Training & Devlopment

A
SUMMER INTERNSHIP REPORT

ON
To study, analyze and evaluate Training and development practices imparted by GHCL LIMITED
(June August 2011) AT GHCL-SUTRAPADA In partial Fulfillment of MASTERS DEGREE IN BUSINESS ADMINISTRATION SUBMITTED TO GUJARAT TEC. UNIVERSITY
SUBMITTED BY: POOJA A. MALVI MBA-II
GUIDED BY: RUCHITA MANDLI
Enrolment no.:-107730592057
SHRI SUNSHINE GROUP OF INSTITUTIONS RAJKOT
Sri Sunshine Groups of Institution Rajkot
Page 1
DECLARATION
I am very well aware of the ethics and guidelines one has to follow while working on a project in a disciplined manner.
Being aware of a project regarding its Factuality and Authenticity, I have tried my best to perform my task.
All the information mentioned here throughout the project is true to the best of my knowledge.
And I declare it as true and the collection made through own website and by my own personal observation and experience.
The theoretical part is gathered from various Human Resource reference books whose quotations have been mentioned in bibliography.
Page 2
PREFACE
It is definitely true that the world outside your house is many a time different from what you have been preceding in the same way. It is possible in that theoretical knowledge acquired by in the class room may differ from the practical knowledge.
With a view to making aware of the practical implication of what I learned really helping in industries during the remaining period the main.
I have undergone training at GHCL LTD. Sutrapada, Where I study the organization working and also analyze the performance appraisal system at there.
A sincere effort has been done by me to mention. The knowledge acquired during the Training period. The meters mention is based on information gathered during the survey.
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ACKNOWLEDGEMENT
Words are inadequate to express my gratitude to the GHCL Limited for giving me an opportunity to undergo the practical training in their company and extend me full cooperation, enabling me to successfully complete this project report.
I am thankful to my family and friends who have helped and supported me to make this project a success.
I am particularly grateful to Mr. Manoj Manon, H.R. manager At GHCL, his cooperation extended to me by providing necessary information & timely help.
I am also obliged and indebted to Miss. Ruchita Mandli, Assistant Prof. Sunshine Institute Rajkot.
POOJA A. MALVI
Page 4
INDEX
NO 1 2 3 4 5 6 7 8 9 10 11 12 13 14
PARTICULAR Executive summery My project Industrial Review Company Profile Production Department Marketing department Personnel Department Training & Development Training & Development Structure in organization Research Study Data Analysis & interpretation Suggestion Conclusion Bibliography
Page No 06 07 08 09 24 37 45 56 65 75 82 95 96 97
Page 5
EXECUTIVE SUMMERY
The report consists of the Companys overview, its vision, mission, history and development, the achievements and awards that the Company has received organization hierarchy, management profile etc..
The next part of the project contains the departmental studies of the organization, management. like production, marketing, finance and human resource
Further, the report reveals the research work that I have undertaken in the Company during my training period on the topic performance appraisal effectiveness analysis.
At the end annexure, like one sample of questionnaire and copy of financial statements.
Page 6
MY PROJECT
The project report presented here is primarily concerned with training and development part of employees in the organization.
Training and development is always an important aspect of the growth of a company and the individual employees as well. Due to daily changing business environment, manufacturing process, technological advancement and rapid growth in the demand of the products and services etc the workforce of any organization has to be very well equipped with the skills, ability, and talent required to cope up with the market competition. Now a days many organizations are conducting training programme to improve the productivity of employees.
The quality of employees and their development through training and education are major factors in determining long term profitability of a business. If you hire and keep good employees, it is good policy to invest in the development of their skills, so they can increase their productivity
Evaluation is the systematic appraisal by which we determine the worth, value or meaning of something to someone, In case of training we are concerned with providing information on the effectiveness of the training activity to decision makers who will make decision based on the information.
It is important that evaluation be a planned or systematic effort that is built from the start of the training process. The main objective of training programmed to determine if they are accomplishing specific training objectives, i.e., correcting performance deficiencies. .
Sri Sunshine Groups of Institution Rajkot Page 7
INDUSTRY OVERVIEW
GHCL Limited was incorporated in the year 1983 in joint sector between the Dalmia group and GIIC (Gujarat Industrial Investment Corporation) for producing 4,20,000 MTPA of soda ash. The Plant was commissioned in the year 1988. GHCL Limited is situated at Sutrapada coastal village on the shore of Arabian Sea in Gujarat. It is about 10kms away from the famous Somnath temple. Over years, GHCL Limited has diversified into the fields of manufacturing industrial chemicals and textiles. The products are catering to both domestic and international markets. GHCL Limited is a customer focused Company committed to leadership through quality. GHCL Limited is a multinational Company as it has four international acquisitions. GHCL Limited possesses top position in three industries- chemicals, textiles and information technology outsourcing. Company manufactures markets and distributes its products and services in all over the world. As GHCL Limited is a growing Company, it will help me to learn the industrial culture and nature throughout the training. It will further help me to work out in any organization in near future. The rest of the project consists of the departmental studies of the organization through which the reader can expect to know about the organization.
Page 8
COMPANY PROFILE
Page 9
INDEX
NO 1 2 3 4 5 6 7 8 9 10 11 12
Particular History & Development GHCL Soda Ash Business Size Of Unit GHCL Soda-The journey so far Achievements & Awards Employee benefit Quality Policy Vision Mission Company Fact Board of Director Organization hierarchy
Page No. 11 12 13 14 15 16 17 18 19 20 22 23
Page 10
HISTORY AND DEVELOPMENT
GHCL a 2870 million joint venture between GLLC and DALMIA GROUP OF INDUSRIES. It is a very ambition heavy industry laid down on the western coast of Arabian sea in Gujarat on March 24, 1988. The plant manufactures high grade dense and light soda ash for domestics and international use.
The mission of GHCL is to be a multi-product company manufacturing chemicals, industrial raw material and other product, using modern technology and serving domestic and international market.
The GHCL faced much competition like NIRMA and TATA industrial. In past NIRMA industrial was also the customer of GHCL and most of the part production is bought by them. But after some time they start their one soda ash industry and become a big competitor of GHCL but them also GHCL is No.1 is Asia in production of soda ash because of their products services and their goodwill.
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GHCL SODA ASH BUSINESS
Soda ash (chemical name sodium carbonate) is the basic input for glass, delegates (especially popular/low priced detergents), silicates (silica based chemicals, stylists, gets, certain other cleaning, water purification and pigments) and certain other chemicals. In India the major demand comes from the glass industry soda ash id of light and dense verity. The light verity (lsa) finds application in detergents, whereas the dense verity (dsa) is used in glass manufacturing. Globally natural soda ash is mined in USA and Kenya while synthetic plants are located in Europe, china, and India. In India the production capacities are concentrated in saurashtra region of Gujarat, due to easy availability of key raw materials (sell and chemicals grade limestone) and proximity to major markets.
Soda ash consumption in India is almost 40% of demand (entirely in the from of L.S.A.) glass accounts for 23% (entirely in the form of D.S.A.) chemicals 17% silicate 10% and through trade 10%.
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SIZE OF THE UNIT
According to the definition of the unit only consider as large scale unit .Who has invest more than 100 carores in fixed assets. As GHCL invest 210 carores in his net fixed assets. He is considered as large scales. There is a three types of industry,
1. SMALL SCALE INDUSTRY:The industry whose investment in fixed assets is less then Rs.1 Carore is known as small scale industry.
2. MEDIUM SCALE INDUSTRY:The industry whose investment in fixed assets is more then Rs.1 adores but less then 3 cores.
3. LARGE SCALE INDUSTRY:The industry whose investment in fixed assets is more then Rs.3 cores.
GHCL is a large scale industry as the investment above 210 corers, so it is a large scale industry.
Page 13
GHCL Soda Ash- The Journey So Far
Total capacity 800000 TPA
Total capacity 1.1 million TPA
Total capacity 5 million TPA
Production capacity
Capacity increase 525000 TPA Capacity increase to 600000 TPA
Initial capacity 420000 TPA
1988
2001
2006
2007
2008
2009
2010
We started our Soda Ash journey 1988 when we commissioned our plant with 420000 TPA which was further enhanced to 525000 TPA in the year 2001. In the year 2006 the total capacity increased to 600000 TPA which was followed by acquisitions in Romania with capacity of 300000 TPA. We are increasing our capacity in India for another 250000 TPA making our global capacity to 1.1 million TPA. We further have acquisition planned to make the capacity to 5 million TPA.
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ACHIEVMENTS AND AWARDS
Achievements GHCL Limited is amongst the top ten soda ash players in the world and one of the top three in India. Awards International Safety Award: For satisfying the requirement prescribed by the British Safety Council. ICMA Award (in 1993): For the wide spread impact on the chemical industry and the economy. ISO 9000 certification (in 1996): For having started TQM in 1992. Four Stars (in 1997)
Five Stars (in 1999): British Safety Council gave five stars for health and safety management system to the Company
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EMPLOYEES BENEFITS
The benefit for employees in GHCL is that he get very good motivation from his senior and GHCL also give the facility like quarter, school for their children, GHCL also give short term loans, to his employees and they do not charge any interest and company approved med claim till 35000 for him and company also approve med claim of rupees 15000 for employees wife or other family members and company give employees advance salary if he needs. Company also gives bonus in festivals days which was decided by the union and company management.
GHCL also provide the G.P.A. (group personal accident) the employed can take loan on basis of P.F. And company also gives car loan, housing loan, subsidies etc. The company have good safety system for their employees safety they give him many equipment for safety and for this they have OHSAS 18001 certificate.
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QUALITY POLICY
GHCL is committed to.....
Provide quality products and services which meet customers need & regulatory requirements. Achieve excellence through continual improvement of business of business
recesses and technologies by harnessing the spirit, will unintelligence of our people.
Set-up systems and procedures to facilitate quality in products, services and in day operations.
Achieve customs satisfaction in each segment of industry where our product is used.
Build GHCL as an effecting team to work together to achieve business goals.
Have a market driven approach to business in all its endeavors.
Continually upgrade our resources, infrastructure and work environment to support quality objective.
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VISION
GHCL Limited will be a customer-focused Company committed to leadership through quality. Company strives for building trusting relationships, encouraging entrepreneurship and sharing prosperity
Page 18
MISSION
The mission of GHCL Limited is to be multiproduct Company manufacturing chemicals, industrial raw materials and other products by using modern technology and securing domestic as well as international markets.
The quality of the Companys products or services is of the utmost importance for the continuous achievement of business goals. GHCL Limited will harness the spirit, will and intelligence of its people for achieving,
A reasonable return on equity for its investors A safe and healthy environment at the work place A reputation for being responsible corporate bodies
Page 19
COMPANY FACTS
Company name
GHCL LIMITED
Brand name
GHCL
Year of establishment
1988
Industry
Industrial products/ FMCG
Type of the Company
Public Limited Company
Size
Large-scale unit
Main product
Soda ash
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Location
GHCL LTD. Sutrapada Dist: Junagadh State: Gujarat (India) 362275
Registered office
GHCL HOUSE Opp. Punjabi Hall Navrangpura, Ahmadabad 380009
Corporate office
GHCL HOUSE Institutional Area Sector-1, B-38 Noida- 20L 301(UP)
Website
www.ghcl.co.in
Page 21
BOARD OF DIRECTORS
Chairperson
Mr. Sanjay Dalmia
Vice chairperson
Mr. Anurag Dalmia
Whole time directors :
Mr. R. S. Jalan, MD Mr. Tej Malhotra Sr. ED (Operation)
Independent Directors
Mr. Jagdish Kapoor. Mr. H. H. Faruqi
Alternate Directors
Mr. Neelabh Dalmia Mr. Naresh Chandra Mr. Mahesh Kheria
Institutional Nominees
Mr. G. A. Tadas - Nominee (IDBI) Mr. R. W. Khanna - Nominee (EXIM Bank)
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ORGANIZATION HIERARCHY
Senor Executive Director (operation)
ViceVice President President

