Project Study Report

On
Training Undertaken at

"HINDUSTAN ZINC LTD.

YASHAD BHAWAN
UDAIPUR”

Titled

“A STUDY OF INDUCTION PRACTISES AT HZL”

Submitted in partial fulfillment for the

Award of degree of

Master of Business Administration

Submitted By: - Submitted To:-

Shruti Vyas Shweta Tiwari

MBA-III SEM Associate

Professor
2008-2010

2
 Preface

“A man who achieves something outstanding has the spirit to attack a problem.
The patience to define it and the talent to solve it.”

The mining industry has evolved gradually in response to availability and

depletion of resources, technical and technological progress, economies and
diseconomies of scale, energy crisis and substitution threat and growing
consciousness of workers and public. However, the basic tenets of this industry
include maximization and minimization of waste.

From the beginning, man has been interested in earth largely in terms of her
mineral wealth. From crude stones, chert and stones implements of the early
Stone Age in various parts of India spread over centuries but records in stones
that man has been mining rocks for development of civilization as well as for
expression of his finer qualities.

This essentially means that the environment consists not only of natural
resources but also include men and women and the relationship between
different strata of society.

With the rapidly changing socio-economic environment and the trend towards
globalization of business and industry effective management of human resources
has become a very challenging job. During the last decade, significant changes
have taken place in social, economic, technological and political environment of
Indian business.
The recent state of changes in the economics of the world by the creation of
WTO, economic liberalization and trend towards globalization has brought many
opportunities and threats for modern organizations.

Adopting the most efficient and dynamic environment, HINDUSTAN ZINC LTD is
the flourishing epitome of new challenge to learn, to translate the knowledge and
expertise in to excellence day by day.

The word HINDUSTAN ZINC LTD stands for brilliant performance and excellent
performer.

HINUSTAN ZINC LTD is one of the leading producers of lead and zinc in the
country. Its operation’s are broad based and its activities range from exploration,
mining and ore processing

to smelting and refining of lead, zinc, cadmium, cobalt and other precious metal.
It also produces sulphuric acid and rock phosphate.

For the accomplishment of the objectives HZL is continuously engaged in hiring

new talent in the organization. It is said that first impression is the last
impression. And the first most task of newly employed is to attend the induction
programme organized by the company. So we can say that induction programme
is the most important part to increase the motivation level of employees. That’s
why it is needed that an induction programme must be such that which matches
the expectation level of employees.

In order to find the satisfaction level of employees with the existing programme
the study is conducted & also efforts are made to suggest the areas where
improvement is required.

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 Acknowledgement

Whatever I do and whatever I achieve during the course of MY life is not only
done by own efforts but there is always some amount of hard contributed by other
people associated with it directly or indirectly, knowing or unknowing.

Very first and foremost, I thanks to the “Almighty god”. And I am indebted to
Hindustan Zinc Ltd, Head office, Udaipur, for providing me this opportunity to work
as trainee..

I would like to express my gratitude to Mr. Ravi Gupta and Ms. Sumiti Sidana
who welcomed me enthusiastically and helped me out in my project.

I also thanks to Mrs. Shweta Tiwari for the institutionally guiding me in this project.

Last but not the least I am thankful to staff for their coordination.

Shruti Vyas

3
 EXECUTIVE SUMMARY

Introduction to HRD –
HRD helps a company to achieve its objective from time to time by creating a positive
attitude among workers. Reducing wastage and making maximum use of resources etc.
People are the most important assets on organization and their effective management is the
key to its success. When we talk about human resource development, we have in our
mind a variety of things, these included:

 Training

 Skill development and up gradation of knowledge and skills of employees.

 Motivating the employees.
 Effective utilization of employee’s skills and capabilities.
 Attracting the personnel and their retention.
 Wages, salaries and rewards.
 Monitoring and controlling the employee’s performance.

These aspects of HRD are essential for every sector . Generally HRD has to be
taken at both macros as well as micro levels. At the macro level one takes into
account education training infrastructure available and at the micro level one takes into
account how best an organization plan and manage their human resource.

Mostly these organizations apply the principle of empowerment to all the

employees. This empowerment is manifested in the way that companies.

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 Are highly focused and consistent in everything they do and say in relation to
employees.

Have managers who communicate with the employees. Facilitate, rather than regulate,
their employee’s response to the consumers. Solicit employees feedback about how they can
do things better. Stress the importance of the team work at each level of the organization and
Plan carefully the organization’s requirement and training needs.

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 Table of Contents

o Chapter 1 Introduction to the industry

o Chapter 2 Introduction to the organization

o Chapter 3 Research methodology

o Chapter 4 Data analysis

o Chapter 5 SWOT

o Chapter 6 Conclusion

o Chapter 7 Suggestions

o Chapter 8 Appendix

o Chapter 9 Bibliography

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 CHAPTER-1
INTODUCTION TO THE INDUSTRY
 VEDANTA RESOURSE PLC

 Type Public. (LSE VED)

 Founded 1976, Mumbai, India.

 Headquarters London, England, U.k.

 Key people Anil Agarwal, Executive Chairman.

Navin Agarwal, Depty Executive chairman.

 Industry Mining And Resources

 Products Copper,Aluminium,Zinc And Gold

 Revenue $8,203.7 million(2008)

 Operating income $2,592.4 million(2008)

 Net income $2.0055 million(2008)

 Employees 27,264(2008)

 Website http//www.vedantaresouce.com

THE TOP MANAGEMENT

 Chairman – Mr. Anil Agarwal

 Deputy Executive Chairman – Mr. Navin Agarwal

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  Chief Executive Officer – Mr. Kuldeep Kumar Kaura

VEDANTA
RESOURCE
S

79.6% 70.5%
KONKPLA 80.0% VEDANTA 51.0% MADRAS SESA
COPPER ALUMINIUM ALUMINIUM GOA
MINES PLC LTD. COMPANY LTD.
59.9%
STERLITE
29.9%
INDUSTRIES
(INDIA) LTD.

