“A STUDY ON THE EFFECTIVENESS OF

BEHAVIOURAL TRAINING PROGRAMME”

at HINDALCO IND. LTD

-BY
VIPIN KUMAR
ROLL NO-9116

1
ACTION PLAN
• About the Company
• Objective and Scope of the
Project
• Training plan of the Company
• Research Methodology
• Data analysis & Interpretation
• Conclusion & Suggestions

2
 ABOUT THE COMPANY
• The metals Flagship Company of the Aditya
Birla Group.
• one of the world's largest aluminium rolling
companies and one of the biggest producers of
primary aluminium in Asia.
• Established in 1958 and commissioned
aluminium facility at Renukoot in eastern
Uttar Pradesh, India in 1962
• It has been started with one potline and a
smelter of 20,000 tpa capacity.
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 ABOUT THE COMPANY
• The integrated facility houses a 700,000 tpa alumina
refinery and a 390,000 tpa aluminium smelter along with
facilities for production of semi-fabricated products
namely conductor redraw rods, sheet and extrusions.
• has divided 5* basic locations which contribute for
making finished/semi-finished products:
• A). Fabrication plant
• B). Reduction plant
• C). Alumina plant
• D). Project
• E). Others (HR, town administrative, security, IT Dept.,
purchase dept. )
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 CONTINUE…….
• INTEGRATED OPERATIONS OF
HINDALCO AT RENUKOOT
BAUXITE

ALUMINIUM CAUSTIC SODA

REFINARY FROM J.V.

COGENERATION

ALUMINIUM Al FLORIDE FROM

SMELTER J.V.
RENUSAGAR
POWER PLANT
SEMI FABRICATION EXTRUSION
PLANT PROCESS

REDRAW ROD ROLLING

MILLS MILLS

5
Al WHEEL
FOILS PLANT
 Objective and Scope of the Project
OBJECTIVE-
• To determine the skill index of
employees under each plant after
training
• To know the extent to which
employees are able to imbibe the
concept during training
• to know there is strong need for
changing training methodology
• To determine % improvement in
employees of each plant/unit

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 Scope of the Project
• To know about organizational
performance indicators like costs,
quality, productivity etc.
• Effectiveness of training efforts and
needs of employees
• Helps reduce HR costs
• Help review and improve the HRIS
• Useful for performance appraisal by
superiors, peers, subordinates.
• Is it needed of change in training
methodology in the organization?

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 Training plan of the Company
T & D need = Standard Performance – Actual
Performance
•Company provides basically three category
of training:
1.Behavioral training
2.Supportive training
3.Technical training
• Under behavioral and managerial training
further three types of programmes:
1.Competency building & MDP.
2.Supervisory development programme.
3.Workers development programme.
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 CONTINUE….Parameter used
1. Listening and communication skills.
2. Perfecting presentation skills.
3. Problem solving skills.
4. Relationship skills for managers.
5. Team Building
RESULTS

O
Improve quality in every
B function.

J
E Prevents manpower turnover

C
Facilitates personal growth of
T employees.
I
V Enable the organization to
fulfill the needs of
E employees.

Creation of effective environment in the

company
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ORGANIZATION EFFECTIVENESS
 Research Methodology
• Exploratory Research &
• Descriptive Research
• 360 degree feedback technique-self, superiors, subordinates.

THE UNIVERSE: Managers who had attended the training

programme from July, 2009 to June 2010 formed the universe
of my study.

SAMPLE SIZE: Self (6)

Subordinate Superior (6)

(6)

Hence total sample size from each plant-18 to 21

Questionnaires-
• Based on 5 rating i.e. on Likert Scale
• 1-Poor 2-Average 3-Good 4-Very Good
5-Excellent
 Data processing technique
• METHODS OF DATA COLLECTION:
Primary Data
Secondary Data
JOB BEHAVIOUR LAVEL-
SUPERIOR 1. QUESTIONNAIRE

SELF 2. QUESTIONNAIRE

SUBORDINATE 3. QUESTIONNAIRE

“Training effectiveness index” (TEI) is calculated

using the formula.
TEI=(X+Y+Z)/3
 Data Analysis & Interpretation
1. BASED ON SELF, SUPERIOR & SUBORDINATE RATING
• LISTENING AND COMMUNICTION SKILLS
• PERFECTING PRESENTATION SKILLS
• PROBLEM SOLVING AND DECISION MAKING SKILLS
RELATIONSHIP SKILLS FOR MANAGERS
 2. SKILL WISE IMPROVEMENT OF EACH PLANT
• LISTENING AND COMMUNICTION SKILLS

•PERFECTING PRESENTATIO SKILLS

•
PROBLEM SOLVING AND DECISION MAKING SKILLS

• RELATIONSHIP SKILLS FOR MANAGERS

 3. OVERALL SKILL IMPROVEMENT OF EACH PLANT

INTERPRETATION: With the help of pie chart it can be assessed that overall skill
improvement is maximum for fabrication plant i.e. 26%.

LIMITATIONS:
•The subordinates were afraid of their superiors so they might be bias in giving the
information.
• Average evaluation by superiors of their subordinates due to time constraint or it may
biasness.
•It is very difficult to express the behavior under absolute term and data might be not effective
under real life consideration.
 Conclusion & Suggestions
CONCLUSIONS :

•There is increment in TEI for each plant and hence training efforts is
in positive track made by T & D Centre.

•If overall skill improvement is compared among the plants than

fabrication plant is in good position and it has highest 26%
improvement .

SUGGESTIONS:
• The employees should be given training about how the
questionnaires should be filled up, at least supervisory level.

• Questionnaire should be in Hindi also, for those who find

themselves difficulty in English language.

• The employees should be told about the importance of the filling of

the questionnaire and they should be given time to fill the real
information.
THANK YOU