ON

TRAINING AND DEVELOPMENT AT USHA MARTIN LIMITED

PREPARED FOR AND PRESENTED TO

(WIRE & WIRE ROPE SPECIALITY DIVISION, RANCHI)

UNDER THE GUIDANCE OF Mr. ARVIND KUMAR

(HRD Manager)

SUBMITTED BY: Ajay Kumar

CERTIFICATE
This is to certify that, AJAY KUMAR have undergone the summer project entitle TRAINING AND DEVELOPMENT AT USHA MARTIN LTD. Under our supervision and guidance. During this project we found them to be hardworking, sincere, punctual, and energetic and filled with keen sense of knowledge. The study and research done is original and bonafide work done by them. They have successfully completed this project. We wish them a bright future in their career.

Arvind Kumar HRD Manager Usha Martin Limited, Ranchi

PREFACE

Theoretical Knowledge particularly in professional field is of little significance or value without its practical applications in real life situations. This is where summer training helps in making we students, familiar with the professional set up.

My summer training gave me an exposure of the corporate culture and during this process; I came to know the ups and downs of the job. It also gave me an opportunity to link my theoretical knowledge with the practical aspects of the job.

The training has really honed my skills in the functional area of my interest. For all intends and purpose, the project undertaken by me during the training duration would make me stand in a good stead when I embark upon a career as manager in any organization in the future.

ACKNOWLEDGEMENT

Any accomplishment requires the effort of many people and this work is also synergistic product of many minds. I take this opportunity to thank those people who not only helped me but provided me with encouragement and moral support.

My sincere and deep gratitude to Mr Arvind Kumar, Manager HRD, for his assidual guidance, continuous encouragement and inspiring suggestions.

I am very thankful to the management of UML for giving me a chance to do the project and that too under the guidance of Arvind Kumar, Manager HRD.I cannot forget his invaluable assistance and warm co-operation in all possible ways, making this project a success. Because of this project, I found my true mentor, philosopher and guide, Mr.Arvind Kumar.

Ajay Kumar

Objectives of the project

In todays competitive market, there are many manufacturers for the same product. To secure the named position in the market, the organization needs to improve the quality of the product and provide the best quality product to the customer at the cheapest rate. This will result in more sales and more sales means more profits. To achieve this strategy, the organization has to train and develop its most valuable resource i.e. Human Resource. It is necessary to raise the skill levels and increase the versatility and adaptability of the employees. Only a well-trained human resource can produce quality products. Successful candidates placed on the jobs need training to perform their duties effectively. Workers must be trained to operate machines, reduce scrap and avoid accidents. Managers and executives need to be developed, in order to enable them to grow and acquire maturity of thought and action. Thus, training and development constitute an on-going process in any organization.

Because of its importance and vital role, I SELECTED TO STUDY THE TOPIC Training and Development activities in an organization which will help me to work in the hr. field and contribute effectively to the future and upcoming challenges in the organization where I will be working in near future. The report consists of how the training and development activities are carried out in UML from planning to implementation, how training affects the morale and productivity of the employees thereby maintaining the quality of the product, how training helps in improving the performance of employees and what is the general attitude of employees towards training and development.

contents

Sl. No. 1. 2 3 4 5 6 7 8. 9. 10 11 12 13. Introduction Company Profile

Particulars

Page No 1-2 3 14 15 18 19 21 23 24 29 - 35 36 - 39 40 - -41 42 43 - 49 50 51 52 53

Introduction about Training and Development Training Methods in the organisation Training Process Training System at Usha Martin Limited TPM Methodology Objective of the Study Questionnaire Suggestion Conclusion Bibliography

INDUSTRY BACKGROUND
History and material

Modern wire rope was invented by the German mining engineer Wilhelm Albert in the years between 1831 and 1834 for use in mining in the Harz Mountains in Clausthal, Lower Saxony, Germany. It was quickly accepted because it proved superior to ropes made of hemp or to metal chains, such as had been used before. Wilhelm Albert's first ropes consisted of wires twisted about a hemp rope core, six such strands then being twisted around another hemp rope core in alternating directions for extra stability. Earlier forms of wire rope had been made by covering a bundle of wires with hemp.

In America wire rope was later manufactured by John A. Roebling, forming the basis for his success in suspension bridge building. Roebling introduced a number of innovations in the design, materials and manufacture of wire rope. Manufacturing a wire rope is similar to making one from natural fibers. The individual wires are first twisted into a strand, then six or so such strands again twisted around a core. This core may consist of steel, but also of natural fibers such as sisal, manila, henequen, jute, or hemp. This is used to cushion off stress forces when bending the rope. This flexibility is particularly vital in ropes used in machinery such as cranes or elevators as well as ropes used in transportation modes such as cable cars, cable railways, funiculars and aerial lifts. It is not quite so essential in suspension bridges and similar uses. Wire rope is often sold with vinyl and nylon coatings. This increases weather resistance and overall durability, however it can lead to weak joints if the coating is not removed correctly underneath joints and connections.

Lay of wire rope

Fig-1 LHOL Wire Rope Left-hand ordinary lay (LHOL) wire rope (close-up). Right-hand lay strands are laid into a left-hand lay rope.

Fig-2 RHLL Wire Rope Right-hand Lang's lay (RHLL) wire rope (close-up). Right-hand lay strands are laid into a right-hand lay rope. The lay of a wire rope describes the manner in which either the wires in a strand, or the strands in the rope, are laid in a helix.

Left and right hand lay Left hand lay or right hand lay describe the manner in which the strands are laid to form the rope. To determine the lay of strands in the rope, a viewer looks at the rope as it points away from them. If the strands appear to turn in a clockwise direction, or like a right-hand thread, as the strands progress away from the viewer, the rope has a right hand lay. The picture of steel wire rope on this page shows a rope with right hand lay. If the strands appear to turn in an anti-clockwise direction, or like a left-hand thread, as the strands progress away from the viewer, the rope has a left hand lay.

Construction and specification

Fig-3 Wire rope construction

Fig-4 Image of a fraying wire rope shows some individual wires.

The specification of a wire rope type including the number of wires per strand, the number of strands, and the lay of the rope is documented using a commonly accepted coding system, consisting of a number of abbreviations. This is easily demonstrated with a simple example. The rope shown in the figure "Wire rope construction" is designated thus: 6x19 FC RH OL FSWR

Fig-5 Description of wire rope designation

6 19 FC RH OL

Number of strands that make up the rope Number of wires that make up each strand Fiber core Right hand lay Ordinary lay

FSWR Flexible steel wire rope

Each of the sections of the wire rope designation described above is variable. There are therefore a large number of combinations of wire rope that can be specified in this manner. The following abbreviations are commonly used to specify a wire rope.

