nalco ppt

2. Under the Guidance of
Faculty guide – Prof. Partho Sengupta
Corporate guide- Mr P.K Tripathy (AGM)
SUBMITTED BY - JAIKISHAN MISHRA
ROLL NO - 13202140

3. ROAD MAP
 Executive Summary
 Introduction
 Objective and Scope of study
 Theoretical Perspective
 Research Methodology
 Data Analysis and Interpretation
 Findings, Inferences,
 Recommendations
 Limitation
 Conclusion.

4. Company Profile
Company - National Aluminum Company Limited
Industry - Aluminum
Founded - 7 Jan 1981
Founder - Under ministry of mines government of India
Headquarters - Bhubaneswar, India.
Area served - Worldwide domestic as well as abroad
Key people – Shri Anshuman Das (Chairman cum Managing
Director) , Shri S.C padhy (Director HR)
Products- Aluminum .

5. ABSTRACT
Training is an approach to guide anyone to change behaviour,
attitude and opinion .
Training and Development always bridges the gap between
the "As- Is" and the "To- Be" components for specific
organisation group and individuals
Therefore the project was undertaken to evaluate the
effectiveness of Training and Development programs carried
out at NALCO, BBSR .

6. EXECUTIVE SUMMARY
To provide detailed analysis of the process of training and development
programme.
The basic scope of this project is to know about the training and
development and how it is implemented in NALCO, which is where the
internship took place.
The research methodology was based on development of research plan for
collecting information, implementing the research plan , collecting and
analysing the data , interpreting and reporting the findings.
Hypothesis : To test the validity of whether NALCO as a case study the
Training and development activities carried out are effective or not.
The sampling unit comprises of employees of the organisation, the
objective was to know effectiveness of the training program.

7. Vision:
To be the reputed global company in the metals and energy
sectors.
Mission:
To achieve sustainable growth in business through
diversification, innovation and global competitive edge.
To satisfy the customers and stockholders, employees and
all other stakeholders.
To intensify research and development for technology
development.

8. Objectives of the study
To test the validity of whether NALCO as a case study the
Training and development activities carried out are effective
or not.
To know the various training programs attended by the
employees.
To find out whether the employees are satisfied with the
training programs provided to them.

9. SCOPE OF STUDY
Review and assessment of individual and organizational
training needs
In company and development program
Training and development through external programs in
India and abroad
Research and project trainees
Induction training at various levels.

10. THEORETICAL PERSPECTIVE
 What is training ?
 What is development?

11. Level of employees at NALCO
E0 - ASSISTANT OFFICER
E1 - JUNIOR MANAGER
E2 - ASSISTANT MANAGER
E3 - DEPUTY MANAGER
E4 - MANAGER
E5 - SENIOR MANAGER
E6 - ASSISTANT GENERAL MANAGER
E7 - DEPUTY GENERAL MANAGER
E8 - GENERAL MANAGER
E9 - EXECUTIVE DIRECTOR , DIRECTOR, CMD .

12. Steps for annual training plan
Name of the program
Level of employees
Group size
Name of faculty or agencies
Duration of the program
Program dates
Expenditure

13. TRAINING IMPLEMENTATION STEPS
Preparation of training module
Selection of faculty
Selection of participants
Requisition to different departments for nomination of employees
with reference to the training need
Issue of order for participation
Arrangement of training kits and aids
Organizing training session with different methodology
Refreshment and working lunch
Interactive session
Collection of training feedback from participants
Analysis of feedback
evaluation of training for development of program
training profiles of participants
training effectiveness assessment

14. SWOT ANALYSIS OF NALCOSTRENGTH
 Well planned and organized
 advanced technology
 Huge power production
 Availability of raw material
 Coordination among various departments
 Presently the market leader
 Low cost operation
WEAKNESS
 Limited number of skilled manpower which consists of the
following:
 Unskilled- 847
 Executive - 1817
 No diversification of products
 Inert to new development in the areas of specialization
OPPORTUNITY
 Abundance of ore providing mines
 Availability of suitable labour
 Uninterrupted power supply
 Better transportation (port) facility
 Supportive Govt. Policy
 Growth of potential domestic market
 product aluminium
 Exported - 30 - 35 %,Domestic use- 60 - 65 %
THREATS
 Stiff competition from -
 HINDALCO
 Madras Aluminium Company Ltd
 AMCO India Ltd
 Environmental threat like super cyclone
 High tax rate imposed on metal
 Scope of privatization

15. RESEARCH METHODOLOGY

16. Stage 1- Exploratory
Stage 2- Descriptive
Research Instrument/Tool: Structured Questionnaire
Sampling Method: Non-Probability convenience sampling
Sample Size: 30
Data Collection Plan: A questionnaire was designed with 18
questions to get an insight from all the respondents. ALL
respondents from NALCO BBSR were asked to fill the
questionnaire.
Hypothesis: : To test the validity of whether NALCO as a
case study the Training and development activities carried out
are effective or not.
Data Analysis Method: The descriptive analysis was done to
understand thoughts of the people.
Statistical tool used : SPSS

17. DATAANALYSIS AND INTERPRETATION
Valid
Frequency Percent
Valid
Percent
Cumulative
Percent
Yes 15 50.0 50.0 50.0
No 15 50.0 50.0 100.0
Total 30 100.0 100.0
From the following information it can be interpreted that 50 % of employees are interested in training and
development for their growth and development whereas 50% of employees are not interested in training and
development activities.
Frequenc
y Percent
Valid
Percent
Cumulati
ve
Percent
On - the job
training
6 20.0 20.0
20.0
Off - the job
training
22 73.3 73.3 93.3
Case study 2 6.7 6.7 100.0
Total 30 100.0 100.0
According to the given data it gives a clear view that that company is involved more in off-the job training and less in on-th
job training .
Training need assessment is required in the organisation or not?
Types of program undergone ?
50% 50%
73.3%
20%
6.7%

