installation of new equipment or techniques.
A change in working methods or products produced.
A realization that performance is inadequate.
Labor shortage, necessitating the upgrading of some employees.
A desire to reduce the amount of scrap and to improve quality.
An increase in number of accidents.
Promotion or transfer of individual employees.
Ensures availability of necessary skills and there could be a pool of talent from which to
promote
When the level of moral and motivation is low.
When there is a special need due to some technological innovations.
TYPES OF TRAINING:-
Induction Training:-
Induction training is important as it enables a new recruit to become productive as quickly
as possible. It can avoid costly mistakes by recruits not knowing the procedures or
techniques of their new jobs. The length of induction training will vary from job to job and
will depend on the complexity of the job, the size of the business and the level or position of
the job within the business.
The following areas may be included in induction training:
Learning about the duties of the job
Meeting new colleagues
Seeing the layout of the premises
Learning the values and aims of the business
Learning about the internal workings and policies of the business

On-The-Job Training:-
With on the job training, employees receive training whilst remaining in the workplace.
The main methods of one-the-job training include:
Demonstration / instruction - showing the trainee how to do the job
Coaching - a more intensive method of training that involves a close working
relationship between an experienced employee and the trainee.
Job rotation - where the trainee is given several jobs in succession, to gain experience
of a wide range of activities (e.g. a graduate management trainee might spend periods in
several different departments)
Projects - employees join a project team - which gives them exposure to other parts of
the business and allow them to take part in new activities. Most successful project teams
are "multi-disciplinary"

The advantages and disadvantages of On-the-job training can be summarized as follows:
Advantages Disadvantages
Generally most cost-effective
Employees are actually productive

Opportunity to learn whilst doing
Training alongside real colleagues
Quality depends on ability of trainer and time
available

Bad habits might be passed on

Learning environment may not be conducive
Potential disruption to production


Off-The-Job-Training:-
Lectures.
Conferences
Group Discussions
Case Studies
Program Instruction
Simulation
Role plays
The main advantages and disadvantages of Off-the-job training can be summarized as
follows:

Advantage Disadvantage
A wider range of skills or qualifications can
be obtained
Can learn from outside specialists or experts

Employees can be more confident when
starting job
More expensive e.g. transport and
accommodation
Lost working time & potential output from
employee
New employees may still need some
induction training


CHAPTER-2
COMPANY PROFILE


COMPANY PROFILE
OCL India Limited is the flag ship company of 'Dalmia Group' of
companies, set up and operating from eastern India. Sjt. Jaidayalji
Dalmia, an industrialist of farsighted vision set up a cement plant at
Rajgangpur during 1950-51 at the request of Government of Odisha to manufacture
super grade cement for use in the construction of the prestigious Hirakud Dam.
Orissa cement Ltd was incorporated on 11.10.1949 and its cement plant went on steam during
1952. The company changed its name from Orissa Cement Ltd to OCL India Limited
on 15.01.1996 to reflect its multifarious activities.
Presently the equity shares of the Company having face value of Rs.2/-each are listed
on National Stock Exchange Limited and Bombay Stock Exchange Limited.
Established in 1932 with a sugar factory, the Dalmia groups gradually diversified into
a broad spectrum of activities and were involved in many pioneering ventures.
OCL India Limited banks with three banks State Bank of India, UCO Bank, Axis Bank.
DIVISIONS OF OCL INDIA LIMITED:
(a)Cement Division
(b)Refractory Division &
Common Departments
However the following divisions are operated significantly at OCL INDIA LIMITED which
are as follows-:
(a) Cement Division-:
OCL's Cement Plant is one of the most modern dry process cement plants in India. Konark
brand cement manufactured by OCL is the market leader in the State of Odisha and has
emerged as a brand synonym of premium quality cement.
Presently its installed capacity for the factories located at Rajgangpur Cement Works
& Kapilas Cement Works is 5.35 Million Tonne per annum.

Keeping a steady progress with time and technology, OCL has produced the first
clinker through modernized and fully automated dry process plant in 1988 and further
enhanced its installed capacity by adding its 2nd clinkerization unit in 2009.
In the early fifties OCL has installed four numbers of Ball mills of FL Smidth for
cement grinding purpose. Later on, to keep pace with the technological advancement and
facilitating manufacture of blended cement, three giant Vertical Roller Mills with combined
and separate grinding systems were installed during the period of 1997 to 2005.
To ensure easy availability and timely supply of cement to the customers in the
coastal area of Odisha, a split level cement grinding unit Kapilas Cement Works was set up
near Cuttack in 2008.
(b)Refractory Division-:
OCL INDIA LIMITED, formerly "Orissa Cement Limited" and better known as "OCL"
started producing Refractories in 1954. Over the years, it has become one of the largest and
well-equipped state of the art Refractory plants in India covering a wide range of products for
use in the Ferrous & the non-ferrous Industries. Its customer base spreads from iron and steel
to cement, aluminum, glass, copper, chemicals and hydrocarbon industries.
Various products of OCL INDIA LIMITED-:

Product Portfolio of Cement Division-:
At Rajgangpur cement OCL INDIA LIMITED manufactures eight verities of cement which are as
follows-:

*53 & 53-S -grade OPC (IS: 12269-1987):

*43-grade OPC (IS-8112:1989):


*Portland Slag Cement (IS-455:1989) :

*Portland Pozzolana Cement-Fly ash based (IS: 1489 Part-1 1991):

*Sulphate Resisting Portland cement (IS-12330:1988):

*Oil Well Cement Class G Type HSR (IS-8229-1986):

*Masonry Cement (IS-3466-1988):


Product Portfolio of Refractory Division:-

Silica Refractories for Coke Ovens, High Temperature Blast Furnace Stoves and
Glass Industries.
High Alumina Refractories for Blast Furnace Stoves.
Basic Refractories.
Magnesia Carbon bricks.
Continuous Casting Refractories.
New generation high performance Castable and Precast Blocks for various applications.
Purging Refractories.
Slide gate Refractories.
OCL happens to be the first Refractory Company in India to be certified under ISO 9001, by
RWTUV of Germany in 1994 version for all range of its products. And now it is updated to
an Integrated management system comprising of ISO9001: 2008, ISO 14001:2004 &
OHSAS 18001: 2007 certification from RWTUV, West Germany.
OCL today boasts of a full-fledged in-house R&D Wing with state-of-the-art equipment and
facilities. Besides, it has also promoted an independent R&D Centre-DALMIA INSTITUTE
OF SCIENTIFIC & INDUSTRIAL RESEARCH.


