A PROJECT REPORT Training Effectiveness in Organization Krishak Bharati Co-operative Limited (Kribhco)

Under the guidance of Vijay Tekchadani

___________________________
Submitted by
Nirghoshkumar Ishwarlal Patel Roll No: 521129709 ______________________________ in partial fulfillment o f the requirement for the award of the degree

Of

MBA Human Resource Management

IN

Year- 2012-13

Acknowledgement
Sharing our experience is one of the biggest honors, which every one cannot experience. To share our experience at KRIBHCO as management student is a matter great honor and pride. We are grateful to KRIBHCO for letting us to do this project. We express our gratitude to Mr. P.K. Patel (CSM) SMO-Ahmadabad Mr. P.B.Patel (Area Manager) Mehsana, Mr. I.P.Patel (Marketing Manager) Himatnagar, Mr. M.K. Makwana (Account Manager) Mehsana and All Staff Members of Mehsana and Ahmadabad office. We are really thankful to employees of KRIBHCO who have been guiding us in this path Step by step and have made our path really simple to get through .we will use this experience throughout our career and will make our future bright. So once again we thank all of them. In regard to this programmed, we would like to acknowledge our gratitude and Thanks to coordinator,

Sikkim Manipal University Learning Centre ISBM(03066), Mehsana

For catering us the opportunity of training. We also forward our special thanks to our All Faculty Member for guiding us in training. The valuable suggestion of our faculty members during the course our Project work and giving us inspiration to achieve our goal. The shape that project has been taken is due to our faculty members help, judicious guideline and encouragement. And the most precious part of our life, our parents who have showered their love and support which can be never repaid in any form but can be commemorated without them this achievement could not have been achievement. Place: Mehsana Date: 22/06/2013 Sincerely Nirghosh Patel

BONAFIDE CERTIFICATE Certified that this project report titled Training Effectiveness in Organization is the bonafide work of Patel Nirghoshkumar Ishwarlal who carried out the project work under my supervision.

SIGNATURE

SIGNATURE

HEAD OF THE DEPARTMENT

FACULTY IN CHARGE

Executive Summary
Today the significance of project work has greater importance in business world. Practical knowledge is as important as theory so that one thing is said, Practice makes a men Perfect I have made my project in KRISHAK BHARTI CO-OPERETIVE LTD which is basically Pharmaceutical Company. I have made the report depicting the companies working mechanism and the overview of its entire department. The companies mainly comprises of following department: Production department Marketing department Finance department Human Resource Development Purchase & Store department

Training is an integral part of the MBA course. As a matter of fact every management students, has to undergo practical training in an approved business or organization, under the guidance of professional managers, as to become aware of the real life, business situation and the environment. During the course of training, the trainees are expected to use and apply their academic knowledge and again valuable insight into corporate cultures with all its environment operational complexity the said training offers, a valuable of the trainings to meet their academic knowledge with the real world situation. During the training period as a project trainee, I visited various departments of the organization and did empirical analysis of their inter-relationship. After the analytical study reticulated sections of the organization emphasized towards affair concerning HR. I visited to various departments of Kribhco Area Office, Mehsana, and Also Visit SMO- Ahmadabad to study their working for training and development programmes. In this report I have put my best efforts to compile the data, to the highest level of accuracy.

Historically Training Often Is Measured from the perspective of the participants Not required to demonstrate an effective transfer of learning to the work setting & the impact on key measures The sole responsibility of line-management Costs accounted for in ways that contribute to indifference from management (true costs or of the HR/training department are often unknown) Managed by staff who themselves believe that the business effects of training cannot be measured credible. Generally Accepted Best Practices The overall training program must have goals aligned with the organizations business goals. Individual training modules must have goals and objects aligned with those of the overall program. Training goals must meet the stakeholders needs . Baseline or control data is needed to create the most valuable measurements. The difficulty of measuring increases with the increased value of the measure. Objective of the study To gauge the training effectiveness in the organization. To critically review how effective is the training functions, To review how employees perceive the training. To measure about the adequacy of the training for improving skill competency of employees

TABLE CONTENT
SR. NO. 1 2 3 4.1 4 4.2 4.3 4.5 HUMAN RESOURCE DEPARTMENT 5 5.1 5.2 INTRODUCTION OF TRAINING 6 6.1 6.2 6.3 7 8.1 8.2 DATA ANALYSIS FINDINGS & SOLUTIONS CONCLUSION SWOT ANALYSIS RECOMMENDATIONS & SUGGESTIONS QUESTIONNAIRE BIBLIOGRAPHY TRANING PROCEDURE OBJECTIVES OF THE STUDY 8 RESEARCH METHODOLOGY OBJECTIVE OF THE RESEARCH LIMITATIONS 9 10 11 12 13 14 15 TRAINING PROGRAMME CHART TYPES OF TRAINING VARIOUS TRAINING PROGRAMMES FUNCTION OF PERSONNEL & ADMINISTRATION DEPARTMENT ESTABLISHMENT 1.1 1.2 CHAPTER INTRODUCTION TO FERTILIZERS INDUSTRY GLOBAL SCENARIO OF FERTILIZERS INDUSTRY INDIAN SCENARIO OF FERTILIZERS INDUSTRY INTRODUCTION OF KRIBHCO CORPORATE SOCIAL RESPONSIBILITY PLANT INFORMATION HAZIRA PLANT PRODUCTION AT HAZIRA BIO FERTILIZERS PLANT SEED PLANT 21 22 26 27 29 32 33 39 40 41 41 42 48 51 51 52 53 78 79 80 81 84 90 PAGE NO 7 9 10 12 19

India lives in villages said Mahatma Gandhi decades ago. It is true even today. Like every developing economy, the economy of agro-based. importantly, about 2/3rd of the country's India is also Agriculture accounts for nearly 1/4th of India's GDP and more population is dependent on

agriculture and allied activities for their livelihood. As per statistics nearly 175 lakh MT of fertilizer nutrients are required every year in this country. The demand of fertilizers was so high that India had to import almost 30% of its requirement from other countries. Therefore, to achieve the economic growth, agriculture base of the country must be strengthened. To attain this objective, agriculture practices have to be improved from their traditional pattern to a higher technological track involving better irrigation and use of better quality seeds, fertilizers, insecticides & pesticides. Therefore, chemical fertilizers are key player in this process and fertilizer industries plays quite a major role in increasing food production in the country and also helps to modernize the outl ook of the common farmers and make them innovative and respective to the new technology change. A fertilizer is any material, organic, inorganic, natural or synthetic, that is placed on or incorporated into the soil to supply plants with one or more of the chemicals elements necessary for normal growth. Fertilizer is the material, which supplies the chemicals elements required for plant growth. Primary nutrients like nitrogen, phosphates and potassium (required for fertilizer land) are supplied through chemical fertilizer. Fertilizer response studies have proved that one kg. of fertilizer nutrient application can the food grain production by 8-10 kg. Fertilizer production is of permanent importance for this country because

fertilizer increases agriculture productivity. One hand population increasing but on the other the supply of land is totally fixed. So we have to produce more without any increase in arable land area. This can be done if productivity goes up. And fertilizer plays a major role in productivity escalation. As this is a vital commodity it is in the interest of nation that farmers get fertilizers at reasonable rate and in adequate quantity. Looking to the poor economic condition of Indian farmers Government of India framed fertilizer policy in 1977 based on Maratha committee report. The purpose behind introducing this policy was to supply fertilizer to resource poor at a price they could afford, so as to increase the consumption of fertilizer, to increase food production, and ensure fair return to fertilizer producers. With this twin objective, Retention Price Scheme (RPS) for fertilizers came into picture. In this scheme government has brought the fertilizer under the preview of Essential Commodities Act (ECA) in which the retail price of fertilizer to the farmer is notified by the Government of India from time to time. This retail price to the farmer is uniform throughout the country and is subject to local taxes applicable under the respective States. Further under ECA, the government also operates a system of distribution control in which the manufacturers including the handling agents for the imported fertilizers are directed to sell specified quantities of fertilizers in given states/union territories. While doing so, the logistics of fertilizer distribution including storage, transportation, handling etc. are also suitably regulated conforming to overall supply plans of the government to meet the requirement in all the parts of the Country. Now manufacturers also should get reasonable rate of return as all incentive for producing fertilizers. Manufacturers should get at least that much, which call enable them to remain in the industry. Government of India fixes the price of fertilizers in such a way that

manufacturer's cost of production including cost of marketing is covered and the manufacturer gets a 12% post tax return on net worth of the unit at a pre-defined capacity utilization. Norms are fixed for consumption of raw material, utilities, services, capacity utilization, depreciation etc. The price so fixed is called Retention Price (RP). This price is reviewed every three years. In a nutshell fertilizers cannot be sold in open markets and producing unit has almost nil say in fixing fertilizer price. Then how to increase profits? By operating plant efficiently only. GLOBAL SCENARIO OF FERTILIZER INDUSTRY The United Nations projection indicate the world population has been increasing at very fast rate while the nature resource such as land remain the same so, to recover increasing demand for the food grain the productivity of the crop can be increased by using fertilizer

Today 35% of the world fertilizer/production from developing countries. But their consumptions being 50% of the total global fertilizer consumptions; the developing countries are the net importer of the fertilizers. This is natural because they are essential agro based economics. While Canada and U.S.A. are top exporters of fertilizer in the developing countries. India and china are also develop/ping their scenario in the world market.

INDIAN SCENARIO By fiscal year 1995, the fertilizer consumption in India touched 13.56 million tons. In the same year, the total supply was 10.43 Million tons. With that become the third largest producer after U.S.A. and china. To bridge the demand and supply gap India has to import necessary fertilizer.

WORTH OF FERTILIZER INDUSTRY

1. Pro Green Revolution Period 2. Green Revolution Period 3. Post Green Revolution Period

10

 ProGreenRevolution The period is described in 1952-1953 era where increased growth of food grains took place however this increased production in food grains took place due to increased irrigation method. In this phase the land under agriculture was made more during this period about 80%of the companys population was involved in agriculture either directly ordinarily. GreenrevolutionPeriod During this phase government stated the programmer aimed at marking our country self sufficient in food product this was the period between the year 19591960 this plan laid the emphasis on production of high yielding varieties. To make this plan a success there was a high need to make sail fertile by providing it with nutrients like phosphorus nitrogen and potassium. PostGreenRevolutionPeriod The words population along with Indian population has kept on growing at an alarming rate the fertilizer companies all over India are trying to expand their scale of operation in order to increase the production rate. The demand for fertilizer per year is increasing. The current demand of fertilizer in India is 18 million tones.

