PROJECT ON

CRITICAL SKILL MAPPING OF EMPLOYEES BASED ON FOUR-QUADRANT MODEL

OBJECTIVE
Setting an Objective is the first and one of the most important stages of any report. This is because poorly defined problem will not yield useful results and causes confusion. The aim of our study is to study and analyze the Debt and Capital Structure of Orient Paper and Industries Ltd. and find out its financial strengths and weaknesses. The objectives of our study are: Critical skill mapping of employees of operation of G Blast Furnace. Preparation of quadrant chart for every employee working in operation section Analysis of quadrant chart

COMPANY PROFILE

TATA STEEL- AN INTRODUCTION

FOUNDER: JAMSHETJI NUSSERWANJI TATA (1839-1904) Jamshetji Nusserwanji Tata ranks among the greatest visionaries of industrial enterprise of all time. Gifted with the most extraordinary imagination and prescience he laid the foundations of Indian industry, contributed to its consolidation and became a key figure in Indias industrial renaissance. Born on 3 rd March 1839, in a family descended from Parsi priests in Navsari, a centre for age-old Parsi culture, he was educated in Elphinstone College, Bombay. Initiated early into the techniques of trade by his father, he traveled wide, gained a scientific outlook and first set up textile business in India, introducing new machinery that vastly improved the production of cotton yarn in the country. He however realized that Indias real freedom depend upon her self-sufficiency in scientific knowledge, power and steel and thus devoted the major parts of his life and fortune to three great enterprises- Indian Institute of Science at Bangalore, Hydro-electric schemes and the iron and steel work at Jamshedpur. Wealth to him was not the end, but the means to an end- the increased prosperity of India. His attitude to labour was remarkably ahead of his times, constantly reinforcing the norms that the success of the industry depended upon sound and straightforward business principles, the interest of the shareholders, the health and welfare of the employees. As early as 1892, he established J.N. Tata endowment for higher education abroad of outstanding Indian students. A pioneer in town planning, he was mainly responsible for modernizing Bombay; he envisaged and conceived a steel town to the very last detail, the town that was later to be named Jamshedpur after him. The first stake for the steel plant was driven on a forest-covered plateau in Sakchi on 27 February 1908. The dream had come alive, but the dreamer himself was no more for. Jamshetji had died at Nauheim in Germany in 1904 after his successors to preserve the family name. His spirit continued to inspire his sons to carry their fathers dreams to fruition well after his death.
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He is one of the most widely traveled Indians of his time, said to possess knowledge that was encyclopedia. Not only did he have a great love for it, he also had a passion to impart it to others, for, as early as 1892, he established the J.N. Tata endowment for higher education abroad of outstanding Indian students. Jamshetji Tata won himself an enduring place in Indias history with his unique courage, commitment and vision.

TATA STEEL was established in 1907 by its founder JN Tata, Asias first and Indias largest integrated private sector steel company. The companys four- phase modernization programme has enabled it to acquire the most modern steel making facilities in the world. The highly productive blast furnaces along with the LD converters and its downstream continuous casting facilities provide a distinct edge that will enable Tata Steel to achieve its vision of becoming the worlds lowest cost producer of steel. The coke ovens with stamp charging technology have helped it to produce coke at the least cost in the world and drastically reduce wastage and also emission of pollutants.

As Tata Steel commissioned its 1.2 million tonne cold rolling mill complex at Global Speed and Cost in April 2000 it re-christened the future as Steelennium reiterated its belief in- Steel is the essence of life. The tie-up with Nippon Steel Posdata, Flour Daniel etc. To establish the mill is a reaffirmation of the immense faith that the international partners repose in Tata Steel. The fifth phase of the modernization programme launched recently seeks to leverage the intellectual capabilities of the employees. Thus Tata Steel by better knowledge management initiatives hopes to shift focus of its employees from creating new physical assets to utilizing them with ingenuity and a sturdy business sense. As a web enabled enterprise, Tata Steel is rapidly linking up with its customers and suppliers. The implementation of SAP, an enterprise resource planning software package, has changed the process of conducting the business. It will ensure better customer order management and fulfillment. At Tata Steel the internet is the opportunity to enhance productivity and improve business effectiveness. This is being done through robust B2B market places and has, among others, created one for Steel, jointly with SAIL and Kalyani Steels.