Sr. General Manager
General Manager
Deputy General Manager
Assistant General Manger
Sr. Manager
Manager
Deputy Manager
Sr. Officer / Engr. Officer / Engr. Assistant Officer/Engr.
Junior Officer / Engr.
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PRODUCTION DEPARTMENT
Page 24
INDEX
Sr. No. 1
Particulars Introduction
Page No 26 27 28 29
Product
Raw Materials
Process Quality Management
5 Policy 6 ISO 9000
30
35
Page 25
INTRODUCTION
Production department is very essential for any business. Production involves systematic conversion of one form of raw material into another to create the utility of products or services. The production manager has to make sure that they produce a product, which functions as expected viz. production at the right time and in right quantity.
GHCL Limited has also good production department for producing soda ash and other products. The Head of the production department manages all the activities related to production. Soda ash is used as raw material in the production of detergent powder, glass, pure fire etc... GHCL Limited produces soda ash with the help of high tech machinery. GHCL Limited provides best quality of product to their customers.
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PRODUCT
As said earlier the Company manufactures two types of products:
1. Light Soda Ash (LSA)
2. Dense Soda Ash (DSA)
Light soda ash and dense soda ash are used in major industries like:
Glass Detergents Paper Textile Sodium silicate
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RAW MATERIALS
1. Lime stone 2. Salt 3. Coal / coke 4. Ammonia 5. Briquette
Except for coal and water, which are arranged through government agencies, the Company manages the generations of other raw materials.
Company has enough mining land at lease for limestone. The Company has its own Captive salt-manufacturing units. The Company has capacity to generate power of 11mw. In scarcity of soft water, the Company has provision for the intake of seawater. Production capacity is 21000 tones per year.
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PROCESS
Section 100 In process stream, section 100 includes washing of salt, handling of salt, dissolving pure salt and purification of raw brine for preparation of brine for making soda ash.
Section 200 After section 100, section 200 comprises of limekiln. This section gets the raw material through R.M.H. (Raw material handling) section, which comprises of three phases and they are limestone, coke, coal. The process of trade is belt conveyer.
Section 300 This section includes of lime grinding. For Lime grinding, Limestone is processed in different machines respectively.
Section 400 The section comprises of the addition of ammonia and reduction of carbon dioxide. High salt losses in Plant are caused due to large flow of waste circulation brine from settling pond.
Section 500 & 600 These two sections include preparation of Soda Ash. These sections also include calcinations and carbonation process. In this process, Light soda ash and dense soda ash and baking soda are prepared.
Section 700 This section includes the packaging of the produced products that are light soda ash and dense soda ash.
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QUALITY MANAGEMENT POLICY
GHCL is committed to: Provide quality products and services, which meet customers needs and regulatory requirements. Achieve excellence through continual improvement of business processes and technologies by harnessing the spirit, will and intelligence of our people. Set up systems and procedures to facilitate quality in products, services and in day-to-day operations. Achieve customer satisfaction in each segment of industry here our product is used. Build GHCL as an effective team to work together to achieve business goals. Have a market driven approach to business in all its endeavors. Continuously upgrade our resources, infrastructure and work environment to support quality objectives.
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PURCHASE / SUPPLY PROCEDURE
Purchase of any material is done when the requirement arises. First of all the indent form is received at MES (maintenance engineering service) department. After that, the issuing of enquiries is done to the registered vendors.
Then the code comparative statement is noted where the last purchase details is taken i.e. when purchase was done, quantity is being checked, price is checked and the supplier is checked, etc. Then selection of the economical item is done.
For some items rate contract is done. Rates are placed as per the least price of the item (MRP) of the Company. Here as and when requirement is raised order is placed accordingly.
Some items are called annual store stock where in the beginning of the year the requirements are being fulfilled. Some items are being ordered to the original manufactures, such items are called original equipment manufacturers.
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PAYMENT
Payment of the purchased items is done in the following ways:
1. Credit is given for 30 days
2. Payment through bank
3. Cash on delivery
Thus, the function of purchase is:
1. Order comes which is converted to purchase order.
2. Converted should be received (i.e. whatever is purchase is of good quality and the payment is made in the right time.)
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STORES MANAGEMENT
In the store management, they need to check the item and the quantity and make a record of inward outward goods, received receipt, material checking and handling.
Material comes according to the purchase order. Material should reach as per the rules and regulation. Proper documentation and proper accounting is necessary for the transportation purpose. Store manages the items to be issued to the user department. If the material is accepted and certified by the users accept, the accounts department processes the bill.
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PACKAGING
In GHCL Ltd. for packing of light soda ash 50kg, bags and 750kg bags are used and for dense soda ash, Company uses 50kg and 1-tone bags, which are known, as Jumbo bags. For packing, HDPE packing bags are used in GHCL Limited.
POLLUTION CONTROL
Only the good quality production is not essential for the Company, but to control the pollution during the production process is also mandatory.
GHCL Limited follows the government rules to control the pollution. For that, the Company has grown more than 5500 trees around the surroundings and installed pollution controlling equipment, pneumatic systems, etc.
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ISO 9000
ISO (International Organization for Standardization) is a worldwide federation of National Standards Institutes. It was created in 1947 at Geneva, Switzerland. India is a founder member with voting rights. GHCL Limited is ISO 9000 registered.
Objective of ISO is:
to promote the development of standardization and related activities to assure suppliers quality
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BENEFITS OF USING ISO 9000 SERIES
ISO 9000 enables organizations to know the minimum level of quality that a purchaser expects.
One can also learn the pre-requisites and characteristics of good quality assurance and quality management.
Those who are not ISO 9000 companies will have difficulty in selling in certain markets.
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MARKETING DEPARTMENT
Page 37
INDEX
Sr. No. 1 2 3 4 5 6 Particulars Introduction Four Ps of Marketing Distribution Channel Competitors Marketing Research Domestic Customers & International Page No. 39 40 41 42 43 44
Page 38
INTRODUCTION
Marketing is a system / strategy for satisfying needs and wants through exchange process. Marketing consists of all the activities by which a Company adopts itself to its environment creatively and properly.
GHCL has a strong Marketing and Distribution network that enables it to effectively cater to both Domestic and Overseas Market. Almost all major manufacturers of Glass, Soap and Detergent, Silicates and Other Chemicals use GHCL Soda Ash.
Besides being recognized as an Export House' by the Government of India, it has also won the Niryat Shree Gold Trophy from the Federation of Indian Exporters Organization and the Chemical Award for excellence in exports on various occasions.
GHCL Ltd. has large marketing system. Marketing manager of respective ROs handles all the marketing departments. The main office of marketing department of GHCL Ltd. is situated at Noida, all operations are carried out from there, and regional marketing offices are setup in major zones within India like Ahmadabad, Vadodara, Kanpur, Hyderabad, Chennai and Mumbai.
.
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FOUR PS OF MARKETING
Price
Consumer is interested in landed price at their premises including all costs like freight, taxes, loading / unloading apart from basic prices. The Company also tries to keep their prices competitive with other manufacturers including imports. Currently the basic price for Gujarat is for LSA 15,920/- and for DSA 16,720/-. Ex- factory cost excluding taxes and freights.
Product
GHCL produces Soda Ash (Light and Dense) which is mainly used in Chemical, Detergent and Glass Industries.
Promotion
The product (soda ash) is an industrial raw material and hence its marketing strategy is different from that of FMCG product marketing. The Company does not go for TV/ Newspaper ads but they do give emphasis in personal contact and for that, they make lot of market survey.
PHYSICAL DISTRIBUTION
GHCL Limited has only one manufacturing unit. From the place of manufacturing, the Company dispatches its product on order basis. The Company has a full fledge logistic system from the loading of the finished goods to the dispatch of the finished product. GHCL also has its go-down / warehouse in different places in order to stock. The Company dispatches its product (soda ash) by road, rail rake/ FFS/ wagon, by sea containers/barge etc.
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DISTRIBUTION CHANNEL
The channel/medium through which the product is reached to its ultimate customer is known as the distribution channel.
TYPES OF DISTRIBUTION CHANNEL
Direct channel Indirect channel
As the product (soda ash) is industrial raw material, 40% of it is directly sold. GHCL Ltd. distributes its goods through direct channel. Company receives orders from their customers and supply goods directly to them. It has different regional offices in India, which is divided in the 5 main zones as under:
1. Gujarat: Bharuch, Baroda, Rajkot, Junagadh, Ahmedabad, Vapi, Surat, Veraval. 2. Delhi, Ludhiana, Sonepat, Amritsar, Jaipur, Varanasi, Allahabad, Gwalior, Firozabad, Kanpur, Moradabad, Ghaziabad. 3. West: Mumbai, Nagpur, Pune, Indore, Ratlam, Raipur. 4. East: Kolkata, Patna, Ranchi, Cuttack. 5. South: Chennai, Bangalore, Madurai, Hyderabad.
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COMPETITORS
Tata Chemicals Ltd, Nirma (Nirma and VXL), Dhrangadhra Chemical Works (small quantity) and Soda Ash manufacturers from China / America are the competitors of GHCL Limited.
OVERSEAS MARKET
The product of GHCL Ltd. (Soda Ash) has already created a niche in the Indian market. The product has also carried out significant niches in the export market. The Company exports 20% of its total production to the international market every year.
The International Logistics department set up at their Head Office, Noida takes care of the export activity. Company exports Soda Ash to Saudi Arabia, Dubai, Bahrain, Kuwait, Iran, Taiwan, South Africa, Korea, Indonesia, Malaysia, Thailand, Srilanka, Nepal, Bangladesh and East Africa.
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MARKETING RESEARCH
Marketing research is the systematic and exhaustive search for study of the facts relevant to any problem in the field of marketing. It is a systematic and intelligent investigation about unsatisfied needs and wants of potential buyers.
Marketing research is very important because it gives knowledge regarding changing attitude of consumer towards their product and it is important during the formation of marketing strategies.
GHCL limited analyzed the market based on various reports and concluded that the soda ashs current market size viz. according to the year 2006, global market size is 43 million tones.
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DOMESTIC AND INTERNATIONAL CUSTOMERS
Light Soda Ash
All major Indian detergent manufacturers and small-scale producers consume it. Few of them are, Hindustan Lever Ltd., Ghadi detergent group, Fena group, Hipolin, etc.
Dense Soda Ash
Gujarat Guardian Ltd. Float Glass India Ltd., Haryana Sheet Glass Ltd., Gujarat Borosil Ltd., Alembic Glass, Hindustan National Glass Ltd., etc. are the major customers of dense soda ash.
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PERSONNEL DEPARTMENT
Page 45
INDEX
Sr. No. 1 2 3 4 5 6 7 8 9
Particulars Introduction Human Resource Management Recruitment Selection Orientation & Placement Performance Appraisal Promotion & Increment Communication Time Keeping System
Page No. 47 48 49 50 51 52 53 54 55
Page 46
NTRODUCTION
The most valuable assets of any organization are human being at work. Human Resource Management (HRM) is a management function concerned with hiring, motivating, and maintaining people in an organization. HRM focuses on people in organizations.
Personnel Management has limited scope and inverted orientation. The main function of the personnel department is to maintain the human resource of persons at work. The main aim of the personnel department is to keep smooth relationship between the employers and employees in the organization.
HRM is a broad concept. Personnel Management (PM) and Human Resource Development (HRD) are a part of HRM. Essentially, HRD is a function more concerned with training and development, career planning and development, and organizational development.
HRM has four objectives, namely (i) Societal, (ii) Organizational, (iii) Functional, and (iv) Personal.
An organization must have set policies, definite procedures and well defined principles relating to its personnel. These contribute to the effectiveness, continuity and stability of the organization. GHCL Ltd. has very smooth and effective relationship with their employees. The environment of the firm is very friendly.
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HUMAN RESOURCE MANAGEMENT