11

Introduction of Kribhco

Krishak Bharati Cooperative Ltd. (KRIBHCO) is a Multi-state Cooperative Society registered under the Multi-State Cooperative Societies (MSCS) Act, 2002 (39 of 2002) and is a fertilizer production unit in the Cooperative Sector and as per item 5 of Schedule II to Rule 3 of the Government of India (Allocation of Business) Rules is under the administrative responsibility of the Department of Fertilizers. KRIBHCO is primarily a fertilizer production cooperative having production unit at Hazira (Surat) in the state of Gujarat. The capacity of the plant is being revamped to produce additional 4.65 Lakh MT of Urea.The total Urea production capacity shall be 21.65 Lakh MT of Urea after revamp. KRIBHCO had also entered into Logistics Business, Oman India Fertilizer Complex (OMIFCO), Diversification into Power Sector, Insurance Sector etc. OMIFCO is the first overseas JV project of the company in which KRIBHCO holds 25 % equity. Besides, KRIBHCO has also made realignment in its corporate strategy and internal operations revamping to meet the challenges in the liberalized/globalized economy. Illustration for this is turn-around of loss making Krishak Bharati Seva Kendra (KBSKs) and Seed Processing Units (SPUs) into profit centers. Marketing Division of the society, besides marketing about 18.00 Lakhs MT of urea produced annually at our plant in HAZIRA since commencement of production in 1986, is also handling and marketing about 10.00 Lakhs MT of Urea

12

produced by OMIFCO ( KRIBHCO is one of the promoter of the company) annually since 2005-06. In 2006, KRIBHCO also acquired Sahajanpur Fertiliser Complex through its joint venture company KSFL (KRIBHCO holds 85% of the share in the JV), and about 10.00 Lakhs MT of urea produced annually by this plant is being marketed by KRIBHCO since 2006. At present KRIBHCO is marketing about 38.00 Lakhs MT of urea annually which is about 14% of the total urea consumption of the country. The marketing division of the society is fully geared up to market the likely additional quantities of about 5.00 Lakhs MT of urea from next year after revamp of our plant at HAZIRA.

The operation of fertilizer industry particularly indigenous manufacturers changed significantly on implementation of NPS-stage III policy and implementation of NBS (from 01-04-2010). In Light of conducive and stable policy frame work, KRIBHCO is perusing import and marketing of other fertiliser material like DAP and MOP. The Society plans to import and market about 4.00 Lakhs MT of DAP during 2010-11. Society is planning to increase import of DAP and MOP to about 9.00 Lakhs MT annually in next 3 years. Keeping in view importance of the Quality Seeds in enhancing the agricultural production, KRIBHCO initiated Seed Multiplication Programme in the year 1990-91 to provide quality seeds of the crops and varieties of Public Hybrid (Public Varieties) to the farmers through KBSKs in the State of UP, Punjab and

13

Haryana. Encouraging response of farmers towards KRIBHCO Seed has prompted the Society to expand its activities in 6 States and have 14 production units. The Society stepped up production programme from 2926 Qtls. in 1991-92 to 2.29 lakh Qtls. in 2009-10. KRIBHCO has plan to almost double the certified seed production and marketing in next 3-5 years. To promote the organic agriculture in the country, Government has initiated several initiatives like promotion of use of bio-fertilisers, bio-compost etc. KRIBHCO has been promoting the use of bio-fertilisers since many years. The society has three units to manufacture bio-fertilisers at Hazira (Gujarat), Varanasi (Uttar Pradesh) and Lanjha (Maharashtra). All four popular bio-fertilisers i.e Rhizobium, Azotobactor, Azossprillium and Phosphate Soluable are produced and marketed by KRIBHCO. The Society has plans to sell around 1000 MT of biofertilisers during 2010-2011, which is likely to increase to about 1200 MT in next 3-5 years. Organic Agriculture has emerged as a feasible option to concern relating to land degradations. As per the GOI directives, all fertiliser suppliers are expected to promote the use of Bio-Compost by involving actively in the marketing of the product. KRIBHCO has sufficient human resources and credible brand image to market Bio-compost. This will also help the society to generate additional margins. During the year 2010-2011 we plans to market about 19,000 MT of bio-compost which is expected to increase to about 50,000 MT in next 3 years. In a nut shell KRIBHCO, worlds premier fertilizer producing cooperative has an outstanding track record to its credit in all spheres of its activities. KRIBHCO has fully imbibed the cooperative philosophy and has made sustained efforts towards promoting the cause of modern agriculture and cooperatives in the country. Kribhco stands for commitment sincerity and high standards of excellence. In our endeavor towards achieving our goals we are impelled by the ideals set by our predecessors and the devotion and dedication of our employees.

14

Vision
To become a world class organization that represents the farmer community and maximizes their returns through specialization in agricultural inputs, rural need based products and other diversified businesses that maximize stakeholders value.

Mission
To act as a catalyst to agricultural and rural development by selecting, financing and managing projects that are bothsocially desirable and commercially profitable.

Objectives
1. 2. 3. 4. To strengthen cooperative system To enhance the urea installed capacity and increasing its market share To ensure optimum utilization of existing plant and machinery To diversify into other core sectors like Power, Port, Infrastructure, Rural Retail, etc 5. Transfer of technology for modern farming and improving farmers' livelihood 6. To educate and train farmers, provide free testing facilities for soil nutrients and irrigation water

15

Board of Directors
Mr. Vaghjibhai Rugnathbhai Patel, Chairman Dr. Chandra Pal Singh, Vice-Chairman Dr. Bijender Singh, Director Mr. V Sudhakar Chowdary, Director Dr. Sunil Kumar Singh, Director Mrs. Shailajadevi Nikam, Director Mr. Pareshbhai R. Patel, Director Mr. Bhanwar Singh Shekhawat,Director Mr. S.C.Gupta,Joint Secretary-F&P Mr. Ponnam Prabhakar, Director Mr. Bhikhabhai Zaverbhai Patel, Director Mr. B. D. Sinha, Managing Director Mr. R. Kamra, Finance Director Mr. N. Sambasiva Rao, Marketing Director Mr. RK Aggarwal, Operations Director

Organization Structure

16

MEMBERSHIP AND SHARE CAPITAL The paid up Share Capital of the Society is Rs. 390.61 crore as on November 30, 2010. The total number of member Share holders of the Society as on November 30, 2010 was 7367 as against 6546 as on March 31, 2010. During the period, Society has refunded Share Capital of Rs. 87.40 crore to Govt. of India and its share capital holding is 26% of the total paid up share capital. DIVIDEND KRIBHCO has been paying an uninterrupted dividend to its members since the financial year 1986-87. Keeping pace excellent performance, KRIBHCO has maintained a dividend rate of 20% for the last six years. Accordingly, KRIBHCO has paid an amount of Rs. 1341.18 crore up to 31st March 2010 to its members including Government of India.
SNO 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 State Name Andhra Pradesh Bihar Chhattisgarh Delhi Gujarat Haryana Himachal Pradesh Jammu & Kashmir Jharkhand Karnataka Kerla Madhya Pradesh Maharashtra Orissa Punjab Rajasthan Tamil Nadu Uttar Pradesh Uttranchal West Bengal NCDC Government of India Grand Total No of Members 367 123 253 11 2360 143 6 1 2 301 29 1439 323 4 626 700 63 501 48 54 1 1 7356 PaidUp Amt (Rs.) 248935000 25595000 5555000 44365000 1301255000 237825000 6390000 1350000 20000 240050000 66830000 171370000 109185000 3275000 118785000 90945000 37055000 111852500 34000000 27170000 5000000 1015000000 3901807500 %SHARE Capital Amt 6.38 0.66 0.14 1.14 33.35 6.1 0.16 0.03 0 6.15 1.71 4.39 2.8 0.08 3.04 2.33 0.95 2.87 0.87 0.7 0.13 26.01 100

17

AWARDS
The excellence performance of the society has brought a number of laurels from various organizations .The awards received during year were as follows (I) National productivity council has awarded productivity award the society for bio fertilizer product for the year 1999-2000, 2001-2002 in the year 2003-2004. (II) Hazira ammonia extension project (HAEP) rotating shield winner and certificate for lowest disabling injury index in group-c industries. (III) SardarVallabhbhai Patel Agriculture and Technical University, Meerut All India Farmers Fair and Agro Industrial ExhibitionFirst Prize To Kribhco on 1003-2005. (IV) Kribhco has won first prize for Bio-Fertilizer Production, Marketing And Promotion Award For the year 2003 And 2004 by National Productivity Council (NPC). Award Has been given formal function held on 10th May, .2005 by Honble Minister For Agriculture Shri Shard Pawar Ji. (V) Special Participation Award in Corporate Sector Event Vyapar 2005 Event Organized by Southern Gujarat Chamber OF Commerce and Industries From February 1116, 2005, the theme of pavilion was Development OF Bio Technology In Kribhco.

18

Corporate Social Responsibility

In line with the corporate philosophy of KRIBHCO, the plant organization at Hazira has been undertaking various community development activities in and around Surat District of Gujarat. This has not only enable us in enriching the socioindustrial culture but has earned the reputation of being an organization supporting the social cause. Under the Community Development Schemes / Social responsibility programme, the Society has been sponsoring :Drinking Water : The society is providing drinking water, in the neighbouring villages i.e., Kawas and Ichhapore. In addition, construction of check-dams were also sponsored in the districts of Dharampur and Olpad.

19

Health : The society has been organizing Medical Check-up and Eye Camps for the benefit of tribal farmers in the villages in Vyara, Songadh, Dharmapur, Vansda etc . Education : With a view to promote education in rural and tribal areas, the society has been supporting educational institutes by way of construction of Class-rooms, Sanitation Blocks,providing furniture, books and book-shelves for Libraries, Laboratory instruments, distribution of Uniform and education kits consisting books and stationary items etc. The society has also supported for construction of village public library. Infrastructure : The society has been supporting the local administration in creation and maintenance of infrastructure. Construction of Village approach roads at Kawas, Kakrapara, Malgama and other villages were aided so that village connectivity can be maintained during monsoon. Bus-stand sheds were also constructed. Environment Preservation : The society continually supports the programmes that sensitize Environment Protection and Enrichment by way of organizing TreePlantation campaigns and participating in Agriculture Fairs/Exhibitions etc.

20

Hazira Plant

KRIBHCO has setup a Fertilizer Complex to manufacture Urea, Ammonia & Biofertilizers at Hazira in the State of Gujarat, on the bank of river Tapti, 15 Kms from Surat city on Surat Hazira State Highway. Late Smt. Indira Gandhi, former Prime Minister of India laid the Foundation Stone on February 5, 1982. Hazira Fertiliser Complex has 2 Streams of Ammonia Plant and 4 Streams of Urea Plant. Annual re-assessed capacity for Urea and Ammonia is 1.729 million MT and 1.003 million MT resepctively, the total Project cost was Rs. 890 crores as against the estimated cost of Rs. 957 crores. This shows a saving of Rs. 67 crores (approximately 7%) in Capital Cost of the Project. The trial production commenced from November, 1985 and within a very short time of 3 months, the commercial production commenced from March 01, 1986. Since then, it has excelled in performance in all areas of its operations. Biofertilizer plant of 100 MT per year capacity was commissioned at Hazira in August, 1995. KRIBHCO has also completed the installation of an expansion of the Bio-Fertiliser plant with an additional capacity of 150 MT and the same was commissioned in December, 1998.