Terminations

Fig-7 RHOL wire rope terminated in a loop with a thimble and talurit splice

The end of a wire rope tends to fray readily, and cannot be easily connected to plant and equipment. A number of different mechanisms exist to secure the ends of wire ropes to make them more useful. The most common and useful type of end fitting for a wire rope is when the end is turned back to form a loop. The loose end is then fixed by any number of methods back to the wire rope

Thimbles
When the wire rope is terminated with a loop, there is a risk that the wire rope can bend too tightly, especially when the loop is connected to a device that spreads the load over a relatively small area. A thimble can be installed inside the loop to preserve the natural shape of the loop, and protect the cable from pinching and abrasion on the inside of the loop. The use of thimbles in loops is industry best practice. The thimble prevents the load from coming into direct contact with the wires. Wire rope clamps (DOG CLAMPS) A wire rope clamp, also called a clip, is used to fix the loose end of the loop back to the wire rope. It usually consists of a u-shaped bolt, a forged saddle and two nuts. The two layers of wire rope are placed in the u-bolt. The saddle is then fitted over the ropes on to the bolt (the saddle includes two holes to fit to the u-bolt). The nuts secure the arrangement in place. Three or more clamps are usually used to terminate a wire rope.

COMPANY BACKGROUND
INTRODUCTION OF USHA MARTIN LIMITED
Usha Martin limited is an undisputed market leader in the wire & wire ropes and specialty product. It manufactures wire & wire rope of national and international specifications and standard. UML produce different wire & wire rope products, which are used in different industries for different purpose. Some of its areas of application are mining general engineering, fishing, shipping construction of aerial ropeways etc. The wire and wire rope of the UML are of superior quality and are extremely durables.

MISSION
ENRICHING LIVES We will do our best to provide quality product and services, which will improve the life style of our users. QUALITY IS OUR FIRST PRIORITY We aim to achieve customer satisfaction by producing quality products. No sale is a good sale unless it fulfills our customers expectations. OUR WORD IS OUR BOND Our dealers are our partners. We endeavor to practice this golden rule in all our relations with others. INTIGRITY IS OUR COMMITMENT The conduct of our companys affairs must be pursued in a manner that command respect for honesty and integrity.

VISION
In our chosen business, we shall retain market leadership in India and shall be globally competitive through customer orientation and excellence in quality, innovation and technology.

Looking Back - A Brief History

1960 - The Company was incorporated as Usha Martin Black (Wire Ropes) limited having its wire rope plant at Ranchi. The name was changed to Usha Martin Black Ltd. in 1979 and further changed to Usha Martin Industries Ltd.(UMIL) in 1983. 1962 the production was started and the turnover that year was 996 MT and Rs.22.34 lakhs respectively. 1965 - UMIL promoted Usha Ismal Ltd. (UIL) in collaboration with CCL Systems Ltd of UK for the manufacture of fittings and accessories, equipment for pre-stressed concrete system, wire ropes and wire ropes splicing equipment at Ranchi. UIL merged with UMIL in 1990 and became a division of the company 1969-promoted Usha Brecko Ltd. To design, construct and erect Arial ropeway. 1971 - UMIL promoted Usha Alloy Steels Limited (UASL) for the manufacture of billets at Jamshedpur. UASL merged with UMIL in 1988. 1975 - UASL acquired an ongoing rolling mill at Agra. 1975 - UMIL set up its Machinery Division at Bangalore for the manufacture of Wire Drawing and allied machines in technical collaboration with Marshall Richards Barcro Limited (MRB) of UK.

1979 - In order to obtain steady supply of wire rods for its wire rope plant, UASL set up a Wire Rod Rolling Mill at Jamshedpur. 1980-Promote Usha Siam steel industry Ltd. in Thailand to manufacturing wire, wire rope , and auto control cables. 1986-Promote Usha Beltrone Ltd. To manufacture Jelly filled. 1987 - UMIL, along with Bihar State Electronics Development Corporation, promoted Usha Beltron Ltd. (UBL) in collaboration with AEG KABEL of Germany for the manufacture of Jelly Filled Telephone Cables. 1993-Promoted Usha Martin Pvt. Ltd. a joint venture, to provide cellular, paging and Telecom services. 1994-Setup software division to provide IT solutions for communication application. Setup Usha Martin Europe Ltd. a distribution center at Glasgow, U.K. 1996-Promoted summit Usha Martin Finance Ltd. a joint venture to proved financial services. 1997 - UMIL merged with UBL i.e. 1st October 1997. 1998-Setup Usha Martin amerces inc., distribution center in Houston. Setup UMLcor, South Africa, a manufacture unit and distribution center in Johannesburg. 2000 - Acquisition of specialty wire rope manufacturing plant in UK BruntonShaw. Commissioning of 25 MW thermal power plants for captive consumption.

2001 - Commissioning of 2nd SMS to enhance capacity and produce quality specialty steel.

2003 - Usha Beltron Ltd Changed its name to Usha Martin Limited (UML). UML created Fine Cord Plasticated coated Fine wires, household wire, Polymer coated wire, Fine Ropes & Bright Bars manufacturing facilities in Tatisilwai- Ranchi. 2004-The company successful commissioned DRI and WHRB power plant at its steel division in Jamshedpur. 2005-The company signs an MOU with Joh.Pengg for manufacturing of the specialty oil tempered spring steel wire. Commences iron ore mines successfully. Railway siding commenced. 2006-Pursuant to B.T.A. the company acquired the business of Usha construction steel ltd. , Rolling mill at Agra w.e.f.1st-dec2006 as a part of the steel segment.

2007- Peng Usha Martin collaborates with Jo-Peng, Austria in 2007 for Special Wire. 2008-. In this year Usha Martin Limited has awarded for excellence in consistent TPM (Total Productive Maintenance) in 2008 by Japan Institute of plant maintenance (JIPM), and CII (Confederation of Indian Industries) 2009- In this year company sets some more plants inside the Tatisilwai wire and wire rope plant and the construction and upgradation is continued, like 20MW power plant is under construction which will increase the monthly production of the unit. A 3000 tn capacity LRPC plant was established in this year at Tatisilwai plant.

The company acquired Netherland based distribution and Rigging Company De Ruiter Stackable B.V.Successfull commissioning of wire rope plant at Houston, America.

Company Profile of Usha Martin

UML is the 2nd largest wire and rope manufacturer in the world and has the largest variety in South East Asia.

It is multi product, diversified engineering conglomerate with 10 production units in India,1 in Thailand,1 in UK and 1 in Dubai.

It is saving valuable foreign exchange by exporting by exporting its products to 42 countries like USA, Africa and Middle East, conforming to the strictest product quality standards.

