Conducting an need analysis for the Gas Agency employee's. An small analysis which help an business to improve its business by simple analysis, training and development.

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ABC INDANE GAS AGENCIES (Cooking Gas Agencies)
Devanagari, Karnataka
https://www.indane.co.in/
or 1906
Indane is today one of the largest packed-LPGbrands in the world. Indian Oil pioneered the launch of
LPG in India in the 1970s and transformed the lives of millions of people with the introduction of the
clean, efficient and safe cooking fuel. LPGalso led to a substantial improvement in the health of women
in rural areas by replacing smoky and unhealthy chullahs with Indane. It is today a fuel synonymous
with safety, reliability and convenience.
LPGis a blend of Butane and Propane readily liquefied under moderate pressure.LPGvapour is heavier
than air; thus it normally settles down in low-lying places.Since LPGhas only a faint scent,a mercaptan
odorant is added to help in its detection. In the event of an LPG leak, the vaporization of liquid cools
the atmosphere and condenses the water vapour contained in it to form a whitish fog, which is easy to
observe. LPG in fairly large concentrations displaces oxygen leading to a nauseous or suffocating
feeling.
Suraksha LPGhouse, flame retardant aprons and energy efficient Green Labelstoves are recommended
to enhance safety measures while using LPG as fuel.
2010
 5.8 million customers covering every corner of India
 Every second LPG cooking gas connection in India is an Indane
 The world’s highest LPGbottling plant – situated 3500 meters above sea level – is at Leh
 Each day, the Indane distribution network delivers 1.20 million cylinders
 Of the 57.41 million families served by 5500 Indane distributors, 27% are in semi-urban and
rural markets
 Indane sales network is backed by 45 Indane Area Offices

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Some of the posters for Customers Education

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Training Both Front-line staff and managers, department and
standardized frame work for field workers/distributers
Contents:
 Design, Install manuals, implement and maintain facilities which control safety risks.
 Comply with statutory regulations and standards for controlling the risks.
 Train both front line and field worker at work place for safety aspects, safe behavior
and effective use of equipment's to avoid any incident/accident.
 Undertake reviews, analyze, evaluate and install optimum value available
safety/operational equipment's for achieving the accident free operations economically.
 Customer’s feedback review being conducted as and when required at Plants/Import
facilities to analyze the risk involved and how to manage the risk.
 Necessary measures taken to minimize the risk places.
Accident plan –
On site & off site backup has been prepared in consultation with local administration and other
concerned statutory authorities to control on any emergency/accident situation. Monitoring for
improvement and well control for safe working. Fire Department carry out internal safety audits and
coordinate for 100% compliance both internal & external safety audits recommendations made by the
government owned body.
Overview:
Purpose of the Training –
 Boosting worker engagement towards work.
 Ensuring always safety culture is a must
 Training existing experienced workers, also the at entry level with local knowledge
and experience workers
 Developing a solid employee evaluation system
Training overview
 Train the workers at work place for safety aspects, safe behavior aspects and effective
use of equipment's to avoid any incident/accident.
 To educate the workers about product knowledge, operational safety, safety audit
programs, incident/accident/near misses investigation for root cause analysis,
emergency response and file protection, environmental protection safety, training,
health records, security of property and personnel

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ADDIE Module –
• Need and
requirement
• Tasks participation
• Current capabilities
Analyse
• Learning objectives,
delivery format,
activities.
Design
• Create a prototype
• Develop course
materials
• Review, pilot session
Develop
• Training
implementation
tools in place
• Observation
Implement
• Awareness,
knowledge behavior
results
Evaluate