21

Production at Hazira

Urea
Kribhco has prilled urea production facility amounting to 17.20 Lakh MT of Urea per annum. The Urea production process is based on technology supplied by Snamprogeti of Italy. The revamp of existing facility is under way and the production is expected to reach to 21.65 Lakh MT per annum post revamp of the plant.

22

Urea is a white crystalline substance with the chemical formula CO(NH2)2;it is highlywater soluble and contains 46% nitrogen. It was the first organic compound ever synthesized by chemists; this was accomplished in the early 1800s. it is produced in Prilled as well as in Granular forms. Prilled Urea Urea prills are formed by dropping liquid urea from a prilling tower into droplets that dry into roughly spherical

shapes 1mm to 4 mm in diameter. The counter current of air is used as the cooling media for solidification of prills falling from top of prilling tower. Kribhco produces prilled urea at its manufacturing site at Hazira. The properties of Urea produced are as follows: Nitrogen content : 46 % Minimum Biuret : 1 % Maximum Moisture : 0.5 % Maximum Particle Size : 1-2.8 mm : 90 % Min.

23

Granulated Urea

Granular urea is chemically the same as prilled urea. Granular urea, however, is slightly larger and harder. Today, the use of prilled urea is more prevalent because it is more resistant to breaking down when being blended with the other components of fertilizer. Kribhco imports granular urea produced at its joint venture plant at OMIFCO, SUR, OMAN. The properties of imported granular Urea are as follows. Nitrogen content: 46 Pct Minimum Biuret : 1 Pct Maximum Moisture : 0.5 Pct Maximum Particle Size : 2-4mm : 90 Pct Min.

Ammonia
It is produced using Natural gas as the main feedstock. The other feeds required are Steam and Air. These feed materials undergo a series of reactions in the ammonia plant, before ammonia is produced in gaseous form.Ammonia is produced using steam reforming process. The technology is supplied by Kelloggs, USA. The installed capacity of ammonia plants is 10.02 Lakh MT per annum and expected to

24

increase to 12.47 Lakh MT per annum post-revamp. Carbon Dioxide is the byproduct of ammonia plant which is used for Urea production in Urea plant

Liquid Argon Gas

Kribhco has also installed Liquid argon production unit at the site. The Plant is designed to process 7,000 Nm3/hr Feed Gas (containing 12 to 14% Argon) to produce liquid Argon with a purity of min. 99.9995 vol % minimum (5 ppm max. impurity) and a guaranteed recovery rate of 94% of the argon contained in the feed gas. This plant is based on a cryogenic Linde process consisting of equipments like cold box unit, compressors, heat exchangers, argon boil off condenser, argon recovery column, argon purification column, argon absorber, N2 reflux drum etc. including 2 nos. 100 m3 capacity liquid argon storage tanks along with tanker loading facility and cylinder filling station.

Bio-Fertilizers
Kribhco started production of Bio-fertilizers at its Hazira manufacturing site in 1996. The installed capacity of the plant is 250 MT per annum. Later on two more production units at Lanja (Maharastra) and Varanasi (U.P.), each having production capacity of 150 MT per annum were established. All major five strains of bio-fertilizers i.e .Rhizobium, Azotobactor, PSM, Acetobactor and Azospirilum are produced by KRIBHCO

25

Bio-Fertilizer Plants

Bio-fertilizers are the low cost source of plant Nutrients, eco-friendly and have supplementary role with Chemical fertilizers.Your Society initiated producing and marketing five bacterial strains of Bio-fertilizers in three Plants at Hazira (Gujarat), Lanjha (Maharashtra)and Varanasi (UP) with combined capacity of 550 MT. During the year 2009-2010, Society produced 953 MT and sold 922MT of 5 bacterial strains of bio-fertilizers i.e. Rhizobium, Azotobacter, Acetobacter, Azospirilum and PSM (Phosphate Solubilishing Micro-organism). The Society has, since inception, produced a total of 7240.350 MT Bio-fertilizers and marketed 7069.247 MT till 2009-2010. The Society's Bio-fertilizer Plants are ISO certified. The Society has been continuously promoting the use of Bio-fertilizers by educating farmers and making them aware about its benefits through various promotional and educational programmes. The Society's endeavor towards Bio-fertilizer production, marketing and promotion has been duly recognized by Fertilizer Association of India and National Productivity Council through their awards from time to time. The Society was again awarded 1st prize by Fertilizer Association of India for "Bio-fertilizer Production, Marketing and Promotion" for the year 2009. National Productivity Council accorded the "Second Best Productivity Performance of Biofertilizer" award for 2006-2007 to your Society.

26

Seed Plant

Seed is the basic and most critical input for sustainable agriculture. The response of all other inputs depends on quality of seeds to a large extent. It is estimated that the contribution of quality seed alone to the total production is about 20-25% depending upon the crop and it can be further raised to 45% with efficient Management of other inputs.

27

Considering the high potential of Hybrid seed to improve plant vigor and increased yield, the Society plans to market Hybrid Seed of major crops i.e. Cotton, Paddy and Maize during 2010-2011. The Society has entered into an agreement with a reputed Hybrid Seed company for the marketing of 2 Lakh Packets of BT Cotton, 20,000 qtls of Paddy and 3,000 qtls of Maize Hybrid through KRIBHCO Marketing network. The seed of public varieties of various crops is being produced and made available to the farmers through Krishak Bharati Sewa Kendras, Cooperative Societies and State Cooperative Marketing Federations in the States of Gujarat, Haryana, Madhya Pradesh,Punjab, Rajasthan and Uttar Pradesh. The main crops under seed production are Cereals (Paddy, Wheat, Barley and Maize), Pulses (Gram, Pea, Arhar, Moong, Lentil), Oilseeds (Soyabean, Mustard, and Castor) and Fodder (Guar). To ensure the quality, seeds are being processed at its ten most modern Seed Processing Plants located at Abohar (Punjab), Aligarh (UP), Dewas (Madhya Pradesh), Gajraula (Uttar Pradesh), Himatnagar (Gujarat), Hissar (Haryana), Jangipur (UP), Moth (UP), Kota (Rajasthan) and Shahjahanpur (UP). The total production capacity of these plants is 1.90 lakh quintals per annum. The Society is planning to establish four more modern seed processing Plants in the States of Uttar Pradesh (Gorakhpur and Bulandshahr), Punjab (Ludhiana) and Rajasthan (Hanumangarh). After commencement of these units the total installed capacity of the Society will be 2.70 lakh qtls / annum. In order to provide more stability to the seed business activity, the Society has purchased land at Hissar (Haryana), Kota (Rajasthan) and Orai (UP) for the establishment of Seed Grading Units in its own premises. Procurement of land at Hanumangarh (Rajasthan) is under progress.

28

HUMAN RESOURCE MANAGEMENT

Human Resource Management is that part of management which is concerned with people at work & their relationship within the organization. The term Human Resource Management refers to the management of personnel in the organization of any company to achieve the predetermined goals. The duty of the personnel manager is to look after the personnel department and various functions of the personnel like recruitment, selection, promotion, transfer, etc. In KRIBHCO, there is Personnel & Administration Department to carry out the functions of Human Resource Management. Here, the term Personnel & Administrations refers to the administration of personnel. The objective of this department is as below: (1) To ensure satisfaction to the workers so that they are freely ready to work. (2) To attain maximum individual development. (3) To improve efficiency of the human resources. Realizing that employees are its greatest assets, KRIBHCO from its very inception has been striving to build up a sound & transparent organizational culture to inclusive to sense of belonging among its employees. Personnel & Administration department mainly deal with: Manpower Need Why? Where? How? And When? Recruitment & Establishment functions Performance Appraisal

29

Welfare & other services Loans & Claims Human Resource Department KRIBHCO considers its human resources as a the greatest assets. It invests time and money to develop its employees through various HRD mechanisms. Regular in- house training programs sponsorship to outside training institution, brainstorming, problem solving workshops etc. are conducted for employees at all level. Maximize department contribution to KRIBHCO. To increase KRIBHCO` s foundation through increasing in employees contribution. Provide an opening of self- expression and self-development in congruence with organization. Provide need-based training to all employees of the organization. Plan the right working condition for employees progress. Plan and design appropriate training strategies to build competencies of employees Ensure growth and development for all.

Objectives of Hrd at Kribhco

Personnel & Administration

Personnel Department is that part of management, which is concerned with people at work 7 their relationship within the organization. The term personnel management refers to the management of personnel in the organization of any company to achieve the predetermined goals. The duty of the personnel manager is to look after the personnel department and various functions of the personnel like recruitment, selection, promotion, transfer, etc. As there is so much important of the heart in the human being so much as there is also importance of person in any organization. Person working in the organization are considered as the blood and heart of the organization. The success of unit mainly depends upon the personnel function in any organization. As in the organization there must be maintain good relation between personnel of different department. Personnel manager plays very important role between employers and employees. The objective of this department is as below:

30

1) To ensure satisfaction to the workers so that they are freely ready to work. 2) To attain maximum individual development. 3) To improve efficiency of the human resources. Personnel & Administration department is divided into two major departments. 1) Personnel Department 2) Administration Department The personnel department is further sub divided into four sub-division: a) Recruitment and Establishment cell b) Tine office and Wage & Salary Administration cell c) Industrial Relations cell d) Contract cell The Administration Department look after the following matters: a) Canteen b) Transportation c) Township d) Horticulture e) Guest house/ temple/ garden maintenance etc

A B B1 C D E F F1 G G1 G2 H

Managing Director Director [Operations/ Marketing/ finance] Executive Director senior general manager/ General Manager Joint general manager / Chief Manager senior manager/ CMO Manager Deputy Manager/ senior M.O. Sr. Assistant manager/ Sr. area manager/ Sr. engineer/ foreman Assistant manager/ Engineer/ Assistant foreman Assistant Engineer/ Assistant manager Joint manager/ P.S.

