PROJECT REPORT

ON

EFFECTIVENESS OF TRAINING & DEVELOPMENT

SYSTEM OF EMPLOYEES IN CCL

SUBMITTED IN PARTIAL FULFILLMENT OF THE REQUIREMENTS

FOR THE AWARD OF THE DEGREE OF

BACHELOR OF BUSINESS ADMINISTRATION

BY
(BBA / / 2003)
(BBA / / 2003)
(BBA / / 2003)

UNDER THE GUIDANCE OF

MR. S.N. SHAHDEO

DEPARTMENT OF MANAGEMENT
BIRLA INSTITUTE OF TECHNOLOGY, MESRA,
(LALPUR EXTENSION CENTRE) RANCHI
 EFFECTIVENESS OF TRAINING AND DEVELOPMENT
OF EMPLOYEES IN CCL

INTRODUCTION

Training and development refer to the imparting of specific skills, abilities and

knowledge to an employee. It is an attempt to improve current or future employee

performance by increasing an employee’s ability to perform through learning, usually

by changing the employee’s attitude or increasing his or her skills and knowledge.

The need for training and development is determined by the employee’s

performance deficiency, computed as follows:

Training and standard – Actual development need performance.

Successful candidates placed on this job need training and perform their duties

effectively. Workers must be trained to operate machines, reduce scrap and avoid

accidents. Supervisors, managers and executives also need to be developed in

order to enable them to grow and acquire maturity of thought and action. Training

and development constitute an ongoing process in any organisation.

Whenever there is a gap between the actual performance and whatever is needed

i.e. the standard, productivity suffers. Training can reduce, if not eliminate this gap. It

does so by changing the behaviour of individuals by giving them what additional

specific items of knowledge, skill or attitude they need to perform up to that standard.

Emphasis has been laid on the training and development of employees with a view

to productivity contributes to the growth and performance of the organisation. The

revised training system aims to optimally utilize various agencies of training

instruments, in an effort to transforming the company into a learning organisation.

Training shall include a training programme, seminar convention, or any other

structured learning or developmental programme based on training need analysis.

Human Resource development is growing steadily in size, outreach and impact.

Increasingly, the HRD professional is recognised as a prime contributor to

organisational effectiveness and individual satisfaction productivity. HRD aims at

securing commitment of the employees and building competence in them. For

building up a team of dedicated and committed employees, a strong and supportive

open culture exist where performance is duly recognized.

Any training and development programme must contain inputs, which enable the

participants to gain skills, learn theoretical concepts and help acquire vision to look

into the distant future. In addition to these, there is a need to impart ethical

orientation emphasizes on attitudinal changes and stress upon decision making and

problem solving abilities.

There is greater stability, flexibility and capacity for growth in an organisation.

Employees become efficient after undergoing training. Efficient employees contribute

to the growth of the organisation. Training makes the employees versatile in

operations. Well-trained employees can contribute to the prosperity of an enterprise.

Accidents, scrap and damage to machinery and equipment can be avoided or

minimised through training. Even dissatisfaction, complaints, absenteeism and

turnover can be reduced if employees are trained well. Future needs of employers

will be met through training and development programmes.

Training serves as an effective source of recruitment. Training is an investment in

human resources with a promise and it serves as an effective source of recruitment.

Training is an investment in HR with a promise of better returns in future.

Another component of a training and development programme is development which

is less skill oriented but stresses on knowledge. Knowledge about business

environment, management principles and techniques, human relations, specific

industry analysis and the like is useful for better management of a company.

How training benefits the organisation?

• Leads to improved profitability and / or more positive attitudes towards

profit orientation.

• Improves the job knowledge and skills at all levels of the organisation.

• Helps people identify with organisational goals.

• Helps create a better corporate image.

• Fosters authenticity, openness and trust.

• Improves relationship between boss and subordinate.

• Aids in organisational development.

• Learns from the trainee.

• Helps prepare guidelines for work

• Aids in understanding and carrying out organisational policies.

• Provides information for future needs in all areas of the organisation.

• Organisation gets more effective decision making and problem solving

skills.