9
 51.0% 64.9% 100%
100%
HINDUSTAN STERLITE COPPER
BHARAT ZINC ENERGY MINES OF
ALUMINIUM LTD. LTD. TASMANIA
COMPANY

CHAPTER-2
Company Profile

HZL is headquartered in Udaipur in the State of

Rajasthan

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 HINDUSTAN ZINC
LIMITED
INTRODUCTION

Hindustan Zinc Limited was incorporated from the erstwhile Metal Corporation of
India on 10th January 1966 as a Public Sector Undertaking. In April 2002, Sterlite
Industries (India) Limited made an open offer for acquisition of shares of the
company consequent to the disinvestment of Government of India’s stake (26%)
including management control to Sterlite and pursuant to the regulations of SEBI
Regulations 1997 acquired additional 20% of shares from public. In August 2003,

11
 Sterlite Industries acquired additional shares to the extent of 18.92% of the paid
up capital from Government of India (GOI).India has pride of having the oldest
deposits of zinc. HINDUSTAN ZINC LTD. has over the years, shriven hard to
bridge the gap between indigenous zinc production and the national demand.
Today, it is the world's second biggest and largest producer of Zinc and Lead and
also among the fastest growing.

HIGHLIGHTS
 One of the world’s largest integrated zinc and lead producer.

 Having three lead-zinc mines, two smelters in Rajasthan and one at Vizag.

 It has a metal production capacity of 754,000 tonnes per annum with its smelter
operations situated in Chanderiya, Debari and Visakhapatnam.

 Refined zinc production capacity 669,000 tonnes per annum.

 Refined lead production capacity 85,000 tonnes per annum.

 The company is a subsidiary of the NYSE listed, Sterlite Industries (India) Limited
(NYSE: SLT) and London listed FTSE 100 diversified metals and mining major,
Vedanta Resources plc.

 HZL has approximately 6,400 employees.

 Strive for continuous improvements, Health and safety performance of its

operations

VISION

To be a world-class zinc company, creating value, leveraging mineral resources

and related core competencies.

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 MISSION

 Be a lowest cost zinc producer on a global scale, maintaining market leadership.

 One million tone zinc-lead metal capacity by 2010.

 Be innovative, customer oriented and eco-friendly, maximizing stake-holder value.

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 PRODUCTS
HINDUSTAN ZINC LTD. manufactures mainly two minerals - Zinc and Lead.
While processing them some other by-products like Silver, Cadmium, Cobalt and
Sulphuric Acid are also manufactured but in little quantity.

AWARD & RECOGNITION

 Ranked # 1 metal & mining company in India - # 2 in Asia - overall business
ranking # 17 in Asia by Business Week – BW, 2008.

 Dun & Bradstreet - American Express Corporate Award 2007 for Top Indian
Company in the Non-Ferrous Metals Sector.

 Process Excellence Award – By International Quality & Productivity Centre,

London in 2008

 TERI Corporate Social Responsibility Award 2007 by Hon’ble Finance Minister of

India.

 Federation of Indian Mineral Industries (FIMI) FICCI-SEDF Corporate Social

Responsibility Award 2006 by Hon’ble President of India.

 FIMI National Social Awareness Award 2006

 FIMI Corporate Social Responsibility Award 2007

 FIMI Excellence Award for the year 2007-08 to Rampura Agucha Mine.

 Golden Peacock National Training Award 2006.

 Golden Peacock Corporate Social Responsibility Award 2007

 Pegasus Corporate Social Responsibility Award 2007

 ‘Asian Power Plant of the Year 2007’ and ‘Best Emission Reduction Project in
Asia’ to Chanderiya Captive Power Plant by Asian Power, Singapore

 Amongst Best Employers in Asia 2009 in Top 25 companies in Asia, by Hewitt

Associates.

 Ranked # 2 Best Employers in India 2009 by Hewitt Associates.

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 HUMAN RESOURCE

HUMAN RESOURCE is not only the process of recruiting employees, but also
ensure that the talented pool remain an indispensable part of the organization ,by
providing them their social needs in the form of loans ,reimbursements for travel,
medical policies etc..And also provide them adequate training in the form of
learning and development for being competitive and conductive to the
organization throughout their career.

Edwin Flippo defines HRM as “planning, organizing, directing, controlling of

recruitment, development, compensation, integration, maintenance and
separation of human resources to the end that individual, organizational and
social objectives are achieved.”

HUMAN RESOURCES – An overview

Human resource management (HRM) is an approach to the management of

people on four fundamental principles:

1. People are the most important assets on organization and their effective
management is the key to its success.

2. Organization success is most likely to be achieved if the personnel policies and

procedures of the enterprise are closely linked with, and make a major
contribution to, the achievement of corporate objective and strategic plans.

3. Continuous effort is required to encourage all the members of the organization to

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 work together with a sense of common purpose. It is particularly necessary to
secure commitment to change.

4. The corporate culture and the values, organizational climate and managerial
behavior, if emanating from that culture will exert a major influence on the
achievement of excellence. This culture must be managed, which means that
strong pressure, starting from the top, needs to be exerted to get the values
accepted and acted upon.

HINDUSTAN ZINC HR

 Organization structure enhancing performance.

 Empowered SBU work culture.

 Leadership development for succession planning.

 Talent identification, positioning and suitable retention & motivational incentives

 Advanced online appraisal system for performance enhancement

 Competence Building

 Best of Fresh Engineers & Management Trainees inducted

 Development of middle management team for taking leadership role through

specialist programmes at IIM-Ahmadabad, School of Management-IIT and
Mumbai.

 Technical competency building through visits to world-class operations abroad.

 Leveraging Multi Unit operation

- Clear internal benchmarking possible.

- Multi unit operations facilitate training of fresh engineers for the new

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 smelters.

- Phase-III Expansion (Dariba) giving tremendous strength for manning the

new smelter.

 Blend of young engineers with experienced engineers – Cutting edge in expertise

& energy levels.

 Enhancement of quality of life by providing housing in township, school, clubs,

sports, events, frequent celebrations.

HR in HZL is composed of the following

 Payroll and services

 PMS and Talent Management

 Sourcing

 PR and CSR

 L and D

 MIS and Comp. Mgmt.

 Services and Payroll

This takes care of remuneration settlements, medical and travel reimbursements

on producing the apropos bills and dues clearance. If a person has to be
compensated then for an example considering January (des.21st-jan.20th) is
considered.