Grade System in Kribhco Plant Site Hazira

31

Function of Personnel & Administration Department

TIME OFFICE LOANS & CLAMS ESTABLISHMENT TRAINING & DEVELOPMENT PLANT HORTICULTURE FURNITURE BUDGET INTERNAL AUDIT BUDGET & INTERNAL AUDIT, VIGILANCE MATTERS RURAL DVELOPMENT PUBLIC RELATIPON HOUSE KEEPING & DESPATCH INDUSTRIAL RELATIONS IMPLEMENTATION OF HINDI GUEST HOUSE LIVERIES LOCAL PURCHSE LAN PRINTING OF STATIONERY TRANSPORTATION ESTABLISHMENT CONTRACT CELL LEGAL CELL PF & TRMINAL BENEFITS JMC COMPUTERIZATION NODAL OFFOCER HAEP ADMINISTRATION HOSPITAL ADMINISTRATION

Time office Management, Attendance & Leave, Wage Administration, Leaves travel Concession, Marketing Bus Coupons. HBL, Conveyance Loan, Salary Advance, Medical Bills, Accident Insurance Claims. Recruitment, Placement, Confirmation, Appraisal Report, DPC, Personnel Records, Employment Returns, Data Bank. Nominating In-House/Outside raining, Learning Group, Vocational Trainees. Horticulture work in KRIBHCO & HAEP Plants Procurement & Maintenance of office furniture & Equipment, Physical Verification of Furniture. Preparation of Budget and matters related to it, Internal Audit coordination & replies, Vigilance matters. RURAL Development, Release of Advertisement & Processing of Bills, Publishing of KRIBHCO DARPAN/ Kribhco Today Publicity/ Liaison with Press, Photography & Videography, Periodicals & Newspapers. House keeping and upkeep of Administrative Block, Dispatch Section, Courier Service, Attendant Service to various Sections. Industrial Relation, Union & Association matters, Collective Bargaining, Management of Industrial canteen, Review of Personnel policies, Wage Revision matters, Incentive payment, Sport & Games, Cooperative Stores, Unit Level Class, Management of Class, Management of Schools, Welfare matters. Office Language Implementation Management of Guest House-I & GH-II, training Hostel, Procurement of liveries, Gift & complimentary, local Purchase, Department Imp rest, Printing of Stationary & Visiting Cards etc. Hiring of Cars/ uses, staff Cars/ Buses, excursion trips, Rail/Air Booking, Duplication Section. Horticulture, Maintenance of Public Building, House-keeping of Township Township House, Community Hall, Ladies Club, Celebration of Festivals, Township House & Shop Allotment, Hospital & security Administration, Fish culture, Horticulture of township Compliance of labour laws & contract Labour [R&A] Act, Verification & Witnessing Disbursement of Wages to Contract Labour, Matters related to HAIA, SUDA& Payment Legal Cases, Disciplinary matters. DBF & terminal Benefits, Joint Management Council, Post Retirement Medical Assistance, Pf trust, Suggestion Scheme. LAN Implementation in P&A Department, computerization & other matters related to Computer. Day to Day Administration matters of HAEP Day to Day Administration matters of Hospital

32

ESTABLISHMENT
Organizations are dynamic, organic ongoing systems consisting of many individual. A successful management focuses on the individual and then attempts to relate the individual to the group and different groups to the organization. Individuals join organization to fulfill their goal and aspirations within the framework of the organization. It is one of the major functions of management to convert the goals and aspirations of the individuals into the goals of the organization. KRIBHCO in the formative stages inherited miles and practices from IFFCO. Subsequently, need was felt to streamline and standardized the existing practices and to evolve R&P guidelines for KRIBHCO. In line with the above, R&P guideline were formed and revised from time to time. There are only guideline for the management and do not contain the detailed procedure to implement the same. Salient feature of the guidelines are given below:

General
Vacant position in organization chart shall not automatically be treated as operative to be filled by recruitment or promotion. The positions shown in the chart are estimated, keeping in view current and future requirement and are to be operated only when it becomes necessary to operate them with the approval of competent authority. Recruitment from outside agencies shall be made when , in the opinion of the management suitable persons are not available within the organization. Employees shall be entitled to annual increment in accordance with the increment rates specified in various pay scales. The first increment shall be awarded to KRIBHCO employees on initial appointment subject to satisfactory completion of probation period in the following manner: FOR EMPLOYEES JOINING BETWEEN a) 1st January to 30th June b) 1st July to 31st December DATE OF INCREMENT 1st January 1st July

INCREMENT

33

In case of promotion to the next higher grade, the date of increment of an employee arrived at on his initial appointment in KRIBHCO shall remain unaltered throughout his service career in KRIBHCO unless otherwise specifically ordered by the Management to take care of the anomaly in pay fixation and Leave Without Pay/ Absence from Duty. If an employee remain absent from duty on account of leave Without Pay, Unauthorized Absence, the date of award of next annual increment shall be postponed by the corresponding period for which he remained on LWP/ unauthorized absence.

PROMOTION
Promotion means an improvement in pay, prestige, position and responsibilities of an employee within organization. In KRIBHCO, promotion is based on seniority cum merit basis. The Establishment Section prepares the Eligibility List of employees for promotion twice in a year on May 0 and November o1 of each year. Up to H/ H1 grade, promotion are done at plant level by constituting committee which conducts personal interview to assess the suitability of the candidate. 1. Preparation of list of eligible employees for promotion as per R&B Guidelines. 2. Annual Appraisal report of eligible employees to be got filled by the concerned officers. 3. Competent Authoritys approval for constitution of the Department Promotion. 4. Bio-data of the eligible for constitution of the Department promotion Committee. 5. Bio-data of the eligible employees to be prepared for the DPC. 6. Communication to the Chairman of the committee for fixing the date of DPC. Communication to the employees for attending the DPC. 7. Making physical arrangements to the interview. 8. Preparation of selection proceedings. 9. Approval of the competent authority to be obtained for the selection proceedings. 10.Vigilance clearance to be obtained giving the promotion order. 11.Promotion ordered.

34

For promotion of G grade and above, Establishment Section put before the Committee the Bio-data of eligible employee, annual appraisal report with rating and signature of each member of the committee and forwards it to Managing Directors approval.

WAGE & SALARY ADMINISTRATION

Wage & Salary Administration refers to the establishment and implementation of sound policies and practices of employee compensation. Generally, the remuneration paid to the workers known as wage while the payment made to office staff known as salary. Wage is the remuneration paid for service of labour in production, skilled and unskilled person or employer, worker technicians. Salary refers to the monthly paid to clerical administrative and professional employees. A sound wage & salary administration tries to achieve these objectives: a) For employees: Employees are paid according to requirement of their job. This eliminates inequalities. The changes of favoritism are greatly minimized. Employees morale & motivation are increased because wage program can be explained & based upon facts. b) To Employer: A wage & salary Administration reduces the likelihood of friction & grievance over wage inequities. It enhances an employees morale & motivation because adequate and fairly administered wage are basic to his wants and needs. It attracts qualified employees ensuring an adequate payment for all the jobs. The information about employees, presentation and absence provided by the tine keeping system is directly linked with computer section. Then after pay slip is preferred with the Master-Date. Finally after all additions and deductions, pay is paid to the employees. The productivity linked bonus and incentive schemes also introduced by the KRIBHCO. The employees of KRIBHCO have been paid bonus linked with productivity i.e. annual capacity utilization of the plant and materials. In KRIBHCO calculation of wage and salary is done by establishment section in Finance & Account Department. In this section, wage and salary is calculated on computers. It is the responsibility of personnel department which has to handle wages and salary distribution together with account department. Salary are payable on the last but on working day of every month. In this organization for the wage and salary administration, first prepared the MasterDate under the personnel department. In this Master-Date there are various

35

column like grade, employee number, pay scale, code, P.P. Account, number, name, basic-pay, living-pay, house rent, over-time pay, medical allowance and other facilities rate etc.

Demotion
Demotion in any organization is very rare. The same is the case in KRIBHCO. Demotion in the company occurs only in case of major indiscipline. This action is taken after much inspection of the fault made. A special committee is formed for the inspection of the whole matter and then finally a report in generated whether the employee is found guilty or innocent. It even involves legal and police formalities many times. Provisions of this indiscipline are available under certified standing order. Some of the Major Indiscipline is as follows: 1. Breach or habitual breach of the provisions provided in the service rules framed or instructions or orders issued by the management from time to time and in force. 2. Insubordination or refusal to obey. 3. Violation of any condition or term contract or employment. 4. Any big loss suffered by the company due to any employees disregard of operation or carelessness in operation or maintenance. 5. Acting in a manner prejudicial to the interest or reputation of the organization. 6. International non-submission/ late submission of immovable property return in the manner prescribe rules of complete account of movable or immovable properties acquired by the employee or concealment of any material fact relating to acquisition of such properties. 1. An employee shall, at all times, conduct himself soberly and temperately and show proper respect and civility to his superior and persons having any official dealings with KROBHCO. 2. An employee shall serve honestly and faithfully and shall use his utmost endeavors to promote the interest of the organization. 3. All employees shall be full time employees of KRIBHCO and will devote themselves exclusively to the duties assigned to them from time to time when required to do.

Discipline & conduct

36

4. During the period of employment with Kribhco, no employee shall hold any office of profit outside the organization or engage himself in any other service, business and trade. 5. No employee shall take with him for his own personal use, any photograph, sketches, etc. regarding any business or activity of the organization, building, plant process, work etc. 6. No employee shall use organizations name or properties etc. for his personal use or benefits. 7. An employee shall keep himself up to date with the knowledge, skill, information, ability etc. (I) Housing

WELFARE FACILITIES IN KRIBHCO

Townships facility to the extent of 99% of requirement of employees is provided by KRIBHCO. KRIBHCO provided semi furnished accommodation with proper housekeeping, security arrangements, repair and maintenance of houses in Township, cable connection, electrical maintenance in the township for its employees. Park facilities with equipments for playing of children, sitting arrangement in the garden, lawn maintenance, plantation and maintenance of trees, maintenance of flower plants for beautification are also being provided. Shopping centers in the township are provided to cater to the need and requirement of residents of the township. Post Office, Bank and PCO facility are provided in the township. Township of KRIBHCO, in overall provides facilities for modern life. (II) Educational Facilities KRIBHCO has provided two schools namely Sunflower School in Gujarati Medium and Central School in Hindi / English medium. Theses two school are situated inside the township and are having facilities up to 12th standard. Both pre-primary and pre-nursery educational facilities are also provided in township. Apart from this, KRIBHCO provides transport facilities and arrangement for the children of township to avail educational facilities available outside township i.e. in Surat city or in other nearby areas. Coaching classes and Entrance examination preparatory classes are also run by KRIBHCO provides grants to Officers Club and Staff Club to maintain Library and Reading Room in the township. Officers Club and Staff Club arrange Computer-learning classes.

37

(III) Medical Facilities KRIBHCO provides free medical facilities to its employees, their spouses, dependent members of his family, be eligible for reimbursement of: 1. Fees paid by him to an authorized medical attendant for consultation whether at is cleaning or at he employees residence. 2. Fees paid for injection, dressing or minor surgery, 3. Fees paid for X-ray and pathological test etc. 4. Expenses of treatment for chronic or any specialized treatment or incase of hospitalization, at actual. 5. Reimbursement of medical expenses for routine treatment Rs. 4500/per annum (2250/- for Township Residents) In addition to above KRIBHCO is having its own hospital having both in- patient and outpatient facility. Specialists from Reputed hospitals / practitioner visit KRIBHCO visit KRIBHCO Hospital for Township Residents. In case of specialized and chronic diseases cases are referred from KRIBHCO hospital to Empanelled Doctor/Hospital in Surat or outside Surat. (V) Other welfare Facilities a) Employees Cooperative Society is there ich is managing distribution of Milk, LPG Gas, dealership, Provision Stores and credit facilities. b) Ashirvad Old age home for Township residents. c) Workers Education Scheme is prevalent in KRIBHCO.