It got the ISO 9000 Certification by BVQI in 1994. ICICI (BCB) did the business process re-engineering in 1996 and line system was set up to enhance performance.

With the modern concepts like TPM, value engineering, QC, suggestions scheme, customer satisfaction and human resource development, UML is trying to reach unparalleled heights.

UML is serving through a leading daily Prabhat Khabar, Krishi Gram Vikas Kendra, Usha Martin Technical Institute.

Evolution of The Company

Mr. B.K. Jhawar, the Chairman, established Usha Martin Limited in 1960 with the Wire Ropes Plant, Ranchi. The firm was initially called Usha Martin Black as it started with collaboration between M/S Martin Black, Scotland and Usha Automobile & Engineering Pvt. Ltd., Calcutta in 1960. In 1965, it backed Usha Ismal Ltd to manufacture rope accessories & splicing equipments and merged with it in 1990. In 1969, it backed Usha Breco Ltd. To design, construct and erect Aerial Ropeways. In 1971, it backed Usha Alloys & Steel Ltd. To produce steel billets as backward integration and merged with it in 1988. The collaboration with Martin Black broke up in 1975 and the company was hence called Usha Martin Industries. The company set up an electrical furnace steel plant at Jamshedpur in 1973, followed by a rod mill in 1976. In 1980, it promoted Usha Siam Steel Industries Ltd, Thailand to produce wire, wire ropes & auto control cables. It set special products division to produce Hi-Tech Wire Cables. In 1986, UML promoted Usha Beltron Ltd. Ranchi in alliance with AEG Cable of Germany and Bihar State Electronics Corporation to produce jelly filled telecommunication cables. In 1994, it set up Software Division to provide IT Solution for communication application and Usha Martin Ltd, a distribution center at Glasgow, UK. Usha Martin Ltd. Merged with Usha Beltron Group in 1999 and was renamed as Wire and Wire Rope Division within which following six companies are included: JFTC-Ranchi, Wire And Wire Rope Division Ranchi, Usha Ismal Division Ranchi, Usha Alloys & Steel Jamshedpur, Usha Machinery Division Bangalore and Rod-Mill Division Agra.

Other Particulars IN USHA MARTIN L.T.D

Location Plant Area Nearest Town Nearest Railway Station Nearest Airport Nearest Highway Nearest Port Power Water Sources Chotanagpur Plateau 112 Acres Ranchi (13 Km) Tatisilwai (1 Km) Ranchi (17 Km) N H-33 (8 Km) Kolkata (412 km) Contracted demand 8000 KVA Source-JSEB 2400-3200 m3/day Subernekha River

Eastern Region
Indian Ropeways and company limited, Kolkata. Til limited, Kolkata Unimesh lifting equipment, Howrah. Steel Authority of India, Ranchi. Indian Iron and steel company Jamshedpur Vil India limited, Darjeeling. HEC, Ranchi TISCO, Jamshedpur. CCL, Ranchi.

Western Region Grammon India Limited, Mumbai Parekh & sons, Bhavnagar Premier mills and stores, Ahmadabad. Fortune Engineering Industries, Mumbai Jindal Strips ltd. ONGC, Ankaleshwar Mazgaon Docks, Mumbai Essar steels, Surat Mukund Steels limited. ACC, Adilabad Reliance Industrial Infrastructure, Jamnagar Nuclear Power Corporation of India.Tarapur

Northern Region Hindustan electro graphite limited, Mandideep Bhel, Panipat Vee states corp. kathgodam Roshan Jain Company limited, Udaipur Hindustan copper limited. Maruti udyog limited Northern coalfield limited

Southern Region
United Marine Raders, kollam. Kec Information Limited. Larsen & Turbo limited. Johnson lifts private limited, Chennai Marine Trade link, Kottayam.

OVERSEAS PART OF USHA MARTIN LIMITED

Africa Allexandria Monibasa Tincan Island Onne Durban Appaport

Europe Aerbiljan Bergen Fdiestoue America Philadelphia Houston Portland Oakland Chicago Halifax Newyourk AustraliaBrisbain Melbourne Freemental Sydney Van conver LasAngels Neworleans Edmontan Wrpuschristi Toranto Buston Wopenhasen Workshop Baku

Middle East Doha Muscat Jebelali Daman Abudhabi Kuwati

Various Products of UML & Its Application

Wire Range Needle wire Steel spring wire Cycle spoke wire Motorcycle spoke Low carbon wire Staple pin wire Application wire Needle Industry spring cycle Industry Motorbike Industries wire various Industries carbon wire staple wire

Ropes & Strands:

LRPC P.C Strands Guide rope Locked coil wind Aerial ropes Oil drilling rope Bridge rope Engineering ropes Fishing ropes Elevator rope Excavator rope Bridge construction Railways Arial mines rope Aerial ropeways oil drilling sector Bridges cranes, wireless making fishing Hoisting mines

Sources of Raw Materials Raw materials

Steel Wire Rod (90% - 96%) Steel Wire Rod (4% - 10%) Fibre Core Other Raw material (Zinc)

Sources
UMIL, Jamshedpur Imported from Germany, Japan, etc. M/s. Chotanagpur Wire Rope M/s. Hindustan Zinc & Other

Supplies 25% & balance is reported

Different types of wire ropes

Fishing Ropes

Advantage Of Finished Products Rope:

General engineering rope, Flattened strand, Elevator rope, Non-rotating rope, finished rope, Mining rope, Hyplex rope, Locked coil winding, Track rope.

Wire:
Auto spoke, Cycle spoke, PC Strand, Rolling shutter, ACSR, PC wire Indexed & plain.

Fine Cord:
Usha Martin, extended vast experience in rope making technology towards manufacturing of Fine Cords. Usha Martin Fine Cords find application as the inner element for the Automotive Control Cables and also in boring applications and as Pull Cord cables for laying of Television cables.

Size range:
The size range for overall diameter of finished cords is 1.20mm to 6.00mm.

Low relaxation prestressed concrete (LRPC) Strands:

In keeping with the demands of the international market, we have introduced Low Relaxation Prestressed Concrete (LRPC) Strands for the construction industry in 2001. A steel member that is prestressed and embedded in concrete loses the initially applied stress exponentially with the passage of time. The single most important factor attributing to this loss in stress relaxation property of the steel itself. By treating the steel through a thermo mechanical process known as stabilizing, the propensity of the steel to "relax under a stressed condition is controlled to a great extent. Some of the main advantages that our customers derive by using low relaxation strands are listed below Up to 10% reduction in steel requirement possible

 Saving in number of anchorages, ducts, sheathings, wedges and labour resulting in overall reduction of project cost. Reduction in concrete requirement due to reduced size of structural members Hot stretch process used during the manufacture of LRPC strands produces a nearly straight strand, thereby eliminating necessity for extra post straightening treatment.