• Aids in development for promotion from within.

 • Aids in developing leadership skills, motivation, loyalty, better attitudes and

other aspects that successful workers and managers usually display.

• Aids in increasing productivity and / or quality of work.

• Helps keep costs down in many areas, e.g. production, personnel,

administration, etc.

• Develops a sense of responsibility to the organisation for being competent

and knowledgeable.

• Improves labour – management relation.

• Reduces outside consulting costs by utilising competent internal

consultation.

• Stimulates preventive management as opposed to putting out fires.

• Eliminates sub-optional behaviour (such as hiding tools).

• Creates an appropriate climate for growth, communication.

• Aids in improving organisational communication.

• Helps employees adjust to change

• Aids in handling conflict, thereby helping to prevent stress and tension.

Benefits to the individual

• Helps the individual in making better decisions and effective problem

solving.

• Through training and development, motivational variables of recognition,

achievement growth, responsibility and advancement are internalised and

operationalized.

• Aids in encouraging and achieving self-development and self confidence.

 • Helps a person handle stress, tension, frustration and conflict.

• Provides information for improving leadership, knowledge, communication

skills and attitudes.

• Increases job satisfaction and recognition.

• Moves a person towards personal goals while improving interactive skills.

• Satisfies personal needs to the trainer (and trainee).

• Provides the trainee an avenue for growth and a say in his / her own

future.

• Develop a sense of growth in learning.

• Helps a person develop speaking and listening skills, also writing skills

when exercises are required.

• Helps eliminate fear in attempting new tasks.

Benefits in personnel and Human Relations, intra group and inter group

relations and policy implementation.

• Improves communication between groups and individuals.

• Aids in orientation for new employees and those taking new jobs through

transfer or promotion.

• Provides information on equal opportunity and affirmative action.

• Provides information on other governmental laws and administrative

policies.

• Improves interpersonal skills.

• Provides a good climate for learning, growth and co-ordination.

• Makes the organisation a better place to work and live.

Central Coalfields Limited was formed on November 1, 1975 as a subsidiary of Coal

India Limited (CIL) with 49 collieries CCL is continuously engaged in developing its

band of power professionals, through intensive training with a view to optimum

utilization of manpower for achieving the corporate objectives.

CCL with its headquarter at Ranchi, operates 74 mines and 6coal washeries. Each

mines and washeries is formed after planning preparation of the project by CMPDI

appraisal and approval. The company is the major source of coal in India. Its all

projects lay down certain basic objectives and target for growth and development,

consumption, investment and resources to be mobilised.

Objectives of CCL

• Make learning one of the fundamental values of the organisation.

• Ensure value addition through training to the overall business process.

• Institutionalize learning opportunities that supplements work experience

• Integrate organisational and individual developmental needs.

• Enable employees to keep up with the latest knowledge and skills and

enable them to undertake current and future responsibilities in a more

effective manner.

• Provide linkages between the different functionaries of training activity with

overall human resource function.

 OBJECTIVE FOR STUDY

• To know and understand how the employees shall make full use of the

training system to support, transform and develop CCL.

• With technological advancement taking place in the competitive

environment, how far does CCL make efforts to upgrade the knowledge of

its work force through the training & development system.

• To know how far has the initiative been taken by the employees, to avail

some opportunities provided by CCL to enhance this skill / knowledge

through the training programme.

• To know and understand how the organisational and individual

developmental needs integrate through the training system.

• To know and systematically identify developmental needs of the

employees.

• To suggest measures and areas of further training improvement for the

employees.
 PROBLEM DEFINITION

Training is a practical and vital necessity because it enables employees to develop

and rise within the organisation and increases their market value earning power and

job security.

It moulds the employees attitudes and helps them to achieve a better co-

operation with the company and a greater loyalty to it. Considering the importance of

T&D, we tried to measure and verify the effectiveness of training and development in

C.C.L. To measure and verify the effectiveness of training and development in CCL.
 LIST OF INFORMATION REQUIRED

• To know about the value addition through training and development.

• To find the level of satisfaction with the current training and development

programme.