The companys community based activities far exceed its business mandate. Its numerous socially responsible activities are aimed at those living in and around the vicinity of its area of operations, including the ore mines and collieries. The companys community development and social welfare, rural and tribal services, centre for family initiatives and sports departments run programmes, which are designed to improve the living conditions of the socially and economically under privileged. The initiatives taken by the company are self-sustaining and involve the maximum participation of the total population. The balance between growth and sustainable development of the environment at the Tata Steel is manifest in ISO-14000 certification to the four critical units of the company- the Sukinda Chromite Mines, Noramundi and Joda Iron Ore Mines and West Bokaro Collieries and the steel works in division. Envisioned by the great patriot, Jamshetji Nusserwanji Tata, founded in 1907, Tata Steel has played a pioneering role in integrating sound professional business practice with exemplary corporate citizenship programmes in India. The companys steel works, located in Jamshedpur is Asias first and the largest integrated private sector steel plant in the country. Set up with an initial capacity of 200tonne blast furnaces, four 4- tonne steam driven blooming mills and a rail and structural mill, it is now a state-of-the-art plant with a rated capacity of 3 million tones of crude steel. At present it produces steel mainly in the form of flats, wire rods and bars. In addition to steel, the company is in the business of diverse products, such as bearings, capital steel plant equipment and spares, cement, tubes etc. The captive mines and collieries located mainly in Bihar and Orissa, supply the finest grades of feedstock to the steel plant. Customer satisfaction of Tata Steel begins with raw material preparations and is meticulously interlinked by a quality chain at every stage of its operations. The ongoing fourth phase of modernization programme and the 1.2 million tonne world class cold rolling mill project, scheduled to be completed by June 2000 will add value to the present product mix, strengthen market leadership and enable it to penetrate new markets by constantly upgrading, improving and fine tuning its marketing, sales global network, Tata Steel strives to meet its customer requirements and expectations, in the country and overseas. Its sales of product and services stood at Rs.64, 334.9 million in 1997-98. The total export turnover, in spite of the financial crisis in South East Asia and sluggish demand in national as well as international market, at Rs.7, 220 million was higher by 9% than the previous year. For a company fully mindful of its social responsibilities the universe of stakeholders extends beyond the realm of customers, shareholders and employees. In tune with the vision of its founder, Tata Steel is a role model in fulfilling corporate social responsibilities. Tata Steel is also committed to sustainable development and recognizes the need to pursue progressive environment management policies to preserve ecological balance and biodiversity in areas in the vicinity of its operations. A recent and unique 6

initiative in this direction was the launch of the green millennium countdown programme, which seeks to ensure that a million healthy new trees survive in the next millennium by planting 1000 trees each for the next 1000 days. The quest for scaling new heights of excellence in the area of its key business responsibilities has yielded rich dividends for Tata Steel. The National Energy Conservation Award from the Ministry of Steel, CSI National Award for best usage of information technology, SAIL Gold Medal, Coal India Productivity Award. The Economic Times outstanding corporate citizen, etc point in this direction. Over the years the company has transited seamlessly as a globally competitive enterprise by a constantly benchmarking against the best operating practices, adopting cutting-edge technologies and implementing modern and innovative management practices. More recently Tata Steel has sought to accelerate the pace of transformation through the TOP (Total Operating Programme) which recognizes and addresses the attributes of judicious anticipation of rapid adaptability to market forces in the emerging connected economy.