Cement Products Of Ocl India Limited Used In Constructing Different Projects:-
OCL Cement has been widely used in construction of following landmarks:
Hirakud Dam

Second Hoogly bridge

Mahatma Gandhi Setu

Renovation of Jagannath temple

Science City, Kolkata

Modernization of Rourkela steel plant/NTPC, Talcher


Growth:-
Cement manufacturing in the year 1951.
Diversified to Refractory manufacturing in the year 1954.
Changed the process of cement manufacturing from wet to dry in 1989.
First in India to install Vertical Roller Mill for cement grinding (CVRM) and enhancing
the cement manufacturing Capacity to 10 Lakh TPA in 1997.
Installed 2
nd
CVRM and enhanced cement manufacturing capacity to 12.75 Lakh TPA in
2001.
3
rd
CVRM installed and cement manufacturing capacity enhanced to 18 Lakh TPA in
2005.
Cement Manufacturing Capacity enhanced to 20 Lakh TPA through de-bottlenecking in
2006.
Started Kapilas Cement Works with million tonne capacity grinding unit at Tangi,
Choudwar on 29
th
March 2008.
Started Clinkerization project with 1.3 million tone capacity at Rajgangpur on the eastern
side of the existing works likely to complete by fy 08-09.
Started another Refractory plant named OCL China with a capacity of 10,000 tpa.
Work of Captive Thermal Power Plant projected of 2*27 MW capacities is in progress at
Rajgangpur.
Proposed to have 3 more cement grinding units in 3 years.


Achivements:-
The first Indian Refractory manufacturer to achieve ISO 9001 Certificate for all its
refractory products.
Obtained ISO 9002 Certification in 1998.
Obtained ISO 9001-2000 Certification in 2004 for cements products.
Bagged National Award for Energy efficiency in Cement Industry from NCCBM in 2009
Obtained ISO 9001-2008 Certification in 2010.
Obtained Certification for Environment Management System as per IS/ISO 14001:2004
and Occupational Health and safety Management System as per IS/ISO 18001:2007 from
BIS.
ISO 14001 Environment System & OHSAS 18001 System are under implementation.
The first cement manufacturer in eastern India granted the right to use American
Petroleum Institutes (API) monogram for its oil well grade cement.
Awarded with special Export award by Capaxil consecutively for seven years including
current year.
TPM implementation is in progress.
Limestone And Dolomite Mines:-
Langiberna is 8 km away from Rajgangpur:
Date of operation 12.05.1951
Total lease area of mines 8.933 sq.km
Total surface of mines 3.3342 sq.km
Total working area of mines 1.27sq.km


Global Presence:-
1:- OCL was of the first to initiate exporting Cement from Eastern Region to countries like
Bangladesh & Nepal.
2:- As per refractory is concerned they are exporting their products to around 32
countries in the world. i.e Canada, USA, Brazil, UK, Sweden, Netherlands, Hungary, Spain,
Italy, Turkey, Japan, South Korea, China, Thailand, Malaysia, Indonesia, Australia, Egypt,
Kenya, South Africa, Saudi Arabia, Jordan, Qatar, Iran, UAE, Kuwait, Pakistan,
Bangladesh, Sri Lanka & many more.
3:- OCL Refractories has been used in the largest steel plants & other non-ferrous
plants in all the above countries.


OPERATIONAL PERFORMANCE
Cement:-
Year Production (000 tones) Sales (000 tones)
2007-2008 1999 2021
2008-2009 2752 2763
2009-2010 3035 3008
2010-2011 3409 3394


Refractory:-
Year Production (000 tones) Sales (000 tones)
2007-2008 71 72
2008-2009 87 82
2009-2010 72 77
2010-2011 80 76


Annual Turnover:-
Year Rs. In Crores
2007-2008 900
2008-2009 1273
2009-2010 1522
2010-2011 1673


Technical collaboration-:
Starting with initial technical fragmentation from Dr. C. Otto and CO, Germany OCL
subsequently entered into collaboration with General Refractories of USA for expansion
of its factory and enlarging of the products range. The main objective of this collaboration
integrating its operations with the global market.
Secondly OCL has continued its involvement with the world leaders of refractory
technology and entered into collaboration with T.Y.K. CORPORATION of Japan for
the manufacturing of magnesia carbon bricks, new generation castables, precast
blocks, continuous casting Refractories, alumina silicon carbide carbon and alumina
magnesia carbon Refractories.

VISION & MISSION OF OCL INDIA LIMITED

Vision

*Grow profitably with commitment to customer satisfaction.
*Strive for excellence.
*Be # 1 in chosen areas.
*Continuously develop a committed team of people.
*Build good corporate image & high customer esteem.
*Endeavour to serve society.

Mission

*OCL is in the business of Cement and Refractorys. These will continue to be our prime
business focus areas.
*OCL India Limited has always been given emphasis to improve our image in the eyes of all
stakeholders - present and potential.
*OCL India Limited will Endeavour to build a vibrant and responsive organization with a
team of motivated people driving for excellence, achievement and high performance.


In the cement business we shall:-
*Stay ahead of competition in quality of products and services.
* Maintain our market leadership in Orissa and strengthen our presents in other markets.
* Promote PPC and develop value added products for markets.
*Treat dealers as partners.
*Continue cost reduction efforts.
*Pay attention to transport logistics to improve product availability at market place.
*Provide clean and healthy environment.
In the Refractory business we shall:-
*Stay competitive.
*Strive for customer satisfaction through technological improvement for better enduce performance.
*Focus on specific products/customer segments.
*Develop new products for selected applications.
*Upgrade technology for competitiveness.
*Continually strive for process improvement and waste elimination. *Increase exports.
Hr Vision :-
The HR Vision of OCL INDIA LIMITED is to develop competent self motivated team of job owners
striving for excellence in a congenial environment with customer orientation.
Organization Structure:-
OCL India Limited, Rajgangpur follows a systemetised Organizational structure. This helps
the organization to function smoothly. Any organization without a proper organization
structure can never prosper, thus organization structure should be made accordingly.