• To find the level of awareness regarding the training and development

system.

• To find how the employees view the training and development programme

and their benefits.

• To find out the suggestions so as to increase the level of satisfaction

among employees.

• To find out how far has the training and development been effective in

their work.
 RESEARCH METHODOLOGY

Research is a careful investigation or inquiry specially through search for new facts

in any branch of knowledge, systematized effort to gain new knowledge.

Research Methodology is a way to systematically solve the research methodology

we not only talk of the research methods but also consider the logic behind the

methods we use in the context of our research study and explain why we are using a

particular method or technique and why we are not using other so that research

results are capable of being evaluated either by the researcher himself or by others.

Research Design

A research design is the arrangement of conditions for collection and analysis of

data in a manner that aims to combine relevance to the research purpose with

economy in procedure, it constitutes the blueprint for the collection, measurement

and analysis of data

Exploratory Research

Exploratory research studies are also termed as formulative research studies. The

main purpose of such studies is that of formulating a problem for more precise

investigation or of developing the working hypothesis from an operational point of

view. The major emphasis in such studies is or the discovery of ideas and insight.

Sampling Plan
After deciding on the research approach and instruments, we will design a sampling

plan.

Sampling Unit

In our survey, sampling unit is every member of the population that is all employees

of C.C.L. Ranchi

Sampling Size

This refers to the number of items to be selected from the universe to constitute a

sample.

Sampling Technique

Simple random sampling

Every member of the population has an equal chance of selection. We have used

simple random sampling for our project.

Tools of data collection:

• Structured questionnaire with personal interview

We had given structured questionnaire to respondents in CCL and Conducted

personal interview also with them.

Data Source:
 • Primary Data

Primary data be collected either through experiments or through survey,

observation or direct communication with respondents in one farm or another

or through personal interviews.

Our primary data are direct and personal interview with the employees and

questionnaire distributed among them in CCL.

Secondary Data

Secondary data means data that are already available i.e. they refer to the

data which have already been collected and analysed by some one else and

which have already passed through the statistical process.

ANALYSIS AND INTERPRETATION

Ans. 1 Awareness

100% of Awareness
Findings

Our research unfolds the fact that there is 100% awareness and almost all the

employee knows about the training system prevailing in CCL.

The main objective however is to develop the newer capabilities in the employees

so, as to enable them to tackle both present and future problem realising

organisational goal.

Ans. 2 Employees attended the training

programme
94%
%age of Respondents

100%
80%
60%
40%
20% 6%
0%
Yes No

Findings

The survey unfolded the facts that about 94% of the respondents have attended

training. 6% have not attended any training programme.

The percentage of yes respondent reveals that CCL tries to provide training facility to

its employees time to time on the basis of the requirement and ace to the them by

attending short courses one is able to perform with greater efficiency.

Ans. 3
Duration of Training Programme
44%
45%
40%
31%
35%
30% 25%

%age of 25%
Respondents 20%

15%
10%
5%
0%
More than 2
6 - 12 months

1 - 2 yrs.

yrs.

Periods

Findings:

The analysis unfolds the fact that about 44% of employees receive training with in 1

– 2 years, 31% of employees receive training in more than 2 years and about 25% of

employees receive training within 6 – 12 months.

It implies that CCL tries to provide training to its time to time on the basis of

requirement.
Ans. 4 & 5 EFFECTIVENESS & SATISFACTION LEVEL

50
50

45

40

35

30

25
19
20

12.5 12.5
15

10 6

0
Strongly Strongly
Satisfied Neutral Unsatisfied
Satisfied Unsatisfied

3-D Column 1 12.5 50 19 6 12.5

Findings:

The analysis shows that about 12.5% of respondent strongly satisfied and feel that

these training programme effective and it has also helped them in their daily work,

about 50% of respondent satisfied with the training system prevailing in CCL. 19% of

respondent are neutral about their views and 6% and 12.5% of respondent are

unsatisfied and strongly unsatisfied with the training system prevailing in CCL

respectively.
Ans. 6

When the respondent were asked that what measure should be taken to

improve the Training System provided by CCL. Every respondents have

shared their opinion and suggestion with us:

 Mostly respondents said that the training programme should be related to

real working situation, it should be based on problem solving.