Mission
Consistent with the vision and values of the founder Jamshetji Tata, Tata Steel strives to strengthen Indias industrial base through the effective utilization of men and matters. The means envisaged to achieve this are high technology and productivity consistent with modern management practices. Tata Steel recognizes that while honesty and integrity are the essential ingredients of a strong and stable enterprise and profitability provides the main spark for economic activity. Overall, the company seeks to scale the heights of excellence in all that it does in an atmosphere free from fear and thereby reaffirms its faith in democratic values.

Values
1. 2. 3. 4. 5. Respect for individuals Integrity Credibility Trusteeship Excellence

HR POLICY OF TATA STEEL

Tata Steel recognizes that its people are the primary source of its competitiveness. It is committed to equal employment opportunities for attracting the best available talent and ensuring cosmopolitan workforce. It will pursue management practices designed to enrich the quality of life of its employees, develop their potential and maximize their productivity. It will aim at ensuring transparency, fairness and equity in all its dealing with its employees. Tata Steel strives continuously to foster a climate of openness, mental trust and team work.

HR GUIDING PRINCIPLE
The focus of Human Resources Management will be to give Tata Steel a competitive advantage by strengthening its position through various HR systems and interventions. All efforts would be aimed at maximizing the contribution of employees and directing them towards the achievement of organizational goals.

HR STRATEGIES
Rightsizing the organization Continuous training & development of all employees for performance effectiveness Enhancing flexibility & versatility of manpower Maintaining & promoting harmonious employee relation Selection, retention & career advancement of human capital Relying on performance based reward system Continuous improvement of processes for greater responsiveness

G BLAST FURNACE PROFILE

G blast Furnace department is a part of coke, sinter and iron group of newly formed RM & IM cost center. It is located within the works area of the Tata Iron & Steel Company Ltd, Jamshedpur.

PRODUCT AND/OR SERVICE AND DELIVERY G Blast Furnace produces hot metal, which is primary input for steel making at LD#2 and slab caster. There are two by-products--- slag and BF gas, which are generated in the process of hot metal making, are also reused. The slag which comes out with hot metals is granulated at G Blast Furnace and sent to slag granulation and drying plant. The dried granulated slag serves as input for cement making at Lafarge India Ltd. The BF gas generated in the process is used as fuel in the works division. Thus the process not only helps in maintaining the environment but also results in cost saving to the company. The hot metal is delivered to the internal customer, LD#2 and slab caster through track mounted torpedo ladles of 200 tones capacity. The granulated slag is sent to slag granulation and drying plant by belt conveyer. The BF gas generated in the process is cleaned and sent to gas ring main for distribution in the works division. TECHNOLOGIES, EQUIPMENT AND FACILITIES The G Blast Furnace was originally designed by Itliampianti, for M/s S.N. Portugal. It was not uncrated in Portugal because of EE restrictions and subsequently bought second hand by Tata Steel. g blast furnace was set with a part of modernization phase-111 and commissioned in the year 1992. Construction was started on 6th December 1989 and the furnace was blown on 18th November 1992. Its main features after upgradation in 2005 are as follows: 9

Production capacity Designed capacity Hearth dia Working volume Iron notches Tuyeres Charging system Furnace top pressure Coal injection REGULATORY ENVIRONMENT

1.8mt p.a 1.8 mt p.a 11050 mm 2308 m3 2 30 Paul Wurth Bell less top 1.5 160 T/ 180 T

G blast furnace is governed buy the Central and State Pollution Control Board requirement and the department proactively fulfills all the regulatory requirements. The department is accredited with ISO 14001-certification for sound environmental management system. Under this department all the legal/ statutory requirements related to pollution control, waste disposal and safety are met. The department has a dedicated team to monitor and improve safety, health and environmental processes with the support of central team. A safety, health and environmental committee have been constituted at the department level, which ensures implementation of all statutory and non-statutory needs. G blast furnace adheres to all the financial disciplines and prescribed under various acts, such as income tax, sales tax etc. all employees have voluntarily sign the Tata code of conduct, emphasizing corporate ethical behavior. Apart from this the department also has an annual safety plan and environment plan which forms the part of this AOP document to address issues involving safety and occupational health needs. KEY CUSTOMER AND ITS REQUIREMENTS There is only one key customer who G Blast Furnace serves- LD #2 & slab caster. The customer is captured through the established system of Memorandum of Understanding (MOU). The performance against these requirements is reviewed on the monthly basis. The relevant MOUs are part of this AOP document apart from the MOU parameters certain basic requirements are enumerated below: REQUIREMENTS: According to the technical delivery conditions as enumerated in the process chart for the specification with regard to hot metal composition and other parameters.