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 MIS AND Computer management

This deal with manpower, age mix and qualification of employees, attrition rate
and the basis is starting from 1st till the end of the month.

 Talent Management

On a quarterly basis HR scorecards are prepared and high performance are

rated as “stars” this also takes care of “job rotation” so that an employee can
have hands on experience in many areas and become versatile. Through
“Accelerated Competency Tracking & Up-gradation (ACT-UP)”process talent
management ensures that creamy layer get what they deserve.

 Sourcing

The primary role of HR deals with recruitment &retention, which is done on a

quarterly basis as &when the need arises. Freshers & laterals are the two broad
categories.

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 CHAPTER-3

RESEARCH METHODOLOGY
 CONCEPT OF INDUCTION

When a new employee joins an organization, he is completely a strange to the

people, work place and the work environment. Therefore, he is likely to feel
insecure, shy and nervous. In the absence of information and supports there is
likely to be anxiety and fear in his mind. He may undergo reality shock caused by
a gap between his expectations and the real situation. Induction or orientation
can help overcome these problems. Once an employee is selected and placed
on an appropriate job, the process of familiarizing him with the job and the
organization begins. This process is called induction or orientation.

According to Michael Armstrong

Induction is “the process of receiving and welcoming an employee when he first

joins a company and giving him the basic information he needs to settle down
quickly and happily and start work”.

The term ‘induction’ is generally used to describe the whole process whereby
employees adjust or acclimatize to their jobs and working environment. As part of
this process, ‘orientation’ can be used to refer to a specific course or training
event that new starters attend, and ‘socialization’ can be used to describe the
way in which new employees build up working relationships and find roles for
themselves within their new teams.

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 Induction is, therefore, the process of indoctrination, welcoming, acclimatization,
acculturalisation and socialization.

OBJECTIVES OF INDUCTION
Induction programme is designed to achieve the following objectives:

1. Induction helps to reduce labour turnover and absenteeism.

2. It also reduces start up time and cost.

3. To help the newcomer overcome his natural shyness and nervousness in

meeting new people in a new environment.

4. To build up the new employee’s confidence in the organization and in himself so

that he may become an efficient employee.

5. To develop among the newcomers a sense of belonging and loyalty to the

organization.

6. To foster a close and cordial relationship between the newcomers and the old
employees and their supervisors.

7. To ensure that the newcomers do not form false impression and negative attitude
towards the organization or the job because first impression is the last
impression.

8. To give the newcomers necessary information such as location of cafeteria and

locker room; rest periods and leave rules. etc.

BENEFITS OF FORMAL INDUCTION PROGRAMME

The benefits of formal induction are as under:

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1. It reduces new employee’s anxieties and provides him an opportunity to know
about the organization and its people.

2. It helps the new employees in knowing expectations of the organization and its
executives.

3. It fosters a uniform understanding among the employees about the company’s

objectives, policies, principals, strategies, and what the company expects of its
people. The new employees are also interested in learning about the total
organization. Induction tells them how they and their unit fit into the “big picture”.

4. It builds a positive attitude towards the company and its stakeholder. First day is
crucial because new employee remembers it for years. A well managed induction
forms a good impression on the mind of the new employee which lasts long.

5. It builds and strengthens a two-way communications channel in the company.

6. It helps speed up socialization process by making the new employee understand

the social, technical and cultural aspects of the workplace. New employee
becomes a part of the social fabric of the organization and develops a sense of
belongingness.

7. It facilitates informal relations and team-work among the employees.

8. It reduces turnover, employee grievances, and absenteeism by making new

employees more aware, adjusting and satisfied.

CONTENTS OF INDUCTION PROGRAMME

A formal induction programme should provide information concerning the
following:

1. Brief history and operations of the company.

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 2. Products and services of the company.

3. The company’s organization structure.

4. Location of departments and employee facilities.

5. Politics and procedures of the company.

6. Rules, regulations and daily work routines.

7. Grievance procedures.

8. Safety measures.

9. Standing orders and disciplinary procedures.

10. Terms and conditions of service including wages, working hours, overtime
holidays, etc.

11. Suggestion schemes.

12. Benefit and services for employee.

13. Opportunities for training, promotions, transfer, etc.

A formal induction programme may be spread over from a day to a fortnight.

Induction involves two sub–processes:

 Acquainting the new employee with his new surroundings.

 Indoctrinating him in the philosophy of the enterprise.

The essence of indoctrination is to convince the employee that he is working for

good company and for a good cause. It is necessary to answer any questions
and clarify any doubts that the newcomers may have about the job and the
organization.

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 Induction programme should consist of three steps
First-

General information about the history and operations of the organization is

provided by the human resource department. Its purpose is to help an employee
build up some pride and interest in the organization. During general induction,
information is also given on specific employee services, such as pension, health
and welfare facilities and safety programmes.

Secondly-

Specific induction relating to the job and work unit members is given by the job
supervisor. The employee is introduced to other employees, show his place of
work, informed of the location of canteen and toilets, rest room, etc.It is possible
that much of the instructions given to an employee in the beginning may not stick
in his mind. Periodic follow up is required to ensure that the employee is properly
placed and feels at home.

Thirdly-

Follow up of induction is undertaken to know the employee’s feelings and to

remove the difficulties faced by him through personal talks, guidance and
counseling. It may be coordinated by the joint efforts of job supervisor and the
human resource department.

PROBLEM AREAS IN INDUCTION

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 An induction programme may be faced with the following problems:

1. Induction may remain a superficial indoctrination into company philosophy,

policies and rules. Sometimes, it includes the presentation of an employee
hand book and a quick tour of the office or plant. The likely result is that the new
employee does not feel like part of the company.

2. Giving too much information in an induction session becomes almost as much of

a problem as providing too little. If a great deal of information as given to
employees all at once, they may feel overwhelmed, overloaded and “suffocated
“and may not retain much. On the other hand sketchy overview of the basis, i.e.,
quick or superficial induction after which new employee is immediately put to
work (to sink or swim), results in ineffective, sometimes negative, socialization.
Thus, providing an appropriate amount of information becomes a real problem in
induction.