38

Introduction of training
The term training and development are closely related and are often used as synonymous concepts, there are some important distinctions in their meanings in the context. The term training may be defined as a process by means of which the aptitude, skills & capacities of individual employees to perform specific jobs are increased. Thus training is concerned with imparting specific skills or increasing specific qualification of particular employees for particular purposes. As emphasized by dale yoder, the use of the term training and development in todays employment setting is far more appropriate than training. The training along since human resource can exert their full potential only when the learning process goes far beyond simple route or routine. & according to j. P. Camphell training courses are typically designed for a short term and stated set purposes, such as the operation of some piece of machinery, while development involves a broader education for long term purposes. As put by dale yoder, training is a means of preparing rank and file workers for promotion to supervisory position and for improving their competence and capability while they hold such leadership assignments. Human resource at all levels need frequent refresher training. In word of michael j. Jucious, positively the value of training are- training serves to improve employees skill which in terms increases the quantity and quality of output. The relative amount of equipment and material required to produce a unit of output is decreased. Executive effort will trend to shift from the disagreeable need of the correcting mistakes to the more pleasant tasks of planning work and of encouraging expert employees. The increases in productivity should find reflection in increased returns to both employer and employees. The training is used for employees development and for maintaining the environment of company. Employees training are distinct from management development. Training is short term process utilizing a systematic and organized procedure by which non-managerial personnel learn technical knowledge and skills

39

for a definite purpose. It is for a short duration and for a specific job related purpose. Since the objective of training effort in an organization may be varied such as to eliminate obsolescence through preventive analysis and careful training intended to prepare individuals for shifting or modified jobs to achieve greater company continuing self improvement and opportunities for promotion within the organization. As put by r.s.davar, trainings main goal is to induce a suitable change in the individual concerned. The objective of training is thus to bridge the gap between existing performance ability and desired performance.

Training programme

40

Types of training
Training within industry programme- i t calls for an initial prefatory phases in which the instructor should determine what should be taught in order to that the trainee may be able to perform his job efficiently, safely, economically, & intelligently. On the job training- this training is carried out on the job for new employees. Vestibule training- this is an approach which in a sense may be considered intermediate between on the job/off the job training and which utilizes the vestibule school where the trainees use equipment Apprentice training- it offers an integration of on and off the job training, which may be extremely effective under ideal condition. Internship training- this training refers to a joint program of training in which vocational school/institute cooperate with industrial/business or trading organization.

Various training programmes of Kribhco

in-plant training out-plant training abroad training common induction training for executives/engineers common induction training for supervisors common induction training for d/r artesian customer training vendors/suppliers training trade apprentice training technician apprentice training vocational training

41

PROCEDURE IN-PLANT TRAINING & OUT-PLANT TRAINING

IN-PLANT TRAINING INTRODUCTION All training programs that are conducted in HRD department of HAZIRA come under the preview of in plant training. The kind of training cover programs of all levels of personnel viz executive, supervisors, and lab hours decided in advance according to availability of both the faculty and trainee. Trainees calendar is intimated to all people concerned so that the program conducted smoothly and successfully.

PURPOSE
The Primary purpose of in-plant training is to provide expertise and technical/practical/managerial knowledge to employees of the organization with campus. The Secondary purposes are to control the expenditure on training and, The Third purpose is to develop the employees of company. The aim is achieved because in-plant training the faculty is made from the internal sources, since the classroom training and on the job training is conducted inside the premises of the organization, transportation, lodging and boarding cost are incurred. Hence the In-Plant Training programs are beneficial to the organization from the financial view point, moreover it get chance tap the untapped manpower resource, which has developed by internal faculty. Another benefits lies in the real of behavioral science. Since the trainers and trainees both are employees of the intrinsic problems of the organization, so they design their training program accordingly session as per the corporate norms. The trainees are also exposed to the visual media during their training programs. There are video cassettes in HRD department, which cover different functional areas. Some of them have been specified below. 1). CATEGORY COMPUTERS Introduction to computers duration (30 minutes). Database & data management system duration (60 Minutes). 2). CATEGORY MANAGEMENT Introduction to marketing duration (22 minutes) Time management duration (25 minutes)

42

TRAINING PROCEDURE FOR CONDUCTING IN-PLANT TRAINING PROGRAM

Approval of in-plant training program calendar at beginning of every financial year, an annual program calendar of proposed in-plant training program is prepared, keeping in consideration the training need of various departments. The resources available and feedback received from earlier programs, level of participants, no. of participants & total expenditure is submitted for competent authoritys approval. On the approval, the date wise program calendar is chalked out & informed to the HRDI, New Delhi for printing in the HRDIs annual calendar. The design of programs, level of participants, methodology & internal external faculty etc is finalized by HRD department. The internal/external faculty is invited for conducting the program. The head of departments are requested to nominate the participants by issuing a circular. Participants are than informed about the dates, time & place of the program. The classroom arrangements, audio visual aids, guesthouse, transport facilities for the external faculty is made by HRDC as the requirements. At the end of the program the trainees are required to fulfill a feedback form. PURPOSE The main purpose of the out-plant training is the development of an employees through a program which cannot be conducted in the unit itself handicapped to meet the training of its employees. It is in this circumstance that the unit sends its employees for out-plant training program. Alternative, if the unit wants to its employees to some management institute like IIMS or it sends to employees to sister unit of KRIBHCO, where similar program is being conducted or is likely to be conducted. PROCEDURE FOR CONDUCTING OUT-PLANTS TRAINING This procedure covers deputation of all regular employees a KRIBHCO HAZIRA for attending training courses, seminars, conferences etc outside KRIBHCO HAZIRA, i.e. organized by the HRI, other sister units or reputed institution in India. The various department after identifying the training needs, submit the proposal to HRD giving details regarding the training programs, e.g. subject, name of organization institute, place date of programs fees per participant, whether residential or non residential.

43

PROCEDURE FOR EVALUATING EFFECTIVENESS The effectiveness of program is measured with regards to conduction of program and with regards to on the job effectiveness of the program. The procedure for measuring effectiveness of conduction of program is as follows At the end of each program, a brief feedback valediction session is conducted to get the views of the participants, so as to improve the future programs. For short duration program (less than two says), the feedback is taken orally and for long duration programs (more than two days) . For all output training programs, the feedback is obtained from the participants on their return in the prescribed format. Future programs are suitable modified based on feedback of earlier program of the same subject. Procedure for measuring on the job effectiveness of the program is as follows: This evaluation is measure the job effectiveness of the participants who have attended program. The evaluation is conducted in the feedback in the prescribed format from to four months from the date of completion of the programmed. During this period, the controller officer observes that how much the program is affective in the performance of trainees job.

ENGINEERS TRAINING PROGRAM

INTRODUCTION The purpose of the training program is to acquaint the new engineers with the practices & process of the organization. They have the theoretical knowledge and the training provides the practical know how. Besides, the programs include job rotation. This enables the young engineers to visualize whole prospective of the job involved. Apart from technical aspects, the engineer trainees are also exposed to management development programs. This helps them to acquire managerial skills as after a few years of services, administration and management from a part of the engineer trainees.

CONTENTS
Last year like in 1984 the batch of engineer had undergone a training program at HAZIRA unit. After that, engineer trainees were posted for their specialization training at various unit of KRIBHCO organization.

44

The trainees were directed to report to the concerned training in charge at the respective place. The trainee was to report at the next place of training immediately after the release from the present place of the training after available minimum traveling time and following the shortest route. The Trainees were also directed to submit their training report to the training in charge in each place s before leaving the place for next place for training. All training in charge were requested to conduct test and interviews on the last day of each groups stay and send marks or perform detailed to the HRDI, new Delhi immediately after completion of training along with marks of training reports in the HAZIRA unit, apart from general training programme the engineer trainees are also sent to management orientation programme. This is conducted by Sr. Manger HRDC, KRIBHCO and Bhopal every year for engineer trainees.

TRADE APPRENTICE TRAINING

INTRODUCTION Trade apprentice are those people who have done their B.SC. and later join KRIBHCO for one year training programme. It is mandatory for KRIBHCO to provide one year training to the student who has done B.SC. Courses. The training programme provides the requisites practical to the B.SC. Student and these skills equip them to strive KRIBHCO to provide training to the B.SC. student it is bound finally induct them all in the organization. Each unit of KRIBHCO provides training to such number of B.SC. Student who may be trained effectively, keeping in view the various constraints a unit faces in terms of infrastructural facilB.Sc.es. Availability of faculty, financial resources etc. PURPOSES: The primary purpose of trade apprentice training programs is to provide practical knowledge to the B.SC. student. The B.SC. student has theoretical knowledge after completion of various courses but they lack practical exposure. It is the training program which provides them the required exposure, in terms of practical skills, procedure and practices. The secondary purpose is to fulfill social obligation. An organization interacts with the society, which is an important component of the external environment. The organization has certain duties towards the society as a whole. By providing practical training to B.SC. student. KRIBHCO renders invaluable services to the society and strives for the betterment of those students who have done technical course.

45

CONTENTS: The Training is provided to the B.SC. Student by conducting related instruction class for them. An All India trade test apprentices are conducted by Regional Directorate of Apprenticeship Training. This Directorate comes under the Jurisdiction of Ministry of Labor Government of India.

TECHNICIAN APPRENTICE TRAINING

INTRODUCTION This program is concerned with the training of technician apprentices. Technician apprentices are those students who have done their diploma in various fields of engineering. This training program is only one aspect while the trade apprentices are exposed to related instruction classes, the technical apprentices are not. They in turn have more exposure as far as the practical experience is concerned. PURPOSE: The purpose of the training program is to follow the guidelines of the apprentices Act 1961. The government of India desires that all the major public sector units should import practical training to the diploma holders. In order to fulfill the social obligation, KRIBHCO conducts training program for the technician apprentice every year. CONTENT Every year, KRIBHCO HAZIRA unit recruited technician apprentices who have undergone their one year apprenticeship training in the unit. They join the unit; they are posted in the respective departments for on the job training inputs and have been given to them. It is proposed later on that they may be exposed to the various functions in the unit by giving rotation of about 2 weeks in different departments and organize classroom lectures for about six days in the HRD department company information, product knowledge, various function of unit, general management concept etc. before they are relived.

46

COMMON INDUCTION TRAINING PROGRAMME

The Human Resources Development Department, KRIBHCO conducts various training programmes throughout the year for development and growth of its employees. Common Induction Training programme is one of them. this programme is conducted in order to introduce the newly recruit executives and engineers with the organization, its policies, its product, working environment etc. in concise we can say it is aimed at making the newly executives familiar with the job they are supposed to do in future. Hence in order to fulfill the above said objective CIT programme is conducted for 45 days. The whole programme is divided into following modules and the days allotted for the various modules are given below: Common induction training programme basic human process laboratory organizational effectiveness functional management orientation strategic management HRM HRD financee management project management industrial Health safety environment quality, TQM & business processes work study and productivity commercial management production management material management information technology duration: 45 days 6 days 6 days 33 days 2 days 3 days 1 day 3 days 4 days 1 day 4 days 3 days 4 days 3 days 3 days 2 days

47

Objectives of the Study

Objectives are the end goals and without choosing the clear object nothing can be done successfully, so objective should be very clear from the beginning of any work. The main objectives of this project are: I. To study the profile of KRIBHCO as a whole and specifically KRIBHCO HAZIRA unit. II. To study the various training programmes conducted at KRIBHCO HAZIRA unit with special reference to Common Induction Training (CIT) Programme for executives. III. To know the objectives and procedure of nomination of these various training programmes. IV. To obtain feedback of the CIT (Common Induction Training) programme for executives and to evaluate it.