Human Resource Management is defined as the people who staff and manage organization. It comprises of the functions and principles that are applied to retaining, training, developing, and compensating the employees in organization. It is also applicable to non-business organizations, such as education, healthcare, etc Human Resource Management is defined as the set of activities, programs, and functions that are designed to maximize both organizational as well as employee effectiveness
Scope of HRM without a doubt is vast. All the activities of employee, from the time of his entry into an organization until he leaves, come under the horizon of HRM.
The divisions included in HRM are Recruitment, Payroll, Performance Management, Training and Development, Retention, Industrial Relation, etc. Out of all these divisions, one such important division is training and development. TRAINING AND DEVELOPMENT is a subsystem of an organization. It ensures that randomness is reduced and learning or behavioral change takes place in structured format.
Hence I have taken this topic for my project. My project deals with training and development of the employees at GHCL limited.
Following are the areas of Training & Development I tried to cover-up in my work. 1) Studying training activities 2) Analyzing training programme 3) Evaluating the training. The study shows the scope in the field of T & D ranges rights from recruiting an employee at any level and how to treat them throughout their working year till the time he discharged or retired from the organization.
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RECRUITMENT
Recruitment involves attracting and obtaining as many applications as possible from eligible job seekers. Recruitment need arises when replacement / vacancy needs to be filled up or when the new requirement arises. The requirement is put up through a Manpower Requisition Form, which is filled up by the respective Department Head, approved by Sr. ED (O), and sent to Head Office- Corporate HR.... The methods adopted in GHCL Limited for recruitment are as below: Advertisement in news papers Placement Consultants Campus recruitment
Advertisement in newspaper For advertisement, not all regions are selected. Only those regions are selected from which the selection of the candidate has to be made. The medium of newspaper is selected based on the required candidates profiles. Placement Consultants The profiles of the required position are sought from the placement consultancy services and scrutinized by the respective department heads and HR finalized the candidates to be called for interview.
. Campus recruitment (only for trainees)
Company goes to the selected colleges and from there the students are selected after taking their interview.
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SELECTION
Selection is the process of differentiating between applicants in order to identify and hire those with a greater likelihood of success in a job.
Two alternative methods of selection are participative selection and employee leasing. In participative selection, subordinates participate in selection of their co-employees. Employee leasing represents the leasing of employees by a client Company from a third party.
At Plant level (in GHCL), the selection process is carried out after getting the list of candidates from the consultants. The short listing of candidates is carried out and they are called for the interview. Here the interview is carried out in three steps:
1. Technical 2. HR department 3. Plant Head finalizes the candidate
That is, first, the candidate has to pass the technical exam, and then accordingly the HR department will select a candidate who is much suitable for the vacancy and at last, the Plant Head finalizes the candidate.
After the finalization of the candidate from all the three rounds, the salary part is negotiated and finalized by HR department.
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ORIENTATION AND PLACEMENT
Orientation is a systematic and planned introduction of employees to their jobs, their co-workers and the organization. It is also called induction. Organizations are known to spend a few weeks or even months on orientation programs. The idea is to make the employees feel comfortable and settle in the new environment.
Induction helps in overcoming the problems like comfort in new working culture, new environment, etc. Once an employee is selected and placed on an appropriate job, the process of familiarizing him with the job and the organization begins. This is called induction.
In GHCL Ltd., once an employee is selected, he is placed on a suitable job. Putting the right employee at the right place is very important. This increases the performance & productivity of the concerned employee and gives the employee immense job satisfaction, which also reduced the employee turnover. After allocating the selected candidates with proper jobs, it is necessary to make him / her familiar with the job, the Company and the other employees.
In GHCL Limited, the new incumbent undergoes orientation program for one to two weeks and then is placed to his job to start his / her work with enthusiasm to achieve organizational as well as personal goals.
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PERFORMANCE APPRAISAL
Performance Appraisal is the systematic evaluation of the individual with respect to his or her performance on the job and his or her potential for development. It is an objective assessment of an individuals performance against well-defined benchmarks. Performance appraisal offers gives advantage to the Management for improving performance of the employee, helping him to take responsibility, minimizing job dissatisfaction / employee turnover and ensuring consistency.
Performance appraisal is mainly used for three purposes: 1. For giving reward such as salary, increments, promotion. 2. To identify weakness of the employees and to spot the areas where he / she needs to be developed. 3. For training need identification of the employee
In GHCL Ltd. Performance Management System is formed for DGM and above. Target is given which has to be achieved in a period mentioned against each target to be accomplished by the end of the financial year / targeted time. Each target is given rating which is subsequently converted into monitory benefits not exceeding the fixed amount as finalized for each category. From level 1 to 7A, appraisal is done which the individual himself thereby setting the goals / targets to be achieved / completed generally fills. Rating is not done by the individual but by the Divisional Manager / Departmental Head. The final compilation is done by the HR department and finally approved by Plant Head to be sent to Corporate HR for finalization, which is done by a panel of executives thereat.
PROMOTION & INCREMENT