3. Induction programme may be considered a burden by the supervisors. Even

when the personnel department has designed an elaborate induction programme
and trained supervisors to conduct their part of it, induction still may not be
effective. The supervisors might be more interested in immediate production
issues an may see induction as far less important than other problems they face.

4. Induction may suffer from “Mickey Mouse “assignment, i.e., small and
unimportant task. Sometimes, the new employee’s first assignment is in the
nature of insignificant duties, perhaps intended to teach the job `from the ground
up’ Giving only menial tasks to the new employee might discourage job interest
and company loyalty in him.

ENHANCING EFFECTIVENESS OF INDUCTION PROGRAMME

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 The following suggestions should be followed to make induction programme
more effective:

1. Supervisors should be trained in the art of induction of new workers. Thus,

induction should be treated as a special duty.

2. A workshop involving a facilitator working with supervisors and their new

employees should be designed to encourage feedback and to iron out
misunderstandings.

3. Specific responsibilities of the human resource department and the super

immediate supervisors should be made clear to avoid duplication or induction of
important information. The immediate supervisors should be made ultimately
responsible for the success of induction programme.

4. Induction procedures should be thoroughly planned and those conducting the

programmes should give attention to specific problems faced by the new
employees.

5. Those who design the induction programme should be sensitive to such matters
as how much information to supply at a given session, how to sequence the
various parts of the programme, and how well the new employees are
assimilating the information. Plenty of opportunity should be provided for
question and discussion in order to clarify the presentation. Information overload
should be avoided and only reasonable amounts of information should be
provided.

6. The human resource department should play a key role in planning and
coordinating the induction programme in collaboration with the concerned line
managers and supervisors.

INDUCTION PRACTICES AT HZL

27
 FORMAT OF INDUCTION PROGRAMME AT HZL

STEP-
1 Joining formalities

STEP-
2 Pre-induction test

STEP-
3 Presentation of induction CD

STEP-
4 Session on different lectures

STEP-
5 Team building & management games

STEP-
6 Code of conduct & business ethics

STEP-
7 Plant visit

STEP-
8 Post induction test

STEP-
9 Feedback

STEP 1: Joining formalities -

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Its include criteria check, pre medical test & registration or bank opening account
for new trainees.

Documents Checklist for New Joinee (Freshers):

S l.N o D es c rip tio n

1 HZL A pplicatio n F o rm

2 Interview Evaluatio n Sheet

3 W ritten T est A nswer Sheet

4 C opy o f Letter Of Intent

5 Offer Letter-Signed & A ccepted C o py

6 Educatio nal C ertificates

7 M edical Do cuments

8 P ro o f o f Date o f B irth

9 P ho to graphs

10 Sterlite C o de o f C o nduct-Signed C o py

11 P ro vident F und & No minatio ns F orms

12 Gratuity F o rms

13 Organisatio nal A dvice

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All the above recruitment papers have to be documented in the Personal File of
the new joinee.

Original Mark sheets have to cross-checked with the details mentioned on the
Application Form.

Medical Checklist:

Physical Examination, vision, eye (color blindness test), dental check up

HB.WBC total & Diff Count, ESR, Blood Sugar AC & PC,Fasting Lipid Profile,Ser.
Creatinine,L F T,Urine Routine Exam, Chest X-Ray PA View,ECG & T M T.

In case they undergo Medical Fitness tests by a certified Medical practitioner of

their choice, their submitted reports will be considered valid only once verified by
our Company CMO / MO.

They are required to undergo medical examination from HZL referred hospital at
the time of joining.

The medical charges for above will be reimbursed subject to a maximum of

Rs.2000/- at the time of joining on production of original bills. If declared
medically unfit, the original bills can be sent to us for reimbursement.

Employee Number:

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It is unique (non-repetitive) code given to the employee and is used to access
information for various administrative and job related purposes. It is formulated
and allocated by the HR department at Head Office.

Bank Account:

HR department facilitates the process of opening a bank account in collaboration

with a nationalized Bank at the time of joining of a new employee.

This official bank account will be used for all the financial transaction between the
company and employee.

Identity Cards [I-Cards]:

All employees are issued computerized photo- Identity cards formulated by IT

department on the basis of information provided by HR department.

E-mail Id:

The e-mail id is provided by the IT department of the respective locations where

the employees are posted. The employee has to fill the form giving all the details
required in the application form. This form should be duly signed by the head of
the respective department. This e-mail account is used for the communication
process through LAN and WAN.

STEP 2: Pre induction test-

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After the completion of joining formalities the next task is the conduct of Pre
induction test. In this test basic knowledge of candidates about the HZL is
checked.

STEP 3: Presentation of induction CD-

Presentation about the introduction of company started after the completion of

pre induction test.

STEP 4: Sessions on different lectures –

After presentation of induction CD, the session was organized for new trainees.
This session was very useful for new trainees. Lectures were based on
marketing, finance, HR: functions, EOHS, Transition from campus to industry,
commercial, about units of HZL, etc.

STEP 5: Team building & management games –

After completion of Sessions on different lectures, team building & management

games was start. These games were really helps for new trainees & in this step
they got highest level of pleasure.

STEP 6: Code of conduct –

To fill up this form Business ethics & code of conduct is compulsory for new
employee. Code of conduct is based on rules & regulation in the company. Every
employee has to follow these rules & regulation.

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STEP 7: Plant visit –

After these entire programs, plant visit was organized for new trainees i.e. one of
the smelter & one of the mines.

STEP 8: Post induction test –

After plant visit, post induction test was organized. The basic idea behind the
conduct of this test is to check the overall gain of information after induction
programme.

STEP 9: feedback form -

After completion this program, next step was feedback form.

INDUCTION PROGRAM FOR B Sc TRAINEES – 8th -12th JUNE, 2009

Batch consisting of 50 trainees joining on 8th June 2006. All these Trainees who
are joining are from the state of Rajasthan and hold a B Sc degree with chemistry
as one of the subjects

8.2.1 PROGRAM DETAILS

The Program Schedule is from 8th-12th June 2009 i.e. for 5 days at CLZS
Executive Club, Chittorgarh. For the sake of making the process smooth this time
both the joining formalities and Medical Checkup has done on 8th June. On 8th
Distribution of Uniforms & Kits was done in the afternoon session till 4 p.m. Then

33
the induction program starts in the afternoon with the screening and explanation
of induction CD. Also the presentations on Smelting and Mining are shifted to
respective smelter and mine during the visit. After two days we prepare a list of
those who have joined and who have not joined.