 Few respondents said that an interactive training system should be there

to help the co-ordination in different departments.

 Individual should be selected based on their needs of training and on the

job training should be given to each employees.

 Proper accountability should be fixed on both trainer as well as trainee in

order to get their best efforts.

 Some respondents also said that after training programme the prospects

for implementation may be provided and some incentive for motivation

should be imparted.
Ans. 7
Application of Training Programme &
Achievement made by CCL
100

90

80

70
%age of Employees

62.5
60

50

40

30

20
18.75
12.5
10

0 6.25
Strongly agree

0
Agree

Neutral

Disagree

Strongly Disagree

Findings:

Our research unfolds the facts that about 62.5% of employees are agree that there

has been a significant achievement in CCL as a result of the application of their

newly acquired knowledge through the training programme; 18.75% of employees

are neutral about their views and 12.5% of respondent are strongly agree on this and

6.25% of employee disagree for this.

Ans. 8 Application of skill level gained during the
training programme
100

90

80

70
%age of Employees

60

50

40

30

20

10

0
Always

Often

Not so often

Seldom

Never

Findings:

Analysis unfolds the facts that about 56.25 of employees often apply the knowledge /

skill gained by them during the training programme; 18.75% of employees not so

often apply their knowledge and 18.25% of respondent always apply their knowledge

in working situation 6.25% of employees seldom use their training knowledge.

It implies that most of them apply idea and concepts acquired during training which

aims at helping the employees to acquire knowledge required to perform all their

function effectively and make their organisation do well.

Ans. 9

Level of Training Received

70
62.5

60

Percentage of Employees 50

40 37.5

30

20

10

0
Yes No

Findings:

Our research unfolds the facts that about 62.5% of respondent feel that they have

not receive sufficient training for doing your present job in a better way according to

their views training never ending process and one has always crave for and need

training and development to cope with modern technology and changing time.

37.5% of respondent feel that they have received sufficient training for performing

their work.
Ans. 10 MENTAL SATISFACTION PROVIDED BY TRAINING PROGRAMME

Strongly
Disagree
0%
Disagree Strongly Agree
6% 13%
Neutral
25%

Agree
56%

Findings

The above figure shows that this programmes are helpful in providing mental

satisfaction. The training programmes bring them satisfaction, they are able to learn

something new, something different that can be applied to their work life.
Ans. 11 CO-ORDINATION BETWEEN DIFFERENT DEPARTMENTS

Strongly Disagree
0%

Disagree
Neutral 0%
13% Strongly Agree
25%

Agree
62%

Findings

Our analysis unfolds the fact that more half of the sample size agree that the training

system somehow helps in establishing co-ordination between different department of

the organisation. About 25% of the respondent strongly agree and believe that when

people get training together the interaction amongst themselves improve the working

condition which lead to inter-department co-ordination and rest 12.5% of employees

are neutral about their views on this question.

Ans. 12. LEVEL OF INDIVIDUAL AND ORGANISATION GROWTH

Strongly
Disagree
Disagree 0%
Neutral 6%
0% Strongly Agree
38%

Agree
56%

Findings

Our research unfolds the fact that about 56.25% of employees from the sample size

agree that the training and development system of CCL beneficial for the employees

towards their individual and organisational growth. Organisation are never perfectly

static. They keep on changing employees skills and abilities therefore require

continuous upgrading.

The employees fees that training has played a major role to improve productivity in

the better way whereas 6.2% of respondent are not agree on this question.
Ans. 13. INTRODUCTION TO NEW CONCEPTS & TOOLS

70

62.5
60

50

40

30

20 18.75

12.5
10
6.25

0
0
Strongly Agree Neutral Disagree Strongly
Agree Disagree

Findings

The research unfolds the fact that about 62.5% of the respondent of our sample size

agree that the training programme introduced them to new concept and tools that

have helped them to perform their job better and about 6.25% are strongly agree that

training contributes to employee stability and employees become efficient after

undergoing training. 12.5% of employees are neutral on this question.