Promotion
Promotion results in an improvement in pay, prestige, designation and responsibilities of an employee within his or her organization. In GHCL Ltd., the promotion is given as per the laid down promotion policies for different categories. The categories are mentioned as below: 1. Executives 2. Foreman / Sr. Foreman 3. Staff 4. Technicians
Executives
Executives with qualification of B.E, M.E, MBA, MCA, ICWA with minimum 3 year residency in the grade with RATING SCORING POINT of 24 which includes last 2 years RATINGS and current years RATING. Such qualifying groups are eligible for promotion to next level depending on the recommendations by H.O.D and decision of top management thereafter. Executives with qualification or equivalent of DIPLOMA with 4 years residency in a particular grade with RATING SCORING POINT of 32, which includes last 3 years RATING, such qualifying groups becomes eligible for promotion to next level. But this group gets freezes up to level 7A.
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Staff
Graduate with minimum 4 year residency, S.S.C, H.S.C with 5 year residency and NON S.S.C with 6 year residency in particular grade, becomes eligible for the promotional group. These eligibility groups across the organization, as per the seniority 30% are promoted to next level. But NON S.S.C groups progress to the level of Sr. Assistant and get freeze. In staff level category progress above Sr. assistant level as below, Graduates with 3 year residency, S.S.C / HSC with 5 years residency in the particular grade are eligible for further progress.
Technicians
Graduate with minimum 4 year residency, S.S.C/ H.S.C with 5 year residency and NON S.S.C with 6 year residency in particular grade becomes the qualifying groups for promotion to next level. These eligibility groups across the organization, as per the seniority 30% are promoted to next level. But NON S.S.C groups progress to the level of Tech-VI and get freeze. In Technician category progress above TECH-VI level as below, B.sc with 2 year residency, I.T.I with 4 years, S.S.C / HSC with 5 years residency in the particular grades are eligible for further progress.
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Increment
Staff & Technicians - Double increment is given @20% excluding promotes in a department and rest of the staffs / technicians are given single increment. However, in disciplinary cases increment & promotion is withheld.
Executives Increment is given based on the rating given to such executives.
Transfer Policy
Employees are transferred within the organization and externally, depending on requirements of the Company arising due to new project, extra work load or vacancy.
For transfer outside the plant, the Transfer Allowance, Traveling Expenses and Disturbance Allowance extra are given by the Company.
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COMMUNICATION
Good communication is essential to any group or organizations effectiveness. In GHCL Ltd., they have internet connections and all computers are connected with the network.
ERP / Business Application
ERP system helps to co-ordinate the data within different departments of a Company. ERP system used by GHCL Ltd. is Baan system. The Company has started the SAP project, which is a more advanced system than BaaN and has replaced the later, which has eased the Companys functioning in all the areas both technical and commercial..
E Messaging / E Mail
The Company does not have its own server for mail but takes rental facility from Sify. The Company has its own server like Baan server, Baan back up server, server for data storage, server for Management reports, and proxy server for internet. Telecommunication (BSNL & Reliance) Mobile (Reliance) Video conferencing
Page 56
TIME KEEPING SYSTEM