The actual Induction program starts at 9:30 a.m. on 9th with a welcome message
followed by the session on different fields such as Group & HZL – an overview, H
R function - an overview, from Campus to Industry, Lead Smelting Operations at
DSC, Exploration, Pyro Smelting Operations.

On 10th 2009 in the morning a batch snap along with CEO followed by the
inspirational speeches by Sr.VP (Projects) & VP (HR) etc. are scheduled before
tea. After tea break the presentations concerned to various departments starts on
by one as per the schedule and they continue for the day. All the presentations
are aimed at educating and inspiring the young blood.

After all these class room presentations the remaining days as usual are meant
for mine visit (Rajpura Dariba Mines) & smelter visit (CLZS). On the last day
evening a feedback session is held.

INDUCTION PROGRAM FOR B.Com TRAINEES – 29th June - 3rd July, 2009

Batch consisting of 50 trainees joining on 8th June 2006. All these Trainees who
are joining are from the state of Rajasthan and hold a B.Com degree.

8.2.1 PROGRAM DETAILS

The Program Schedule is from 29th June - 3rd July, 2009 i.e. for 5 days at CLZS
Executive Club, Chittorgarh. This time also both the joining formalities and

34
Medical Checkup has done on 29th June. On 29th Distribution of Uniforms & Kits
was done in the afternoon session till 4 p.m. Then the induction program starts in
the afternoon with the screening and explanation of induction CD. Also the
presentations on Smelting and Mining are shifted to respective smelter and mine
during the visit. After two days we prepare a list of those who have joined and
who have not joined.

The actual Induction program starts at 9:30 a.m. on 9th with a welcome message
followed by the session on different fields such as Group & HZL – an overview, H
R function - an overview, from Campus to Industry, Lead Smelting Operations at
DSC, Exploration and Pyro Smelting Operations.

On 30th 2009 in the morning a batch snap along with CEO followed by the
inspirational speeches by Sr.VP (Projects) & VP (HR) etc. are scheduled before
tea. After tea break the presentations concerned to various departments starts on
by one as per the schedule and they continue for the day. All the presentations
are aimed at educating and inspiring the young blood.

After all these class room presentations the remaining days as usual are meant
for mine visit (Rajpura Dariba Mines) & smelter visit (CLZS). On the last day
evening a feedback session is held.

RESEARCH METHODOLOGY

Research in common parlance refers to a search for knowledge. One can also
define research as a scientific & systematic search for pertinent information on a
specific topic. Infect, research is an art of scientific investigation. It is a careful
investigation or enquiry especially through search for new facts in any branch
of knowledge. It is a movement, from the unknown to the known. It is actually a
voyage of discovery. Research is an academic activity & as such the terms

35
 should be used in a technical sense. Research comprises defining & redefining
problems, formulating hypothesis for suggesting, solutions, collecting, organizing
& evaluating data, making deduction & reaching conclusions,& at last carefully
testing conclusions to determine whether they first the formulating hypothesis.

Title: - Study of induction practices at HZL (B.Com & B.Sc

candidates).

Objectives of the study

1. To study induction practice conducted at HZL for newly appointed B.Com & B. Sc
candidates.

2. To get feedback from candidates regarding to induction programme.

B. Research Design:-
“A research design is purely & simply the frame work or plane for a
study that guides the collection & analysis of data.”

My study is about the induction practices conducted at HZL for B.Com & B.Sc
candidates those who are fresher’s. An induction programme is very vital
because it helps a fresher or newcomer to understand the organization better. I
have taken a tool know as questionnaire in the form of feedback form & also
observation is used. Such study is useful as it makes clear about the
effectiveness of the induction programme conducted.

1. Type of Research: - Descriptive Research

36
 Descriptive research includes surveys and fact-finding inquiries of different kinds.
The major purpose of descriptive research is description of the state of affairs as
it exists at present. In social science and business research we quite often use
the term Ex-post Facto Research for descriptive research studies.

The methods of research utilized in descriptive research are survey method of all
kinds including comparative and corelational methods.

2. Sampling Design:-
Here I has done censes survey since the population size is small i.e. 100
only.

 Data Collection Method Survey

 Data Source Primary & Secondary

 Research instrument Questionnaire

 Type of Questionnaire Close ended & open

ended

Limitation of the study

1. Many candidates showed less interest in providing information & did not co-
operate.

37
2. Candidates are not fully aware about the information given to them.

3. Candidates are new so they are hesitating in providing true information.

38
 CHAPTER-4
DATA ANALYSIS

DEMOGRAPHIC PROFILE OF RESPONDENTS

Distribution of candidates on the basis of their qualification.

NO.OF
QUALIFICATION RESPONDENTS
B.COM 46
B.SC 54 43
INTERPRETATION:
Above chart clearly shows that 54% candidates are from B.sc in comparison to
B.Com candidates which are only 46%.This shows that major preference is given
to B.Sc candidates.

Distribution of candidates on the basis of GENDER.

NO.OF
GENDER RESPONDENTS
44
MALE 84

FEMALE 16
INTERPRETATION:
Above chart clearly shows that 84% candidates are male in comparison to
female candidates which are only 16%.This shows that major preference is given
to male candidates.

45
Distribution of candidates on the basis of AGE.

Age (years) No. of respondents

21 12
22 37
23 35

24 16

46
INTERPRETATION:
Average age of the respondents is 23.

Distribution of candidates on the basis of AREA.

47
District No. of respondents
Bikaner 19
Ajmer 12
Jaipur 29
Udaipur 17
Kota 19
Jodhpur 4

48
INTERPRETATION:
It is clear from the data in the above table that all candidates belong to
Rajasthan.

Distribution of candidates on the basis of ECP & NON-ECP.

PARTICULARS NO.0F PERSONS

ECP 16
NON-ECP 84

49
 ECP - Employee children

NON-ECP - Non employee children

INTERPRETATION:
It is clear from the data in the above table that 84% respondents are belonged to
Non-ECP and 16% ECP.