From this we imply that through a training programme, an employees can perform

better, they are useful for being introduced to new concept and tools.
Ans. 14.

When the respondent were asked that what barriers you have been experienced

while implementing your training knowledge in real working situation.

 Mostly employees said that generally they are not given a chance to

implement new skills

 Binding to follow laid down rules & procedure of the company.

 Since the existing training system is not such that any new knowledge is

imparted, hence application of the some does not arise.

 Lack of practical experience.

 Organisation structure and its complexity.

 CONCLUSIONS

Once training needs are assessed, training and development goals must be

established. Without clearly set goals, it is not possible to design a training and

development programme and after it has been implemented, there will be no way of

measuring its effectiveness.

We have taken five parameters to give our project topic a finishing touch:

 Post training satisfaction

 Enhancement of knowledge and skill

 Empowerment of the employees

 Efficiency of performance

 Alignment of individual and organisational growth

Post Training Satisfaction

In general most of respondents were satisfied with the training provided. They

believe training is the doorway to greater performance. It does ensure value addition

to the overall business process. The respondents who were not satisfied with the

training were emphasizing on not getting chance to implement their knowledge in

their working condition / situation. Training can never be a success without a positive

mind frame. The trainees should be prepared to involve themselves wholly for the

training because this will not only set the organisation banner fly high but will also

makes the employee be a part of the success. Thus training is a learning experience.
Enhancement of knowledge and skill

Training does ensure enhancement of knowledge and skill. Our research unfolds the

fact that CCL provides training only to the executives and not to the subordinates,

which is very important to enhance their knowledge and skill. Those who have

received such training are thus satisfied leaving others at a loss. Thus each

employee should get adequate chance to explore his own ability. These training

course are a major platform to exhibit their dormant talents and skills. The

organisation’s significant achievement should be building up of a strong corporate

culture and a committed team of power professionals.

Empowerment of the employees

The training system helps each individual to carry out his task with dedication and

commitment. It also helps in an effective co-ordination between two departments in

communicate in the organisation, helping in better working condition. When we

asked the respondents, whether they are getting any mental satisfaction through

these training programmes, about 75% of the sample size were agreeing to it and

thus it implies that. It is beneficial for the employees for their individual and

organisational growth. When an individual is able to take and make decisions in the

course of his work, he is an independent person and an empowered one.

Efficiency in performance
Training is needed by any organisation that wants to grow continuously. In the fast

changing environment organisation can scale new heights only through the effective

and efficient use of HR.

The employees are encouraged to take risks, experiment, innovate and make things

happen in an atmosphere of mutual trust, goodwill and cooperation. The barriers

which were faced by the employees were:

 Generally the do not get chance to implement their training skill in their work

life.

 The rules and regulations framed by the company do not allow to grow ahead

with the knowledge and skill gained by the employees during the training

session.

 Generally they have lack of equipment, knowledge & skill, thus effective

implementation in real terms becomes difficult.

 Most of the employees are unskilled and thus those in the upper level

(executives) are not able to frame a good co-ordination between themselves,

thus lacking co-operation which leads to adverse effect on the work in the

organisation.

Thus training helps to perform task of higher degree and quality. For this there has to

be continuous development of competencies in people, without this the organisation

may fail to achieve its goals.

Assignment of individual and organisational growth

Majority have agreed to this, they feel training is beneficial for the individual because

here his contribution alone can lead his organisation. The choice is in his hands.
Training helps to acquire or sharpen capabilities required to perform various

functions associated with their present or expected future roles. The training system

focuses on learning. To be effective, training is conducted in a systematic way

backed up by careful needs assessment, solid programme design and thorough

evaluation of results. Training helps in tapping hidden qualities in people in order to

make them accomplish new functions leading to organisational and individual goals.
 SUGGESTIONS & RECOMMENDATIONS

 Issue and revise training policy and practices.

 The training department should select the right person for the training and

especially when there is a need for it. Most of the employees feel that the

training given to them is not sufficient and satisfactory hence CCL should

provide for training that is truly beneficial to the employees.

