A STUDY OF TRAINING EFFECTIVENESS MEASUREMENT AT ISPAT INDUSTRIES LIMITED, NAGPUR

S. B. JAIN INSTITUTE OF TECHNOLOGY,MANAGEMENT & RESEARCH NAGPUR: 2009-2011

Submitted by Nikita Mundhada

Submitted to Prof. Mr. Sumant Tekade

INTRODUCTION TO THE STUDY

Training and development is a routine based, non-stop practice, which a growing business organization must conduct to achieve their production target. Evaluation means the assessment of value or worth. It simply means the act of judging whether or not the activity has achieved the set target.

Process of training evaluation

What the learners skill and knowledge are before training?

The point at which instruction is started

What the learners skill and knowledge are after training?

Training is a waste of resources

Training cause

OBJECTIVE OF THE PROJECT

1. To understand the process and importance of

training effectiveness measurement being used at

ISPAT INDUSTRIES LIMITED.

2. To measure the performance of the employees.

3. Help people grow within the organization in order that, as far as possible its future needs for human resource can be met from within.

COMPANY PROFILE
In the past 5 decades ISPAT has emerged as a resilient organization with its core competence in Steel-making, raw material sourcing, trading and logistics, internationally. Ispat Industries Limited (IIL) is one of the leading integrated steel makers and the largest private sector producer of hot rolled coils in India. Set up as Nippon Denro Ispat Limited in May 1984 by founding Chairman Mr. M L Mittal. Ispats Kalmeshwar plant makes cold rolled (CR), Galvanized and color coated sheet.

RESEARCH DESIGN AND METHODOLOGY

TYPE OF STUDY

Descriptive research has been undertaken in this project to find out how much the
training has been effective. HYPOTHESIS Training and development enhances the performance of the employees. Training and development enhances the overall performance of the company. POPULATION Regular employees of ISPAT industries . SAMPLE SIZE Participants of TPM awareness and waste elimination training program i.e. 87 and 70 employees.

STATISTICAL TOOL

column chart
RESEARCH TOOL Online questionnaire (The opinion expressed by the evaluator may be biased for some employees.)

SOURCES AND METHODS OF DATA COLLECTION Primary Data:The information was collected from online system i.e. online questionnaire. Secondary data:Internet Books

TRAINING AND DEVELOPMENT AT ISPAT INDUSTRIES LIMITED

STEPS OF TRAINING PROCESS

1. IDENTIFICATION OF THE TRAINING NEEDS

2. TRAINING PLAN Releasing of monthly training plan AREAS OF TRAINING Technical Trainings (Operation & Maintenance) Functional Trainings Improvement Initiatives Quality Management Systems Safety, Health & Environment Behavioral Trainings

IT Trainings
Cost Awareness

3. TRAINING METHODS AND TOOLS On the job training Group discussion Presentation 4. TRAINING IMPLEMENTATION 5. TRAINING EVALUATION Methodology of Measuring Training Effectiveness at ISPAT INDUSTRIES LIMITED

After three months from the date of training, a training effectiveness form is send to the immediate superior of the participants to get the

feedback.

ONLINE TRAINING EVALUATION SYSTEM DEVELOPED BY

ISPAT

1.Training master entry

Training master entry helps to enter the training details.

2. Training participants entry

Training participants entry helps to enter particular training number and participants employee number.

3. Training evaluation by evaluator

Evaluator rate the employees before an dafter training on their performance.

4. Training effectiveness reports

Training effectiveness report is generated.

DATA ANALYSIS AND INTERPRETATION

Training effectiveness rating is given on 4 scale rating.

1. Development barely meeting the requirement of the job and guidance and
supervision required to complete the assigned task. 2. Development adequate to meet the requirement of the job i.e. the normal job assignments handled without supervision 3. Development exceeds of the task assigned at times. 4. Development exceeds job requirement significantly and consistently.

TPM AWARENESS TRAINING PROGRAM TPM AWARENESS PERFORMANCE INDEX

50

N o o f

e m p l o y e e s

40
30 20 10 0 1

37

41

0
2

4 1
2.5 2.75 3 3.25

1
4

Response

1. Development barely meeting the requirement of the job and guidance and supervision required to complete the assigned task. 2. Development adequate to meet the requirement of the job i.e. the normal job assignments handled without supervision 3. Development exceeds of the task assigned at times. 4. Development exceeds job requirement significantly and consistently.

WASTE ELIMINATION TRAINING PROGRAM

WASTE ELIMINATION PERFORMANCE INDEX
40

n o o f

e m p l o y e e s

35 30 25 20 15 10 5 0 1 2

37

10 0

13

2
2.25

6 1
2.5 2.75 3 3.25

1
3.5

Response

1. Development barely meeting the requirement of the job and guidance and supervision required
to complete the assigned task. 2. Development adequate to meet the requirement of the job i.e. the normal job assignments handled without supervision

3. Development exceeds of the task assigned at times.

4. Development exceeds job requirement significantly and consistently.

OBSERVATION
Training has enhanced the performance of the employees.

Employees are able to perform their work without any supervision.

Training has been adequate for all the employees to perform their work effectively and without any supervision.

As rated by the evaluators, overall learning index of the employees shows that

1. Performance of some of the employees was very impressive as the development has exceeded the job requirement consistently and significantly.

2. Training has enhanced the performance of some employees that has exceeded the

task assigned at times.

SUGGESTIONS
The training records must be maintained, preserved properly and updated timely. Employees showing low performance must be given further training in order to enhance their performance and to perform their work effectively. Employees showing high performance must keep maintained at that level in order to be consistent in their performance, by updating them regularly.

Proper care should be taken while selecting the trainers.

ISPAT trainers must be given continuous feedback and the training should be performed as a continuous planned activity.

CONCLUSION
The assumption has been proved from the data analysis and its interpretation that training has enhanced the performance of the employees. When the performance of the employees increases, productivity of the company increases. Thus, training and development has enhanced the overall performance of the company.

BIBLIOGRAPHY

Company reports Google and Wikipedia Books:-

Human resource management

-aswathapa