TABLE OF CONTENTS

Students Declaration Acknowledgement Preface Executive Summary

Part-1
Chapter-1 Company Profile History Timeline Infrastructure Fact sheet Chapter-2 Introduction to the topic

Purpose of Training & Development Process of Traininhg & Development Tools Problems in Training Objective of study Chapter-3 Research Methodology Definition of research Research Process Research objective Collection of data Research method Research Technique Type of questionnaire

Contact Method Sampling design Sampling Procedure Chapter-4 Finding & Analysis Major finding

Chapter-5 Limitation Suggestions Conclusion

Chapter-6 Bibliography Annexure Questionnaire

DECLARATION
I hereby declare that Research Project Report on Consumer preference for radial tyers towards Good Year tyers is my original work and not submitted for the any degree/diploma or other similar titles or prize. It is submitted to international institute of management technology (IIMT) Meerut, U.P. Technical University Lucknow.

Acknowledgment
I perused my summer Project in a world renewed organization like TATA-STEEL To undertake such a Vast project and to accomplish it, one needs quite a lot of guidance and support the time, which spend in TATA STEEL during training, was a wonderful experience in itself and we would like to thank all those who have directly on indirectly helped us to accomplish this project successfully. We would like to express our deep sense of gratitude to our project guide, Mr. Ravi K. Shankar, Group Head, ASG, S.N.T.I. whose support and guidance helped us in converting our conception into visualization and also for the continuous guidance throughout the project. We also like to thanks to all the SNTI team members to Mr. Dildar Singh and Mr. S. B. Choudhary without their co-operation it would have been difficult for us to complete the project. We would also like to extent our gratitude to Mr. Nadeem Kazim Head, Management Development in TMDC. Who has been kind enough for giving us the permission for doing the project in this world class

company. Lastly we would like to convey our heartiest thanks to all our friends and team members, who stood beside us throughout the project.

Preface
Give a man fish and your feed him for a day but teach him how to fish and you feed him for a life time. Training is the most crucial that under lines the effective functioning of any organization. The role of training has gradually expanded and it is no more side lined in TATA STEEL. It has to become the dynamic morning force which transcends and cuts through the various levels of organization hierarchies ushering in change and refinement in peoples skill, attitude and knowledge.

Chapter 1

Company Profile

Introduction
Established in 1907, Tata Steel is Asia's first and India's largest integrated private sector steel company. With its captive iron ore and coal mines and one of the world's most modern and youngest steel making and finishing facilities at Jamshedpur in Jharkhand State in Eastern India, Tata Steel is among the lowest cost produces of steel in the would. The five million Tonn (MT) per annum Jamshedpur works, which produces both flat and long products, is gearing up to double its capacity. The company has also embarked upon setting up there green field steel plant in eastern India. 12 MT plant in Jharkhand, 1 6 MT plant in Orissa and a 5 MT plant in Chhatisgarh. Overseas, the company plans to set up a 6 MT plant in Bagladesh. In 2005, Tata Steel made its first major overseas investment in Nat Steel Asia, headquartered in Singapore, which produces 2 MT of finished steel products. It has thus acquired a manufacture footprint in six countries in the Asia pacified region and China. The company operates wire, units in Mumbai and Sri Lanka and is among the top four global players in the

wire business. It has set up a joint venture for the development of limestone mines in Thailand and to procure low ash coal from Australia. Tata Steel is one of the few steel companies in the world that is Economic Value Added positive. Programmes like ASPIRE a technique to accelerate the pace of change by combing the theory of constraints, total productivity maintenance, six sigma, total operational performance, suggestion management and quality circles have had a positive impact on the company's operations and the bottom line. The company was ranked the world's best steel maker (for the second time) by world steel dynamics in its annual listing in June 2005. Tata Steel has been conferred the prime Minister's Trophy for the Best integrated Steel plant five times. It was the first Tata Company to win the JRD Quality value award in recognition of its world class operations and was awarded Asia's most admired knowledge Enterprise award in 2003 and 2004. 1932 November 1- Tisco Review a bilingud in-house magazine commenced publication. 1934 1936 September 1-Profil Sharing Bonus granted first time in India. Sir Jehangir Gandhy became the first Indian General Manager.

1937 1938

September 14 Research and Control Rebgoratory opened. July 26, 6 JRD Tata Succeeded Sir N.B. Saklatvala as the Chairman of the Comapny.

1947 1955

Personnel Department, First of its kind in India, was started. December 20- Agreement signed with Kaiser Engineers for two million tonne expansion programme.

1956 1958

Joint Consultations for working together was introduced. March 1, Jubilee Park dedicated to the Nation on completion of 50 years of the company.

1965 1972 1974. 1976

Mr. S.K. Nanakati became Director-in-charge & MD. Mr. R.S. Pande become Managing Director. Mr. Russi H. Mody become Managing Director. Amalgamation with West Bokaro Limited for Coal Mine Operation

1979

The tata Steel rural Development society was set up.