Scope of the study

The project was undertaken to study various training programme and to obtain feedback of CIT programme. It will help the organization in evaluating the CIT programme, to chalk out the various shortcomings of the programme and to check them. It will also help the trainers to decide as to what tools should be used to give the right type of training. Therefore, it will help the organization in organizing the programme in a better way in future.

Training in Company Policy and Procedure

This is the part of the induction of new employee the objective is to oriented new employees with the set of rules procedure, management, organization structure, environment and products his which the firm has and /or deals with. Orientation is a continuous process aimed at the adjustment of all employees to new and changing situations. It aim to impart the fact of company rules and policies, to create attitude of confidence in the company, pride in its products, respect for company personnel, and to provide information about needs of skills, development, quality of production and work organization At no time does it allow for questioning or change of change of system it. Therefore in, no way contributes to individual growth, nor does it enhanced an employees ability to contribute to the organizations growth. Induction programmes are also used

48

for in-company promoters, who have to be oriented to the demands of their requirements. Induction programmes are based on the philosophy that the process of in all adjustment and entry to organization is a difficult process unless it is facilitates by a conductive and supported atmosphere, it would leave the new the entrant with several uncertainty in his mind and make his assimilation in organization life more complex and difficult, many organizational are conscious of this and devote considerable effective. Induction training consist first of going around the various service departments, including the personnel department, to understanding the nature of the service provided, and also to understand to the individuals terms and condition of employment. The other phase consists of spending sometime in various operating departments for a complete understanding of the nature of their activity. Such an elaborate programmes may not be planned for the lowerlevel categories of employees Such as worker but is generally planned for managerial personnel. Induction training consist first of going around the various service departments, including the personnel department, to understanding the nature of the service provided, and also to understand to the individuals terms and condition of employment. The other phase consists of spending sometime in various operating departments for a complete understanding of the nature of their activity. Such an elaborate programmes may not be planned for the lower-level categories of employees Such as worker but is generally planned for managerial personnel. Procedure The aim of the present study was to check effectiveness of the training programme. In order to evaluate the effectiveness of training programmes out of all the programmes conducted during the year, 5 programmes were randomly selected. 88 people were found to have received training under these programmes. This number was ascertained by checking their attendance record, which was maintained by HRD. The questionnaire was then designed and made available to the HRD for its consent. After making the questionnaire, the controlling officers of all the participants of these 5 training programmes were personally approached. The design and purpose of the study was explained to them and the responses were taken on the questionnaire. Out of 88, only 54 responded to the questionnaire. The reason was that a few of them could not be traced because of their transfer,

49

leave, night shift and other reasons. The data obtained was then compiled programme wise.

TRANINING DIMENSION

50

Research Methodology Adopted

The research methodology used to obtain the feedback of CIT programme is the survey of executive trainees. Since the numbers of trainees are very few (only 26) so survey of complete group is done in this project. The date was collected with the help of closed questionnaire which was distributed among the trainees in order to obtain feedback of various modules of CIT programme. In this project same questionnaire was used for each module. Tool used: A closed questionnaire was designed and used in order to obtain feedback of CIT for Executives. The responses were coded in a 5-point scale ranging from great extent, good extent, moderate extent, and little extent to not at all. A total of 5 questions were included. These questions covered the following parameters:
1. 2. 3. 4. 5. Programme Design Level Content Level Presentation By Faculty Increased Knowledge Level Usefulness

And in last one more question "any suggestions also included so that the opinion of various executive trainees could be known. Since the time period for completion of the study was less, reliability and validity of this questionnaire could not be ascertained. However, the questions were made keeping in mind the objective of the study and were finalized only after the assent of the HRD officials.

OBJECTIVE OF THE RESEARCH

I. II. III. IV. V. VI. To gauge the training effectiveness in the organization. To critically review how effective is the training functions. To review how employees perceive the training. To measure about the adequacy of the training for improving skill competency of employees. To check out how it effects the employees in the organization. To find out the correct measure for the increasing the effectiveness of the training.

51

VII. VIII. IX. X.

To check our the performance of the employees. To make them more skilled for their work. To give the employees the better training towards their job assigned. To check out effectiveness of the employees.

LIMITATIONS OF THE STUDY

I. II. III. IV. V. VI. VII. VIII. IX. X. The time was the major limiting factor. The answers received from the respondents sometimes were unable to meet the enumerated expectations. Any evaluation should be done on the basis of various parameters. But in this project, due to lack of time only 5 parameters are selected for study. So the scope of study is comparatively small. Due to lack of communication there were no proper solution given to the employees. It does work in the large organization. It has limited working in some areas only. It does give the fully satisfied solution due to small group. Peoples dont show their interest. Employees are not fully skilled so they are unable to perform their task properly. It can be used for a short period of time.

52

DATA ANALYSIS
Parameter wise analysis of various modules for 26 executives Module A: Basic Human Process Laboratory Parameter programme design Content presentation by faculty increased knowledge level Usefulness Table1 Programme Design great Good Moderate Little 3 2 4 3 2 11 6 8 7 4 5 10 8 12 11 5 5 5 4 6 not at all 2 3 1 0 3

Out of 26 executives

Only 3 said that programme design was satisfactory up to a great extent 11 people were satisfied up to a good extent with the programme design 5 were satisfied up to a moderate extent 5 people were satisfied only to a little extent While 2 people said that programme design was not satisfactory at all. Contents of programme Out of 26 respondents

only 2 people satisfied up to a great extent with the contents of programme 6 people were satisfied up to a good extent 10 were satisfied up to a moderate extent 5 was satisfied only to a little extent 3 people found contents of programme satisfactory not at all

53

Presentation by faculty

Out of 26 respondents

4 was satisfied up to a great extent with the facultys presentation 8 were satisfied up to a good extent with the facultys presentation 8 were satisfied up to a moderate extent with the facultys presentation 5 was satisfied only to a little extent on facultys presentation Only one said that facultys presentation was not satisfactory at all. Increased knowledge level Out of 26 respondents

only 3 people said that knowledge level has increased up to a great extent 7 people realized that their knowledge level has increased up to a good extent 12 people said that knowledge level has increased up to a moderate extent 4 people said that knowledge level has increased only to a little extent No one was there whose knowledge level is not increased after training Usefulness Out of 26 respondents

only 2 person said that it is useful up to a great extent 4 people said that it is useful up to a good extent 11 people said that it is useful up to a moderate extent 6 people said that it is useful only to a little extent While 3 people said that it is of no use Increased knowledge level Out of 26 respondents

Only 2 people said that knowledge level has increased up to a great extent

54

 8 people realized that their knowledge level has increased up to a good extent 11 people said that knowledge level has increased up to a moderate extent 3 people said that knowledge level has increased only to a little extent 2 people said that there is no rise in their knowledge level after training Usefulness Out of 26 respondents

Only one person said that it is useful up to a great extent 7 people said that it is useful up to a good extent 13 people said that it is useful up to a moderate extent 3 people said that it is useful only to a little extent While 2 people said that it is of no use Module C: Functional Management Orientation:Module C(a): Strategic Management: Parameter programme design Content presentation by faculty increased knowledge level Usefulness Table3 Programme Design great Good Moderate Little not at all 0 11 9 5 1 1 12 9 2 2 2 3 14 6 1 0 9 11 6 0 1 9 13 3 0 Out of 26 executives

No one said that programme design was satisfactory up to a great extent

55

 11 people were satisfied up to a good extent with the programme design 9 were satisfied up to a moderate extent 5 people were satisfied only to a little extent While one people said that programme design was not satisfactory at all. Contents of programme Out of 26 respondents

Only one people satisfied up to a great extent with the contents of programme 12 people were satisfied up to a good extent 9 were satisfied up to a moderate extent 2 was satisfied only to a little extent 2 found contents of programme totally unsatisfactory Presentation by faculty Out of 26 respondents

Only 2 was satisfied up to a great extent with the facultys presentation 3 were satisfied up to a good extent with the facultys presentation 14 were satisfied up to a moderate extent with the facultys presentation 6 was satisfied only to a little extent on facultys presentation Only one said that facultys presentation was not satisfactory at all. Increased knowledge level Out of 26 respondents

no one said that knowledge level has increased up to a great extent 9 people realized that their knowledge level has increased up to a good extent

56

 11 people said that knowledge level has increased up to a moderate extent 6 people said that knowledge level has increased only to a little extent No people said that there is no rise in their knowledge level after training Usefulness Out of 26 respondents

Only one person realize that this module is useful up to a great extent 9 people said that it is useful up to a good extent 13 people said that it is useful up to a moderate extent 3 people said that it is useful only to a little extent While there is no one who found it completely useless Module C(b): HRM Parameter programme design Content presentation by faculty increased knowledge level Usefulness Table 4 Programme Design Out of 26 executives great Good Moderate Little 1 1 4 2 3 8 7 7 8 4 12 13 10 14 15 3 2 4 2 3 not at all 2 3 1 0 1

Only one said that programme design was satisfactory up to a great extent 8 people were satisfied up to a good extent with the programme design 12 were satisfied up to a moderate extent 3 people were satisfied only to a little extent

57

 While 2 people said that programme design was not satisfactory at all. Contents of programme Out of 26 respondents

Only one people satisfied up to a great extent with the contents of programme 7 people were satisfied up to a good extent 13 were satisfied up to a moderate extent 2 was satisfied only to a little extent 3 was there who found contents of programme completely unsatisfactory Presentation by faculty Out of 26 respondents

only 4 was satisfied up to a great extent with the facultys presentation 7 were satisfied up to a good extent with the facultys presentation 10 were satisfied up to a moderate extent with the facultys presentation 4 was satisfied only to a little extent on facultys presentation Only one said that facultys presentation was not satisfactory at all. Increased knowledge level Out of 26 respondents

Only 2 people said that knowledge level has increased up to a great extent 8 people realized that their knowledge level has increased up to a good extent 14 people said that knowledge level has increased up to a moderate extent 2 people said that knowledge level has increased only to a little extent No one said that there is no rise in their knowledge level after training

58

Usefulness

Out of 26 respondents

Only 3 person found this module useful to his/her job up to a great extent 4 people said that it is useful up to a good extent 15 people said that it is useful up to a moderate extent 3 people said that it is useful only to a little extent While 1 people found it of no use Module C(c): HRD Parameter programme design Content presentation by faculty increased knowledge level Usefulness Table 5 Programme Design Out of 26 executives great Good Moderate Little 2 12 8 3 2 8 11 2 5 6 9 5 2 15 7 2 3 9 7 5 not at all 1 3 1 0 2