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EMPLOYEE PROFILE: G Blast Furnace has skilled and technically competent and committed work force of 261 personnel (as on 18.07.2007). These are classified as officers and non-officers. The category wise/section wise strength of the department is given below: Section Establishment Operation Mechanical IEM RMHS Supply Chain HR/IR Training Office Check-house Total Officers 2 6 2 3 1 1 1 1 0 0 17 Supervisors 0 28 15 30 4 0 0 1 2 3 83 Workers 0 60 56 21 0 0 0 0 0 0 137 Total 2 94 73 54 5 1 1 2 2 3 237

Minimum qualification and experience for each position up to the officer is defined and persons are selected based on selection criteria comprising of written test and/or interview. The education level of worker is mainly trade apprenticeship. The segment also comprises of unskilled work force, which is steadily reducing due to cluster manning and positional training. The supervisors mainly possess a diploma in various technical areas. All officers hold a degree or diploma in engineering. Contract labour is used in areas of project execution and other low value adding activities. SUPPLIER MANAGEMENT G Blast Furnace has initiated measures to control and effectively monitor both its internal as well as external suppliers, which affect the quality of products and services. For all vital internal suppliers a system of MOU exists which is periodically reviewed against parameters decided at the beginning of the financial impact. The details are shown as enclosure of this document. For external suppliers, there is a central supply chain unit to cater to the requirements. Key vendors and contractors have been identified and vendor performance is evaluated by a vendor rating system abased on quality of product, timeliness of delivery and cost. Supply executed has been appointed in the department to coordinate all activities of the department with respect to supply management. Formal way of communication with the supplier is via dialogues with them. COMPETITIVE POSITION AND KEY SUCCESS FACTORS Since G Blast Furnace is the integral part of steel making process, the competitive environment of LD #2 and slag caster determines the competitive position of G Blast Furnace. The competitive analysis done on the basis of process capabilities, productivity, cost competitiveness and utilization of by-products form the critical input during finalization of key initiatives for the long/short term plans of the department. 11

The principles that determine the department success are Technology Production/Productivity Cost competitiveness Utilization of by-products Furnace campaign life Well trained and motivated work force PERFORMANCE IMPROVEMENT SYSTEM: G Blast Furnace is committed to extend full support towards driving the organization wide efforts of designing, implementing and institutionalizing new and integrated HR processes which will ultimately help in performance improvement. In performance management system, Key Result Areas (KRAs) are aligned to VP (RM & IM) and chief G Blast Furnaces balanced score card, defines clear measures of performance and targets and regularize performance review which will foster a meritocratic system that identifies reward and nurtures strong performers and provides development opportunities for every one. In the new system, the KRAs have been developed for each employee. These targets are both achievable and stretched. Performance feedback based on achievement of these targets will be linked to every employees development and compensation. Besides this, every individual is also a part of a team performance that would partially determine the individual incentive pay. Motivation refers to the forces within a person that affect his or her direction, intensity and persistence of voluntary behavior. During these times of uncertainty and global competitiveness, motivating employees have become more important than ever. Motivated employees are willing to exert a particular level of effort(intensity), for a certain amount of time (persistence), toward a particular goal (direction). As a new generation of employees enters the work place and as globalization creates a more diverse work force, companies need to rethink their motivational practices. Direction refers to the fact that motivation is goal oriented, not random. People are motivated to arrive at work on time, finish a project a few hours early, or aim for many other targets. Intensity is the amount of effort allocated to the goal. For example, two employees might be motivated to finish their project a few hours early (direction), but only one of them puts forth enough effort(intensity) to achieve this goal. Finally motivation involves varying levels of persistence, i.e. continuing the effort for a certain amount of time. Employees sustain their effort until they reach their goal or give up beforehand.