The company has very good time keeping system by the use of punch card system and its help of computer. The company start continue 24 hr. Non-stop so they have four shift of work which are as below............
Shift A(First) B(second) C(Night) General
Time 6.30am to 2.30pm 2.30pm to 10.30pm 10.30pm to 6.30am 8.30am to 5.30pm Total
Workers 160 160 180 525 1025
Soda ash plant:-
Production activity: Days All 7 days 3 shifts support function : Days ; 6 days including saturday Hours:8.30am to 5.30pm Lunch:12.30pm to 1.30pm Head office,Regional offices,Registered office:Days : 6 days a week (excluding 2nd & saturday)
Hours:9.30am to 5.30pm Lunch:1:00pm to 1:30pm

TRAINING AND DEVELOPMENT
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TRAINING OBJECTIVES
To raise the productivity: Increased human performance often directly leads to increased operational productivity and increased company profit. To improve quality in work: Improvement in quality may be in relation to companys product / service. To improve health and safety: Proper training can help prevent industrial accidents. To improve organization climate:
An endless chain of positive reactions
results from a well-planned training programme. Production and product quality may improve, financial incentives may then be increased, less supervisory pressure may result. Personal growth: Management development programmes seem to give participants a wider awareness, an enlarged skill, and enlightened altruistic philosophy, and make enhanced personal growth. Outdated prevention:
Training and development programmes foster the
initiative and creativity of employees and help to prevent manpower obsolenscence, which may be due to age, temperament or motivation or the inability of a person to adapt himself to technological changes.
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SELECTION OF TRAINEES :
Trainees should be selected on the basis of recommendations of superiors or by the HR department itself.
SELECTION OF TRAINERS:
Training and development programs may be conducted by several people, including following..
1. Immediate supervisors, 2. Members of the personnel staff, 3. Socialists in other parts of the company, 4. Outside consultants, 5. Industry associations, 6. Faculty members of Universities.
Large organizations generally maintain their own training departments whose staff conducts the programs.
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IMPORTANCE
Training and development is a routine based, non-stop practice, which a growing business organization must conduct to achieve production target, good cultural change, enhance the productivity of the employees. From organizational point of view training is a very important aspect which assures the quality, quantity, and effectiveness etc of the product, out put of employees. Development of the employee comes handy with training activities, making them much more capable in performing various activities as a professionals and arriving accuracy by using advance technical/mechanical tools and equipments.
As a management trainee I myself come through various aspects like performance appraisal, payroll management, labors related laws and issues etc during my training and development project. Evaluating the productivity of the employees can very well recognize how to distribute your workforce. This information gathered after conducting training programme which is immensely helpful for the human resources manager and the whole department.
Training helps measure the performance of the employees by evaluating the training given and comparing the individual and group's latest output with the output given before training programme.
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TRAINING METHODS
1.
On-the-job training:
Almost every employee, from the clerk to company
president gets some on-the-job training, when he joins a firm. Under this method, an employee is placed in a new job and is told how it may be performed. It is primarily concerned with developing is an employee skills and habits consistent with the existing practices of an organization, and with orienting him to his immediate problems.
2.
Vestibule training (training-centre training):
Vestibule training
method attempts to duplicate on-the-job situation in a company classroom. It is a classroom training which is often imparted with the help of equipment and machines which are identical with those in use in the place of work. This methods enables the trainee to concentrate on learning the new skill rather than on performing an actual job. Theoretical training is given in the classroom while the practical work is conducted on the production line. It is a very efficient technique of training semi skilled personnel e.g. clerk, machine operation, testers, typists etc. Training is in the form of lectures, conferences, case studies, role-playing and discussion.
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3.
Demonstrations and examples:
In the demonstration techniques,
the trainer describes and displays. When he teaches an employee how to do something by actually performing activities himself and by going through a stepby-explanation of why and what he is doing. Demonstrations are effective techniques in teaching as it is easier to show a person how to do a job then to tell him or ask him to gather instruction from the reading material. Demonstrations are often used in combination with lectures, pictures, text materials, discussions etc.
4.
Simulation:
Simulation is a technique which duplicates the actual condition
encountered on a job. Trainees interest and employees motivation are high in simulation exercises because he actions of a trainee closely duplicate the real job conditions. This method is essential in cases in which actual on-the-job practice might result in a serious injury, a costly errors. This technique is a very expensive one.
5.
Apprenticeship:
Apprenticeship training is the oldest and most commonly
used methods. It is a training in crafts, trades and in technical areas. A major part of training time is spent on-the-job production work.
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CLASSROOM TRAINING
1)
Lectures:
Simplest way of imparting knowledge to trainees is by lecture.
Concepts or principles, attitude, method can be useful when large group are to be taught. The lecture method can be useful when large groups are to be trained within a short time, thus reducing the cost per trainee.
2)
The Conference Method:
In this technique, the participating
individuals confer to discuss points of common interest to each other. Conference is a formal meeting, conducted according to organized plan.
3)
Seminar or team discussion:
There are different methods of
conducting seminar. It may be based on paper prepared by one or more trainees on the subject in consulting with the person in charge of the seminar.
4)
Case studies: The person in charge of training make out a case, provides
necessary explanations, initiates the discussion going. When the trainees are given cases to analyze. They are asked to identify the problem and recommend tentative solutions.
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5)
Role Playing:
In role playing , trainees act out a given role as they would
in a stage play. It basically involves employee-employer relationships hiring, firing, interviews disciplining etc.
6)
Programmed instruction method:
A programmed instruction
involves breaking information down into meaningful units and then arranging these in a proper way to form a logical and sequential learning programmed or package.
7)
T-group training:
reading programmes.
This comprises of Audio-visual aids and planned
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TRAINING FLOWCHART:
TRAINING IDENTIFICATION
TRAINING PLAN
TRAINING PROGRAMME
TRAINING
TRAINING EVALUATION
FEEDBACK
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TRAINING AND DEVELOPMENT STRUCTURE IN THE ORGANIZATION
Page 67
INTRODUCTION TO TRAINING AND DEVELOPMENT
Training needs assessment diagnoses present problems and future challenges to be met through training and development. Organization spends vast sum of money on training and development. Before using such huge resources, organizations will assess the training needs of their employees. Organizations that implement training programs without conducting needs assessment may be making errors. By doing the Training need assessment the Management can get the feedback of the employee in respect to job satisfaction, training expectation, opinion on the benefits / infrastructure provided by the Company, etc. On the basis of such analysis the training can be calendared in group wise across the Company.
In GHCL Limited, training needs are identified by HR department through different methods. After assessment of training needs of the employees the requisite training are arranged at different levels either in-house or through external faculties.
After imparting trainings to the employees, the feedback is obtained and its effectiveness is evaluated. In GHCL, safety training is must for every employee and is compulsory given to new recruiters.