1983-99 Modernization of the Steel works in four phases implemented. 1987 1991 January 17- The Tata Football Academy established. March 2- J.R.D. Tata dedicated a sprawled multi-crore sports complex. 1992 January 26- J.R.D. Tata conferred Bharat Ratna. July 21- Dr. J.J.Irani become M.D. 1993 1995 1997 April 19- Mr Ratan N. Tata took over as chairman. Achieved 3 million tonnes capacity. October 14- Dr. J.J. Irani conferred Honorary Kinghood by Queen of United Kingdom. 2000 January 26 - Ratan N. Tata conferred Padma Bhusan. April 24- Inauguration of the Cold Rolling Mill Complex. 2001 June 2- Jamshedpur Amusement Park set up July 22- Mr. B. Muthuraman become MD.

2002

April 17- Conferred the Prime Minister's Trophy for the best integrated steel plant for 2000-01 for the third consecutive year and four times in all. May 2- Launch of vision 2007.

2003

April 27- ASPIRE and one million tonne expansion launched. September 12 - Completion of 75 years of Industrial Harmony at Tata Steel

2004

January 2- Acquired Indian Steel Wire products, Jamshedpur. February 13- His Excellency Dr. APJ Abdul Kalam, the President of India visited Tata Steel to commemorate 75 years of Industrial Harmony at Tata Steel. April 1- Jamshedpur utilities and services Company Limited (JUSCO) formed. August 20 - Agreement signed to invest in Nat Steel, Singapore and 6 million tonne project in Orissa, India.

2005

MOUS for 5 million tonne steel plant at Chhattisgarh 12 million tonne steel plant at Jharkhand and doubling of Jamshedpur steed plant capacity to 10 mtpa. Renewal of land lease 5 mtpa expansion completed at Jamshedpur Steel Works. Joint venture with Blue Scope Steel Ltd. Australia for quoted Steel

manf. facility setting up of Met coke manufacturing facility, West Bengal.

SUBSIDIARIES / ASSOCIATES
Tinplate Company of India Limited (TCIL) : With a market share of over 35%, it is the industry leader in India. It has the capability to supply all tinning line products including electrolytic tinplate/ tin free steel and cold rolled products

(www.tatatinplate.com) Tayo Rools Limited : The country's leading roll manufactures and supplier, the company products rolls which find application in integrated steel plants, the paper, tentile and food processing sectors, and the government mint. It also produces special costing for use in power plants. Tata Rayerson Limited(TRYL) : Is in the business of steel processing and distribution. It offers hot and cold rolled flat steel products in customized sizes and quantities through processing services. It also provides materials management services.

Tata Refractories Limited (TRL) Produces high alumina refractories, basic refractories, dolomite refractories, Silica and monolithic refractories. It is one of the few companies worldwide to produce silica refractories solutions, which include design, procurement, re-linking applications etc. Tata Sponge Iron Limited : Has the first Indian sponge iron plant based on indigenously developed direct Reduction Technology. It's major product lines are sponge iron lumps and fines. Tata Matealiks Is amongst the top wealth creating companies (in EVA terms) in the country. Tata Mataliks is engaged in the business of manufacturing and selling foundry grade pig iron. Jamshedpur utilities and services company limited (JUSCO) Re-engineered out of Tata Steel's lover services, is the country's first enterprise the provides municipal and civil services for

townships. JUSCO is the only EMS 1400/civil services provides in the country. Tata Pigments Limited : Its range of products includes oxides of iron dry cement paint exterior paint and distemper. Its products are used in paints, emulsion, cement floors, plastic etc. Jamshedpur Injection Powder Limited. TM international logistics Limited. Meta Junction Service Limited TRF Limited. The Indian Steel and wire Products Limited. Lanka Special Steel Limited Sila Eastern Company Limited Nat Steel Asia.

HUMAN RESOURCE POLICY

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

MISSION OF TATA STEEL

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

QUALITY POLICY
Consistent with the group purpose Tat Steel shall constantly strive to improve the quality of life of the communities. It serves through excellence in all facts of its activities. We are committed to create value for all our stakeholders by continually improving our systems and processes through innovation all our employees. The policy shall form the basic of establishing and reviewing the quality objectives and shall be communicated across the

organization. The policy will be communicated across the organization the policy will be reviewed to align with the business direction and to comply with all the requirements of the quality management standard.

THE FOUNDER OF TATA STEEL

Founder Jamshedji Nusserwanji Tata (1839-1904). Jamshedji Tata ranks among the greatest visionaries of industrial enterprise of all time. Gifted with the most extra ordinary imagination and presence he laid the foundations of Indian Industry, contributed to its consolidation, and became a key figure in India's industrial renaissance. Born on 3rd March 1839 into a family descended from parsi. Priests in Navsasi, a Centre for age-old Parsi culture, he was educated at Elphistone College, Bombay. Wealth to him was not the end, but the means to an end- the increased prosperity of India. His attitude to labour was remarkably ahead of his times, constantly reinforcing the norm that the success of industry depended upon sound and straight forward business principles, the interests of the share holders, the health and welfare of the employees, As early as 1892, he established the J.N. Tata endowment for higher education abroad of outstanding Indian students.