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STRATEGIC OBJECTIVES OF G BLAST FURNACE Ensure Zero accidents Improving furnace campaign life Achieve the targets on conversion cost and cost reduction initiatives Ensure compliance to MOU with LD #2 and SC Reaching sigma level of 2.7 Achieve TS 13001 certification Maintain ISO 14001 certification Ensure 100% employee involvement in improvement activities Sustain employee satisfaction level of 4 ORGANISATION CHART OF G BLAST FURNACE

Vice President Raw Materials and Coke Sinter & Iron Chief Coke Sinter & Iron Chief G Blast Furnace (115)

Sr. Mgr CIP (12)

Supply Executive (4) Head, IEM (48)

Head, Mechanical (68)

Head, Operation (92)

Senior Manager (HR) (6)

Senior Manager (RMHS & Aux) (4)

Training Manager (1) 13

Shift Managers (92)

Manager Aux (1)

INTRODUCTION

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INTRODUCTION
In todays competitive business scenario and era of flatter organization, structures enabling high quality performance/contribution from each individual have become essential. The leaders role in motivating, guiding and facilitating employees in raising their performance and realizing their potential has assumed greater significance. Further, managers are called upon to develop the softer skill, attitudes and behaviors so as to ensure that each individual integrates well with the team and the overall organization culture. Also, employees today expect their manager to play an active and effective role in their career planning and professional development. Thus for knowing the needs of the training and development of the employees, Toyota Motor, Japan has introduced the concept of Critical Skill Mapping by FourQuadrant Model. By the use of this model managers are able to evaluate and analyze the progress of skill index of a group of employees of same profile.

Critical Skill Mapping of Employees of g Blast Furnace Based on Quadrant Model Critical skills are those minimum skills required to successfully accomplish the assigned work/job. If skill of worker or employees lies below the critical skill, then the productivity of workers is hampered and the organizational output will be affected. Non-critical skills are those skills, which help in enhancing the efficiency and effectiveness of an organization. It helps in achieving the benchmark of productivity of an organizational output.

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QUADRANT MODEL OF CRITICAL SKILL MAPPING

Toyota Motor, Japan recently developed the four-quadrant model of critical skill mapping. The skill of workers is mapped on quadrant of a circle from 0 to 4. Each quadrant defines the level of skills of a worker. The specification of each quadrant is given below:

Definition of Quadrants No of quadrants to be filled 0 Symbol Definition Is not trained on the subject Has been given basic training on the subject. Has the working knowledge of the subject and can work under supervision. Has adequate knowledge of the subject and can work independently on the job. Is an expert of the subject and can give training to others.

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RESEARCH METHODOLOGY

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RESEARCH METHODOLOGY
DEFINITION OF RESEARCH
Research means scientific and systematic search for pertinent information on a specific topic. According to Clifford Woody, research comprises defining and redefining problems, formulating hypothesis or suggesting solution, collecting, organizing and evaluating data; making deduction and reaching conclusion and at last carefully testing the conclusions to determine whether they fit the formulation hypothesis.

OBJECTIVES OF A RESEARCH:
To gain familiarity with a phenomenon or to achieve new insights into it. To portray accurately the characteristics of a particular individual, situation or group. To determine the frequency with which something occur or with which it is associated with something else. To test a hypothesis of a casual relationship between variables. Research methodology is a way to systematically solve the research problem. It may be understood as a science of studying how research is done scientifically. In it we study the various steps that are generally adopted by researcher in studying his research problem along with the logic behind them. It is necessary for the researcher to know not only the research method or technique but also the methodology.

