EFFECTIVENESS OF TRAINING PROGRAMME IN NLC LIMITED

Dr.K.DHAMODHARAN. Honorary Coordinator & Visiting Professor in Management. SHIATS-Deemed University, Neyveli Centre, drkdhamodharan@gmail.com Abstract

Employees are the greatest asset which assists in achieving organizational objectives. To get best from employees it is essential that they be provided with suitable training on all aspects of their work. Training is the learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules or changing of attitudes and behaviors to enhance the performance of employees. The study is conducted at NLC Limited a Navratna organization of Government of India. The main objective of the study is to know the effectiveness of the training programme and its impact. The study is also aimed at knowing whether any new training is needed for the organization and to provide suitable suggestion to improve the training programme in NLC Limited. Many PSU like NLC are spending huge amount for training, the research question to be answered in the study is whether the training really serve its purpose. For the purpose of the study 50 samples were drawn from among the trainees who have undergone training at NLC Training complex under random sampling method. Secondary data was collected from the journals, books and internet resources. Close ended questionnaire was supplied to the respondents to elicit the required primary data. The data collected from the respondents are statistically analyzed with appropriate statistical tools. Percentage analysis and Chi-square analysis were done to make the study more scientific in nature. The results show that the training programme of NLC is more effective and the trainees are satisfied with the training programme. Key words: organizational objectives, suitable, learning, suggestion

INTRODUCTION:
Employees are the greatest asset which assists in achieving organizational objectives. To get best from employees it is essential that they be provided with appropriate training on all aspects of their work. Training is an excellent way for employees to learn new skills and knowledge and to reinforce good work practices. This can result in a change in workplace behavior. Training is the learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules or changing of attitudes and behaviors to enhance the performance of employees. The main benefits of training are improved productivity and motivation of staff and also better quality products being made. Neyveli Lignite Corporation Limited is Navratna enterprises of the Government of India, situated 200 kilometers from Chennai at Neyveli. Neyveli Lignite Corporation Ltd (NLC) was registered on 14 th November 1956 as a public sector company wholly owned by Government of India for the commercial exploitation of vast reserves of lignite. The main constituent units are the Lignite Mines, Thermal Power Stations. NLC Limited has also started its Mining and power Generation operation at Barsingsar in Rajasthan. It has also started its Power

Generation activities on joint venture basis with Government of Tamilnadu at Tuticorin. Under the dynamic leadership of its Chairman Mr.A.R.Ansari, the NAVRATNA, NLC is steadily progress its growth and achieving the target leading to record profit.NLC believes that the Human Resources are more precious than any other resources. NLC pays more attention to employee development through training. For the purpose of imparting periodical training NLC Limited had established a separate Training Complex with excellent infrastructure and trained faculty members. . This study was conducted to find out the effectiveness and level of satisfaction of the employees with regarding the training provided. It also helps to find out the impact of training on the job. Through this study employee expectation towards training would be also be identified.

Review of Literature
In order to undertake the study in a more meaningful way it is absolutely necessary to review the various available literatures on Training and development. Some of the findings of the previous studies on Training and Development are presented briefly for better understanding. Fitz-enz (1984) distinguishes between education and training. He notes that "education is the presentation of concepts and information to people for the purpose of imparting knowledge, while training is ... an interactive exercise whose goal is to develop skills and competencies within the workforce. Collett (1998) refers to the need to "keep the twin activities of training and development in balance - to develop capability [for future work] not just competence [for current position]" (p 18) Silva (2000) used a list of 18 categories for employee participation in training and development in her research on human resource development in public sector organisations. Most of her categories could be grouped into the formal (in-house, external and formal education) and informal training categories. Becker (1975) distinguished between general and specific training. Benchmarking is a technique often used by organisations seeking to lift their organisational performance. It involves "comparing one's own organisation's practices against best practices employed by organisations anywhere in the world" (Isaksson, 1997, p 2). Kirkpatrick (1994) has developed a model for evaluating the effectiveness of training within organizations. The 1996 Education and Training Survey conducted by Statistics New Zealand makes the distinction between external and internal training on the basis of responsibility for organisation (rather than delivery) of the training (Gobbi, 1998, pp 110-111).Developing countries like Japan and China pays much importance on informal training (Van Buren & King, 2000, p 3). The OECD (1999) report summarizes the results of international and national surveys of training. It notes that overall, men and women appear to participate in job-related training at fairly equal rates, although men may receive more financial support from their employers; and that training tends to reinforce skill differences resulting from unequal participation in schooling (i.e. those with more education and better skills receive more training) (p 136).