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TYPE OF TRAINING IN GHCL
Training refers to the process of imparting specific skills. Development refers to the learning opportunities design to help employees grow. In simple terms, training and development refer to the imparting of specific skills, abilities and knowledge to an employee. Training in GHCL Ltd. is given in two types:
1. Behavioral 2. Technical
1. Behavioral Training
Earlier the training need identification was a part of the performance appraisal system, form that was filled up by the HOD / Immediate Supervisor in the executive group. Presently training need forms are given to the executives. Then it is analyzed that how many people are interested for training and which training they require. After that, faculty is arranged from outside / in- house for the scheduled training program. The external training is provided mainly away from the work place so that the participants can have the training without any disturbance.
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2. Technical Training
For technical training, faculty comes from manufacturing Company itself, as they are well known with the parts of the machine & its perfect functioning, which are supplied to GHCL Company. Also on job, training is given to the technical employees.
Respective participants who get the feedback on the faculty, topic of the training, presentation, etc, fill the feed back form. After three months of the training feedback is received from the employee who has participated in the training program or else from the immediate superior / HOD. For supervisor, supervisory development
training is given. On an average two training is being provided to every employee per year.
These both kinds of training are provide to improve such aspects. Attitude Team building Motivation Technical skill Interpersonal skill Self development Personal hygiene
Sometimes faculties from outside are called upon for conducting programs inside the plant.
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WELFARE & DEVELOPMENT ACTIVITIES OF GHCL
TOWNSHIP:
GHCL Limited has built a very big and well-furnished colonies, Sanjay Nagar and Anurag Nagar about 1 Km away from the Company. The colony has a cosmopolitan crowd having residents from all part of the Country where amenities like English medium school, consumer co-operative store, ATMs, medical centre, temple, club, recreation centre for colony resident are available.
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DALMIA PUBLIC SCHOOL EDUCATION COMPLEX
Dalmia public school education complex comprises the following educational institutions: Tiny Tots pre primary school at Anurag Nagar Gujarati medium school from K.G. to 10th standard. English medium school from K.G to 12th standard. (Affiliated to CBSE board, Delhi)
MEDICAL FACILITIES
GHCL Limited medical centre is running a dispensary. It provides primary treatment for minor elements to the employees and their family members. It is well equipped with the facility for various pathological tests such as blood and urine test, ECG, X rays etc. This medical centre provides its service to several needy patients.
SOCIAL RESPONSIBILITY AND COMMUNITY DEVELOPMENT PROGRAMS
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As a responsible corporate body, GHCL has undertaken various community development programmes to provide knowledge, better life, health, sanitation, education & society welfare to the community in and around its manufacturing location at Sutrapada in Gujarat. GHCL is playing an important role in strengthening the fabric of society with a finely tuned sense of moral responsibility towards the community of people where it operates and the country at large. The various CSR initiatives have been undertaken either directly or through GHCL Ladies Welfare Organization (Glow) which involved a proactive approach towards socio-economic development at the manufacturing locations involving the district administration & the local representatives. The focus areas of these programmes have been on: Education: wherein the Company tries to promote literacy and higher education by grant of scholarship & assistance to deserving young pupils of weaker sections of society. The GHCL has been instrumental in construction & renovation of school buildings and other basic
infrastructure required for successful running of the program.
Healthcare & Family Welfare; wherein the Company continuously organizes medical camps and has opened Dispensaries. The focus of the program has been on the health care for children, disabled and the under privileged segment of the society
Community Development; initiatives of the Company focuses on providing civic amenities: clean drinking water facilities to panchatyas along with a raising awareness about the environment protection. The Company has been continually supporting the initiatives on upgrading the skills of the local people and developing the socially and economically weaker sections of the society. GHCL has been greatly instrumental in the
development of infrastructure facilities-improvement of roads, street lighting, drainage systems, etc. in the region. Apart from this, grants-in-aid help in building schools and hospitals is being also provided. Villages are adopted and several health and community welfare programs are organized in the area around our activities.
REVIEW OF LITERATURE
When the candidates are recruited from outside or selected, promoted from inside, it is expected that they must perform their jobs with maximum efficiency and competence. Therefore after selecting the candidates, the next logical step is to train them for better performance. Era of vocational training started during industrial revolution, which took place in Britain in 18th century. The apprentices working n different factories use to get vocational training in the form of direct instructions in the operation of machines. Thereafter especially when use of computers, automatic machines increased and because of rapidly changing techniques the need of training is recognized as one of the most important organizational activities.
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Training is required to be given to employees to keep them updated effective and efficient. At present, it is observed that all organizations, of whatever types they may be, need to have well trained experienced and skilled people to perform various activities. If current job occupants meet this requirement, in that case, training is not important but if it is not the case, it is very essential to raise the skill levels, increase the versatility and adaptability of the job occupants by giving them necessary and appropriate training.
THE TRAINING PROCESS:
ASSESSMENT PHASE
Assess training need of different group of employee
PLANING TRAINING
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trainer
CONDUCT OF TRAINING
EVALUATION
- objective are achieved ?
Needs Assessment:
Needs assessment diagnoses present and future challenges to be met through training and development Needs assessment occurs at two levels- Group and individual.
An Individual obviously needs training when her or his performance falls short of standars i.e. when there is performance deficiency.
Assessment of training needs occurs at the group level too.Any change in the organizations strategy necessitates training of group of employees.
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Page 77
RESEARCH STUDY
RESEARCH DESIGN
A research design is a type of blueprint prepared on various types of blueprints available for the collection, measurement and analysis of data. A research design calls for developing the most efficient plan of gathering the needed information. The design of a research study is based on the purpose of the study. A research design is the specification of methods and procedures for acquiring the information needed. It is the overall pattern or framework of the project that stipulates what information is to be collected from which source and by what procedures.
Page 78
SAMPLING
An integral component of a research design is the sampling plan. Specifically, it addresses three questions whom to survey (The Sample Unit) How many to Survey (The Sample Size) & How to select them (The Sampling Procedure) Making a census study of the whole universe will be impossible on the account of limitations of time. Hence sampling becomes inevitable. A sample is only a portion of the total employee strength. According to Yule, a famous statistician, the object of sampling is to get maximum information about the parent population with minimum effort.
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METHODS OF SAMPLING
PROBABILITY SAMPLING
Is also known as random sampling or chance sampling .Under this sampling design every individual in the organization has an equal chance, or probability, of being chosen as a sample. This implies that the section of sample items is independent of he persons making the study that is, the sampling operation is controlled objectively so that the items will be chosen strictly at random.
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NON PROBABILITY SAMPLING