Only 2 said that programme design was satisfactory up to a great extent 12 people were satisfied up to a good extent with the programme design 8 were satisfied up to a moderate extent 3 people were satisfied only to a little extent While 1 people said that programme design was not satisfactory at all. Contents of programme Out of 26 respondents

59

 Only 2 people satisfied up to a great extent with the contents of programme 8 people were satisfied up to a good extent 11 were satisfied up to a moderate extent 2 was satisfied only to a little extent

3 was there who found contents of programme unsatisfactory Out of 26 respondents

Presentation by faculty

Only 5 was satisfied up to a great extent with the facultys presentation 6 were satisfied up to a good extent with the facultys presentation 9 were satisfied up to a moderate extent with the facultys presentation 5 was satisfied only to a little extent on facultys presentation Only one said that facultys presentation was not satisfactory at all. Increased knowledge level Out of 26 respondents

Only 2 people said that knowledge level has increased up to a great extent 15 people realized that their knowledge level has increased up to a good extent 7 people said that knowledge level has increased up to a moderate extent 2 people said that knowledge level has increased only to a little extent No people said that there is no rise in their knowledge level after training Usefulness Out of 26 respondents

3 person found this module useful to his/her job up to a great extent 9 people said that it is useful up to a good extent

60

 7 people said that it is useful up to a moderate extent 5 people said that it is useful only to a little extent While 2 people found it of no use Module C (d): Finance management Parameter programme design Content presentation by faculty increased knowledge level Usefulness Table 6 Programme Design Out of 26 executives great Good Moderate Little 2 8 10 4 2 12 8 3 4 7 10 3 3 8 7 5 4 10 7 3 not at all 2 1 2 3 2

2 said that programme design was satisfactory up to a great extent 8 people were satisfied up to a good extent with the programme design 10 were satisfied up to a moderate extent 4 people were satisfied only to a little extent While 2 people said that programme design was not satisfactory at all. Contents of programme Out of 26 respondents

Only 2 people satisfied up to a great extent with the contents of programme 12 people were satisfied up to a good extent 8 were satisfied up to a moderate extent 3 was satisfied only to a little extent It is noteworthy that only one was there who found contents of programme

61

satisfactory not at all Presentation by faculty Out of 26 respondents

4 was satisfied up to a great extent with the facultys presentation 7 were satisfied up to a good extent with the facultys presentation 10 were satisfied up to a moderate extent with the facultys presentation 3 was satisfied only to a little extent on facultys presentation Only 2 said that facultys presentation was not satisfactory at all. Increased knowledge level Out of 26 respondents

Only 3 people said that knowledge level has increased up to a great extent 8 people realized that their knowledge level has increased up to a good extent 7 people said that knowledge level has increased up to a moderate extent 5 people said that knowledge level has increased only to a little extent 3 people said that there is no rise in their knowledge level after training Usefulness Out of 26 respondents

4 people found this module useful to his/her job up to a great extent 10 people said that it is useful up to a good extent 7 people said that it is useful up to a moderate extent 3 people said that it is useful only to a little extent While 2 people found it of no use

62

Module C (e): project management Parameter programme design content presentation by faculty increased knowledge level Usefulness Table 7 Programme Design Out of 26 executives great Good Moderate Little 2 9 10 4 3 10 8 3 4 7 10 2 3 12 7 4 1 12 8 4 not at all 1 2 3 0 1

Only 2 said that programme design was satisfactory up to a great extent 9 people were satisfied up to a good extent with the programme design 10 were satisfied up to a moderate extent 4 people were satisfied only to a little extent While 1 people said that programme design was not satisfactory at all. Contents of programme Out of 26 respondents

only 3 people satisfied up to a great extent with the contents of programme 10 people were satisfied up to a good extent 8 were satisfied up to a moderate extent 3 was satisfied only to a little extent 2 was there who found contents of programme unsatisfactory Presentation by faculty Out of 26 respondents

4 was satisfied up to a great extent with the facultys presentation

63

 7 were satisfied up to a good extent with the facultys presentation 10 were satisfied up to a moderate extent with the facultys presentation 2 was satisfied only to a little extent on facultys presentation 3 said that facultys presentation was not satisfactory at all. Increased knowledge level Out of 26 respondents

3 people said that knowledge level has increased up to a great extent 12 people realized that their knowledge level has increased up to a good extent 7 people said that knowledge level has increased up to a moderate extent 4 people said that knowledge level has increased only to a little extent Module C (f): Industrial Health Safety and Business Environment Parameter Programme design Content Presentation by faculty Increased knowledge level Usefulness Table 8 Programme Design Out of 26 executives Great Good Moderate Little 1 9 13 2 0 9 14 2 3 6 10 4 1 10 12 2 0 12 12 2 Not at all 1 1 3 1 0

Only one said that programme design was satisfactory up to a great extent 9 people were satisfied up to a good extent with the programme design 13 were satisfied up to a moderate extent 2 people were satisfied only to a little extent

64

 While 1 people said that programme design was not satisfactory at all. Contents of programme Out of 26 respondents

No one satisfied up to a great extent with the contents of programme 9 people were satisfied up to a good extent 14 were satisfied up to a moderate extent 2 was satisfied only to a little extent It is noteworthy that only one was there who found contents of programme unsatisfactory Presentation by faculty Out of 26 respondents

3 was satisfied up to a great extent with the facultys presentation 6 were satisfied up to a good extent with the facultys presentation 10 were satisfied up to a moderate extent with the facultys presentation 4 was satisfied only to a little extent on facultys presentation l after training Usefulness Out of 26 respondents

only one person found this module useful to his/her job up to a great extent 12 people said that it is useful up to a good extent 8 people said that it is useful up to a moderate extent 4 people said that it is useful only to a little extent While only one person found it of no use 3 said that facultys presentation was not satisfactory at all. Increased knowledge level Out of 26 respondents

65

 Only one people said that knowledge level has increased up to a great extent 10 people realized that their knowledge level has increased up to a good extent 12 people said that knowledge level has increased up to a moderate extent 2 people said that knowledge level has increased only to a little extent 1 people said that there is no rise in their knowledge level after training Usefulness Out of 26 respondents

No one found this module useful to his/her job up to a great extent 12 people said that it is useful up to a good extent 12 people said that it is useful up to a moderate extent 2 people said that it is useful only to a little extent Module C (g): Quality and TQM & Business process Parameter Programme design Content Presentation by faculty Increased knowledge level Usefulness Table9 Programme Design Out of 26 executives Great Good Moderate Little 2 15 5 3 2 11 10 2 2 10 9 3 3 12 8 2 2 12 7 4 Not at all 1 1 2 1 1

2 people said that programme design was satisfactory up to a great extent 15 people were satisfied up to a good extent with the programme design 3 people were satisfied only to a little extent

66

 While only one people said that programme design was not satisfactory at all. Contents of programme Out of 26 respondents

Only 2 people satisfied up to a great extent with the contents of programme 11 people were satisfied up to a good extent 10 were satisfied up to a moderate extent 2 was satisfied only to a little extent It is noteworthy that only one was there who found contents of programme unsatisfactory Presentation by faculty Out of 26 respondents

2 were satisfied up to a great extent with the facultys presentation 10 were satisfied up to a good extent with the facultys presentation 9 were satisfied up to a moderate extent with the facultys presentation 3 was satisfied only to a little extent on facultys presentation 2 were said that facultys presentation was not satisfactory at all. Increased knowledge level Out of 26 respondents

Only 3 people said that knowledge level has increased up to a great extent 12 people realized that their knowledge level has increased up to a good extent 8 people said that knowledge level has increased up to a moderate extent 2 people said that knowledge level has increased only to a little extent Only one people said that there is no rise in their knowledge level after training

67

Usefulness

Out of 26 respondents

5 were satisfied up to a moderate extent 2 people found this module useful to his/her job up to a great extent 12 people said that it is useful up to a good extent 7 people said that it is useful up to a moderate extent 4 people said that it is useful only to a little extent Module C (h): Work Study & Productivity Parameter Programme design Content Presentation by faculty Increased knowledge level Usefulness Table 10 Programme Design Out of 26 executives Great Good Moderate Little 1 8 10 6 0 8 12 5 0 7 13 4 1 10 10 3 1 8 13 3 Not at all 1 1 2 2 1

Only one said that programme design was satisfactory up to a great extent 8 people were satisfied up to a good extent with the programme design 10 were satisfied up to a moderate extent 6 people were satisfied only to a little extent While only one said that programme design was not satisfactory at all. Contents of programme Out of 26 respondents

68

 No one was satisfied up to a great extent with the contents of programme 8 people were satisfied up to a good extent 12 were satisfied up to a moderate extent 5 was satisfied only to a little extent It is noteworthy that only one was there who found contents of programme totally unsatisfactory Presentation by faculty Out of 26 respondents

No one was satisfied up to a great extent with the facultys presentation 7 were satisfied up to a good extent with the facultys presentation 13 were satisfied up to a moderate extent with the facultys presentation 4 was satisfied only to a little extent on facultys presentation 2 people said that facultys presentation was satisfactory not at all. Increased knowledge level Out of 26 respondents

3 people said that knowledge level has increased up to a great extent 12 people realized that their knowledge level has increased up to a good extent 8 people said that knowledge level has increased up to a moderate extent 2 people said that knowledge level has increased only to a little extent Only one was there who said that there is no rise in his/her knowledge level after training Usefulness Out of 26 respondents

Only one person found this module useful to his/her job up to a great extent

69

 8 people said that it is useful up to a good extent 13 people said that it is useful up to a moderate extent 3 people said that it is useful only to a little extent Only one people found it of no use Module C (i): Commercial Management Parameter programme design Content presentation by faculty increased knowledge level Usefulness Table 10 Programme Design Out of 26 executives great 0 1 3 3 3 Good 15 13 11 12 8 Moderate 7 9 9 8 12 Little 1 1 3 2 2 not at all 3 2 0 1 1

no one said that programme design was satisfactory up to a great extent 15 people were satisfied up to a good extent with the programme design 7 were satisfied up to a moderate extent people were satisfied only to a little extent While 3 people said that programme design was not satisfactory at all. Contents of programme Out of 26 respondents

only one people satisfied up to a great extent with the contents of programme 13 people were satisfied up to a good extent 9 were satisfied up to a moderate extent

70

 was satisfied only to a little extent

Only 2 were there who found contents of programme completely unsatisfactory Out of 26 respondents

Presentation by faculty

3 was satisfied up to a great extent with the facultys presentation 11 were satisfied up to a good extent with the facultys presentation 9 were satisfied up to a moderate extent with the facultys presentation 3 was satisfied only to a little extent on facultys presentation No one said that facultys presentation was not satisfactory at all. Increased knowledge level Out of 26 respondents

only 3 people said that knowledge level has increased up to a great extent 12 people realized that their knowledge level has increased up to a good extent 8 people said that knowledge level has increased up to a moderate extent 2 people said that knowledge level has increased only to a little extent Only one said that there is no rise in their knowledge level after training Usefulness Out of 26 respondents