Applications:
Pre-stressed concrete girders for road, river & railway bridges and flyovers, pre-stressed concrete domes, slabs, silos, hangars, aqua ducts, viaducts & railway sleepers.

Patenting & Galvanizing facility:

* 50ft electrically fired furnace with inline cleaning, coating, galvanizing facilities. * 30ft propane fired LeFour furnace with inline cleaning, coating, and galvanizing facilities. * 30ft propane fired rod DSW patenting furnace * Galvanizing plants of different capacities * Stress relieving facilities for wires and strands * Annealing furnaces (bell type) * Vacuum annealing furnace * PLC driven automatic pickling plant * manually operated pickling plant

Branches of Usha Martin

JFTC Wire ropes and specialty product Division Usha Ismal Division Usha Alloys and steel Usha Machinery Red Mill Division Ranchi Ranchi Ranchi Jamshedpur Ranchi Agra

Group of Companies
Manufacturing companies: Usha Siam Steel Industries public Company Limited, Thailand (USSIL) A subsidiary of the group, it manufactures wire and wire ropes and has an annual capacity of 30,000 MT. European Management & Marine Corporation Limited (EMM) Located at Aberdeen, UK, it specializes in providing services in connection with oil drilling and exploration activities. Manufactures and sells wire ropes and related services like chains, anchors and end terminations. EMM (UK) has two subsidiaries namely EMM CASPIAN LIMITED & EMM KAZAKESTAN LIMITED. Brunton Shaw UK Limited (BSRK) Acquired by the group in 2001, this subsidiary of the group has a state of the art manufacturing facility at Nottinghamshire, UK for producing 12,000 MT per year of high end steel wire rope.

Brunton Wolf Wire Rope FZE Co. Brunton Wolf Wire Rope FZE Co. established in 25th September 2003. It is the first wire rope factory in Middle East, situated in Jabel Ali Free Zone Enterprise (FZE). The main objective of the concern is to satisfy the huge requirement of steel wire ropes specially for Oil and Construction sector. The plant has the manufacturing capabilities of steel wire ropes, Non rotating 35x7 Crane Rope, wire rope slings for oil rigging. It has already started regular business in various Middle East countries as well as

export to Singapore, U.K. & Europe. In near future plant will be making elevator, fine cord in association with Gustav wolf Germany. UM Cables Limited (UCL) A wholly owned subsidiary of Usha Martin Group located at Silvassa, Western India, Manufactures PIJF Copper Telecom cables and Optical Fibre Cables and has an annual capacity of 2.9 MCKM and 35,000 RKM respectively.

Information Technology: Usha Communications Technology Usha Communications Technology is a high and telecom software products company established. and offers range of solutions that cover the needs of the next generation communication providers, both emerging and

Sl. No.

NAME OF INDUSTRIES

PRODUCT NAME

1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. 16. 17. 18.

Usha Martin Industries Usha Braco Ltd. Usha Alloy and Steel Div.(JSR) USSL, Agra. Prabhat Khabar Usha Martin Telecom Ltd. Usha Martin Europe Ltd. Usha Martin America Ltd. Usha Martin South Africa Ltd. Usha Martin Scandinavia Ltd. Kgvk, Rukka. Usha Ismal Ltd. Usha Unis, Yugoslavia Usha Siam & Steel Ltd., Thailand UML special steel ltd. Patratu UML Machinery Division Bangalore Summit Usha Martin Finance ltd. SPCD

Wire & Wire rope Rope way Project Wire Rod Alloy News Paper Cellular & Paging Services Wire & Wire Ropes -Do-Do-DoAgriculture Products Mechanical Splicing Equipments Steel Wire Ropes & Strands Wire & Wire Ropes Alloy Steel Wire drawing & Rope making machine NBFC Bright Bar,conveyor Cord Nylon, coated wire

STANDARD SPECIFICATION

UML has grown into multinational organization, which manufactures wide range of wire and rope as per national and international standards and specifications, such as:

INDIAN STANDARD SPECIFICATIONS:

ISO specification

British Standard specification American Petroleum Institute Indian Railway specification Defense Department specification Lloyds specification ASTM specification Australian specification Canadian specification Federal American specification Indian Standard

Approved By:
Indian Standard Institute Director general of mines and safety Lloyds register of shipping American Petroleum Institute American Bureau of shipping Director general of supplies and disposal Det Narske vertias

As UML is ushering in an era of Total Quality Management, it has adopted a strategy to impart TQM to its people, plant and machinery. It has identified the most effective tool to promote a quality culture, which is transparent through communication and motivation. It has chosen the root of commitment to total quality and to become the global leader in wire and wire ropes segment.

Competitors for Usha Martin Ltd.

GLOBAL COMPETITORS IN INTERNATIONAL MARKETS
COMPANY Kiss wire British Rope Haggier rand Fedger Austria drought Casar Bridon Dietz John Shaw Redaelli SFE Teufelberger Pfeiffer COUNTRY Korea U.K. South Africa Switzerland Austria Germany Germany Germany U.K. Italy Spain Austria Switzerland

DOMESTIC COMPETITORS IN INDIA

South India wire Bombay Wire Ropes Bharat Wires Ropes Indore Wire Ropes Asian Wires Ropes Mickey Wire Ropes Garware Ropes Kerala Maharashtra Maharashtra Indore Andhra Pradesh Jharkhand Maharashtra

Fig-9 Usha Martin-Global Presence

Management profile
Table1- Board of Directors

Name
Mr. B.K. Jhawar Mr.Rajiv jhawar Mr. Prashant Jhawar Dr. P. Bhattacharya Mr. U.V. Rao Mr. N. J. Jhaveri Mr. Ashok Basu Mrs. Neeta Mukherjee Mr. Suresh Neotia Mr. Rajesh Mandal

Designation
Founder Chairman Managing Director Vice Chairman Joint Managing Director Director Director Director Director (Nominated by ICICI) Director Director

Social Commitment Through Krishi Gram Vikas Kendra

Management commitment and support since 1977

"in every village where hunger persists, human being must be empowered to discover Their own vision express their own leadership, create their own solutions and work together to achieve their own success" KGVK Activities Augmenting water resources through watershed management Sustainable income generation through cottage industries & live stock management Capacity building through "Agivika Research & Training Center" Health & family welfare programmes women empowerment thru "Swashakti" programme

KGVK Projects In partnership with grass root civic society, corporate and government India Canada environment facility (ICEF) project - for water resources conservation & conjunctive utilisation for environmental restoration ( project cost Rs 10.0 cr) ICICI - cini project - for primary health services at the grass root level project cost Rs. 2.0 cr) project with us aid along with cepda - for training barefoot workers in villages for making them 1st point of contact in village health services Projects with government of India for water shed, women

empowerment, education etc. Total projects worth Rs.18 cr in hand

TRAINING AND DEVELOPMENT (A theoretical framework)

INTRODUCTION DEVELOPMENT

ABOUT

TRAINING

AND

It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviours to enhance the performance of employees. Training is activity leading to skilled behaviour.