Initiated early into the techniques of trade by his father, he travelled wide gained a scientific outlook, and first set up tentile business in India, introducing new machinery what vastly improved the production of cotton yarn in the country. He However realized that India's real freedom depended upon her self sufficiency in scientific knowledge, power the steel and thus devoted the major parts of his life and fortune to three great enterprises - the Indian Institute of Science at Bangalore, the Hydro-electric Schemes and the iron & Steel works at Jamshedpur. Riven by Jamshedji spirit of adventure the first Tata explorers ventured into the forests and hills of Central India and Bihar in the summer of 1903 in search of mineral deposits for the steel plant. The saga, which had begun 25 years ago with the honour are deposits in China district culminated at Sakchi at the confluence of the rivers Subarnrekha and Kharki on December 1907. The first stake for the steel plant was driven on a forest covered plateau in Sakchi on 27 February 1908. The dream had come alive but clearness himself was no more for Jamshedji had died at bad Nakheim in Germany in 1904 after exhausting his successors to presence the family name. His spiril continued to inspire his sons to carry their father's dreams to fruition well after his death.

FRAMEWORK OF THE HRD POLICY IN TATA STEEL

To ensure that quality system is carried out in every sphere, TATA STEEL holds a training policy as per approved HRD policy the policy portrays the managements improvement in quality and utilization of human resources. It indicates the companies intension to develop its personnel to provide guidance in training and proper implementation of the programme. TATA STEEL has its own training board for finalization and implementation of its training programmes SNTI, TMDC is the chairman of the board while the function director of SNTI and the chief of HRD of TATA STEEL are the present members and member secretary respectively.

TRAINING AND DEVELOPMENT

INTRODUCTION The whole idea of management development is to maintain the lifeblood of the Organization by getting management talent ready as needed. Management ability does not come automatically. It comes slowly and gradually from training, experience and growth, since the days of the early management pioneers, training has been recognized as vital and legitimate area of corporate concern. TRAINING : AN INTRODUCTION :In simple workds training and development refer to the imparting of specific skills abilities and knowledge to an employee. A formal definition of training and development is "it is any attempt to improve current or future of the employee performance by increasing an employees ability to perform through learning usually by chaging the employees attitude or Increasing his or here skills and knowledge. The needs for training and development is determined by the employees performance deficiency computed as follows:

Training and development need = standard performance performance. Training is a systematic and organized procedure by which non-managerial personnel acquire technical knowledge and to

instructions in technical and mechanical operations, like operations of some machines. It is for a short-term duration and it is for specific jobrelated purposes. Training has become an essential activity in present fast changing technology and highly competitive environment prevailing in the industrial and other sectors. An organization needs to develop training attitude, to improve their skills. Besides, the competent forever, skills deteriorate and become obsolete. Engineering need to update their knowledge of mechanical and electrical systems. Hourly works attend seminars on problem solving, quality improvement and team building skills. Clerical personnel take courses to learn how to fully utilize the latest software e programs on their computers.

 Executives also participate in workshops to learn how to become more effective leaders or develop strategic plans for their divisions. Thus today people at all levels in organization are involved in formal training. SIGINIFICANCE OF TRAINING FROM EMPLOYEE POINT OF VIEW Training enables them to acquire more and greater skills thus increasing promotions. It provides better safety, remuneration and security, It enables them to turn out more output and earn various incentive payments. It also enables them to derive greater satisfaction, reduce their grievances and utilize their full skills and capacities, FROM THE POINT OF VIEW OF MANAGEMENT Training increases both in terms of quantity and quality. Training ensures greater safety and reduces employee accidents. their versatility for transfer and qualification for

 Systematic training, on the hand relives supervisor, consumer much less of his time and talent and on the other, provides more freedom to the operative employee since they also do not wish that they should be closely supervised and their mistakes often noted and corrected. It increases organizational and flexibility. TYPES OF TRAINING 1.FROM THE POINT OF VIEW OF OBJECTIVES Induction training to acquainting the employees with

organizational goals, policies, rules, products, his department, superior and peers. Job training teach the employee the nature of work to be performed by him. Use of machines, operative process etc. he is loaded acquainted with the inherent hazards and available safety measures. Promotional training so those organizational loyal employees may take over higher and new responsibilities. This is a good motivational.

2 FROM THE POINIT OF VIEW OF NATURE OF THE JOB. ON THE JOB TRAINING : under this method the principle of learning by doing is used. These methods are briefly described below. An employee is placed in a new job and is told how it is to be performed. It aims at developing skills and habits consistent with the existing practices of an organization and by orienting him to his immediate problems. VESTIBULE TRAINING OR TRAINING CENTER 1. CLASWS ROOM : It involves classroom training with the help of equipment and machines identification to those in use such at the place of word. Theoretical training is given in the classroom, while practices work s conducted on the production line. 2. SIMULATION: it is an extension of vestibule training. The trainee work in closely duplicated real job condition. This is essential in cases in which actual on-t he job practice is expert 3. APPERENTICISHP: Each apprentice is given a programmed of assignments according to a predetermined schedule which provides for efficient training in trade skills. 4. DEMONSTRATION AND EXAMPLES: Here the trainer describes and demonstrates how to do a certain work.

Demonstrations are often used in combination with lecture, text materials discussion OFF THE JOB: There are following methods area used and these are as follows:1. LECTURE: These are formally organized talks by an instructor on specific topics. The lectures are supplemented with discussions, films shows, case- studies, role- playing etc. 2. THE CONFERENCE METHOD-Under this method a

conference is held in accordance in with an original plan are discussed and participants pools their 3. SEMINARS OR TEAM DISCUSSION:-The group of a paper on a selected subject. One by one or more trainees write the paper. Discussion may be on a statement made by the person in charge of the seminar or on document prepared by an expert. 4. CASE DISCUSSION:- Under this method a real business problems or situational demanding solution is presented to the group and is presented to the group and members are trained to identify the problems presented, they must suggest various alternatives for tackling them analyze each one of these. Find out

their comparative suitability and decide for themselves the best solutions. 5. ROLE PLAYING:- Here trainee act as given roles as they would in a stage play. Role-primarily employee relationships, hiring, firing discussing a grievance problem. Conduction a post appraisal interview, disciplining a subordinate, or a salesman making presentation to a customer. PROGRAMMED INSTRUCTION:It involves two essential elements: 1. A step by step series of knowledge, each building upon what has gone before 2. A mechanism for presenting the series and checking on the trainees knowledge. DIFFERENCE BETWEEN TRAINING AND DEVELOPMENT Training and development programs are necessary in any organization for improving the quality of work of the employees at all levels.

The purpose of both is similar the main difference between the two is in respect to the levels of employees for whom these are meant, and the contents and techniques employed. TRAINING Training is a short- term process utilizing a systematic and organized procedure by which personnel acquire technical knowledge and skills for a definite purpose. It refers to instructions technical and mechanical operational like operation of some machine. It is for a specific job related purpose. DEVELOPMENT Development is a long- term process utilizing a systematic and organized procedure by which managerial personnel get conceptual and theoretical knowledge. It involves broader education and its purpose is long term development. Infect training is one of the instrument of development. Other instrument of development. Other instrument of developments is as follows: Performance appraisal

 Job rotation Career development plan and activities. Meetings and counseling etc. STEPS IN THE PROCESS OF TRAINING 1. IDENTIFY AND DEFINE TRAINING NEEDS :- This involves analysis of corporate, team, occupational and individual needs to acquire new skills or knowledge or to improve existing competences. The analysis covers problems to be solved as well as future demands. Decisions are made at this stage on the extent to which training is the best and most cost- effective way to solve the problem. 2. DEFINE THE LEARNING REQUIRED: It is necessary to specify as clearly as possible what skills and knowledge have to be learnt, what competences need to be developed and what attitudes need to be changed. 3. DEFINE THE OBJECTIVES OF TRAINING:- Learning objective are set which define not only what has to be learnt but also what learners must be able to do after training programmed.

4. PLAN TRAINING PROGRAMME:- These must be developed to meet the needs and objective by using the right combination of training techniques and locations. 5. DECIDE WHO PROVIDES THE TRAINING :- The extent to which training is provided from within or outside the organization needs to be decided. At the same time, the division of

responsibility between the training department, managers or team leaders and individuals has to be determined. 6. IMPLEMENT THE TRAINING:- Ensure that the most appropriate methods are used to enables the trainee to acquire the skills, knowledge levels of competence and attitudes they need. 7. EVALUTE TRAINING :- The effectiveness of training is monitored during programmers and, the impact evaluate . NEED FOR BASIC PURPOSE OF TRAINING The need for training of employees would be clear from the observations made by the different authorities. 1. TO INCREASE PRODUCTIVITY:Increased human of training is

performance often directly leads to increased operational

productivity, because of training are most evident on the part of new employees who are yet fully aware of the most efficient and effective ways of performing their jobs. 2. TO IMPROVE QUALITY: Better-improved workers are less likely to make operational mistakes: quality increases may be in relationship to a company product or service, or in reference to the intangible organizational atmosphere. 3. TO IMPROVE HEALTH AND SAFTY: Proper training can help prevent industrial accidents. A safer work environment leads to more stable mental attitude on the part of employees. Managerial mental state would also improve if supervisors know that they can better themselves through company designed development programmes. 4. OBSLENCE PREVENTIONS: Training and development

programmers foster the initiative and creativity of employees and help to prevent manpower obsolence, which may be due to age, treatment or motivation, or the inability of a person to adapt himself to technological changes. 5. PERSONAL GROWTH:- Employees on a personal basis gain individually from their exposure to educational experience.