Is also known as deliberate sampling, purposeful land judgmental sampling. Non-Probability Sampling is that which does not provide every individual in the Organization with a known chance of being included in the sample.
DATA COLLECTION METHOD
Collection of data is the first step in statistics. The data collection process follows the formulation for research design including the sample plan. The data can be secondary or primary.
COLLECTION OF PRIMARY DATA

During the course of the study or research can be through observations or through direct communication with respondents on one form or another or
through personal interviews. I have collected primary data by the means of a Questionnaire. The Questionnaire was formulated keeping in mind the objectives of the research study.
SECONDARY DATA means data that is already available i.e., they refer to
data, which has already been collected and analyzed by someone else. When a secondary data is used, the researcher has to look into various sources from where he can obtain data. This includes information from various books, periodicals, magazines etc.
RESEARCH METHODOLOGY
Research Design Research Instrument : : Descriptive research Structured Questionnaire
SAMPLING PLAN
I) Sample Method
Non-Probability Sampling (Convenience Sampling) 50 Executive
II) Sample Size III) Sample Unit
: :
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SAMPLING DESIGN
CONVENIENCE SAMPLING, as the name implies, is based on the convenience of the researcher who is to select a sample. Respondents in the sample are included in it merely on account of their being available on the spot where the survey was in progress.
SOURCE OF DATA
a) Primary Data b) Secondary Data
: :
Structured Questionnaire Journals, Booklets, Company Data, etc.
GHCL TRAINING NEED ASSESSMENT
Objective:
To identify the training needs of the employees, with respect to their behavioral and technical competency towards actual need of the job.
Target Area:
The target areas are the staff and technicians of GHCL Limited.
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Methodology: Sample size: Categorized employees of GHCL Ltd. (Total number of employees surveyed is 100) Sample type: (Scale - Ordinal) Sample design: Random sampling Type of research: Exploratory
Secondary information is here the main source (i.e., the information which is already available)
Expert survey: In this, opinion of the experienced people is taken.
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DATA ANALYSIS AND INTERPRETATION
DATA ANALYSIS AND INTERPRETATION

Training program in business organizations are taking new shapes and dimensions, which one has to consider while dealing with the activities of training and development in the field of human resources.
Training is so crucial that there is no need to mention its significance to the organization and as well as to the individual employees. Training begins right from the
Page 85
recruitment of an employee and follows thought the life span of the job of each employee of that organization.
Training has bundles of numbers of actions to be performed in daily routine work and hence lot of quality, efficiency depends upon the performance level of the employee.
Organization are very keen as far as training of employees are concerned and are always ready to spend what it takes to train and develop the employees in best concerned with the favor of the organization.
Here we come to know the willingness of the organization regarding the employees and the cost they are bearing for that purpose. A good management always tries to cut down the unnecessary and unwanted expenditure of money. Hence if this area of management is taken care of and a very well planned and a highly systematic initiative can result in heavy saving, in other words earning a healthy profit.
1. YEARS OF EXPERIENCE WITHIN THE ORGANIZATION.
Years of experience 1. Less than year 2. 1 year 3. 2 year 4. 3year +

03 05 01 41
Page 86
TOTAL
50
45 40 35 30 25 20 15 10 5 0 1 2 3 4 3 5 1
41
INTERPRETATION: Most of the employees in the surveyed group are those with good years of experience and are having a long term association with this Organization. The Organization has also completed approx 26 years since its inception. The recruitment procedure is a moderate affair for some department due to employee separation and at times it becomes difficult to get skilled employees due to competitive market where good skilled personnel are in high demand, which makes the candidates choosy while going for a change.
2. HAVE YOU WORKED IN ANY OTHER COMPANY PRIOR TO

JOINING THIS ORGANIZATION?
Response 1. Yes 2. No 23 27 50
TOTAL
Yes
No
54%
46%
INTERPRETATION:In the surveyed group most of the junior Management cadre executives are appointed as freshers since the turnover in this particular group is much higher as compared to the higher cadre of executive / managerial group. The senior managerial group who are the part of this survey had also joined as fresher when they started their career with GHCL.
4 Represents
the
different
methods
of
training
and
its
convenience to the employees.
Page 88
Response 1. On the Job Training

08
2. Class Room Training 3. Both

TOTAL
10 32 50
32
10 8
On the Job Training
Class Room Training
Both
INTERPRETATION:
The above figures show preference on the modes of training and it is found people prefer both i.e. on the job training as well as class room training especially technical professionals.
4. WHAT IS YOUR OPINION ABOUT TRAINING TIMING?
Sri Sunshine Groups of Institution Rajkot Response
Page 89
1. Convenient 2. Inconvenient 3. Average TOTAL
32 04 14
50
4th Qtr 2% Average 27% Convenient 63%
Inconvenient 8%
INTERPRETATION :
Large number of employees find the training convenient.
5. ARE YOU SATISFIED WITH TRAINING?
Page 90
TOTAL
Yes
No
24%
76%
INTERPRETATION:
Amongst the surveyed group mostly all the employees are fully satisfied regarding the right type of training aids which is provided for training and a very few of them feel otherwise.
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6. DO YOU FEEL TRAINING ENHANCES THE CAREER GROWTH / DEVELOPMENT OF AN INDIVIDUAL?
Response 1. Yes 2. No 3. May Be 26 10 14 50
TOTAL
26 30 25 20 15 10 5 0 Yes No May Be 10 14
INTERPRETATION:
Amongst the surveyed group 52% respondent says that training program enhances the career growth and development of an individual.
Page 92
7. IMPROVEMENT IN SKILL AND ATTITUDE.

Response 1. Fairly 2. Good 3. Very Good 12 22 16 50
TOTAL
22 25 16 20 12 15 10 5 0 Fairly Good Very Good
INTERPRETATION:
Maximum numbers of employees show a positive response in terms of their skill development and attitude. Almost 50% of employees surveyed feel that their skill level has improved by training activities.
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8. DOES THE TRAINING FULFILL YOUR OBJECTIVE?
Response 1. Not at all 2. Partially 3. Completely 08 24 18 50
TOTAL
30 24 25 20 15 10 5 0 Not at all Partially Completely 8 18
INTERPRETATION:
50% of the employees surveyed agree that training programs helps in fulfilling in achieving their objectives.
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9. Support of the superiors while undergoing training.