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Analysis – Need and requirement tasks participation current capabilities –
• Product Knowledge (weight etc.)
• Safety ( precautionary measures to be taken)
• Safety Audit Programs ( an Gov. of India prescribed standards)
• Incident/Accident investigation for root cause analysis.
• Emergency Response and Fire protection measures.
• Environmental protection (safety tips)
• Safety, Training, Health records
• Security of property and Personnel (to customers)
Current capabilities – Employs consist of 19 in house (Manager, Customer Relationship desk,
Public Relationships, accounts, Service department, and Marketing department) also 13 on
field (permanent – distributer’s workforce) workers.
Design –
Learning objectives, delivery format – The training will be conducted in 2 different phases-
Phase 1: Compliance Training to Front-line staff and managers, department
 Identify enterprise compliance – Beginning with identifying and prioritizing the
organization’s compliance. Use the information from Customers feedback. Conduct
a timely monthly or suggestion box or on-call, input from subject matter experts and
functional partners can help build an accurate understanding of the organization
exposure.
 Determine the training to offer: After building a comprehensive understanding of the
organization’s compliance exposure, select training courses designed to mitigate
towards work engagement. Ensure efficiency by establishing enterprise thresholds that
outline the level of exposure that warrants a corporate compliance training course.
When creating a finalized list of course offerings, also include mandated courses by
regulations, enforcement actions or other requirements.
Phase 2: Employee-Specific Training
Here it is the work force who will have to directly have to train on their specific purpose
job. After been selected, there is still room to increase training relevance and
effectiveness by targeting mandatory, where they manifest at the employee level. Here
new employee will be made to work under the experienced workers who train and
mentoring them.
 Build employee profile: First, compliance must be understand for each employee. To
do so, gather employee review information at the level most appropriate for agency
(e.g., individual employee & CUSTOMER’S LEVEL). Use this information to create
employee profiles detailing, also all information with implications for training. (e.g.,
reach status, access at the door to door level, interaction with customers, etc.).
 Determine employee: Create a matrix for each major compliance by illustrate from
satisfactory to excellent. Use the employee matrix profiles we created to determine each
employee or employee group’s level of exposure to the training. Categorize each
employee or employee group as satisfactory, good or excellent.

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 Create employee training lists: Once you understand employee profiles, compliance
must determine appropriate training requirements for each group. Create thresholds for
each so that outline the requirements (both course and frequency) for varying levels.
For ease of use, build these decisions about training requirements into a map that
displays the requirements for each group (i.e., satisfactory, good or excellent). Use this
matrix to create employee-specific training requirements.
Following are key Activities for all the employees –
Implementation –
Training implementation tools in place –
 In/Outbound sessions
 Managers to employees discussion
 ROI review
 Daily start and end talk
 Personal counseling if required.
Observation –
 Again with their work review
 Customers feedback
 Coworkers feedback
Evaluate with the following aspects –
 Awareness
 Knowledge
 Behavior results
Security of
propertyand
Personnel
OperationalSafety
SafetyAudit
Program
Product
Knowledge
Incident/Acdient
investigationfor
root cause analysis
Emergency
Response and Fire
Protection.
Environmental
protection
Safety,Training,
Health record

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TNA (Training NeedAnalysis)
Questionnaire with the customers about employees -
Customers Satisfaction Survey
Declaration – Your information will be strictly kept as secret. And used for better service only.
Customers Name * – ______________ Date – / /20
Address - ________________
________________
________________
Contact details* - _____________
(*- its compulsory to fill as instructed)
Instructions -
Read the particulars carefully and rate the following as by ticking–
1 - Poor 2 - Satisfactory 3 - Good 4 - Average 5 - Excellent
Particular 1 2 3 4 5
Overall, I’m satisfied as a customer
Delivered on time as promised
Honesty while giving change
Responseto your call
Staff attentiveness towards you
Enthusiasm to problem
Cooperation
Attitude
Punctuality
Attendance
Dependability
Communication Skills
Door-to-doorservice
Language spoken
Service repairmen Communication
Technical skill (service repairmen)
Neat and organized bill format
Any suggestions - _________________________________________________
_________________________________________________
Signature

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Analysis FRAMEWORK
Evaluation Analysis –
 Use a statistical tools to bifurcate with the respective groups.
 Analyze the core problem and targeting the core of the problem.
CONCLUSION –
To improve the skill also the attitude towards the workforce.Increasethe
profit portfolio by mitigating towards the problem and solving. Also
improving the knowledge ofboth employees also the customers. Improve
the interpersonalalso professionalskills.
Performance at
Agency level
Withing the Agency Task level Person level
Customer feed back
Identyfy discrepancy
and cause