DIFFERENT POLICIES OF OCL:-

Quality Policy:-
OCL INDIA LIMITED believe and aim at total quality in its products and service to satisfy
its potential customers and are committed to :-
1:- Adhere strictly to quality parameters at all stages to provide products services
conforming to customers requirement.
2:- Meet requirements of quality management system and strive to continually improve its
effectiveness.
3:- Develop competent human resource through planned training.
4:- Establish quality objectives and review periodically to achieve continual
improvement.
Safety Policy:-
OCL INDIA LIMITED considers all its employees as
primary asset and attaches utmost importance to their safety
and health. To promote safety in all its factories and
mines,the company makes all possible efforts and will
continue to do so bywhich safety and health of all its
employees will be ensured.With this objective in view the
POLICIES OF OCL INDIA LIMITED LIMITED
SAFETY POLICY QUALITY POLICY ENVIRONMENTAL, OCCUPATIONAL
&HEALTH POLICY

following guidelines are set forth:-
1:- To give safety and hazard-free operation foremost consideration in planning,designing
and adopting any process or system in all its units with a view to eliminate/minimize safety
and health hazard.
2:- To select and deploy plant and machinery which are safe and offer minimum hazard an all
areas of its operation including factories and mines.
3:- To regularly maintain and upgrade its facilities and operations so as to ensure safety on
continuous basis.
4:- To review safety practices and introduces improvement thereon.
5:- To introduce safety awareness amongst all its employees including workers,staff and
executives through education,training and other means.
6:- To upgarde the skills of staffs and executives by training with an objective of
improvement in safety standards.
7:- To make adequate funds available for promotion of safety.
8:- To give an important place to satisfy in the annual operation planning in all units of the
company.
Environmental,Occupational & Health Policy:-
OCL INDIA LIMITED (Cement Division), Rajgangpur ,Orissa engaged in Captive Mining
of Limestone and manufacturing of cement are continually improve performance of OCLs
environment and Occupational Health and Safety Management system for sustainable
development.
The OCL INDIA LIMITED will achieve this by:-
1:- Integrating EHS criteria in all our planning & operational activities.
2:- Prevention,minimization and control of workplace injury,ill health and pollution.

3:- Complying with Legislation and other requirement applicable to us and which we
subscribe.
4:- Communication of EHS policy to all our employees and otherinterested party.
5:- Strengthening competence & EHS awareness of employees & business associated through
continuous training.
6:- Optimization of resources, particularly raw materials,water,fual & power.
7:- Reclamation & Rehabilitation of mined out areas by utilization of solid waste & develop
green belt in the area.
8:- Promote safe behavior and practices to nurture and sustain safe and healty work
environment.
9:- Establish the EHS objectives and review periodically to achieve continual improvement.
Schemes and Guidelines
1. Health related:
OCL Medical Welfare Fund
Medical facilities from Companys Dispensary
Schemes for conducting periodical health checkup of executives
Group Mediclaim insurance & group personal accident insurance for executives
Welfare measures schemes under ESI scheme
Medical Facility to retired employees from companys dispensary

OCL Medical Welfare Fund
Purpose: The purpose of the scheme is to provide financial assistance to the employees
towards medical treatment of any disease involving hospitalization and expenditure of Rs.
15000/- or more for self and / or spouse.

Scope: This scheme is called OCL Medical Welfare fund scheme and is applicable to
permanent employees of the company on roll at Rangangpur Works, Langibena Lime Stone
mines and Calcutta office who are not covered under ESI Schemes and have crossed the
benefit under the ESI Scheme.
Medical facilities from Companys Dispensary
OCL Dispensary at Rajgangpur is rendering medical services including supply of
medicines to various categories of persons.
Companys Doctor while attending the patients will prescribe the medicines and advise
them to procure the same on payment.
Schemes for conducting periodical health checkup of executives
It shall be called as the Scheme for conducting health checkup of executives employed in
the Company in its different units like Refractory, Cement, Common, Langiberna Quarry,
Sponge Iron, Etc. It shall supersede the existing schemes and shall come into force with
immediate effect.
Under the scheme complete health checkups of the executives, who are in the age group
of more than 40 years, will be conducted periodically as per details given below:
Age Group Frequency
More than 40 and upto 45 years

Once in Four years
More than 45 years

Once in three years
More than 50 years and upto 50
years

Once in a year
More than 55 years

Every year

Group Mediclaim insurance & group personal accident insurance for executives
Purpose: To get reimbursement of hospitalization expenses as per the limit shown in
Annexure 1. To pay the compensation to the concerned employee as per the scheme.
2. Accommodation Related:
The executives in level M 8 and above while on companys business in Kolkata must stay in
Konark House. At Bhubaneswar, company has to got its own Rest house an all the
executives, While on Companys Business in Bhubaneswar, Must stay in our Rest House at
Bhubaneswar.
3. Perks and Benefits:
All executives are attending their duties in any one of the following shifts:
General Shift
1
: 7.00 AM To 12.00 Noon
1.30 PM To 4.30 P.M

General Shift
2
: 8.00 A.M To 1.00P.M
2.30 P.M To 5.30 P.M

Cycle Shift : 6.00 A.M To 2.00 P.M
: 2.00 P.M To 10.00 P.M
: 10.00 P.M To 6.00 A.M


4. Employee Recognition Scheme
Introduction:
Every Employee enjoys the challenge in the job and recognition of a job well done in a
Strong Motivator.
Recognition Programme should be flexible, personalized and based on individual or team
accomplishments.
Recognitions shouldnt be constructed as compensation and there are no winners and
loosers.
Recognition has to be based on facts and be meaningful and timely; its implementation
must demonstrate sincerity, fairness & consistency
The programme must be monitored and modified periodically so that it continues to
motivate employees effectively.
Recognition Scheme:
The scheme operates at three levels:
1 Shop Floor 2 Division 3 Company
Scope:
a) Recognition of individuals working in a particular section or Department.
b) The BEST in specific Area (s) and also when substantial improvement on consistent
Basis has been made.
c) Up to 5% executives/ workers including on contract, in each section/ Dept. Per quarter.
Divisional and company heads are excluded from its scope.
What to recognize?
a) Consistent improvement in Quality, Productivity
b) Special achievement in some area
c) Successful completion of a major project/ activity
d) Act Behavior that enhanced the companys image
e) Act/ behavior that prevented loss to the company or protected company interest.


When to Recognize?
Within 15 days of the achievement
Divisional Level:
Scope:
a) It covers recognition of Groups/ Teams in each Division.
b) For Group / Team recognition, the performance improvement / achievement should be
substantial and consistent for at least three consecutive months.
c) It also covers such individual cases, which have been recommended for higher level
recognition from Shop Floor Level.
What to Recognize:
a) Substantial improvement in various performance areas, like quality, delivery,
productivity, energy, environment, etc.
b) Special Achievements
c) Successful timely completion of major project / programme with some achievement.
d) New Product Development with customer acceptability and at par or above that of
competitors.
e) Outstanding product performance, specifically identifiable for section/Dept./Group.
f) Group Publication of articles/making presentation outside.
g) Outstanding individual performances recommended from shop floor level
When to recognize?
Within 30 days of achievement.