Response 1. none 2. average 3. full 07 13 30 50
TOTAL
30 30 25 20 15 10 5 0 none average full 7 13
INTERPRETATION:
Superiors seem to be very supportive in Training programmes, as maximum number of employees responses are positive regarding support from the superiors.
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10. Do you think training programs contribute to a positive change in the working environment / culture in an organization?
TOTAL
44 100% 80% 60% 40% 20% 0%
INTERPRETATION: Form the above data we can say that 88% of respondents believe that training program contributes positive changes toward working environment and organization culture. it shows efficiency of training program.
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11. Do you feel comfortable discussing any changes / enhancement about training system in your company?
TOTAL
48%
yes no 52%
INTERPRETATION:
About 50% of the employees surveyed agreed that they feel free to discuss about giving any suggestions in the aspect of training to their superiors.
Page 97
SUGGESTION
Page 98
SUGGESTION
The company should give the compensation as per to the skills, so that the employees could do the efficient work. Organizations must enhance work force motivation to improve productivity. Workers must be encouraged and motivated to develop a customer satisfaction mind set. Organizations need to empower their workers by allowing them greater authority and Control and to design jobs that are more stimulating. This will enhance the personal productivity. Interdependency of different departments should be well studied, co-ordinate for effective output. Training schedule is worked out well here with proper planning schedule. Recruitment proper planned, structured according to openings in plant, new vacancies. The employee goals are well studied and structured. The Key Related Areas are properly designed & clearly mentioned to employees. The trainings should be planned with the involvement of the employees as well (not only the team leaders) so that there are no low yield trainings being held. This would cut down the costs of training further.
Page 99
CONCLUSION
Page 100
CONCLUSION
I am thankful to the management for permitting me to take training in GHCL Limited. It was a pleasure experience for me to take a vocational training in such a big and reputed company.
GHCL has been contributing spontaneously towards the areas of collective social concern viz. Environment, Safety, Health and Employee welfare. It has been persistent in its efforts towards improvement in living standards of people, apart from boosting plantation and water conservation measures in township and plant premises.
Companys growth objectives is to strengthen existing popular offerings for new customers that view companys services as critical to their Business Objectives and to build strategic partnerships in new verticals and service offerings that result in long-term contracts and business opportunities.
I have learned many new approaches during my project work and to deal with people of different attitudes at different levels. I am thankful to all those who supported me to complete this project.
Page 101
BIBLIOGRAPHY
Page 102
BIBLIOGRAPHY
Websites
www.ghcl.co.in www.google.com
Books:Human Resource Management by -Garry Dessler Company reports and journals
Page 103
An Employee Survey on Training & development system at (GHCL

Dear Respondent 1. 2.
3.
(Sutrapada unit)
The purpose behind this Questionnaire is to know about view towards training& Development system at GHCL (Sutrapada). The answers provided by will be kept Strictly Confidential and will not be miss used any where against you. Please tick marks all the boxes and fills blanks legibly.
1. Gender:
Male Female
2. Age :
___________
3. Marital Status: Married Unmarried
4. Working area in organization:Technical Store 5.Years of experience in this Organization Administration Dispatch
Less than a Year 2 Year

1 Year 3 Year +
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6. Have you worked in any other Company prior to joining this Organization? Yes 7. Which type of training are you getting? On Job Training Classroom training Both No
8. What is your opinion about training timing? Convenient 9. Are you satisfied with training? Yes No Inconvenient Average
10. Do you feel training enhances the career growth / development of an individual? Yes 11. Improvement in skill and attitude. Fairly Good Very good No May be
12.Does the training fulfill your objective? Not at all

partially
completely
Page 105
13. Support of the superiors while undergoing training None Average Full
14. Do you think training programmers contribute to a positive change in the working environment / culture in an organization? Yes No
15. Do you feel comfortable discussing any changes / enhancement about Training system in your Company?
Yes
No
16. Any Suggestions:________________________________________ ________________________________________ ________________________________________ ________________________________________
Thank You

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SUMMER INTERNSHIP REPORT

SUBMITTED BY: POOJA A. MALVI MBA-II

GUIDED BY: RUCHITA MANDLI

SHRI SUNSHINE GROUP OF INSTITUTIONS RAJKOT

Sri Sunshine Groups of Institution Rajkot

Sri Sunshine Groups of Institution Rajkot

Sri Sunshine Groups of Institution Rajkot

Sri Sunshine Groups of Institution Rajkot

Sri Sunshine Groups of Institution Rajkot

Sri Sunshine Groups of Institution Rajkot

Sri Sunshine Groups of Institution Rajkot

Sri Sunshine Groups of Institution Rajkot

Sri Sunshine Groups of Institution Rajkot

HISTORY AND DEVELOPMENT

Sri Sunshine Groups of Institution Rajkot

GHCL SODA ASH BUSINESS

Sri Sunshine Groups of Institution Rajkot

SIZE OF THE UNIT

Sri Sunshine Groups of Institution Rajkot

GHCL Soda Ash- The Journey So Far

Total capacity 800000 TPA

Total capacity 1.1 million TPA

Total capacity 5 million TPA

Capacity increase 525000 TPA Capacity increase to 600000 TPA

Initial capacity 420000 TPA

Sri Sunshine Groups of Institution Rajkot

ACHIEVMENTS AND AWARDS

Sri Sunshine Groups of Institution Rajkot

Sri Sunshine Groups of Institution Rajkot

GHCL is committed to.....

Build GHCL as an effecting team to work together to achieve business goals.

Have a market driven approach to business in all its endeavors.

Sri Sunshine Groups of Institution Rajkot

Sri Sunshine Groups of Institution Rajkot

Sri Sunshine Groups of Institution Rajkot

Industrial products/ FMCG

Type of the Company

Public Limited Company

Sri Sunshine Groups of Institution Rajkot

GHCL LTD. Sutrapada Dist: Junagadh State: Gujarat (India) 362275

GHCL HOUSE Opp. Punjabi Hall Navrangpura, Ahmadabad 380009

GHCL HOUSE Institutional Area Sector-1, B-38 Noida- 20L 301(UP)

Sri Sunshine Groups of Institution Rajkot

Mr. Sanjay Dalmia

Mr. Anurag Dalmia

Whole time directors :

Mr. R. S. Jalan, MD Mr. Tej Malhotra Sr. ED (Operation)

Mr. Jagdish Kapoor. Mr. H. H. Faruqi

Mr. Neelabh Dalmia Mr. Naresh Chandra Mr. Mahesh Kheria

Mr. G. A. Tadas - Nominee (IDBI) Mr. R. W. Khanna - Nominee (EXIM Bank)

Sri Sunshine Groups of Institution Rajkot

ViceVice President President

Deputy General Manager

Assistant General Manger

Sr. Officer / Engr. Officer / Engr. Assistant Officer/Engr.

Junior Officer / Engr.

Sri Sunshine Groups of Institution Rajkot

Sri Sunshine Groups of Institution Rajkot

Process Quality Management

5 Policy 6 ISO 9000

Sri Sunshine Groups of Institution Rajkot

Sri Sunshine Groups of Institution Rajkot

Training & Devlopment

Training & Devlopment