50
 1st. Ratings of faculty on a scale of 1-5

(5– Excellent, 4 – Very Good, 3 – Good, 2 – Satisfactory, 1 – Poor)

FACULTY AVERAGE STANDARD DEVIATION

A 4.87 0.43
B 4.76 0.45
C 4.76 0.62
D 4.6 0.75
E 4.77 0.64
F 4.3 0.78
G 4.53 0.74
H 4.52 0.77
I 4.52 0.81
J 4.74 0.60
K 4.56 0.74
L 4.61 0.65
M 4.39 0.82
N 4.76 0.55
O 4.69 0.60
P 4.65 0.63
Q 4.4 1.02
51
 2nd. Ratings of content on a scale of 1-5

(5– Excellent, 4 – Very Good, 3 – Good, 2 – Satisfactory, 1 – Poor)

SESSION AVERAGE STANDARD DEVIATION

Induction CD Presentation 4.82 0.37

Welcome Address 4.59 0.65

Group and HZL: An Overview 4.94 2.89

H.R. Function: An Overview 4.49 0.74

Campus To Industry 4.6 0.59

Exploration 4.19 0.75

Lead Smelting Operation At
DSC 4.36 0.70

Commercial 4.45 0.81

Finance And Accounts 4.42 0.74

Business Ethics And Code Of
Conduct 4.71 0.55

EOHS 4.45 0.82

Projects-Present And Future
Plans 4.49 0.67

52
 Marketing 4.3 0.78
Synergy Through Team
Building 4.75 0.57
Hydro And Pyro Smelting
Operations 4.55 0.65

Visit To RDM 4.29 0.86

Visit To CLZS 4.21 0.91

3. Rate your impression about accommodation and food

arrangements on a scale of 1to 5.

PARTICULARS NO.OF RESPONDENTS

SATISFIED 71
UN-SATISFIED 29

1-3 NOT
SATISFIED
4-5 SATISFIED

53
 INTERPRETATION:
It is clear from the above table that 71% candidates feels that arrangements of
food & accommodation are satisfactory & well organized for them & while 29%
candidates are not satisfied. These figures show that major numbers of
candidates are satisfied.

4. Was the induction process well managed for you?

PARTICULARS NO.OF RESPONDENTS

YES 97
NO 3

54
 INTERPRETATION:
It is clear from the above table that 97% candidates feels that induction program
was well organized for them & also it is clear who was responsible for what only
3% candidates are not satisfied. These figures show that major numbers of
candidates are satisfied.

5. Overall most useful part of your Induction.

55
 NO.OF
USE FULL PARTS RESPONDENTS
SAFETY & HEALTH 10
TEAM BUILDING 14
OVERVIEW OF HZL 20
VISIT TO RDM (Hydro & Pyro
process) 14

INTERPRETATION:
In the response of above question 35% candidates are saying that the overview
of HZL is the most useful part of the induction, than the second preference is
given to the safety & health part along with visit to RMD (Hydro & Pyro Process)
& lastly team building part is preferred by the candidates.

56
6. What would you say has been least useful?

PARTICULARS NO.OF RESPONDENTS

Nothing 90

Suggested 10

INTERPRETATION:
The response of above question is very positive i.e. 90% candidates are saying
that every part of the induction programme is of equal importance. Only10%
candidates have suggested and those parts are commercial, marketing, ethics &

57
 code of conduct & the reason is that either the presentation is not good or the
topic is not related to their field.

7. If there was any aspect of your Induction that could be improved

what would it be?

NO.OF
ASPECT RESPONDENTS
Punctuality 5
Brief matter 6
Providing safety shoes & helmet before
visit. 8
Separate programme for B.SC &
B.COM 6
Well formulated programme 7
Practical exposure 8
Lecture should be in Hindi. 6
Increase training period 3

58
 INTERPRETATION:
A varied number of suggestions were given by candidates & it is impossible to
show all those suggestions in table format that’s why I have taken only those
suggestions which are more in number. From the above table it clear that there is
lack of punctuality, matter presented was in detail which should be in brief & well
formulated & also presentation should be in both Hindi & English.

8. Overall, rate your experience of Induction on a scale of 1 to 5?

PARTICULARS NUMBER OF RESPONDENTS

SATISFIED 68
NOT-SATISFIED 32

1-3 NOT
SATISFIED
4-5 SATISFIED

59
INTERPRETATION:
During the study it was found by the investigator that 68% of respondents are
satisfied and 32% are un-satisfied.

60
 Chapter -5
SWOT

STRENGTH
It is the world's second biggest and largest producer of Zinc and Lead and also
among fastest growing. It has a metal production capacity of 754,000 tonnes per
annum with its smelter operations situated in Chanderiya, Debari and
Visakhapatnam. Organization structure enhancing performance and Advanced
online appraisal system. for performance enhancement.

WEAKNESS

Though organization has a good HR system but they are not very much aware
about the personality development of their employees and workers. The
organization totally focuses on the development of managers and executives.

61
OPPORTUNITY
Hindustan zinc LTD by maintaining a market leadership can be world class zinc
company creating value, leveraging mineral resources and related core
competencies.

THREATS
The company has good HR system but at time of induction the presentations are
totally in English which is not easily understood by all candidates it effects the
company image and sometimes these candidates who are not satisfy with that
can criticize out side the organization.

62
 CHAPTER 6
Conclusions

A humble effort has been made to summarize the findings in the organization.

Conclusion:-

1. The study revealed that majority of the respondents was B.Com.

2. Majority of the respondents were male.

3. Majority of the respondents were NON-ECP.

4. The average age respondents were 22.5 year.

5. Majority of the respondents were belongs to Jaipur.

6 .Major numbers of respondents were satisfied with accommodation and food

arrangements.

7. Majority of the respondents found induction process well managed.

8. Respondents finding satisfied the overall induction programme.

63
CHAPTER 7

64
 Suggestions

Although, appropriate candidates are selected and nominated for the induction
and training, self nominated can also be considered as a supplementary. It would
be of immense help both to the organization and the employee if he /she become
multi-faceted.