5. Transport Related:
Use of Vehicle for official Work:
Executives can avail vehicle facility from garage for their visit to Rourkela, Sundergarh,
Sambalpur, Raigarah, etc. for official work
Sr. Manager - By submitting the requisition slip to garage directly.
Manager - By submitting the requisition slip to garage duly approved by HOD not
below the level of GM
Dy. Manager- By submitting the requisition slip to garage duly approved by HOD &
Divisional Head.
6. Loan Related:
The company will provide facility of recovery from salary in respect of loans taken by the
employees from various outside agencies (lenders) and for the purpose mentioned here under.
The employees will have to arrange the loans and deal with the lenders directly. The
company will take the only responsibility of recovery from the salary and will deposit with
concerned lender after recovery.
7. Retirement Related
o Every Employee will be eligible to farewell gift on cessation of his employment provided
he has rendered continuous services of not less than 20 years.
o The period of service rendered with sister/allied concerned will be counted towards the
qualifying period.
o Broken service period of an employee resigning for the purpose of gratuity and getting re-
employment shall be ignored.
o Employees eligible to farewell gift will be divided into group I and group II.
o Those belonging to group I must have started their career in the Organization and entered
their career in the same organization till their retirement.
o The period of service rendered with other organization for less than five years prior to
their joining in this organization will however is ignored for this purpose.
o Those belonging to Group II will have to render minimum period of 20 years of service
till their final separation from the organization
o Farewell gift will be given to the employees in form of cash or in kind as applicable to
them.

8. Safety Promotion Scheme
Objectives:
I. Promote safety consciousness among employees.
II. To ensure safe working environment
III. To ensure use of personal protective equipment
IV. To reduce rate of accidents.
Scope:
It is applicable to following employees:
a) Executive up to the rank of managers.
b) Workers:
- Departmental.
- Contractors other than those engaged in civil & project jobs.
9. General
Scope:
Applicable to all
Procedure:
A. There are two types of Schemes:
i. Non Cumulative.
ii. Cumulative.
As per convenience the individual has to adopt any scheme for which relevant forms are
available in accounts department.
B. Different rate of interest is paid to different period as specified in the schemes.
Benefits:
Over the years individuals get higher yield in deposit.


Welfare Schemes & Guide lines :
For the benefit of employees a number of schemes have been introduced as per list mentioned below:

Sl No. Name of the Schemes & Guidelines
01 Employees Recognition Scheme
02 OCL Medical Welfare Fund Scheme
03 Vehicle / Transport facility scheme
04 Medical Facility from Company Dispensary
05 Group Mediclaim Insurance & Group Personal Accident Insurance for Executives
06 Medical Benefit Scheme
07 Loan Recovery from Salary
08 Loan to Executives for purchase of Refrigerator
09 Transporting facilities during changing of flats
10 Allotment of flats to Executives
11 Out Station Accommodation for employees
12 Accommodation at Kolkata and Bhubaneswar while on companys business
13 Personal Stay in Konark House , Kolkata and Rest House at BBSR
14 Farewell Gift Scheme
15 Packing facilities of house hold articles scheme
16 Orissa Cement Gratuity fund scheme
17 Orissa Cement Provident fund scheme
18 Orissa Cement Pension fund scheme
19 Superannuation Scheme
20 OCL Fixed Deposit Scheme
21 Financial Assistance to employees for doing correspondence course
22 Outfit allowance to employees for Overseas visit
23 Leave Travel Assistance
24 Guide Lines for Before Time Allowance
25 Guide Lines for supply of Personal Domestic use
26 Kalyan Mandap
27 Swimming Club
28 Phoolwari Scheme
29 Picnic
30 Information regarding use of Re-cycle effluent water for process and clour coding of pipes
carrying water for drinking and other personal use.
31 Guide Lines related to circular
32 Guide lines for recovery of service charges
33 SBI Home Finance Scheme
34 Half Day leave guide line
35 Guide lines for leave encashment
36 Guide lines for availing funeral benefit
37 Guide lines for taking 4 /2 wheelers in side factory premises
38 Guide Lines to deal accident case
39 Guide lines for vacation of companys flat on their final separation from companys services
40 Welfare measure scheme under ESI facilities
41 Guidelines for availing subsidised accommodation at Dalmia Atithi Vihar , Puri
42 Guide lines for entry of 4 / 2 wheelers

HR SUB-SYSTEMS OF OCL INDIA LIMITED

1. Performance Management System
The Performance Management System helps in achieving organizational growth and
employee development by providing relevance of organizational goals and objectives to all
departments, teams and individuals.
The Performance Management System also helps in creating desired culture and values in the
organization in the line with the organizations Vision and Mission.
The System broadly deals with the followings:
1.1. Annual Business Plan
1.2. Divisional Objectives
1.3. Departmental / Team Objectives
1.4. Individual Objectives
1.5. Periodic Review(Monthly) and Assessment of Achievements of all these
objectives(Team objectives annually & Ind. Obj. Half yearly)
1.6. ABC Analysis on the basis of Achievement of both Team & Individual Objectives
1.7. Payment of Performance based reward (Ratio 50 % each .Team & Individual)
2. Qualitative Assessment
Qualitative Assessment is being done once in a year in respect of each individual covered
under P M System who are rated A in their Individual Objectives Achievement. The
prescribed format contains the guidelines to rate each managerial competency as mentioned
below:-
i. Customer Orientation
ii.Achievement Orientation
iii.People Leadership
iv.Subordinate Development

v.Excellence/Quality
vi.Change Leadership
vii.Cost Consciousness
viii.Strategic Mindset
The Qualitative Assessment will be utilised to determine the consistently high performance,
worth to the organization, the current market value of the individual. This is also being used
for training and development, career planning, promotion etc.

3. Training and Development
The Appraiser while finalising Team Action Plan, Individual Improvement Objectives,
Subordinate Development Objectives and Annual Qualitative Assessment, finds opportunity
to identify the training and development needs of each appraisee.
Training & Development includes the followings:
2.1. Identification of Training needs by Appraiser in consultation with the Appraisee
2.2. Preparation of training calendar by HRD
2.3. Finalization of Faculty members for imparting In-house Training programmes
2.4. Imparting In-house Trainings and also sponsoring employees to outside institutes for
training where in-house training is not possible.
2.5. Collecting Feedback on trainings.
2.6. Assessment of training & review by HOD after 6 months
4. Recruitment Policy
The objective is to fill-up the vacancies and to bridge the critical competency gaps in
accordance with the Manpower plan to enable OCL India to achieve its Mission.
Based on the organizational requirement, recruitment to various positions is being done.
Recruitment process goes through the following stages.

4.1. Manpower planning done during the current year keeping in view retirement cases,
expansion, Diversification .Against employees turnover there is no planning and recruitment
process started as & when required
4.1.Receiving Personnel Requisition from the indenting department in the prescribed format.
4.2. Notification of Vacancy to local Employment Exchange as a part of the statutory
requirement
4.3. Tapping of sources of availability of required candidates i.e. Live File, Head hunting,
Newspaper advertisement, Collection of bio-data from institutes, campus selection etc.
4.4.Indentifying Job Profile & Man Profile of required position
4.5.Conducting interviews, selecting and appointing right candidates for the right job.
4.6.Interview consists of two phases i.e., one to know the depth of Functional knowledge &
competencies and another to know the depth of Managerial Competencies. Two penal of
judges is being formed for above interview for each position.
4.7.For entry level positions mental ability tests is being conducted followed by above
interview.
4.8.Induction of the Newly joined employee as per Induction Guidelines
4.9.Imparting training to the freshers as per the prescribed Manual on training system
4.10. Quarterly Assessment of training of freshers and confirmation of services after Pre-
confirmation Interview conducted jointly by Divisional Head, HOD & HRD personnel.
5. Exit Interview
OCL India Limited obtains an Exit Report from those Executives who are leaving the
organization before attaining the age of superannuation. The primary purpose of conducting
the exit interview is to probe deeper into the sentiments of people, to know the exact causes
of dissatisfaction and to invite their feedback/suggestions which will go a long way in helping
us to take care to build a better organization.

After obtaining the filled in prescribed format, the same is being forwarded to Divisional
heads with comments of HRD personnel for an interaction if any for knowing detail /for
clarification.
6. 360 Degree Feedback Appraisal
An Executives deals on a regular basis with a number of persons who create a pool of
information and perspective about the executive. These persons may include top
management, superiors, subordinates, colleagues, and representatives from other
departments, clients / customers, suppliers, consultants, government officials and community
and union representatives. Anyone who has useful information on how the executive interacts
behaves and responses may be a good source to identify areas for improvement. Accordingly,
each HOD is required to identify about 10 appraisers including superiors, colleagues and
subordinates preferably in the ratio of 1:4:5 in respect of each Executive under their control.

HRD department sends the format to the appraiser to get the feedback in a 1-5 rating
scale on the appraisees behavior on the following attributes:-
1. Highly customer Oriented External
2. Highly customer Oriented Internal
3. Promotes good team spirit
4. Non-bureaucratic nature
5. Takes Extra Responsibility
6. Generates trust
7. Open to criticism
8. Well behaved with others
After getting the response, a summary of the ratings on different attributes is prepared and
send to the concerned executive with a copy to his HOD.
360 degree feedback appraisal done twice a year goes a long way of bringing improvement
in behavior pattern of executives.

7.Internal Customer Feedback
In the organization there is always a customer supplier relationship among departments.
With a purpose to bring improvement in this relationship a survey is being conducted half
yearly.
Each customer department is required to fill up a grid giving their rating on the performance
of their supplier department. This rating is summarized and the feedback is given to
concerned supplier department for improving upon the areas where the rating is low.
8. Climate Survey
This H R tool is being designed to determine the Organisations Health.
A questionnaire consisting of about 120 questions on various aspects of functioning of the
management has been prepared to do the survey. The questionnaire is made in English, Hindi
and Odia. Employees are requested to respond to the questions based on their own perception
and not what they think the perception of others or what they think is the correct response.
Initially this survey was conducted with the help of M/s Eicher Consultancy Services Ltd. ,
New Delhi and now OCL has designed its own computer package to conduct this survey.
We had planned to introduce the survey during 2006. Since we had conducted a HR Survey
during Feb. 2006 to know the status and improvement on some specific issues we have
deferred the implementation to next year..
9. Succession Planning
The policy is documented but not in force.


CHAPTER-3
OBJECTIVES OF THE STUDY


OBJECTIVES OF THE STUDY:-
The research work is carried out for the purpose of achieving certain basic objectives such as:
To study the existing training practices of OCL India Limited.
To know the different types of training imparted.
To identify the errors and deficiencies in the current training practices.
To compare the existing training practices with the standard training practices.
Primary Objective:-
To study on the effectiveness of training and development at OCL INDIA LIMITED.
Scondary Objectives:-
To study about the employees perception on training programs.
To study on the training needs and satisfaction of the employees and to find the best
method of training.


CHAPTER-4

RESEARCH METHODOLOGY


RESEARCH METHODOLOGY:
Research data are obtained by a study; specially designed to fulfill the data needs of the
problem the company is currently facing. The Employee Training format (Document)
which comprises details such as employee information, individual training needs
identified and HODs rating and remarks regarding pre-training and post-training
performance status of the employee acts as a primary data for this project work.
Following forms of data acts as a secondary data for this project work:
Training Needs are identified on the basis of performance management system, appraisal,
job descriptions etc.
List of Training Programs, conducted during the year.
Following data acts as a primary data:
Questionnaire

Sample Size

For the distribution of questionnaire at OCL India Limited the Management had given me the
opportunity to collect the information from 10 Managers out of which 9 responded.

Sources Of Collection

There were two sources for the Collection of Primary as well as Secondary Data:-
Primary Sources
Secondary Sources

Primary Sources
The primary sources include questionnaire.

Secondary Sources
The Secondary Sources include companys records, performance appraisal reports, journals
& other company publications.