Its not what you want in life, but its knowing how to reach it Its not where you want to go, but its knowing how to get there Its not how high you want to rise, but its knowing how to take off It may not be quite the outcome you were aiming for, but it will be an outcome Its not what you dream of doing, but its having the knowledge to do it It's not a set of goals, but its more like a vision Its not the goal you set, but its what you need to achieve it

Training is about knowing where you stand (no matter how good or bad the current situation looks) at present, and where you will be after some point of time. Training is about the acquisition of knowledge, skills, and abilities (KSA) through professional development. Training is a very commonly used word , so it features heavily in training programme but learning is in many ways a better way to think of the subject because learning belongs to the learner whereas training traditionally

belongs to the trainer or the organisation.it helps improve quality , customers satisfaction ,management succession , business development, and profitability.

Importance Of Training and Development

Optimum Utilization of Human Resources Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals.

Development of Human Resources Training and Development helps to provide an opportunity and broad structure for the development of human resources technical and behavioural skills in an organization. It also helps the employees in attaining personal growth. Development of skills of employees Training and Development helps in increasing the job knowledge and skills of employees at each level. It helps to expand the horizons of human intellect and an overall personality of the employees.

Productivity Training and Development helps in increasing the productivity of the employees that helps the organization further to achieve its long-term goal. Team spirit Training and Development helps in inculcating the sense of team work, team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the employees. Organization Culture Training and Development helps to develop and improve the organizational health culture and effectiveness. It helps in creating the learning culture within the organization.

 Organization Climate Training and Development helps building the positive perception and feeling about the organization. The employees get these feelings from leaders, subordinates, and peers. Quality Training and Development helps in improving upon the quality of work and work-life. Healthy work environment Training and Development helps in creating the healthy working environment. It helps to build good employee, relationship so that individual goals aligns with organizational goal. Health and Safety Training and Development helps in improving the health and safety of the organization thus preventing obsolescence. Morale Training and Development helps in improving the morale of the work force. Image Training and Development helps in creating a better corporate image. Profitability Training and Development leads to improved profitability and more positive attitudes towards profit orientation. Training and Development aids in organizational development i.e. Organization gets more effective decision making and problem solving. It helps in understanding and carrying out organisational policies. Training and Development helps in developing leadership skills, motivation, loyalty, better attitudes, and other aspects that successful workers and managers usually display. Importantly, however the most effective way to develop people is quite different from conventional skills , training , which lets face it many employees regard quite negatively . they wont enjoy it much because its about work , not about described in themselves as people.The most effective way to develop people is instead to enable learning and personal development with all that this implies.So, as soon as it has

covered the basic work related skills training that is much described in this section focus on enabling learning and development for people as individual which extents the range of development may outside traditional work skills and knowledge and creates for more exciting liberating motivational opportunities for people and for employees.

DIFFERENCE BETWEEN TRAINING AND DEVELOPMENT

TRAINING; 1. It is a procees of increasing knowledge and skills. 2. It is to enable the employee to do the job better. 3. It is a job oriented process.

DEVELOPMENT; 1. It is a process of learning and growth. 2. It is to enable the overall growth of the employee. 3. It is a career oriented process.

The field of training and development concered with improving deals with the design and delivery of learning to improve performance within the organisation. Some one has rightly said if you wish to plan for a years ,sow seeds . If you wish to plan for a ten years ,plant trees If you wish to plan for a life time , develop people.

Need of training and development

When jobs where are simple, easy to learn and influenced to only a small degree by technological change, there was little need for employees to upgrade or alter their skills. But the rapid changes taking place during the last quarter century in our highly sophisticated and complex society have created increase pressure for organisation to readapt the products and service produced , the manner in which products and service are produced and offered the types of job required and the types of skills thus as job have become more complex the importance of employees training has increased.

Importance Of Training Objectives

Training objectives are one of the most important parts of training program. While some people think of training objective as a waste of valuable time. The counterargument here is that resources are always limited and the training objectives actually lead the design of training. It provides the clear guidelines and develops the training program in less time because objectives focus specifically on needs. It helps in adhering to a plan. Training objective tell the trainee that what is expected out of him at the end of the training program. Training objectives are of great significance from a number of stakeholder perspectives, 1. Trainer 2. Trainee 3. Designer 4. Evaluator Trainer The training objective is also beneficial to trainer because it helps the trainer to measure the progress of trainees

and make the required adjustments. Also, trainer comes in a position to establish a relationship between objectives and particular segments of training. Trainee The training objective is beneficial to the trainee because it helps in reducing the anxiety of the trainee up to some extent. Not knowing anything or going to a place which is unknown creates anxiety that can negatively affect learning. Therefore, it is important to keep the participants aware of the happenings, rather than keeping it surprise. Secondly, it helps in increase in concentration, which is the crucial factor to make the training successful. The objectives create an image of the training program in trainees mind that actually helps in gaining attention. Thirdly, if the goal is set to be challenging and motivating, then the likelihood of achieving those goals is much higher than the situation in which no goal is set. Therefore, training objectives helps in increasing the probability that the participants will be successful in training. Designer The training objective is beneficial to the training designer because if the designer is aware what is to be achieved in the end then hell buy the training package according to that only. The training designer would then look for the training methods, training equipments, and training content accordingly to achieve those objectives. Furthermore, planning always helps in dealing effectively in an unexpected situation. Consider an example; the objective of one training program is to deal effectively with customers to increase the sales. Since the objective is known, the designer will design a training program that will include ways to improve the interpersonal skills, such as verbal and non verbal language, dealing in unexpected situation i.e. when there is a defect in a product or when a customer is

angry. Therefore, without any guidance, the training may not be designed appropriately. Evaluator It becomes easy for the training evaluator to measure the progress of the trainees because the objectives define the expected performance of trainees. Training objective is an important to tool to judge the performance of participants.