65
1. The induction program is excellent and well organized. But some candidates
are not satisfied with this because they thought that at the time of joining
formalities they facing some problem.

2. PPT’s should be in brief and copy of presentation can be given to everyone.

3. Present both in “English and Hindi” for better understanding and more
interactions in between the presentations.

4. Personality development should be included and practical games can be

included to check out personal trait.

5. Separate induction program should be organized for B. Sc and B.Com

trainees.

6. Slide presentation can be improved by including case studies.

7. Increase the number of days of induction program.

8. There is lack of punctuality. So management has to be punctual for their

programs and presentations.

9. Always trying to wrap the sessions by 5 PM.

10. Maximum number of candidates are satisfied with each and every part of the
induction programme but some of them are unsatisfied because those who are
from science background they thought that commercial and marketing sessions
has been least useful for them.

Suggested Induction Plan

Module Content Expected Outcome Time
Day 1

66
 Welcome & Inaugural Address 8.00-8.30
Joining formalities/Registration
Criteria Check 8.30-
Distribution of Uniforms & Kits 13.30
13.30 -
Lunch Break
14.15
14.20-
Icebreaker Introduction 14.50
Expectation
Management & The inductees will share their 15.00-
Agenda expectation of the program 1530
Group & HZL – an 15.45-
overview History & Overall structure of HZL 16.30
About Hindustan Zinc A look at the Leadership team, the 16.30-
Limited Vision & Goals 17.30

Day 2
Activity Energizer 9.00-9.15
The participants will discuss the
Recap Day 1
learning's from day 1 9.15-9.30
9.45-
Lead Smelting Operations at DSC 10.30
10.30-
Tea Break
11.00
11.00-
Exploration 11.30
11.35-
Pyro Smelting Operations 1230
12.40-
Commercial 13.20
13.20-
Lunch Break
14.15
Revenue generation & the existing 14.20-
Finance & Accounts business scenario will be highlighted 14.50
15.00-
EOHS 15.45
The participants will focus on the
Products & Services various products & services that HZL 15.50-
offers 17.30

Day 3

67
 Activity Energizer 9.00-9.15
The participants will discuss the
Recap Day 2
learning's from day 2 9.15-9.30
Present & future The company present & future plans
plans will be discussed 9.40.10.10
The participants will learn about the 10.15-
Marketing marketing 11.00
11.00-
Tea Break
11.15
The HZL Code of conduct &
Code of Conduct Management of Business Ethics will 11.20-
be highlighted 12.20
12.30-
Team Building
Synergy through Team Building 13.30
13.30 -
Lunch Break
14.15
14.15-
Activity Fruit Punch
14.30
14.35-
Team Building
Synergy through Team Building 15.55
The HR policies & the changing 16.05-
Human Resources
scenarios will be introduced 16.45

Day 4
Visits / Presentations at RDM &
Visits / Presentation CLZS

Day 5
Activity Energizer 9.00-9.15
The participants will discuss the
Recap Day 3&4 learning's from day 3&4 9.15-9.30
9.30-
Quiz Knowledge check
10.00
The participants will give an overall 10.15-
Feedback Session
feedback of the induction programme 11.00

68
CHAPTER-8
APPENDIX

69
Induction Plans of Other Companies

70
 Tata Communications - Induction Plan
Module Content Expected Outcome Time
Day 1
Icebreaker Introduction
12.00
Expectation
The inductees will share their -
Management &
expectation of the program 12.30
Agenda
History & Overall structure of Tata 12.30
Tata Group Overview
Communications – 1.00
About Tata
A look at the Leadership team, the 1.00 -
Communications
Vision & Goals 1.30
Limited
1.30 -
Lunch Break
2.15
2.15 -
Activity Energizer
2.30
The Tata Code of conduct &
2.30 -
Code of Conduct Management of Business Ethics will
3.30
be highlighted
The participants will focus on the
3.30 -
Products & Services various products & services that Tata
5.30
Communication offers
Movie on the legacy and 5.30 -
Keeper's of the flame
establishment of the Tata Group 6.30

Day 2
9.00-
Activity Energizer
9.15
The participants will discuss the 9:15-
Recap Day 1
learning's from day 1 9:30
The company plans & strategies will 9:30-
Corporate Strategy
be discussed 9:45
Overall Organizational Overview of the organizational 9.45 -
Structure structure 10.00
The participants will learn the 10:00-
Global Voice Solutions
business of voice solution unit 10.20
The participants will focus on the 10.20
Global Carrier
Enterprise unit, Carrier services and -
Solutions
TCTS 10.40
10.40
Activity Energizer -
11.00
The participants will focus on the 11.00
Global Enterprise
Enterprise unit, Carrier services and -
Solutions
TCTS 11.20
Tata Communications The participants will focus on the 11.20
Transformation Enterprise unit, Carrier services and -
Services (TCTS) TCTS 11.40
11.40
Tata Communications The participants will learn about the
-
Internet Services retail services
12.00
12.00
Tea Break 71 -
12.15
The participants will focus on how 12.15
Customer Service &
 INDUCTION PROGRAMME IN NTPC
• One week orientation programme – Overview of NTPC – Growth Plans. All
Executive Trainees/All disciplines. Usually inauguration by Ministry of Power.

• Executive Trainees (Discipline-wise) will be deputed to various projects/sites.

• Total of 6 months Class Room Training.

• Out of 6 months, one month common module for all disciplines, 5 weeks
general management modules.

• There will be a 15 days drama module for overcoming inhibitions,

leaderships, role mapping skills etc.,

• Further, there will be one month Personality Development Programme

inclusive

• Of Making of Manager, NLP, Social Skills and Business/social Etiquettes.

• Rest of the period of 6 months, class room training about specific

discipline.

• After 6 months, all executive trainees will be deputed to different projects

for Rotation on the Job Training for a period of one month. In this trainees
will be rotated through various departments of a unit for getting familiarization
and to compare the actual workplace practices.

72
 • After all these modules, all trainees will be deputed to different projects for
Direct On the Job Training for about five months in which they will perform
actual duties of an Officer/Engineer.

• Periodical Assessments: After 6 months of initial training there will be Mid

Term Appraisal which consists of presentations/interview.

