This document summarizes a study conducted by Zoya Maqsood on the training and development programs at Jindal Steel & Power Ltd during a 2-month internship. It provides an overview of the company, outlines various training programs for new and existing employees, and analyzes the effectiveness of the training processes. The study found that the company follows an effective training process, collects feedback, and maintains detailed training records for each employee. Recommendations include implementing a training tracker program and introducing cross-training.

1. Study and assessment of Employees Training and
Development Programmes
Summer Internship Presentation
Submitted by
ZoyaMaqsood
(MBA-Human Resource)

2. Name and Address of the company
JINDAL STEEL & POWER LTD.
BARBIL OFFICE- P.B.No. 86,
Barbil-Joda Highway,
Barbil-758035,Odisha

4. Industry Type :- steel and power producer
Length of the internship:- 2 months.
Department :- Human Resource
Name and designation of mentor’s:-
Mr. Alok Malhotra – General Manager(HR),
Barbil Plant
Mr. S.K.Tripathi- Manager (HR)
Mr. Tarun Das – Assistant Manager (HR)

5. Project title :-
Study and assessment of Employees
Training and Development programmes.
Objectives :-
To study the training and development programme of
employees.
To study how training and development programs help to
increase productivity of employees.
To analyze effectiveness of training and development
programs for employees to understand their duties.

6. About the company :-
Founder- O.P.Jindal
Founded in 1952
Headquarters-New Delhi, India
Key people-Naveen Jindal (Chairman)
Ravi Uppal (MD and Group CEO)
Products- Steel, Iron, Electricity generation and
distribution
Company’s Vision-To be a globally admired
organisation that enhances the quality of life of all
stakeholders through sustainable industrial and
business development.

7. Definitions of training and development:-
Training is the formal and systematic
modification of behaviors through learning
which occurs as a result of education,
instruction, development and planned
experience.
Development is any learning activity, which is
directed towards future, needs rather than
present needs, and which is concerned more
with career growth than immediate
performance.

8. Training policy
Preamble- Jindal’s believe that organization's talent pool
is key to their success. Their exponential expansion makes
the task of upgradation of talent even more critical . It is in
this context that a review for a more robust Training Policy
/ System becomes imperative to a learning organization.
Philosophy- To make Training an effective instrument
in transforming the Organization into envisioned Learning
Organization.

9. Training policy
Objectives-
 Integrate organizational and individual developmental needs.
 Develop critical competence and skills, based on organizational /
functional requirements.
 To bring uniformity in matters of training strategy i.e. training
plan, training resources, training implementation and training
evaluation in all the units of the organization.
 Ensure value addition through training to the overall business
process
 Enhance employees’ performance.
 Addressing potential gaps.
 Increase employees’ motivation.

10. Study and analysis of training & development
programme-
Study and analysis of training is an essential
requirement to understand and design the effective
training. The purpose of training analysis is to
determine whether there is a gap between what is
required for effective performance and present level of
performance.
Training Need Analysis and its identification
Preparation of Training Calendar & Budget
Design & Delivery
Evaluation of employees.
Effectiveness of the Programme.

11. Different Training progammes adopted by Jindal Steel and Power limited for
existing employees-
In-house Training Programme: A training programme designed, developed and
conducted within the Company, exclusively for the employees of the Company, with or
without the assistance of external agency (ies).
External Training Programme: A training programme designed, developed and
conducted within India, by an outside agency, not exclusively for the employees of the
Company, and to which one or more employees of the Company may be nominated.
Planned Intervention: A grade/ level / category-wise in-house general management
training programme, normally based on a template course design, and conducted to
improve competency base of employees with a view to developing leadership pipeline in the
organization.
Need-based Programme: A training programme, designed, developed and conducted on
the basis of the developmental needs felt and identified for the employees concerned .
Individual Leadership Need Assessment (ILNA) Based Programme: A programme
designed to develop such skills and attitude in individuals, mostly at senior levels of
management, which are necessary to make effective leaders. This will
include Leadership Coaching also.

12. Training method adopted by Jindal Steel
and Power limited for new employees
Induction Training: Programmes designed to successfully induct new joinees and will
include the following:-
i. Orientation: Programmes designed to make a new joinee generally aware of the
various facets of different processes and business of the Company, apart from its values
and ingredients of culture. It will be for those hired at lateral levels from different
organizations.
ii. Executive Training: Programmes designed to develop requisite knowledge, skill and
attitude (KSA) in fresh graduates recruited through open advertisement or campus.
This will include GETs (Graduate Engineer Trainees), MTs(Management Trainees)
iii. JLMG (Jindal Lead Management Group Scheme): Programmes designed to
develop leadership skills in addition to other knowledge, skills and attitude in fresh
graduates recruited from reputed Business Schools.
iv. Foreign Training: A training programme workshop or, seminars conducted outside
India, wholly or partially to address training needs, which are individual and / or,
specialized in nature in Business Organization, Business Schools, Industries. It also
includes training of employees at works of equipment suppliers / service providers
consultants including training not necessarily in their establishment alone. This will
however not include foreign visit of employees for participation in Exhibition / Road
Shows / Business negotiations and the like.

13. Findings of study:-
The Firms follow an effective training process.
Feedback on the effectiveness off the programme are collected at
various levels as per KirkPatrick Model.
All the training programmes which are highly rated by the
participants time and again is repeated and their content wise
circulated / shared through Knowledge Management System (KMS)
Professional Circles within the plant / organization.
Training Database is maintained:
Head of Training maintains a database of training details of all
employees of the respective unit which includes-:
i. Training Needs identified.
ii. Training Programmes nominated / attended / absented.
iii. Details of the programme .
iv. Training Cost: Per programme as well as per employee.
v. Any other relevant information on training such as details of
faculty / instructor / faculty etc.

14. Recommendations:-
• Implementation of training tracker program for
tracking trainings of each employee to avoid any delay in
trainings.
• Keep new employees in Fixed Step training program
and monitor their progress
Introduce and implement Cross training Program to
keep employees motivated