CHAPTER-5
LITERATURE REVIEW


TRAINING & DEVELOPMENT POLICY OF OCL INDIA LIMITED
The purpose of this system is to fill up the gap in existing & desired levels of knowledge &
skills including its up-gradation thereby enabling the employees to contribute towards the
effectiveness of the organization. The system will prepare the employees to meet successfully
the present & future challenges confronting the organization. It will also facilitate in creating
the desired culture & values in the organization.
POLICY:-
OCL INDIA LIMITED shall promote an environment of continuous learning & employee
development.
On an average about 6 man-days,4 man-days,3 man-days of training shall be provided per
executive, staff, worker respectively every year.
The training & development needs would emerge from the business plan of both present
& future assessment of performance by the team & individual employees, the specific
present & future role requirements as well as individuals career & succession planning, if
any. The business plan shall take into account both the internal as well as external
environment.
The management performance system focuses on subordinate development & it shall be
the departmental heads one of the key responsibilities to ensure that training &
development needs of their team members have been identified & met & the new
planning are being effectively applied for better results.
The supervisors along with their subordinates will in all cases plan the post training &
development action.
The HR Department will be responsible for organizing in house training programs
according to the annual training calendar & for sponsoring employees for sponsoring
employees for the external programs.
The concerned Department Head will be responsible for organizing in-house
departmental on and off the job training programs.
The management will encourage & support employees in acquiring relevant additional
professional qualifications which would directly contribute to enhance their required
competencies in the organization.
Towards developing employees & organizational prospective, the company will actively
network with academic institutions, professional bodies & industry forums.
The company will encourage development of external trainees for development &
organization-wide training interventions.

TRAINING PROGRAMS FOR DIFFERENT DIVISIONS OF OCL:-
Training Program for Graduate Engineers (Production) 52 Weeks
Training Program for Science Graduates (Production) - 52 Weeks
Training Program for Science Graduates (Laboratory) - 52 Weeks
Training Program for Graduate Engineers (Mechanical) 52 Weeks
Training Program for Diploma Engineers(Engineering Plant Maintenance) 52 Weeks
Training Program for Industrial Engineering(Mechanical) 52 Weeks
Training Program for Diploma Engineers(Industrial Engineering ) 52 Weeks

CEMENT DIVISION:-
Proposed training period of Graduate trainee engineers (Mechanical & Chemical) 52
Weeks
Proposed training period of Graduate trainee engineers (Electrical) 52 Weeks
Training Program for Graduate Engineers (Electronics) 52 Weeks
Training Program for Graduate Engineers (IED) 52 Weeks
Training Program for Diploma Engineers(Electronics) 52 Weeks
Training Program for Diploma Engineers(Mechanical) 52 Weeks
Training Program for CCR operator 52 Weeks
Training Program for Science Graduates (CCR, QA, IED Process & MIS) 52 Weeks
Training Program for outstation marketing personnel 13 Weeks

COMMON DEPARTMENTS:-
Training Schedule for Post Graduate Trainee (PNL/HRD) 52 Weeks
Training Program for Programmer (CIT) 52 Weeks
Training Program for Assistant Programmer (CIT) 52 Weeks
Training Program for Console Operator/JR. Console Operator (CIT) 52 Weeks


STEPSWISE FLOW DIAGRAM OF TRAINING AND DEVELOPMENT AT
OCL INDIA LIMITED

IDENTIFICATION OF TRAINING & DEVELOPMENT NEEDS
COLLATION OF TRAINING NEEDS
PREPARATION OF TRAINING PLAN/CALENDER
TAKING FEEDBACK
ORGANISINGTRAINING PROGRAMS
NOMINATION TO TRAINING PROGRAMS
FINALISATION WITH FACULTY
SPONSORING TO OUTSIDE TRAINING PROGRAM
TRAINING RECORD
RECORDING TRAININGS
SUMMARISING FEEDBACK
ISO RECORDS

IDENTIFICATION OF TRAINING NEEDS
With a purpose of creating a learning organization OCL India Limited gives much thrust on
employee training and development. For this purpose the training needs of employees are
identified through an integrated process of the performance management system and
individual KRA determination.
HR Department during the month of October study the format HRD TRNG 001 to all the
executives through their HODs along with a list of training programmes both technical both
technical as well as behavioral trainings. The HOD and the concerned executive sit together
to identify the training needs to concerned executive in the line of individual KRAs of the
year. There after the filled in format duly approved by the HOD is send to the HR
Department. After receiving all such formats the HR department follows different steps for
imparting training either through internal faculty or through hired faculty from outside
sources.
COLLATION OF TRAINING NEEDS
It is a step wise process of accumulating similar type of training program under a single
heading, by selecting it from the different requisitions received from different departments.
The requisitions are received from different departments after October 31
st
every year or
every financial year.
It is maintained in a tabular format containing:-
Sl. Number
Course / Program title
Name of the employee
Employee Number
Department name
Nomination of the Program
Remarks


PREPARATION OF TRAINING PLAN
Basing upon the collating records the Training plan/calendar is prepared by the HRD
keeping in view the availability of the faculty, available resources & the different
Training needs of the employees by December 31
st

According to the Training plan Training is being imparted starting from January till
December every year.
In the preparation of training plan the following steps are followed:
Deciding the faculty Internal / External
Communication to faculty
Tentative date for each programme
Finalization of commercial terms and condition with the external faculty.
Training plan is maintained in the following format containing:
Month
Sl.no.
No. of days
Target group
Dates
Faculty
Sources
Follow up action.
Note:-
Number of days can be , 1, 2, 1+1.
Where:-
= Training for half day (4 hours) 1= Training of one batch for one day only
2= Training for single batch for 2 days 1+1= Training for 2 batches 1 day each

FINALISATION WITH FACULTY:-
FINALISATION OF FACULTY FOR IN-HOUSE TRAINING PROGRAMS:-
For conducting In-house training programs HRD finalizes the faculty members. For some of
the programs have their internal trainers in the organization. The trainings for which no
internal trainers are available HRD contacts, external faculties and finalizes the commercials
as well as general terms and conditions including the mutually convenient date for organizing
the program.

FINALISATION OF FACULTY FOR EXTERNAL TRAINING PROGRAMS:-

According to the requirement, OCL INDIA LIMITED contacts different external training
institutes by evaluating their past training records and present quality, demand of their
institute. The company asks for their brochures, terms and conditions fee structure, payment
etc. If all the above attributes fulfill and satisfy the company requirements then only the
company finalizes with the external faculty and sends the nominated candidates for the
prefixed training programs.

NOMINATION TO TRAINING PROGRAMME
Once the date of the particular training program is fixed HR Department communicates to the
concerned executives highlighting the program topic and prescribed schedule like date,
timing, program venue etc. A similar copy of nomination letter is also forwarded or
intimated to the HOD of the respective department where the concerned executive is
currently working. The participants are also requested to confirm their participation
within a particular date. In case they are not able to attend the scheduled training
program, in that instance they are requested to inform the same to the HR Department in
advance so that alternative participants if any, can be nominated in his /her place.
(A) NOMINATING & INTERMITING THE PARTICIPANTS FOR IN HOUSE
TRAINING PROGRAMS: -
Here the nominated employee/participant is intimated about the venue, date, time & the
subject matter on which Training will be imparted. This letter is intimated by the HR Dept.

(B)NOMINATING THE FACULTY FOR INHOUSE TRAINING PROGRAMME
Once successful correspondence being made with the concerned faculty/trainers of
prescribed training institutions a nomination latter is forwarded to the concerned
faculty/trainers. The nomination latter contains training program title name, date,
program venue, boarding & lodging facilities for the particular training program.
ORGANIZING TRAINING PROGRAMME
In-house training program is normally conducted with a batch size of 24 participants enabling
the faculty and participants interest effectively. The training hall is equipped with computer,
LCD projector, and white board, flip chat board, sound system and with provisions for a/c
arrangements including tea breaks.
After the arrangement of the programme hall or the conference hall introduction of the
programme should be done by introducing the faculty to the participants and a welcome
address by the chief guest.
TRAINING FEEDBACK
After the completion of a desired & prefixed TRAINING PROGRAM, it is very necessary to
take feedback to evaluate the degree of effectiveness, potentiality, improvement within the
participants after the training program and evaluating the faculties as well.
The format no. is TRNG OO4.
The form contains details of the employees (Name, Dept., Designation, Division,
Employee no.)
Internal auditors (ISO 9001, 14001, 18001) ISO RECORDS
The Authenticity of the feedback is ensured only when the participant fills up the form in his
own handwriting and signs it.
It may be possible that malfunctioning could have been practiced during the collection of
feedback. For this reason safe up keeping of the Feedback Form is an utmost priority for the
HR Department which is again subject to verification by the ISO auditors.

The primary objective of retaining these feedback forms is to satisfy the auditors that the
name of the Executives mentioned in the Training record has been practically imparted with
the said training or not.
After Assessment the feedback form is send back to HRD.
KEEP RECORDS OF THE TRAINING IMPARTED
AS PER THE NORMS & GUIDE LINES IMPLIMENTED BY ISO, OCL INDIA LIMITED
FOLLOWS IT, e.g. can be shown with a tabular format (TRNG 003) containing
NAME OF THE EMPLOYEE
DESIGNATION
DEPARTMENT
EMPLOYEE NO.
SECTION
TRAINING NEEDS
Sl.No.
CODE No.
TRAINING PROVIDED
FROM DATE, TO DATE
FACULTY
DAYS
As soon as a training program is over the same is recorded by HRD department in their
manual training record. At the end of the year a computerized training record is generated as
per the format declared in the ISO manual.


SUMMARISING FEEDBACK:-
HRD Department after getting this feedback prepares a summary of the same to know the
overall rating of the faculty and suggestions for improvement. In case the overall rating is
below 60% such faculties are not invited to conduct further training programs in the
organization. After summarizing, a copy of the feedback form is sent to the concerned
participants for his record. One copy of the same is kept in HRDs file. The original format is
sent to the concerned HOD for his evaluations of the effectiveness of the training program
after 6 months.
EVALUATION OF TRAINING FEEDBACK:-
Concerned department heads generally gives training feedback. Proper feedback gives an
idea to how much extent the training programs found effective & measures the level of
performance improvement achieved. Training evaluation is the last but one of the most
important steps in the training procedure. It is meant for measuring the effectiveness of
training efforts undertaken. The training feedback given by HODs acts as source for
evaluation process.
Based on the ratings given by the participants to the faculties, the faculties (Internal and
External) may be invited later on or may be rejected.
A feedback form is given to the participants, they give their own ratings, it may be in
percentage basis or on an evaluating scale mentioning (VERY GOOD, GOOD,
SATISFACTORY, and POOR).
Suggestions for improvement, if any, related to programme contents & facilities is also
asked.
HOD / superior assess the participants after 6 months from the date of training.
SPONSORING TO OUTSIDE TRAINING PROGRAM:-
The training which is not organized as in-house training programs of the respective
organization, in such case the concerned executives are nominated to attend the same
program organized by different outside training institutes. The nomination letter contains-
name of the executive, date of training, training duration, venue of training, training
program title. However the rest of jobs connections with this type of trainings are same as
per in-house training programs.

Training Budget
Every year HRD department prepares a training budget which covers the faculty fees, cost of
the study material and other expenses. The previous year budget highlight is as follows:-
Year Rs. In Lakh
2009 8,00,000
2010 9,00,000
2011 10,00,000
2012 20,00,000

Sometimes apart from the training needs identified, some other trainings are also conducted
which the management feels appropriate. For this purpose the budget are sanctioned
separately.


Budget for 2012
Programmes Rs. In Lakh
Inhouse Training 12,00,000
Outside Training 5,00,000
Special Programme 3,00,000
Total 20,00,000

The special programs budgeted by OCL India Limited, Rajgangpur for the year 2012 includes
investments in the following Institutes to train their employees:
IIM Ahmadabad Rs. 1,00,000.
IIM Lucknow Rs. 1,00,000.
XLRI, Jamshedpur Rs. 60,000


ISO RECORDS
According to ISO norms a company has to function its various units in order to acknowledge
itself into global economic environment.
OCL INDIA LIMITED has the following three ISO certifications
9001 (Licence for the Quality Management Systems Certification (IS/ISO 9001:2008))
14001 (Licence for the Environmental Management System Certification (IS/ISO
14001:2004))
18001 (Licence for the Occupational Health &Safety Management Systems
Certification(IS 18001:2007))


ISO 9001:
The adoption of ISO 9001ensures a strong foundation for world-class processes and a
Quality System that supports continual improvement, business growth, and efficiency.


ISO 14001:
The ISO 14001 standard is the foundation for the environmental management elements of the
Integrated Management system. The addition of ISO 14001 provides a framework for
conducting business in an environmentally responsible manner.


OHSAS 18001:
OHSAS 18001 has been developed to be compatible with the ISO 9001 (Quality) and ISO
14001 (Environmental) management systems standards, in order to facilitate the integration
of quality, environmental and occupational health and safety management systems by
organizations, should they wish to do so.
The (OHSAS) specification gives requirements for an occupational health and safety
(OH&S) management system, to enable an organization to control its OH&S risks and
improve its performance. It does not state specific OH&S performance criteria, nor does it
give detailed specifications for the design of a management system.

IMS (INTEGRATED MANAGEMENT SYSTEM):-
OCL India Limited works with the three certifications of ISO i.e; ISO 9001, ISO 14001 and
OHSAS 18001. These three certifications when are merged together and implemented it is
known as Integrated Management System.

CHAPTER-6
ANALYSIS & FINDINGS


QUESTIONNAIRE ON OCL INDIA LIMITED, RAJGANGPUR
OCL India Limited
Name - Department -
1. Do you agree that the training programme imparted by your company abridges your
knowledge and skill gap?
Strongly Agree
Agree
Disagree
Strongly Disagree
Not Known
To Some Extent
2. Do you agree that the training days are adequate for you?
Strongly Agree
Agree
Disagree
Strongly Disagree
Not Known
To Some Extent
3. Do you agree that the training leads to enhancement of your skill?
Strongly Agree
Agree
Disagree
Strongly Disagree
Not Known
To Some Extent
4. Do you think that the company is a learning organization for the employee?
Strongly Agree
Agree
Disagree
Strongly Disagree
Not Known
To Some Extent


5. Do you agree that the company develops employee through need based training program?
Strongly Agree
Agree
Disagree
Strongly Disagree
Not Known
To Some Extent
6. Is change in attitude and behavior noticeable as a result of training function?
Strongly Agree
Agree
Disagree
Strongly Disagree
Not Known
To Some Extent
7. Do you agree that you require high degree of technical knowledge for your job?
Strongly Agree
Agree
Disagree
Strongly Disagree
Not Known
To Some Extent
8. Do you agree that you carry out training need analysis?
Strongly Agree
Agree
Disagree
Strongly Disagree
Not Known
To Some Extent
9. Do you agree that your organization gives more preference to the internal faculties for
training?
Strongly Agree
Agree
Disagree
Strongly Disagree
Not Known
To Some Extent

10. Do you agree that the organization gives enough practice session during the training
programmes?
Strongly Agree
Agree
Disagree
Strongly Disagree
Not Known
To Some Extent
11. Do you agree that the trainees are able to identify their deficiency and the strength for their
respective job profiles?
Strongly Agree
Agree
Disagree
Strongly Disagree
Not Known
To Some Extent
12. Do you agree that the levels of cooperation given by top level management to its employees
are helped to enhance the performance of the employees?
Strongly Agree
Agree
Disagree
Strongly Disagree
Not Known
To Some Extent

Date Signature
.


Outcome of the Questionnaire
1. Do you agree that the training programme imparted by your company abridges your
knowledge and skill gap?

2. Do you agree that the training days are adequate for you?

3. Do you agree that the training leads to enhancement of your skill?


4. Do you think that the company is a learning organization for the employee?

5. Do you agree that the company develops employee through need based training program?

6. Is change in attitude and behavior noticeable as a result of training function?


7. Do you agree that you require high degree of technical knowledge for your job?

8. Do you agree that you carry out training need analysis?

9. Do you agree that your organization gives more preference to the internal faculties for
training?


10. Do you agree that the organization gives enough practice session during the training
programmes?

11. Do you agree that the trainees are able to identify their deficiency and the strength for their
respective job profiles?

12. Do you agree that the levels of cooperation given by top level management to its employees
are helped to enhance the performance of the employees?


CHAPTER-7
CONCLUSION, SUGESSION & LIMITATIONS


CONCLUSION & SUGGESSIONS

While in the foregoing areas I have discussed about different HRD and Training and
Development aspects of OCL India LIMITED. To end let us tie up the loose ends, in order to draw
certain meaningful conclusions.

CONCLUSION

The present training and development system is linked to the performance of the employees of OCL
which is identified and collected once in a year and training program is imparted to the
employee basing on the identified needs.
Importance is given to establish an environment of learning by giving opportunity to the internal
resources as well as to the external resources to design and impart training, basing on the need of its
employees.
Importance is given on continuously reviewing and improving upon the system taking into
consideration the feedback and suggestion from various sources.
Most of them think that the training imparted to them directly relates to the work.
There is a good support from their superiors during their training program.
Almost all agreed that they are given opportunities to show their skills as well as
knowledge gained from training at their workplace.
Almost all agreed that OCL is a learning organization for the freshers.
Many have said that trainings improves their performance but, if more material would have been
provided then it would have been more beneficial to them.
They have a view point that if the training program is repeated than it would be easy to
recapitulate the memory and enhance efficiency.


SUGGESSIONS
The following points are suggested for further improvement of the system.
After every a training program is started and concluded, a small test should be taken so that it will
show the trainees involvement with the program and also help the organization to know
better about its employees. It will also help the employee to know much better his performance
before and after the training program.
For effective participation in the training programs trainees should be motivated and should
be allowed to show what they can actually do with the knowledge.
More importance should be given on retaining the employees at all levels.
Human resource information system (HRIS) is to be developed suitably to meet the requirement and
forms of information required, so that it will help the organization in faster and effective
decision making.
Training evaluation for operatives are also to be carried out to judge the improvement in
their knowledge and skills.
To upgrade the internal trainer Train The Trainer (TTT) program should be conducted
periodically.
In the present day market scenario the training budget does not seems to be adequate. The budget
should be adequate so that good numbers of quality external faculties can be invited.

LIMITATIONS
Success is the charm of life but we should never forget there are some loop holes in every
aspect of our life basing on this fact I have identified few limitations in my study of Training
& Development at OCL India Limited, Rajgangpur.
Time Constraint
Most of the time the company practices Inhouse training programme.


BIBLIOGRAPHY

BOOKS
Werner, M. J, & DeSimone, R. L (2008) Human Resource Development: Foundation, Framework
and Application
Srivastava, D. K., Strategies of Performance Management, Excel Books
Rao, T. V (2007) Readings in Human Resource Development, Oxford and IBH publishing co.pvt.
ltd New Delhi: Edition
Sahu, R. K (2006) Training for development All you need to know.
Pareek, U, & Lynton, R. P (2008) Training for development, Second edition.

WEBSITES
http://economictimes.indiatimes.com/ocl-india-ltd/quotecompare/companyid-13340.cms
http://en.wikipedia.org/wiki/Training_and_development
http://www.businessballs.com/traindev.htm
http://tutor2u.net/business/gcse/people_training_types.htm
http://www.ocl.in/refractory_profile.html
http://www.ocl.in/cement_div_profile.html
http://www.ocl.in/refractory_award3_popup.html
http://economictimes.indiatimes.com/ocl-india-ltd/infocompanymanagement/companyid-13340.cms

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Chapter-1: Study of Training and Development at Ocl India Limited

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STUDY OF TRAINING AND DEVELOPMENT AT OCL INDIA LIMITED iiPM-SOM snaik1990@gmail.

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