Objectives of the Study

To study the effectiveness of training to the employees. To know the impact of training programme. To know whether the new training programme is required for future of the organization. To provide suggestions to the company for improving the quality of training programme.

Scope of the Study

This study relates to the effectiveness of training programme in NLC Limited Neyveli. This intends to find out the level of satisfaction of the employees with regarding to the training provided. It also helps to find out the impact of training on the job. Through this study employee expectation towards training would be identified. The study covered the respondent who were deputed to training complex for short time training.

Limitations of the Study

The study was conducted with the small sample of 50 employees due to time constraint The finds of the study is to be applied with utmost care as the organizational culture and climate differs from organization to organization and factors like education, experience, and level of understanding of the respondents also vary.

RESEARCH METHODOLOGY Statement of the problem:

Public sector organizations invest a huge amount for training. The training helps the organization to impart job related skills to the employees. It is to be seen whether the training programme actually bring the desired results in the individuals. Whether the training programme are effective and serve its purpose are the questions to be answered in this paper

Data collection type:

The data used in this study have been collected from primary sources. For the purpose the researcher had personally approached the employees who have attended the various training programme at NLC Training complex. The secondary data was collected from the books and journals including the internet sources. The fresh data are collected from the respondents during May 2011. Close ended questionnaire is used to elicit the required information from the respondents. The collected data is analyzed statistically.

Sampling Design:
The samples were taken at random from finite universe. The universe refers to all employees who attend the training at NLC Training Complex. 50 samples were collected from the trainees. Random sampling method was used to draw the sample from the universe.

Tools for analysis:

Percentage analysis Chi-square analysis

Findings
Majority (83%) of the respondents had attended only one training programme in a year Most (72%) of the respondents are satisfied with the training imparted. 72 % of the respondents are satisfied with the course delivery and practical training. 62 % of the respondents felt that the duration of the training to be extended. 64 % of the respondents are satisfied with the learning environment. Only 36 % of the women are dissatisfied with fair opportunity in training. 79 % of the respondents are happy with the Non -work oriented training 54% of the respondents say that training helps in increasing job engagement of employees in the organization 62.4% of the respondents are strongly agreed that the training provides an excellent opportunity for learning new methodology and technology 71% of the respondents are satisfied with the safety programme. Majority (90%) of the respondents are satisfied with EDP 75% of the respondents believe that the training would increase their performance level. Only a few respondents (6%) expressed their dissatisfaction on quality of faculty members. Only a few employees are interested in attending the training programme conducted outside its department at various specialized institutions.

Suggestions
More technical training programmes are to be conducted To give more importance to off the job training. Work related training programmes should be conducted at least twice in a year. Conduct games and refreshment activities in the training session. Competent trainers from outside the organisation must be invited to deliver the lectures in case of MDP Feedback of the trainees is to be paid more attention to fill the gaps. Evaluation of the Training should play vital and dominant role in the organization.

Fulfill their expectation which is mention in the feedback.

Conclusion
The NLC Training complex provides effective training programme to all the employees and the employees are satisfied with various training programme. Training is having influence on the job. Training is to be periodically evaluated and improved for the organizational development. NLC stands as pioneer and shining example to other PSU and Government organization in providing excellent training. The Training and Development being the specialized wing of HR pays more attention to improve the morale of the employee through various work oriented and non work oriented training by NLC. The training calendar is well planned strategy of NLC to help their employees to schedule their training needs. Employees feel that the duration of training period was sufficient. Majority of the employees prefer both on the job training and off the job training. Different kinds of Training programmes should be implemented and make the employees feel like home in the organization itself.

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