OBJECTIVES OF OUR STUDY:

1. Critical skill mapping of employees of operation of G Blast Furnace. 2. Preparation of quadrant chart for every employee working in operation section 3. Analysis of quadrant chart

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DATA COLLECTION METHOD

For the survey, we have taken the help of primary and secondary data.

Primary data
For primary data collection we have used the following methods 1. Questionnaire in form of job modules We have developed a questionnaire for section head and supervisor for job module evaluation of workers critical skills. The number of modules to successfully accomplish the job is same for similar designation or group of similar kind of jobs. The evaluation was done from 0 to 4 quadrants. 2. Observation method Observation and scaling (from 0 to 4) of critical skill on quadrant was given by the sectional head and supervisor of workers. The scale defines the competency of employee in particular job modules. For Example: Mr S N Mitra, Foreman of Operation section, G Blast Furnace got second quadrant scale in Coal Injection Process, TPM, OHSAS 18000 and ISO 9001-2. It means that he has working knowledge of these modules but he cant work independently. He needs supervision for working on this module.

Secondary Data
For secondary data we referred to the company profile, previous years report, literatures, journals, periodicals, internet, intranet, etc.

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PROCEDURE

Give the names of all employees to be covered under Positional Training in column "B" under the heading "Names". Write the topics of all the "Training Modules / Topics" to be covered under Positional Training in row "9" under the heading "Training Modules / Topics". Select the cell to be filled e.g. "H11" for 'PLC drives' for 'Ram'. Decide the competency of the person (Ram) on the subject (PLC Drives). The above said matrix to be used for this. Based on the above, click on the appropriate 'Quadrant Button' given on the top of the 'Data' sheet. Select next cell and continue.

SAMPLE SIZE The sample size of our survey consisted of 87 employees of Operation Section of G Blast Furnace This sample size consists of 100% of total employees of Operation Section of G Blast Furnace.

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DATA ANALYSIS & FINDINGS

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DATA ANALYSIS & FINDINGS

There are 87 employees in the Operation Section of G Blast Furnace with different designations. The HR department has identified different modules or critical skills for each designation. The designations and the respective number of modules are given below: DESIGNATION Foreman Technician Jr, Technician Sr. operator Operator NO. OF EMPLOYEES 19 02 07 36 23 NO.OF MODULES 11 10 10 09 10

According to the above data we have analyzed the skills of the employees of the Operation Section by Four Quadrant Model which are given in the following tables. We have mapped the critical skills of the employees according to modules identified by the HR Department. These data, when analyzed, provide clearly the skill levels of the employees, the modules in which they are lacking or they are good in.

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DESIGNATION WISE BREAK UP OF OPERATION SECTION EMPLOYEES

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COMPARISION OF DESIGNATION WISE PREVIOUS SKILL INDEX WITH CURRENT SKILL INDEX

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OPERATION DESIGNATION WISE ANALYSIS 0F TRAINING INDEX

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OPN FOREMAN MODULE-WISE TRAINING INDEX OPN foreman are laking in the following training modules: Coal injection process OHSAS 18000 ISO 9001-02 TPM

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OPN TECHNICIAN COAL INJECTION PROCESS MODULE WISE TRAINING INDEX OPN Tech CIP are lacking in following training index Blast Furnace OPN OHSAS 18000 ISO 9001-2 Team Building

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OPN JR. TECHNICIAN (CIP) MODULEWISE TRAINING INDEX OPN Jr Tech. Are lacking in following modules of training MS Word Excel Blast Furnace Operation Experion PKS OHSAS 18000 ISO 9001-2 Gas Safety, gl. Safety and emergency Situation Handling TPM Team Building

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OPN SR. OPERATOR MODULEWISE TRAINING INDEX OPN Sr. Operator are lacking in following modules of training Shut down jobs Lancing and Jam Removals Safety in Belt Conveyor EOT Crane, Fork lift and Mini Excavator Operation