6. OTHER REASONGS:- It may be observed that the need for training arises from more than one reason, these as follows: An increased use of technology in production; Lab our turnover arising from normal separations due to death or physical incapacity, for accidents, disease, superannuation, voluantyr retirement, promotion within the organization and change of occupation or job. Need for additional hands to cope with an increased production of goods and sevices; Employment of inexperienced, new or badli labour requires detailed instruction for an effective to enable them to keep abreast of the changing methods, techniques and use of sophisticated tools and equipment; Need for enabling employees to do the work in a more effective way, to reduce waste and spoilage of raw material and produce quality goods and develop their potential. Need for reducing grievances AND MINIMSIING

ACCIDENTS RATES;

 Need for maintaining the validity of an organization as a whole and raising the morale of its employees.

OBJACTIVES
The following objectives are as follows: To impart to new entrants the basic knowledge and skill they need for an intelligent performance of definite taskes; To assist employees to function more effectively in their present positions by exposing them to the latest concepts, information and techniques and developing the skills they will need their particals fields; To build up a second line of competent officers and prepeare them to occupy more responsible positions; To broaden the minds of senior managers by providing them with opportunities for an inter change of experience within and outside with a view to correcting the narrowness of the outlook that may arise from over specialisation.

RESPONAILTY FOR TRAINIG

Training is the responsibility of four main groups: The top management, which frames the training policy. The personal department, which plans, establishes and evaluates instructional programmers. Supervisors, who implement and apply development procedure ;and Employees who provide feedback, revision and suggestions for corporate educational endeavors.

OBJECTIVE OF TRAINING
1. 2. 3. 4. 5. 6. 7. 8. 9. Increase in production Increase in efficiency and effectiveness of work. Accomplishment of basic human needs. Better service Organizational study Organizational Flexibility Fulfillment of future personal needs. To improve health and safety obsolescence prevention. Personal growth.

TYPES OF TRAINING
1. 2. 3. 4. 5. Orientation training. Job training Safety training Promotional training Register training.

METHODS OF TRAINING
1. On the job training a) b) c) 2. 3. 4. Coaching Under study Job rotations

Ventibule training Apprenticeship training Classroom training

DIFFERENT TYPES OF EQUIPMENT USED IN TRAINING

1. 2. 3. 4. 5. 6. 7. 8. 9. Steel Projectors 9 Filmstrips / Slides. 16mm Monie Projector Tape recorder Opaque Projector Record player Microphone Television Screens Filp charts

10. Demonstration Boards 11. 35mm slide project 12. Overhead Project.

TRAINING PROGRAMME :
A well defined, planned and well-executed training programme should result in: 1. 2. 3. 4. 5. 6. 7. 8. 9. Increase in business performance. Improved in method of work. Reduction in non-performance assets. Important of customer service. Reduction in frauds and other losses. Reduction Manpower obsolescence. Improvement of moral and reduction in grievance. Improvement in productivity and Efficiency. Wider awareness among participants enlarge skills and personal growth. 10. Developing the variability of the available human resource. 11. Increasing job satisfaction, motivation and morality.

12. To help the organization fulfil its future personal needs of the individual employee. 13. Overall it leads towards the total growth of the organization.

IMPORTANCE OF TRAINING :
Training is the corner stone of sound management for it names employee more effective and productive. It is activity and intimately connected with all personal or managerial activities. It is an integral part of the whole management programme national superiority in manpower productivity can be attributed in no small measurement the success of our educational training programme. Any dynamic organization must constantly adjust to the changing their environment particularly on the technical sociological and commercial level. In preparing to accept organizational change training should play a pivotal role. Training today is much more challenging then even before, because the training needs to train employee for knowledge work. It is imperative to keep pace with the change environment particularly in the field of training activities both at the concept level and at the technique level.

SIGINIFICANCE OF TRAINING
FROM EMPLOYEE POINT OF VIEW Training enables them to acquire more and greater skills thus increasing their versatility for transfer and qualification for promotions.

OBJECTIVES
The objectives of training as adopted by the TATA STEEL will serve as an illustrative example: To impart to new entrants the basic knowledge and skill they need for an intelligent performance of definite tasks. To assist employees to function more effectively in their present positions by exposing them to the latest concepts, information and techniques and developing the skills they will need in their particular fields. To build up a second line of competent officers and prepare them to occupy more responsible positions. To broaden the minds of senor managers by providing them with opportunities for an interchange of experiences within and outside with a view to correcting the narrowness of the outlook that may arise from over - specialization

THE MAIN OBJECTIVES OF THIS STUDY ARE:1) 2) 3) To study the existing training setup of the company. To understand the weightage given to training by TATA STEEL. To study the effectiveness of the training methods employed by TATA STEEL & the employee perception of the same. 4) To assess the contribution made by training towards employee productivity & career growth. 5) Suggestions from employee side for further improvement.

RESPONSIBILITY FOR TRAINING

1. 2. The top management, which frames the training policies. The personnel department, which plans, establishes and evaluates instructional programmes. 3. 4. Supervisors who implement and apply development procedure. Employees who provide feedback, revision and suggestions for

corporate educational endeavors.

DEPARTMENTS COVERED IN PROGRAMME

1. L.D. shop #1 2. L.D. Shop #2 3. Coke Plant 4. Wire Rod Mill 5. Hot Strip Mill 6. Sinter Plant 7. Merchant Mill 8. Spares manufacturing 9. Equipment Maintenance Services 10. Power House #1

TRAINING PROGRAMME ORGANIZED BY SNTI

1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12.

S7300 PLC at L.D.#1 Grinding Technology Rolling Technology for CRM reduction in maintenance TRG on mill drive of WRM Drives course on maintenance and, repair Refractories for coke plant R.S. View Coke plant hydraulics mod-I MOTPRO RELAY Workshop for motor failure analysis Drives Course Maintenance & repair of ABB DCS Lubrication for supervisors

13. 14.

Levelling and alignment for supervisor. Fluid coupling for supervisors.

RESEARCH METHODOLOGY
DEFINITION OF RESEARCH : 1. 2. 3. A systematic search for knowledge Movement from known to unknown. Research in common refers to search for knowledge. One can also define research as a scientific and systematic for pertinent information on specific topics. It is a way to systematically solve the research problem. In it we study various steps that are generally adopted by a researcher in studying his research problem along with the logic behind them. It is important for the researcher not only to understand the research methods and techniques but also the methodology.

RESEARCH PROCESS
Formulating research problem Extensive literature survey. Survey. Steps

of

Developing hypothesis. Preparing research design

Research
Data mining sample design. . Collecting the data. Execution of project. Analysis of data. Hypothesis testing. Generalization & interpretation. Report writing.

Process

RESEARCH OBJECTIVE
The purpose of research is to discover answers to question through the application of scientific procedure. The main aim of research is to find out the truth which is hidden and which has not been discovered as yet. Though each research study has its own specific purpose, we may think of research objectives as following into a number of following broad groupings : 1. To gain familiarity with a phenomenon or to achieve new insight into it. 2. To portray accurately the characteristics of a particular individual, situation or a group. 3. To determine the frequency with which something occurs or with which it is associated with something else. 4. To Test a hypothesis of a causal relationship between variables.

COLLECTION OF DATA
It dealing with any real life problem it is often found that data at hand are inadequate and hence, it becomes necessary to collect data that are appropriate. There are several ways to collecting the appropriate data. 1. Primary Data : Primary data can be collected either through experiment or through survey. If the researcher conducts an experiment, he observes some quantitative measurements, or the data, with the held of which be examines the truth contained in his hypothesis, but in the case of survey, data can be collected by any one or more of following way. 1. 2. 3. 4. By observation Through personal interview Through Telephone interview By questionnaires

5. 6.

Through schedules Other method a) b) c) d) Warranty Card Mechanical Devices Projective Techniques Depth interview

2.

Secondary Data Secondary data means data that are already available i.e. they refer to the data which have already been collected and analyzed by someone else. Secondary data may either be published data or unpublished data. Usually published data are available. a) Various publication of central, state are local governments. b) Technical and Trade journals. c) Books, magazines, and newspaper.

d) Reports and publications of various associations. e) Public record, and statistics, historical documents.

RESEARCH METHODS
The basic types of research are as follows:i. Descriptive VS. Analytical: Descriptive research includes survey and fact, finding enquiries of different kinds. The major purpose of descriptive research is description of the state of affairs as it exists at present. In Analytical research, on the other hand, the researcher has to use facts or information already available, and analyze these to make a critical evaluation of the material. ii. Applied VS Fundamental: Applied research aims to finding a solution for an immediate problem facing a society or an industrial / business organization, whereas Fundamental research is mainly concerned with

generalization, whereas Fundamental research is mainly concerned with generalizations and with the formulation of a theory.

iii. Quantitative VS Qualitative: Quantitative research is based on the measurement of quantitative or amount. It can be terms of quantity. Qualitative research on the other hand is concerned with qualitative phenomenon, involving quality or kind for instance investigating the reason for human behaviors. iv. Conceptual VS Empirical : Conceptual research is that related to some abstract idea or theory. It is generally used by philosopher and thinker to develop new concepts or to reinterpret existing one. Empirical research relies on experience or observation alone, often without due regard for system and theory. I have chosen survey because of the following advantages : 1. Survey is conducted in case of descriptive research studies. 2. Survey type research studies usually have larger samples because the percentage of responses generally happens to be low.

3. Survey are concerned with describing, recording, analyzing and interpreting conditions that either exits or exited, the researcher does not manipulate the variable or arrange for events to happen. Survey are only concerned with condition or relationships the exits opinion that are held, processes that are going on, effects that evident or trends that are developing. 4. Survey is usually appropriate in case of social and behavioral sciences. 5. Survey is an example of field research. 6. Survey may either be census or sample survey. They may also be classified as social survey, economic survey or public surveys. 7. Possible relationships between the data and the

unknown in the universe can be studied through survey.

RESEARCH TECHNIQUE
1. By observation 2. Through personal Interview 3. Through Telephone interview 4. By Mailing of questionnaire 5. Through schedules Types of Questionnaire Questionnaire can either be structured or unstructured form. Structured Questionnaire : In which there are definite, concrete and predetermined question. The questions are presented with exactly the same wording and in the same order to all respondents.

Types of Questionnaire: 1) Open Ended:Open ended questions allow respondents to answer in their own words and often reveal about how people think (i.e. of the type inviting free response) 2) Closed ended: Closed ended questions specify all the possible answers that are easier to interpret and tabulate. (i.e of the type Yes and No) 3) Combination: Combination type of questionnaire is combination of both open ended and closed ended questionnaire.

SAMPLING DESIGN
A sample design is a definite plan for obtaining a sample from a given population. It refers to the technique or the procedure the researcher would adopt in selecting items for the sample, sample design is determined before the data are collected. SAMPLING UNIT: A decision has to be taken concerning a sampling unit before selecting sample. Sampling unit may be geographical one such as state, district, village etc or a construction unit such as house, flat etc., or it may be a social unit such as family, club, school etc. or it may be an individual the researcher will have to decide one or more of such units that he has to select for his study. SIZE OF SAMPLE : This refers to the number of items to be selected from the universe to constitute a sample a major problem before a researcher, the size of sample should neither by excessively large, nor too small. It should be optimum. An optimum sample is one which fulfill the requirement of

efficiency respresentativeness, reliability and Flexibility, while deciding the size of sample, researcher must determine the desired precision as also an acceptable confidence level for the estimate. The size of population variance needs to be considered as in case of large variance usually a bigger sample is needed. The parameter of interest in a research study must be kept in view, while deciding the size of the sample. Cost too dictate the size of sample that we draw. As such, budgetary constraint must invariably be taken into consideration, when we decide the sample size.

LIMITATION OF STUDY
Although research provides a god deal of assistance for decision making problem solving & control its limitations, errors do crepe in the choice of research methodology itself. The training was limited for a period of eight week which is not enough to have a complete overview of a large company like TATA STEEL. However, much effort has been made to gain information on the various aspects of the company especially related to training and development.

CONCLUSION
After exhaustive study and close analysis of the facts it can be said that training & development in TATA STEEL is at moderate level. The Training & Development activities in TATA STEEL. If get the required support & encouragement from the corporate level can really help the company to off set the losses & progress in the future, by providing the required training to its human resources, which can help to cultivate among the attitude, perception & required flexibility to remain sensitive to changing market needs & to face various practical problems that the company is facing in the present scenario.

No. of Participants Sample No. of respondents No. of Departments No. of respondents dept. No. training programme No. of respondents programme SAMPLING PROCEDURE

= 200 Employees = 200 Employees = 155 Employees = 10 = 10 = 15 = 10

On the representation basis, the sample may be probability sampling or it may be non-probability sampling. Probability Sampling: Probability sampling is also known as Random Sampling or Chance Sampling. Under this sampling design, every item of the universe has an equal chance of inclusion in the sample (i.e once an item is selected for sample, it cannot appear in the sample again).

Non Probability Sampling: Non-probability sampling is also known by different names such as deliberate sample, purposive sampling and judgement sampling. In this type of sampling, items remain supreme. The following methodology was adopted for analyzing the training set up, of method & effectiveness of training in TATA STEEL :1. 2. 3. Collection of participant list from training centre. Preparation of written questionnaires. Collection of information from different department through questionnaire. 4. Analysis of data and inferences.

Effectivenes of Programme

Performance index = 3.9 (78%)

4.1
Weighted Average Scale

4.08 4.01 3.91 3.91

4.06

4 3.9 3.8

A. Relevant to job B. Enhancement of Knowledge C. Skill & Knowledge gain D. Helpful for organizational growth E. Impact on departmental performance

Employees would like to attend similar programs in future?

20% Yes No 80%

Employees want to attend similar programs in future

Identify Training needs Define learning requirements Plan training Programmes

Training

Facilities

Location

Trainers

Implement Training Evaluate Training

Process of Planned Training

Apart from the main steel division, Tata Steel's operations are grouped under the following strategic business units.

Bearings Divisions: Manufactures ball bearings, double row selfaligning bearings, clutch release bearings and tapped roller bearing for two wheelers, fans, water pumps, etc.

Ferro Alloys and Minerals Division: Operates chrome mines and has unit for making ferro chrome and ferro manganese. It's one of the largest players in the global ferro chrome market.

Rings and Agrico Division: The ring plant manufactures forged and rolled rings for bearings and automotive components.

Tata Agrico is the first organized manufacturer in India of hand tools and implements for application in agriculture.

Tata Growth Shop (TGS): Has designed, developed, manufactured, erected and commissioned thousands of tonnes of equipments ranging from overhead cranes to high precision components,

including a rocket launch pad for the Indian Space and Research Organization.

Tubes Division: The biggest steel tube manufacturer with the largest market share in the country, it aspires to strengthen its market presence by expanding and modernizing its commercial and precision tube manufacturing capacity.

Wire Division: A pioneer in the manufacture of steel wires in India, it produces coated and uncoated wires, branded as Tata Wiron. The division also operates a wholly owned subsidiary in Sri Lanka.

Alcohol and Drugs Policy: Tata Steel believes that the loyalty and commitment of its employees depend upon the quality of life they are offered at work and at home. We recognize that indiscriminate use of alcohol and drugs is injurious to the well being of individuals, their families and the community as a whole. We acknowledge that the misuse of these psychoactive substances is a major health and safety hazard. Tata Steel is therefore committed to creating an alcohol and drug-free environment at the work place. This would be achieved through the involvement of all employees and the Joint Departmental Councils in spearheading appropriate initiatives. The initiatives would include : 1. Raising awareness, through the dissemination of information, education and training and by promoting healthy life styles among our employees and their families. 2. Motivating those employees who have an alcohol/drug problem, to seek assistance, while maintaining confidentiality about such cases.

HIV(+) & AIDS Control Policy: Tata Steel would take measures to prevent the incidence and spread of HIV and AIDS in the society. In case of need, the company would arrange to provide counseling and medical guidance to these patients and their families. orporate Social Responsibility Policy: Tata Steel believes that the primary purpose of a business is to improve the quality of life of people. Tata Steel will volunteer its resources, to the extent it can reasonably afford, to sustain and improve healthy and prosperous environment and to improve the quality of life of the people of the areas in which it operates. Environmental, Occupational Health & Safety Policy: Tata Steel reaffirms its commitment to provide safe working place and clean environment to its employees and other stakeholders as an integral part of its business philosophy and values. We will continually enhance our Environmental, Occupational Health & Safety (EHS) performance in

our activities, products and services through a structured EHS management framework. Towards this commitment, we shall; 1. Establish and achieve EHS objectives and targets. 2. Ensure compliance with applicable EHS legislation and other requirement and go beyond. 3. Conserve natural resources and energy by constantly seeking to reduce consumption and promoting waste avoidance and recycling measures. 4. Eliminate, minimize and/or control adverse environmental impacts and occupational health and safety risks by adopting appropriate "state-of-the-art" technology and best EHS management practices at all levels sand functions. Enhance awareness, skill and competence of our employees and contractors so as to enable them to demonstrate their involvement, responsibility and accountability for sound EHS performance. Research Policy: Tata Steel believes that research provides the foundation for sustained, long-term, stakeholder delight. Tata Steel shall nurture and encourage

innovative research in a creative ambience to ensure that the competitive advantage in its overall business is retained and surpassed. Towards this goal, the Company commits itself to providing all necessary resources and facilities for use by motivated researchers of the highest caliber. Research in Tata Steel shall be aligned to the technological initiatives necessary to evolve and fulfil the overall business objectives of the Company. Social Accountability Policy: Tata Steel, in accordance with its founding principles, will continue to improve the quality of life of its employees and the communities it serves. Tata Steel will conduct its business ever mindful of its social accountability, respecting applicable laws and with regard for human dignity. Tata Steel will positively impact and influence its partners in fostering a sense of social commitment for their stakeholders.

Key Enterprise Processes:

Leadership Strategic Planning & Risk Management Market Development Investment Management Human Resources Improvement & Change Management Order Generation Operation & Fulfillment Supply Management Research & Development Information Management

Social Responsibility & Corporate Services Values:

Trusteeship Integrity Respect for the individual Credibility Excellence

Striving For Excellence:

BOARD OF DIRECTORS
(As on 06th October, 2006)

Mr R N Tata Mr Nusli N Wadia Mr S M Palia Mr P K Kaul Mr Suresh Krishna Mr Ishaat Hussain Dr Jamshed J Irani Mr Subodh Bhargava Mr B Muthuraman Dr T Mukherjee Mr A N Singh

(Chairman)

(Financial Institutions' Nominee)

(Managing Director) (Deputy Managing Director Steel) (Deputy Managing Director Corporate Services)

MANAGEMENT
(As on 06th October, 2006)

Mr B Muthuraman Dr T Mukherjee Mr A N Singh

Managing Director Deputy Managing Director (Steel) Deputy Managing Director (Corporate Services)

Email Email Email

Mr H M Nerurkar Mr A D Baijal Mr U K Chaturvedi Mr R P Singh

Vice President (KPO & Technology) Email Vice President (Human Resources) Vice President (Long Products) Vice President (Engineering Services & Products) Email Email Email

Mr Koushik Chatterjee Mr Anand Sen Mr Varun K Jha Mr Avinash Prasad Mr Om Narayan Mr HC Kharkar Mr J C Bham

Vice President (Finance) Vice President (Flat Products)

Email Email

Vice President (Chattisgarh Project) Email Vice President (Industrial Relations) Email Email Email Email Email Vice President (Safety & Services) Vice President (TQM & CSI) Company Secretary

Mr Abanindra M. Misra Vice President (Raw Materials)

Bibliography
Human Resource Management By: P. Jyothi & D.N. Venkatesh Forward by T.V. Rao Human Resource Management Ashwathapa 5th Edition Personnel Management Himalyayen Publicatien House, Bonpay Memoria. C.B. Jovranals of TATA STEEL Files and Records of TATA STEEL, Jhakhand Prospectus of TATA STEEL TATA STEEL DIARY