Training Design
The design of the training program can be undertaken only when a clear training objective has been produced. The training objective clears what goal has to be achieved by the end of training program i.e. what the trainees are expected to be able to do at the end of their training. Training objectives assist trainers to design the training program. The trainer Before starting a training program, a trainer analyzes his technical, interpersonal, judgmental skills in order to deliver quality content to trainers. The trainees A good training design requires close scrutiny of the trainees and their profiles. Age, experience, needs and expectations of the trainees are some of the important factors that affect training design. Training climate A good training climate comprises of ambience, tone, feelings, positive perception for training program, etc. Therefore, when the climate is favorable nothing goes wrong but when the climate is unfavorable, almost everything goes wrong. Trainees learning style the learning style, age,

experience, educational background of trainees must be kept in mind in order to get the right pitch to the design of the program. Training strategies Once the training objective has been identified, the trainer translates it into specific training areas and modules. The trainer prepares the priority list of about what must be included, what could be included. Training topics After formulating a strategy, trainer decides upon the content to be delivered. Trainers break the content into headings, topics, ad modules. These topics and modules are then classified into information, knowledge, skills, and attitudes. Sequence the contents Contents are then sequenced in a following manner:

From simple to complex Topics are arranged in terms of their relative importance From known to unknown From specific to general Dependent relationship

Training tactics Once the objectives and the strategy of the training program becomes clear, trainer comes in the position to select most appropriate tactics or methods or techniques. The method selection depends on the following factors:

Trainees background Time allocated Style preference of trainer Level of competence of trainer Availability of facilities and resources, etc

TRAINING EVALUATION
The process of examine a training program is called training evaluation. Training effect checks the whether training has had the desired . Training evaluation ensures that whether candidates are able to implement their learning in their respective workplace or to the regular work routines. Feedback it helps in giving feedback to the candidates by defining the objective and linking it to learning outcomes. Research it helps in ascertaining the relationship between acquired knowledge transfer of knowledge at the work place and training. Control- it helps in controlling the training program because if the training is not effective , then it can be deal with accordingly. Intervention it helps in determining that whether the actual outcomes are aligned with the expected outcomes.

TRAINING SYSTEM
There are several traditional systematic approaches to trainingsuch as performance based training. This approach have some common elements--

TRAINING SYSTEM
ANALYSIS IMPLEME NT

Evaluate

DEVEL OP

DESIGN

Basically training needs depends & traced by these five attributes of system in the organisation. By the help of

these life cycle an organisation can evaluate the employee individual performance as well as organisation performance.

In training system resource can therefore be all sorts of things. For example , a single tiny inspirational quotation is a source . and a big organisational learning and development manual is a resource. More examples of resources are Team building games or exercise Testing investment for individual and teams Case study and best practices example Samples and examples Manuals and guideline Books , magazine , journals , newsletter , newspaper

Films , videos and clips

Pieces or music Quizzes ,question and answer

Websites and WebPages

The most powerful resources are those which enable significant relevant improvement quickly and easily

IMPLEMENT
1.

Course in five days or less 3 hrs of preparation for each hour of

training 2.Courses is between five and ten days 2.5 hrs of preparation for each hrs of training
3.

Courses is over 10 days 2 hrs of preparation for each hrs of

training

ANALYSIS
BUSSINESS NEDS ARE LINKED TO RESULTS
BEHAVIOR
JOB NEEDS ARE LINKED TO

INDIVIDUAL NEEDS ARE LINKED TO REACTION

ANALYSIS( CATEG ORY OF ANALYSIS)

TRAINING NEEDS ARE LINKED TO LEARNING

DEVELOP
DEVELOPING ACTIVITIES

CORUM ACTIVITIES

ONRAMPING WHAT DO THEY NEED TO

LEADERSHIP AND SUCCESS IN

CREATE LEARNING PLATFORM

PERFORMANCE MANAGEMENT SYSTEMS

ON THE JOB APPLICATION WHAT DO THEY NEED AFTER

CHANNEL KNOWLEDGE PERFORMANCE AIDS SKILLS TASK

CONFLICT MANAGEMENT IN ORGANISATIONAL SETTINGS

DESIGN

Instructional guideline Time line Informal learning Learning organuisation profile Learning statistics & benchmark A trainee toolbox of templates , outlines Develop diversity Creativity-

Innovative Critical thinking Brainstorming Performance coaching

Train the trainer degrees, certificates, and course Left brain , right brain metaphor Estimation design cost and development times

TRAINING SYSTEM AT UML (The actual study conducted)

IDENTIFICATION OF TRAINING NEEDS

In UML, the following four methods are adopted to identify training requirements in the organisation. 1. Individual needs

2. Organisational needs 3. Skill evaluation 4. TPM pillars

Individual needs
The individual needs arise due to the individual needs of the employees working in the organisation. Following factors affect the individual needs. a) Development needs in the present job which makes the employees more efficient in their present jobs. b) Change in job where the employees are shifted to some other job bring about some minor changes in their responsibilities
c)

Change in the process of doing the present job so as to allow technology up gradation. Such training requirements are identified through the performance

appraisals undertaken by the departmental needs. Such training arises due to the developmental needs of the employees. For instance, initially most of the work at UML was being done manually but with the advent of computers, the existing workforce had to be given the education in computers and this became essential for the organisation. Thus, this gave rise to training need i.e. training of employees in computers. Organisational needs The organisational needs are different from the personal needs on the grounds that the personal needs cater to an individual requirement while organisational needs spread across the organisation. They are required

at all levels of organisation. organisational needs.

The following factors affect

the

a) The change in the policies and procedures of the management lead to training requirement. b) Multi-skilling which helps the individual in forming more than one type of related job. For instance, the ISO 9000 quality certification are required certain changes in the management procedure and so it called for a training programme to make the employees aware of the new requirements. The TPM certification ( Total Productive Management) was a mass

awareness programme which was conducted in batches. Training business strategy in the current changing environment and for this an organisation needs to be flexible to be able to adapt to the changing requirements . In the process it becomes essential to train and develop the human resource in order to deliver efficiently. Skill Evaluation Skills required for specific jobs are identified and listed after discussion with the departmental heads. There are in all 25 skill attributes, some of them being Operational skills Quality Checking Analytical skills Maintenance skills( cleaning, inspection, tightening and lubrication)

A radar chart is made on all these 25 attributes where skill mapping is done for each worker/operator. Before that a skill matrix is formed for the employees and they are graded against each skill.

There are four levels: L1 - cannot do L2 can do L3 can do with efficiency L4 can teach with efficiency The levels L3 and L4 are only acceptable. After making the skill map and the skill matrix,the gap between between the present state and the desired state of an employee becomes clear and that becomes the organizational need of that person. After analyzing the gap, the skill development programme is planned and conducted. Skill evaluation not only motivates the workers as the management recognizes their skill but also reduces the outside faculty if available in house. TPM Pillars The training needs also arise out of the different pillars of TPM. And these training needs not only cater to the individual but organisational needs as well. The pillars of TPM are later discussed in the report. Each pillar has its certain objectives and training needs are identified against these objectives. For instance, objectives of safety,health and environment are to minimize or eliminate the causes of accidents and if any accident occurs then the root cause is analysed. If it is due to poor skill and knowledge of an individual then corrective actions are taken to

improve skill by providing training to the employees related to that task. However, zero accidents cant be achieved only through corrective action; one also has to be proactive. Preventive actions are taken to improve all similar job holders for which the required training is provided. The Planned Human Resource Department Committee(PHRDC): All the training needs identified are compiled in the PHRD committee. PHRDC is the apex training body. The unit head is the head of the committee and all the HODs are the members of the committee. The PHRDC meeting is held twice a year. Before going for the meeting the HRD head has to make an agenda for the meeting. The minutes of the PHRDC meetings are maintained and are circulated to members and any other authority with whom the responsibility is entrusted arising out of the deliberations of the PHRDC. The PHRDC consists of the following members: a) The chief operating officer(COO) b) The Management Representative c) Head HRD (also the secretary and convener) d) Head of all departments The following points are discussed during the meeting: 1) Reviews the adequacy and effective implementation of the system of identifying training needs and indoctrination of task performers whose performance affects product quality. 2) Reviews the mandatory qualifications of task performers

performing special processes. 3) Reviews the training and indoctrination of personal responsibilities for testing and inspection.

4) Recommends strategy for effectively implementing indoctrination and providing training. 5) Recommends the infrastructural additions, modifications and acquisition of hardware, software and facilitates to effectively impart on-the-job and off-the-job training and indoctrination. 6) Suggests methods for and review of the efficacy of training imparted. 7) Recommends mass coverage training required for all sections of employees which would improve their awareness and knowledge for the effective implementation of the quality systems and aims at continuous improvement.

Responsibility and authority: 1. The responsibility for identification of training needs rests with COO in respect of training needs for himself and for the senior executives directly reporting to him. 2. The training needs of head of departments including the MR are identified by the respective senior executives to whom they are reporting. 3. The head of departments shall identify the training needs for all employees reporting to them. 4. The training needs of the personnel carrying out internal Quality Audit are identified by the MR. 5. The training needs of the personnel testing are identified by head QA. performing inspection and

6. The training needs associated with awareness of quality policy are identified by head HRD. 7. Where there is requirement of training that needs to be provided to all personnel or large sections of employees of the company, such needs will be identified as mass coverage training by the PHRDC and would be treated as a training need for such group of employees, without the specific approval of the HOD concerned. 8. The training/retraining of personnel performing special processes stand automatically identified in the event of their failing of meeting the acceptance criteria in the pre-qualification tests conducted annually. 9. The responsibility of providing training rests with the head HRD. 10. Training in the form of orientation or on-the- job training

within the department for the new entrants rests with the head of the department concerned. 11. The responsibility for sparing participants to attend training

programmes as per schedules notified rests with the HODs. TYPES OF TRAINING AT UML(An Overview) Managerial/Non technical training) 1. Attitudinal development 2. Strategic change 3. Effective personal productivity 4. Communication skills 5. Presentation skills 6. Emotional Intelligence

7. Interpersonal relation 8. Problem solving/decision making 9. Transactional analysis 10. 11. 12. Stress Management Time Managemant TPM Management

Technical training For workers a) Basic technical training(BTT): Here the workers are taught all the basics starting from mathematics, limits, tolerance, general technical topics, lubrication basics, welding, basics of engineering, drawing etc. Those workers whose qualification level is less than ITI are given this training. The module comprises of 60% theoretical training and 40% practical training. b) Advance technical training(ATT): This training basically teaches the workers different maintenance techniques c) Butt Welding training d) Skill Development Training: This training is based on the skill attributes. Here the workers are given training according to the divisions where they work- Wire mill, Furnace or Ropery.

For officers: a) Problem Solving b) Decision Making c) Patenting, galvanizing

d) Wire drawing e) Rope making f) Rope design g) Basics of ISO h) Rope and wire application i) TPM related training j) Training for trainers k) Supervisory skills.

TPM (Total Productive Maintenance)

History
TPM is an innovative Japanese concept. The origin of TPM can be traced back to 1951 when preventive maintenance was introduced in Japan. However the concept of preventive maintenance was taken from USA. Nippondenso was the first company to introduce plant wide preventive maintenance in 1960. The routine maintenance of equipment would be carried out by the operators,(this is Autonomous maintenance, one of the features of TPM ). Maintenance group took up only essential maintenance works. The maintenance crew went in the equipment modification for improving reliability. The modifications were made or incorporated in new equipment. This leads to maintenance prevention. Thus preventive maintenance along with Maintenance prevention and Maintainability Improvement gave birth to Productive maintenance. The aim of productive maintenance was to maximize plant and equipment effectiveness. Nippondenso of the Toyota group became the first company to obtain the TPM certification. Motives of TPM 1. Adoption of life cycle approach for improving the OEE. 2. Improving productivity by highly motivated Workforce.

3. The use of voluntary small group activities for identifying the cause of failure, possible plant and equipment modifications. Uniqueness of TPM The major difference between TPM and other concepts is that the operators are also made to involve in the maintenance process. The concept of "I ( Production operators ) Operate, You ( Maintenance department ) fix" is not followed. It is about change in mindset brought about by involvement, participation & sense of ownership.

TPM Objectives 1) Achieve Zero Defects, Zero Breakdown and Zero accidents in all functional areas of the organization. 2) 3) Involve people in all levels of organization. Form different teams to reduce defects and Self Maintenance.

Direct benefits of TPM 1) Increase productivity and OEE(Overall Equipment Effectiveness) by 1.5 or 2 times. 2.) 3) 4) Rectify customer complaints. Reduce the manufacturing cost by 30%. Satisfy the customers needs by 100 % (Delivering the right quantity at the right time, in the required quality.) 5) 6) Reduce accidents. Follow pollution control measures.

Indirect benefits of TPM 1.) Higher confidence level among the employees.

2) 3) 4) 5)

Keep the work place clean, neat and attractive. Favourable change in the attitude of the operators. Achieve goals by working as team. Horizontal deployment of a new concept in all areas of the

organization. 6) 7) Share knowledge and experience. The workers get a feeling of owning the machine.

Tpm pillars: There are eight pillaRS OF TPM. 1. JISHU- HOZEN / AUTONOMOUS MAINTENANCE

Types of maintenance 1. Breakdown maintenance:

It means that people wait until equipment fails and repair it. Such a thing could be used when the equipment failure does not significantly affect the operation or production or generate any significant loss other than repair cost.

2.

Preventive maintenance (1951):

It is a daily maintenance (cleaning, inspection, oiling and re-tightening), design to retain the healthy condition of equipment and prevent failure through the prevention of deterioration, periodic inspection or equipment condition diagnosis, to measure deterioration. It is further divided into periodic maintenance and predictive maintenance. Just like human life is extended by preventive medicine, the equipment service life can be prolonged by doing preventive maintenance. a. Periodic maintenance (Time based maintenance - TBM): Time based maintenance consists of periodically inspecting, servicing and cleaning equipment and replacing parts to prevent sudden failure and process problems. b. Predictive maintenance: This is a method in which the service life of important part is predicted based on inspection or diagnosis, in order to use the parts to the limit of their service life. Compared to periodic maintenance, predictive maintenance is condition based maintenance. It manages trend values, by measuring and analyzing data about deterioration and employs a surveillance system, designed to monitor conditions through an on-line system. 3. Corrective maintenance (1957):

It improves equipment and its components so that preventive maintenance can be carried out reliably. Equipment with design weakness must be redesigned to improve reliability or improving maintainability

4.

Maintenance prevention (1960):

It indicates the design of new equipment. Weakness of current machines are sufficiently studied (on site information leading to failure prevention, easier maintenance and prevents of defects, safety and ease of manufacturing) and are incorporated before commissioning a new equipment.

METHODOLOGY
STEP A - PREPARATORY STAGE: Announcement by Management to all about TPM introduction in the organization: Proper understanding, commitment and active involvement of the top management in needed. Senior management should have awareness programs, after which announcement is made to all. Publish it in the house magazine and put it in the notice board. Send a letter to all concerned individuals if required. Initial education and propaganda for TPM: Training is to be done based on the need. Some need intensive training and some just an awareness. Take people who matters to places where TPM is already successfully implemented. Setting up TPM and departmental committees: TPM includes improvement, autonomous maintenance, quality

maintenance etc., as part of it. When committees are set up it should take care of all those needs. Establishing the TPM working system and target : Now each area is benchmarked and fix up a target for achievement.

A master plan for institutionalizing: Next step is implementation leading to institutionalizing wherein TPM becomes an organizational culture. Achieving PM award is the proof of reaching a satisfactory level.

STEP B - INTRODUCTION STAGE This is a ceremony and we should invite all. Suppliers, related

companies and affiliated companies who can be our customers, sisters concerns etc. Some may learn from us and some can help us and customers will get the communication from us that we care for quality output.

STEP C IMPLEMENTATION STAGE In this stage eight pillar activities are carried and the effects & benefits from TPM are assessed.

STEP D - INSTITUTIONALISING STAGE By all the above activities one would has reached maturity stage. Now is the time for applying for PM award. Also think of challenging level to which you can take this movement.

5S

OBJECTIVES OF THE STUDY

The project includes detail study of the Training & Development System of Usha Martin Limited Co.

It help employees in achieving their personal goals, which in turn, enhances the individual contribution to an organization.

It assist the organization with its primary objective by bringing individual effectiveness.

 It deals with maintaining the departments contribution at a level suitable to organizations needs.

Its ensure that an organization is ethically and socially responsible to the needs and challenges of the society.

Improving the performance of managers Enabling the senior managers to have an overall perspective about the organization and also equipping them with the necessary skills to co-ordinate the various units of the organization. Identifying employees with executive talent and developing them so that they can occupy managerial positions in the future and also perform more effectively. Improving the analytical and logical skills of employees. Providing insights into conceptual issues relating to economic, technical and social areas.

Improving human relations skills and encouraging creative thinking.

QUESTIONARRIE

QUESTIONS

1.Is

expenses

on

training

wastage?

Q1. Training is helpful in solving experimental problem?

Q2. .Do the training programs organized improves the skills in latest technologies?

Q3.

Which

type

of

training

Programs from

employees

have time

undergone

Q4. Tick the training programs/sessions you have undergone so far a Management development program

Q5. Are the training programs helpful in your work life?

Q6. Are you satisfied with the quality of the training programs?

Q8. Are you encouraged undergoing training/study tours in other manufacturing units?

Q9. Are you satisfied with the induction training given to you at the time of joining?

Q10. The motivation after undergoing training programs is generally.....

Q11. Does the environment in training programs is suitable for employees at all levels?

Q12. Is there any improvement/efficiency in your work /job after the training?

SUGGESTIONS

 More of case studies solving and role plays should be encouraged not only for the training programme for the officers but also for the workers. The reward system should be made very strong so that the workers and the employee get motivated to give their best to the organization and that would enhance organizations citizenship behaviour. The best employee or the worker can be made a trainee or supervisor which would boost his confidence and more in-house trainers can be produced which can also be costeffective. Programmes like yoga, health programmes should be conducted every month, the personal problems of the employees should also be solved so that they become more focused towards their job. Gaming programmes must also be organized for the employees so as to make them relaxed and free them from their workload. Focus on accomplishment and progress recognition is the fuel of development. Be patient and keep a silence of humour.

 Feedback system should be made stronger because it helps in diagnosing problems and once the problems are identified, more than half the problems would be solved. 360 degree feedback system should be maintained. Job rotation should be done to free the employees of the monotonous working style and would also encourage multi-skills. More of training programmes, seminars and conference should be conducted in Usha Martin Limited itself. It should take the initiative to arrange such programmes and then invite other professionals or trainees from different organizations. These guideline essentially deal with conventional work skills training and development. Remember that beyond this , issue of personal development and learning , for life not just work are the most significant areas of personal development focus on.

CONCLUSION

USHA MARTIN LIMITED is a well renowned company and the management pays due attention to the training of its employees. It has a different department known as HRD which exclusively looks after TRAINING AND DEVELOPMENT and marked effective utilization of funds put forth for training and development of employees. It is assured by the HRD that the most effective trainers are selected for the training programme. The process of training has been in order to cater to the growing needs. It is very essential as a student of Management that they should be as near to the world of work as possible. The student should be made aware of the development in the industry during their studies. So, there is a need to bridge the gap between the world of work and study being imparted to the students. The training system in UML gave a very specific idea about HRD, which acts as a guiding force for the workers and employees to increase the quality and quantity of the product.

BIBLIOGRAPHY

 In-house Publication Usha Martin in-house Magazine Samwad Book Referred 1. Managing Performance, Managing people,

understanding and improving team performance. Murray Ainsworth, Anne Millership, Neville Smith, shveta uppal 2 Human Resource Management by Internet
o o

MRS. RACHNA MR. NAVEEN MR NARAYAN

www.ushamartin.com www.zigonperf.com

ANNEXURE