• In between, there will be a written assessment of each common modules,

general management module and Discipline specific module. Each trainee
has to get a minimum of 50% marks in each module exam. Further, all ETs
have to get 50% marks in both Mid Term Appraisal and Final Term Appraisal
(FTA) which will be conducted at the end of the training.

INDUCTION PROGRAMS FOR B Sc/B.Com Trainees

1. INDUCTION PROGRAM: 8 to 12th Jun’ 09 at CLZS Executive Club

Day
&
Time Facilitators
dat
e Sessions

Joining formalities/Registration Mr Madhu K.E, Mr Swapnil

Mo 0830-
nda 1600 Criteria Check Mr Manoj Khandelwal
y hrs
Distribution of Uniforms & Kits Mr N.L. Jain
th
8
Jun • Pre-induction awareness
1630- test Ms Sumiti
’ 09 1800hr • Presentation of
s Induction CD
Tue Introduction Mr Ravi Gupta
sda 0930
-1000 Welcome & Inaugural Address Mr D Dhanavel
y
hrs

73
 1000- Tea Break
1020
hrs

1025- Group & HZL – an overview Mr P Satpathy

1100
hrs
1105-
1140 H R function - an overview Mr Sridhar Kalawal
hrs

1140-
1210 Mr Ravi Gupta
From Campus to Industry
hrs
1210-
1300 Lead Smelting Operations at Mr D Dhanavel
hrs DSC
1300-
1400 Lunch Break
hrs
1400-
9th Mr N K Kavdia
1430 Exploration
Jun hrs
’ 09 1435-
1530 Pyro Smelting Operations Mr A C Paul
hrs

1530-
1545 Tea Break
hrs

1545-
1615 Mr Sunipa Roy
hrs Commercial

1620-
1650 Finance & Accounts Mr Ankur Gupta
hrs

1655-
1740 Mr K S Gour
hrs EOHS

74
 0930-
Projects – present & future
1010 Mr BHRS Reddy
plans
hrs

1015-
1100 Marketing Mr A Bhattacharya
hrs

1100-
We 1115 Tea Break
dne hrs
sda
y 1115-
Business Ethics & Code of
1200 Ms Sumiti
Conduct
10t hrs
h
1200-
Jun
1330 Synergy through Team Building
’ 09
hrs

1330-
143 0 Lunch Break
hrs

1430-
1730 Synergy through Team Building
hrs
Thu
&
Fri
11th VISITS / PRESENTATIONS AT RDM & CLZS
& (Trainees need to wear shoes during visits)
12th
Jun
’ 09

Session: Mr Praveen Jain

Visit to RDM - Group A on 11.06.09 & Group B on 12.06.09 (0700-
1530 hrs) Visit: Mr R C Meena
Session on Mining: Open Cast & Underground

75
Visit to CLZS – Group B on 11.06.09 & Group A on 12.06.09 Visits: Mr P Satpathy (Pyro) /
(0730-1600 hrs.) Mr Sridhar Kalawal (Hydro)

Fri 1700- Feedback Session/Post Induction Test at CLZS Executive Club

12.06. 1830
09 hrs – Mr Ravi Gupta/Ms Sumiti Sidana

2. INPLANT TRAINING AT CLZS HYDRO & ASSESSMENT/FEEDBACK (13 Jun

to last week of Jun’ 09) :
3. BASIC PROCESS ENGG PROGRAM AT BITS Pilani (Starting last week of Jun’
09 for 28 days)
4. ON THE JOB TRAINING & ASSESSNENT/FEEDBACK AT CLZS HYDRO ( Last
week of Jul to30 Oct’ 09)

QUESTIONNAIRE

Name of the Trainee: Date of joining:

Name of L&D Head: Group company name:

Rating scale:
5 – Excellent: It has given me an excellent grasp of my job.
4 – Very Good: I have a grasp of my job, but with minor gaps.
3 – Good: Learnt a number of things, but with some gaps.
2 – Satisfactory: Some aspects covered well but many areas still vague /
unaddressed.
1 – Poor: I know little more now than when I started.
Kindly rate the session on a scale of 1 to 5.

Session Con Name of Rating

duc Faculty
ted F C
a o
(Ye c n
s or u t

76
 No) l e
t n
y t

MS sumiti
Induction CD presentation
sidana

Mr.D.
Welcome address
Dhanavel

Mr.P.Sathpath
Group & HZL : an overview
y

Mr.Sridhar
HR function : an overview
Kalawal

Transition From Institute to Mr.Ravi

Industry Gupta

Exploration Mr.Shailendra

Lead Smelting Operations at Mr.D.

DSC Dhanavel

Mr.Ravi
Commercial
Gupta

Finance & Accounts Mr. Manoj

Business Ethics & Code of MS sumiti

Conduct sidana

EOHS Mr Bharadwaj

MS sumiti
Projects – present & future plans
sidana

Marketing

Mr.A.Bhattaac
harya

Team Building Exercises Mr.Ravi

Gupta/Ms.

77
 Sumiti Sidana

Mr.Ravi
Hydro & Pyro Smelting Operation Gupta

Mr. Praveen
Visit to RDM Jain/Mr.C
Meena

Mr.Sridhar
Visit to CLZS Kalawal/Mr.P.
Sathpathy

1. Were your joining formalities completed on the day of your joining?

Yes No
Any additional comments

2. Have the materials in the Induction kit been of use to you?

Yes No
Any additional comments:

3. How would you rate your impression about accommodation and food
arrangements on a scale of 1to 5?

4. Was the induction process well managed for you? Was it clear who was
responsible for what?

5. Overall, what have you found the most useful part of your Induction, and why?

6. What would you say has been least useful, and why?

7. If there was any aspect of your Induction that could be improved what would it
be, and how might we improve it? Aspect:

78
 Suggestion for improvement:

8. Are there any other comments or suggestions you would like to make?

9. Overall, how would you rate your experience of Induction on a scale of 1 to 5?

BIBLIOGRAPHY

79
 Human Resource Management K.Aswathappa

 Human Resource Management T.N.Chhabra

References:

 www.hzlindia.com

 www.google.com

 www.wikipedia.com

 www.yahoo.com

 www.vedandaresources.com

 Personal Experience and Expertise

80
81