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OPN OPERATOR MODULEWISE TRAINING INDEX OPN Operator are lacking in following modules of training DC and Cyclone Evacuation Shut down jobs Gas and general safety Lancing and Jam Removals Safety in Belt Conveyor EOT Crane, Fork lift and Mini Excavator Operation Coal injection process

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CONCLUSION

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CONCLUSION

Tata Iron & Steel Co. Ltd., today stands proud as a modern integrated steel producing company. It is more than a company; it is an institution concerned with the interest of its all stakeholders as well as its employees. The future of an organization largely depends upon its productivity; productivity depends upon its employees. Thus employees should be trained in best possible way to increase the productivity. For this purpose, Tata Steel possesses an effective training center that takes the responsibility of training the employees. The responsibility of a training organization does not end at imparting training but also it is extended to the evaluation of the training program, which is most neglected factor in every organization. So every organization should conduct the training effectiveness survey like critical skill mapping each time. Critical skill mapping helps to indicate the image of management in the mind of employees as well as their capabilities and attitudes. As it has been found out from the survey and its analysis that the training programme in this department is effective, still some weaknesses have been discovered for which some suggestions have been given. But most of the employees demand that they should be given more technical training, which can be applied in a more practical way in their work. They also demand training programmes from national and international companies. So step should be taken towards it fulfillment. One of the reasons for our project was to discover the skills possessed by the employees. The evaluation of these data would help the company to critically analyze the skills in their employees and recognize the need of training. Research into all these factors would provide clues to improve the quality of work.

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RECOMMENDATION

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RECOMMENDATION
After critical skill mapping of the employees of operation section of the G Blast Furnace department, the following are our recommendations to this department: 1. The critical skill mapping study reveals the various skills of workers in which they are expert or they are lacking. Special training programme should be arranged for those employees who are lacking in their respective modules. 2. We have found from our study that the Jr. Technician are lacking in various modules. Thus special attention must be given to these employees. 3. The mapping is done by the senior officers of the department. Thus it should be shared with all the employees so that they come to know about their skill level and try to improve it. 4. There should be provision for sending the employees outside the company for training programme. 5. All training modules should be evaluated at proper time and this activity should be carried out regularly. 6. Training should be as per work requirement and should be given at the right time. 7. The prior information for the training programmes should be given to the workers. So care must be taken in this matter and prior notice that is before 2-3 days should be given to all the employees for training. 8. There should be transparency in organizing training programme and should be arranged for employees according to the work requirement. 9. More emphasis on ON-THE-JOB training should be given. 10. The selection criteria for training should be suitable. It should match with the qualification of the employees. For example if he is less qualified and sent to higher technical training programme, it will prove ineffective. Hence, training should be provided by taking into account the platform and background of the employee. 11. Many a times workers are given training on a particular module; later on they are transferred to other job, which does not have any relation to the training attended by them. They dont even get a chance to perform what they have learnt from previous training programme.

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12. Training schedules should be prepared according to the availability of candidate. 13. Advance skill programme for personnel should be conducted. 14. The concerned faculty should come and understand the working condition and environment before the programme. 15. It must have equal proportion of technical and managerial inputs. 16. More and more outside party and consultants should be invited to improve the quality of inputs. 17. Programme can be made more interesting during the theoretical sessions by discussions of actual case study.

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LIMITATIONS

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LIMITATIONS
1. Time is the most important constraints in carrying out this project. 2. The busy schedule of section-heads and supervisors is also a limitation. 3. Problem in skill mapping of worker arises due to inter-departmental transfer of workers. 4. The section-heads and supervisors are uncomfortable in assessing skill level of some employees. 5. Working knowledge of software used in critical skill mapping is also a limitation for our study.

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BIBLIOGRAPHY

Human Resource Management -Gary Dessler, Prentice Hall EEE Human Behavior at Work -David K, Tata McGraw Hill TMDC Library www.tatasteel.com

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