18. Frequency Percent
Valid
Percent
Cumulative
Percent
yes 11 36.7 36.7 36.7
No 19 63.3 63.3
100.0
Total 30 100.0 100.0
The purpose of asking this question was to know if training improves the employee- employer
relations. It can be interpreted that 63.3% employees do not think that training can improve
employee- employer relation whereas 36.7% employees were in favor that it can improve the
employee- employer relation.
Frequenc
y Percent
Valid
Percent
Cumulative
Percent
Yes 27 90.0 90.0 90.0
No 3 10.0 10.0 100.0
Total 30 100.0 100.0
The following question was asked to know if training helps improve the motivation level of employees 90% of the respondents
said yes whereas 10% said no which means the company should focus more on training and development of employees as a
result it increases the motivation level of employees and help them perform better.
Does training helps to improve employee employer relationship?
Does training improve motivation of employees?
63.3%
36.7%
90%
10%

19. Frequency Percent
Valid
Percent
Cumulative
Percent
Yes 28 93.3 93.3 93.3
No 2 6.7 6.7 100.0
Total 30 100.0 100.0
The purpose of asking this question was to know the effectiveness of training in improving the
employees career as a result 93.3% of employees said that training helps improve the career whereas
6.7% said no
Frequency Percent
Valid
Percent
Cumulative
Percent
Very beneficial 11 36.7 36.7
36.7
Beneficial 19 63.3 63.3
100.0
Total 30 100.0 100.0
The main objective to ask this question was to know the quality of training received from the training
sessions 63% for respondents said that it was beneficial and 36.7% of respondents said it was very
beneficial, therefore it can be interpreted that the training and development given to employees is
effective
Do the training practices help the employee improving their carrier?
Rate whether training and development carried out at NALCO are effective or not?
93.3%
6.7 %
63.3 %
36.7 %

20. Frequency Percent
Valid
Percent
Cumulative
Percent
RIGHT ON TARGET AND
SUCCESSFUL
5 16.7 16.7 16.7
Could be better but with some
success
23 76.7 76.7 93.3
Others 2 6.7 6.7
100.0
Total 30 100.0 100.0
The main objective to ask this question was to know how's the plan progressing regarding
training , 76.7% of respondents said that it could be better with some success whereas
16.7% of employees said that it is very effective and successful
Last but not least how's your plan progressing ?
76.7%
6.7%
16.7 %

21. FINDINGS BASED ON RESEARCH

22. Trained and developed employees can work more effectively
The null hypothesis Ho is accepted which was to test the
validity of whether NALCO as a case study the Training and
development activities carried out are effective or not is
accepted
Employees can avoid mistakes on the job. They can handle
jobs with confidence. They will be more satisfied on their
jobs.
Training and development can contribute to higher production
and fewer mistakes, greater job satisfaction and lower
employee turnover.

23. INFERENCES BASED ON RESEARCH

24. There is a lot of potential in staff members working in NALCO
Bhubaneswar
Training need assessment is required in the organization to work more
effectively and efficiently as per the research 50 % of members are
interested in training and development programmes
According to the research training needs are regularly assessed at the
company which resulted to 70 %
According to the research 76.7% of employees agree that the learning
occurs with the formal training course
It also helps to improve employee- employer relationship
The main finding of research was that training and development resulted in
increasing the motivational level of employees , which was 90% of the
respondents agreed to it.
Training and development also resulted in increasing the carrier of
employees therefore, 93.3% of the respondents agreed to it.
The hypothesis to test the validity of whether NALCO as a case study the
Training and development activities carried out are effective or not ,
therefore the null hypothesis is accepted that the training and development
activities carried out at Nalco are effective

25. Recommendations

26. The training department should modify training programmes with new
technology to meet current global demand
Feedback should be taken from every employee but not from a selected people
According to the research carried out the company is more dependent on outside
consultants for training and development which shows lack of skilled
professionals
The research also shows that training and development activities helps
employees in increasing the motivational level
The management should also use new technologies for training and development
which would make training and development more effective
Every quarter the company should conduct a survey for better identification and
training needs from employees in the organization.
Job rotation can be done so as to make the employee versatile enough to do
different jobs
If thirty percent of the participants in any in- house programmed rate the
programmed as below average or any individual session receives adverse
comment from participants it is reviewed by the Corporate Training Department
and the programmed is suitably modified.
Any other changes in the programmed module, audio- visual aids . physical
arrangement etc, are also effected , if after review of feedback , is felt essential.
Corrective action taken are maintained in format F/TRG(C)09. The corrective
action envisaged are reviewed quarterly basis and record maintained.

27. LIMITATION’S
The research has been conducted within a limited time frame.
The survey was conducted in NALCO Bhubaneswar and was restricted to this area only.
To collect the data from the clients was quite difficult due to busy schedule of staff .
Many target staff's were too busy, so it was difficult to get their time and view for specific
questions.
Some respondents may have difficulty in understanding the questionnaire’s format.
In the current research, several questionnaires were filled in incorrectly

28. CONCLUSION

29. According to the research carried out in NALCO Bhubaneswar
there is lot of potential in staff members of NALCO ,
the training and development activities carried out are useful
for the staff members working there .
therefore the training need assessment which is carried out in
the company is assessed by the outside consultants which
should not be done by them and should be assessed by the
departments heads
use of new technology would also result in better training and
development of the staff members as it would result in
effectiveness and efficiency of staff members to perform better.
Therefore the training plan which is carried out in NALCO
could be more better by the feedback collected from the
employees about the training and development and changes
should be made if the plan is not progressing well.