TRAINING AND DEVELOPMENT APPROCH AT BALCO

VISION

“To continuously upgrade Balco Employees’ knowledge base, skill-sets and equip them
with competencies aligned for fulfilling the Organizational needs for today and
tomorrow”

MISSION

“ To develop talent leaders who can build sophisticated business in line with the
Group Philosophy - people who are technologically literate, globally
astute and operationally agile”

TRAINING –WHY?

• Is essential to keep pace with the changes.

• Is a capital investment and asset building for the future?
• Is a proven tool for employee motivation and retention?
• Taking care of the training needs of an employee reinforces his/ her interest in
the job and contributes to job satisfaction and creates competencies for new roles
or functions for the existing employees
• Addressing the visible gap in the available knowledge, skills and mindset vis-à-
vis the imminent requirements of an Organization committed to modernize and
expand the existing Plant Facilities.

TRAINING PROGRAMS AT BALCO

 Training programs

In company out
company

Internal External

1. In company

In company are those training programs which are conducted inside the company. These
programs are both for managerial and non-managerial employees. Faculty in these
programs may either from inside the organization or outside the organization.

In company can further be categorized as:

o Internal program and

o External program

a. Internal program

Internal programs are those programs in which training is imparted by faculties within
the organization i.e. trainer are from the BALCO who impart training to executives and
non-executives employees.

b. External program

External programs are those programs in which training is imparted by faculties and
trainer outside the organization. Trainers are from the organization like NTPI,
POWERLINKER, AUTOMATION & CONTROL SYSTEM, FRAKLIN CONVEY
etc.

2. Out-company

Out company are those training programs in which trainees are sent to other organization
for training programs. Executives and non-executives both are covered in these programs.
Employees are sent for behavioral and technical training programs. Trainees are sent to
organizations like HRD FOUNDATION, XLRI, NPTI, PMI etc.
 TRAINING METHODS FOR MANAGEMENT EXECUTIVES

Training programs for management executives also known as-MANAGEMENT

DEVELOPMENT PROGRMS (MDP)

Management Development Programs are for managerial employees. MDP’S enable

Participants insights into managerial concepts and techniques for formulating and
implementing strategies and enhance their overall perspective for effective managerial
decision-making.

MDP’S are designed to address specialized needs in areas such as business policy,
communications, economics, finance, marketing, organizational behavior, personnel and
industrial relations, production and quantitative methods, information systems,
information systems, agriculture, public systems, health and education.

Management development programs can be conducted by:

• On the job method

• Off the job method

But at BALCO Management Development Programs are conducted through OUT-

COMPANY training programs i.e. executives are sent outside the organization for their
development programs.

Organization’s which cover management development programs are:

• XLRI
• IIM
• For getting feedback of MDP’S, Balco usually follow KRICKPATRICK
MODEL.

Effectiveness of a training program to be measured

At four ascending levels that are as follows:

• Reaction Level
• Learning Level
• Job Behavior Level
• Outputs Leve
 DESIGN/ SELECT TRAINING METHODS

On the basis of available training methods and training requirements, organization design
Trainings Calendar. Training calendar chalk out different training programs to be
scheduled during the year on basis of different requirements. Different programs in
training calendar have different objectives whose main aim is to improve the performance
of employees and executives in their required field and reduce the gap between job
requirements and employee specification. Schedule of different training programs is
different which cover whole accounting year. Schedule of these programs are made on
the basis of no. of executives/employees to whom training is to be imparted and
according to schedule of out-company programs arranged by different institutions.

Thus training calendar cover objectives if different programs, type of training programs
i.e. in-company or out-company, schedules of different programs, target group to whom
training is to be imparted and number of employees and executives or both to be covered
in each training program.

It also identifies estimated cost of each training programs and proposes faculty or
facilitator who is going to impart the training to required employees.

One important thing which will considered during training programs is that if number of
executives are greater than 10 then in-company training program are scheduled

When training calendar is finally prepared it is issued to different departments for final
approval of HOD of different departments.

BALCO L&D Calendar 07-08

S. Program Title Program Type Program Objective Target Group Nos. to

No. Schedule be
covered
1 Enhancing 20 Feb to In- To enhance personal & Junior & 20
Managerial 2 Apr.07 company managerial effectiveness for Middle level
Effectiveness the development of executives
organization culture & to
promote psychological well
-being & organizational
goals.
2 Workshop on Asset Apr, 07, In- To maximizing return on Executives 60
Optimization Jan 08 company assets by optimizing from all the
operation, while fulfilling Group
ecological constraints Companies
3 Modern techniques Aug 07, Out- structured input on Junior & 2
in exploration & Mar 08 company exploration, excavation of Middle level
mining ores and Execs. of
knowledge about latest Mining Cell
 mining practices

4 Workshops on Aug, Oct In- To provide basic and Officers and 75

Pumps 07, Feb company advanced input on working, executives
08 operation, fault diagnosis &
rectification of Pumps.
Workshop on Aug. & In- To share experiences and Executives 150
Vedanta Mentoring Nov 07 company expertise to help with
5 Approach personal and professional
growth.
6 Workshops on Pot Aug. 07, In- To upgrade the knowledge Executives 200
Room/ Carbon Jan. 08 company and skills of young
Technology engineers in Pot Room/
Carbon Technology
7 Workshops on AC & Aug. 07, In- Knowledge up gradation on Workmen, 180
DC Drives Mar. 08 company innovative range of AC & officers and
DC digital drives and also executives
the maintenance aspects
8 Workshops on Aug. and In- To understand the business Star 150
Business Excellence Dec. 07 company strategy, business planning Performers
and development and
challenges in today’s
competitive environment
9 Hospital Dec 07 Out- To equip health care Medical Staff 2
Administration company professionals with core
managerial skills &
competencies to meet
redefined role.
10 Management Dec. 07 Out- To enhance the leadership Sr. Execs. 3
Development company capability of participants by
Program at IIM enhancing their profit centre
Ahmedabad management competencies
11 Induction Program Every In- To provide structured Input GETs, BSc., 700
for MTs/GETs / Month company on Group, Balco, Technical Bcom,
BSc. & and behavioral science MSc.Trainees
BCom.Trainees/
MSc Trainees/
Workmen Trainees
12 Knowledge & Skill up Every In- To provide basic and Employees- 800
gradation sessions month company advanced inputs on O&M of all levels
on Alumina making, Alumina, Smelter and Cast
Reduction and House
Casting (at Shop
floor)/OJT
13 Knowledge up Every In- To provide structured Input Employees 300
gradation month company on the latest in the field of
Workshops on state- technical products and
of-art technical processes.
products
14 Workshops on Every In- To enable participants to Employees at 1200
Change month company appreciate the benefits of all levels
Management/ Management Control
Attitudinal Change Systems for effective
coordination ensuring
organizational and strategic
goal fulfillment.
15 Training on Every In- Knowledge up gradation on Enginneers & 500
Structured Problem Three company latest range of quality Workmen
Solving Months control tools & also
Methodology/ inculcating skill to control
Improvement Tools process parameters.
16 Workshop on Jan 08 In- To provide participants with Junior level 20
Interpersonal skills company a set of essential human executives,
relational skills that will help officers and
them understand self, executives
knowing others, and
learning to deal with
complex interactions that
arise from our inherent
differences thereby
contributing to their
interpersonal effectiveness
on job.

These are the some programs which are scheduled for the year 2007-2008.