3 person found this module useful to his/her job up to a great extent 8 people said that it is useful up to a good extent 12 people said that it is useful up to a moderate extent 2 people said that it is useful only to a little extent While one people found it of no use

71

Module C(j): Production Management Parameter Programme design Content Presentation by faculty Increased knowledge level Usefulness Table12 Programme Design Out of 26 executives Great Good Moderate Little 2 9 11 3 3 6 10 5 0 7 15 4 2 8 13 2 2 8 13 2 Not at all 1 2 0 1 1

2 said that programme design was satisfactory up to a great extent 9 people were satisfied up to a good extent with the programme design 11 were satisfied up to a moderate extent 3 people were satisfied only to a little extent While only one people said that programme design was not satisfactory at all. Contents of programme Out of 26 respondents

only 3 people satisfied up to a great extent with the contents of programme 6 people were satisfied up to a good extent 10 were satisfied up to a moderate extent 5 was satisfied only to a little extent

72

 It is noteworthy that only 2 was there who found contents of programme unsatisfactory Presentation by faculty Out of 26 respondents

no one was satisfied up to a great extent with the facultys presentation 7 were satisfied up to a good extent with the facultys presentation 15 were satisfied up to a moderate extent with the facultys presentation 4 was satisfied only to a little extent on facultys presentation No one said that facultys presentation was not satisfactory at all. Increased knowledge level Out of 26 respondents

only 2 people said that knowledge level has increased up to a great extent 8 people realized that their knowledge level has increased up to a good extent 13 people said that knowledge level has increased up to a moderate extent 2 people said that knowledge level has increased only to a little extent 1 people said that there is no rise in their knowledge level after training Usefulness Out of 26 respondents

2 person found this module useful to his/her job up to a great extent 8 people said that it is useful up to a good extent 13 people said that it is useful up to a moderate extent 2 people said that it is useful only to a little extent While only one people found it of no use

73

Module C (k): Material Management Parameter Programme design Content Presentation by faculty Increased knowledge level Usefulness
Table 13

Great Good Moderate Little 0 2 0 1 3 6 6 5 9 8 14 13 15 11 12 4 3 6 3 3

Not at all 2 2 0 2 0

Programme Design

Out of 26 executives

No one said that programme design was satisfactory up to a great extent 6 people were satisfied up to a good extent with the programme design 14 were satisfied up to a moderate extent 4 people were satisfied only to a little extent While 2 people said that programme design was not satisfactory at all. Contents of programme Out of 26 respondents

only 2 people satisfied up to a great extent with the contents of programme 6 people were satisfied up to a good extent 13 were satisfied up to a moderate extent 3 was satisfied only to a little extent 2 people one was there who found contents of programme unsatisfactory

74

Presentation by faculty

Out of 26 respondents

no one satisfied up to a great extent with the facultys presentation 5 were satisfied up to a good extent with the facultys presentation 15 ere satisfied up to a moderate extent with the facultys presentation 6 was satisfied only to a little extent on facultys presentation It is noteworthy that even a single person did not found facultys presentation unsatisfactory Increased knowledge level Out of 26 respondents

Only one people said that knowledge level has increased up to a great extent 9 people realized that their knowledge level has increased up to a good extent 11 people said that knowledge level has increased up to a moderate extent 3 people said that knowledge level has increased only to a little extent 2 people said that there is no rise in their knowledge level after training Usefulness Out of 26 respondents

3 person found this module useful to his/her job up to a great extent 8 people said that it is useful up to a good extent 12 people said that it is useful up to a moderate extent 3 people said that it is useful only to a little extent No one was there who found it useless

75

Module C (l): Information Technology, CAD, CAM

Parameter Programme design Content Presentation by faculty Increased knowledge level Usefulness Table 14 Programme Design

Great Good Moderate Little 3 8 12 2 2 7 9 6 4 6 10 5 3 8 11 3 3 10 10 3

Not at all 1 2 1 1 0

Out of 26 executives

3 that programme design was satisfactory up to a great extent 8 people were satisfied up to a good extent with the programme design 12 were satisfied up to a moderate extent 2 people were satisfied only to a little extent Only one said that programme design was not satisfactory at all. Contents of programme Out of 26 respondents

Only 2 people satisfied up to a great extent with the contents of programme 7 people were satisfied up to a good extent 9 were satisfied up to a moderate extent 6 was satisfied only to a little extent

2 people were there who found contents of programme unsatisfactory

76

Presentation by faculty

Out of 26 respondents

4 was satisfied up to a great extent with the facultys presentation 6 were satisfied up to a good extent with the facultys presentation 10 were satisfied up to a moderate extent with the facultys presentation 5 was satisfied only to a little extent on facultys presentation Only one said that facultys presentation was not satisfactory at all. Increased knowledge level Out of 26 respondents

3 people said that knowledge level has increased up to a great extent 8 people realized that their knowledge level has increased up to a good extent 11 people said that knowledge level has increased up to a moderate extent 3 people said that knowledge level has increased only to a little extent Only one person said that there is no rise in their knowledge level after training Usefulness Out of 26 respondents

3 person found this module useful to his/her job up to a great extent 10 people said that it is useful up to a good extent 10 people said that it is useful up to a moderate extent 3 people said that it is useful only to a little extent It is noteworthy that no one was there who found it completely useless

77

FINDINGS & SOLUTIONS

The Human Resource Development Department for the first time made an effort for "on training feedback system at KRIBHCO" in order to evaluate the effectiveness of Common Induction Training programme. For this purpose I select the following parameters and code the responses from great extent, good extent, moderate extent, and little extent to not at all for each and every module. Selected parameters are: Programme Design Content Presentation by Faculty Increased knowledge level Usefulness

78

CONCLUSION
Training & HRD activity are important function of the personnel Department. These activities are continuous process in integrating organization and individual needs for growth and development of the employees. The HRD efforts re oriented towards artisans, supervisors, apprentices, engineers, trainers and such other categories, of the employees. Increase managerial effectiveness. Development of skills and trust. Nourishing a value system. Co-ordination of training efforts.

79

SWOT Analysis
Strength
Kribhco is having Sound financial position. The Management of Kribhco is very professional. Kribhco has larger proportion of reserves and surplus and further it has no debt capital. Kribhco has long standing reputation in the Indian Fertilizer Market. Staff of Kribhco is very co-operative and hard working. Kribhco is having skilled employees staff.
Good cooperation between employees. Kribhco is having own Training Centre for training of employees as well as apprentice students of different discipline. It is having a full support of the Government of India. Kribhco having strong and wide marketing network towards country. High Production capacity of Kribhco leads to low production cost. Savings in Production cost because Kribhco is having own Nitrogen and Ammonia Plant. Capacity Utilization more than 100%. Still the starting of production, Kribhco plant has no major break down in Plant. Kribhco has extra land and fully developed infrastructure facilities so it can be further developed.

Thus, we can say that the position of Kribhco in the Fertilizer Market is Satisfactory.

Weaknesses
Government interference in the management is more comparatively private units. Due to Governments interference it takes longer time in decision making. So the decisions delayed and thus sometimes bias decision are also taken. Kribhco is having overstaffing.

80

 Kribhco is having demotivated employees because of job security and safety. Kribhco is having no debt capital so the advantage leverage can not be taken. Thus, we can say that the Kribhco will must be careful regarding its staff and to government also.

Opportunities
Investment in Oman Project will raise the profit of Kribhco. Expansion of existing plant at Hazira. Look for newer Market with diversified product. Diversifying the business.

Threats
The price of the Row material, i.e. Natural Gas, is increasing continuously. There is a chance of sharp reduction in Government subsidy in near future. Kribhco is having very little market share. In the era of Free Trade, the import of fertilizers may affect the business of the Kribhco.

81

RECOMMENDATIONS & SUGGESTIONS

The Human Resource Development Department for the first time made an effort to check for "on the job" effectiveness of the training programmes which they conduct throughout the year. Evaluating effectiveness of training programmes, how effectively has it helped the trainees in various practical areas is as important an activity as conducting the programme itself. In order to know how the employee has benefited over a period of time, their controlling officers were asked. Also in order to make the present study useful for the future use of HRD in continuing with the practice of evaluating on the job effectiveness, following suggestions regarding the findings and conduction of the study are given: While collecting the data it was observed that many people were enthusiastic about HRD conducting a survey. This shows that the employees were acknowledging the efforts made by the organization for growth of their employees. To keep building positive image of the organization in front of its employees HRD must take initiative of conducting surveys and taking an action on their results in other areas as well. Any survey provides for indirect communication channel for employees to keep their words in front of the management. One such finding was from Finance Depts. that asked for advanced MS Excel programmes but due to certain limitations of the depts. was provided with basic Excel training Programmes. So that these issues find a way to the management more qualitative survey where people find source of expression should be thought over. The present study used the same criteria for judging all the programmes. However, technically, every programmes must have its own evaluation criteria depending on the contents of the programmes. While compiling and analyzing the data, it was observed that most of the people have responded in a similar way to all the questions. Thus the error of central tendency was observed. Despite of the fact that most people replied promptly to the questionnaire, a few filled it without actually meaning it. This has marred the credibility of the results considerably. So that people take the questionnaire seriously, management must brief the people about the ongoing surveys officially.

82

Only the controlling officers judged the effectiveness of the training programmes, however in order to get a complete overview views of the co-workers and the person himself must be taken. A few programmes in the present study were being evaluated after 11 months. Effort should be made while imparting the training programmes itself that people are informed of it effectives evaluation scheme. All the people who attended the programmes could not be tracked. While using the results it should be kept in mind that the sample does not adequately represent the population.

83

RELATED QUESTIONNAIRE ABOUT TRAINING AND ITS EFFECTIVENESS

84

1. Your organization consider training is the part of organization strategy? Answer - YES

2. How many training programme will you attend in a year? Answer More than 40, 10, 30

85

3. To whom the training is given to more in your organization? Answera) Senior staff, b) Junior staff , c)New staff, d) based on requirement

4. What are all the important barriers to the training and development in your organization a) time and money for the betterment of skill or b) lack of interest by staff ? Answer- Time for betterment of skill

5. What mode of training method normally used in organization ?

86

a) Job rotation b) External training and Internal training c) Conference / Discussion d) programme structure.. Answer- External training and Internal training

6. How long will it take to implement the trained process ? Answerless than one month, two-four month, one- two month, less

than four month

7) What type of training is being imported for recruitment in your

87

organization? Answer- Common industries training, technical, management and presentation skill training.

8)

How will the work place of the training is physically Excellent

organized? Answer -

88

9) Do you agree organization measure return on investment in training AnswerYes

10)

How are training resources identify ? Answer- Internally..

89

Bibliography
1. Kribhco Manual
2. Annual Report 2007-08 of KRIBHCO

3. KRIBHCO at Glance 4. KRIBHCO Pragati

Websites:http://www.kribhco.net. http://www.kribhcosurat.com http://www.google.com

90