 There should be availability of good trainers. This is one area over which

the employees are once again dissatisfied. They hold the opinion that

inspite of them attending the training programmes, yet they are unable to

give their best to the organisation.

 Programmes should be given more thrust on human needs and aspiration.

They should be more need based. There must be an employee attitude

analysis system and accordingly training needs are to be set as per the

individual’s job requirement.

 Being in technology business there should be availability of good inputs

like international renowned manuals through which employees are made

aware of the latest happenings in relation to their work.

 Training other than work related should be imparted on attitude,

motivation, change management because many feel it uneasy to accept a

different work methodology after having received training.

 Ensure that the management commits itself to allocate major resources

and adequate time to training.

 Ensure that training contribute to competitive strategies of the firm.

Different strategies need different HR skills for implementation training

helps employees at all levels acquire the needed skills.

 Ensure that a comprehensive and systematic approach to training exists

and training and retraining are done at all levels on a continuous and on

going basis.

 Ensure that there is proper linkage among organisation.

 Create a system to evaluate the effectiveness of training.

 LIMITATIONS

 The time available for research was insufficient

 The analysis of data may not be sufficiently adequate to reveal the

significance of the training system.

 There was insufficient interaction with the employees because of the time

limitation.

 Some of the employees were reluctant to give adequate and accurate

response.
 BIBLIOGRAPHY & REFERENCE

 Aswathappa K, Human Resource and Personnel Management, Tata

McGraw Hill Publishing Co. Ltd – 7th Edition.

 Gupta S.P. and Gupta M.P., Business Statistics, Sultan Chand and Sons

Educational Publishers.

 Kothari C.R, Research Methodology, Methods and Techniques, Wishwa

Prakashan – 2nd Edition.

 Sur G.K., Human Resource Development and Productivity, 1st Edition,

National Product Council.

 CCL (Central Coalfield Limited) Handbook & Personal Interview with

Employees of CCL.
 CONTENTS

Sl. No. Particulars Page Nos.

1. Introduction

2. Objective for Study

3. Problem Definition

4. List of Information Required

5. Research Methodology

6. Analysis and Interpretation

7. Conclusion

8. Suggestions and Recommendations

9. Limitations

10. Annexure

11. Bibliography
 ACKNOWLEDGEMENT

We take this opportunity to thank the “Management Department” BIT,

Mesra for giving us the opportunity to do this project.

There are people who simply by being they are influence and inspire you

to do things. We acknowledge our gratitude and indebtedness to our

guide Mr. S.N. Shahdeo who was a source of continuous guidance and

inspiration to us and without their guidance and motivation this report

could not have seen the light of the day.

We also thank who cooperated with us and took out sometime to provide

their responses in the survey questionnaire.

(Rakhi Singh) (Garima Choudhary)

(Megha Anand)
 CERTIFICATE OF APPROVAL

This is to certify that Project Report titled “COMPARATIVE STUDY BETWEEN

HERBAL AND NON-HERBAL SHAMPOOS AND GAINING OUT THEIR MARKET

POTENTIALITY”, a bonafide work of submitted by Swati Kanchan (BBA/1001/03),

Sheetal Ajita Tirkey (BBA/1014/03), Suranjita Alina Ekka (BBA/1026/03) and

Rashi Gupta (BBA/1034/03) in partial fulfilment of the requirement for the award of

“BACHELOR OF BUSINESS ADMINISTRATOIN” Degree of Birla Institute of

Technology, Lalpur Extension Centre, Ranchi

(Internal Examiner) (External

Examiner)
 CERTIFICATE OF GUIDE

This is to certify that this term paper ‘Project Report’ titled

“EFFECTIVENESS OF TRAINING AND DEVELOPMENT OF EMPLOYEES IN

CCL”, has been submitted in partial fulfilment for the Degree of

Bachelor of Business Administration of Birla Institute of

Technology, Ranchi.

It is a bonafide project carried out by …………..under my

guidance and supervision.

Deptt. of Management

Date: