CONTENTS

Chapter

Chapter I : Introduction of the topic

Chapter II: Brief profile of the Organization

Chapter III: Objectives Of The Training

Chapter IV: Research Methodology

Chapter V: Findings and Observation

Chapter VI: Summary and Conclusion

Bibliography

Annexure

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 Chapter I:
Introduction of the topic

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 CHAPTER I :
INTRODUCTION OF THE TOPIC

Training and development is such an important in every kind of organization. In every

organization many number of people work and they work in order to earn money, gain respect
and to reach to a new level and status.

So in order to know the efficiency, knowledge about work, diligence,

reliability an employee has to be appraised and if one has perform well in his work or the project
or assignment submitted to him or her then he or she has to be rewarded for the performance.

This is not motivate an employee to work harder but also the organization can retain
these well trained and experienced people if they are appraised properly and rewarded for it.

So training and development program is a very sensitive and important

topic and subject from everyone’s point of view.

1. REASON FOR SELECTING THE TOPIC:-

Training and development program covers one of the important areas of Human Recourse
Development, and Human Recourse can be defining as the total knowledge, aptitude, skills and
telnet available in a total population.

So training and development program is very important and this in turn helps the employee
to perform the task more comfortable and helps in the proper utilization of resources. Thus, I
have selected the topic of training and development program because it is one of the core areas
where organization success depends and the optimization of the recourses can be obtained in
more effective in efficient way.

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2. IMPORTANCE OF TRAINING AND DEVELOPMENT:-

The importance of training and development program to business firm or for any
organization is obvious. The importance of training and development program can be visualized
from the following given below:

a) TO RAISE THE PRODUCTIVITY: Increased human performance often directly

leads to increased operational productivity and increase company profit because
training and development are most evident on the part of new employees who are not
yet fully aware of the most efficient and effective ways of performing their jobs.

b) TO IMPROVE QUALITY IN WORK: Better inform workers are less likely to

make operational mistake. Improvement in quality may be in relation to company’s
product or employment atmosphere.

c) TO IMPROVE ORGANIZATIONAL CLIMATE: A sound of training program

helps to improve the climate of an organization. Industrial relation and discipline are
improved. There for, decentralization relation of authority and participative
management can be introducing. Resistance to change is reduced. Organization
having regular training programs can fulfill there future needs for personal from
internal sources.

d) PERSONAL GROWTH: Training and development programs seem to give

participants a wider awareness, an enlarge skill, and enlightened altruistic philosophy,
and make enhanced personal growth possible.

In simple terms, training and development refer to the imparting of specific skills, abilities
and knowledge to an employee. A formal definition of training and development is. . .

… It is any 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 Development = standard performance – actual performance.

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Objective of Training and Development:

1. The objective of training and development is to impart to new entrants the basic
knowledge and skill they need for an intelligent performance of definite tasks.

2. To assist employee’s to function more effectively in their present positions by exposing

then to the latest concepts, information and techniques and developing the skills they will
need in their particular fields.

3. To broaden the minds of senior managers by providing them with opportunities for an
inter-change of experiences within and outside with a view to correct the narrowness of
the outlook that may arise from over specialization.

4. To build-up of a second line of competent officers and prepare then to occupy more
responsible position.

5. To impart customer education for the purpose of meeting the training needs of
corporation which deal mainly with the public.

Methods of Training and Development:

The different methods of training and development are:

1 On-the-job-training

2 Apprenticeship

3 Demonstration and example

4 Simulation

5 Classroom method

1. On-the-job-training: Almost every employee, from the clerk to president get

some “on the job training” when he join the firm thus’ this is the most

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 common, widely used, accepted and necessary method of training employees
in the skill essential for acceptable for the job performance.

2. Apprenticeship: Apprenticeship training is an oldest and most commonly

used method. It is training in craft, trade and technical areas. Apprenticeship
training for the job or a draughts man, a machinist, a printer, a mechanic,
jewelers, electrician etc. a major part of training time is spend on the job
production work. Each apprenticeship is given are program of assignment
according to a pre determined scheduled, which provides for efficient training
in trade skills.

3. Demonstration and example: Demonstration are effective techniques in

teaching as it is easier to show a person how to do a job then to tell him or ask
him to gather instruction from the reading material. Demonstration is often
used in combination with lectures, pictures, text materials, discussion.

4. Simulation: Simulation method has been widely used in aeronautical

industry. It is a method which duplicates the actual conditions encountered on
a job. This method is essential in cases in which actual on the job practice
might result in a serious injury, a costly error.

5. Classroom method: Under this method, training is providing in company

classroom or in educational institutions. Lectures, case studies, group
discussion, and audio visual aids are use to explain knowledge and skills to
the trainees. Classroom training is suitable for teaching concepts and problem
solving skills.

6
Training and Development Procedure in BHEL:

Training as was stated earlier, is importing skill to employee. Workers need to

operate to machine and use other equipments with teats damages and scrap. This is basic skill
without which the operator will not be able to function. There is also the need for motors skills.
Motor skill refers to performance of specific physical activities. Employee particularly
supervisor and executive, need interpersonal skill popularly known as the people skill.
Interpersonal skills are needed to understand one and others better and act accordingly in BHEL.

1. Improve the moral of the workforce.

2. Improves relationship between boss and subordinate.

3. Learns from trainee.

4. Helps prepare guidelines for work.

5. Help employee adjust to change etc.

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 Chapter II:
Brief profile of the Organization

8
 BRIEF PROFILE OF THE ORGANIZATION
BHEL Overview:
Bharat Heavy Electricals Limited (BHEL) was set up in 1959 by the Government of India
with the objective of creating indigenous manufacturing base for power plant equipments.
Today, BHEL is the 12th largest company in the world in Power Plant Equipments
manufacturing and the largest in India. The company has the ability to manufacture the entire
range of power plant equipment and has one of the largest capacities of power plant
equipment in the world. This enables the company to bid for large power projects. BHEL's
cost-competitiveness with respect to international competition in the power sector can be
attributed to the factors:

 fully depreciated manufacturing facilities,

 lower labor
 freight costs
 economies of scale

Shareholding Pattern:

BHEL has a capital base of Rs. 244.8 crore and its current market capitalization is Rs.
3451.12 crore. The company has 24.48 crore shares outstanding. The free float available in
the market for trading is only 6% of the total shares outstanding. Indian government holds a
high amount of stakes in the company which is going to be disinvested in the near future.

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Business overview:
The business of BHEL is focused essentially on two broad segments, viz. Power Equipment,
accounting for 60% of revenue, and, Industrial Equipment, accounting for the rest.  Earlier
the company was focused on the Power Equipment only. However, in order to reduce the
dependence on power utility providers (SEBs), the company widened its focus area and
hence product base. BHEL is now manufacturing equipments for industrial users, railways
and several other industries including telecommunications, metallurgical and process
industry.

BHEL's forte is coal-based Thermal Power Plants. BHEL's products, services and projects
are exported to over 52 countries including United States and New Zealand. BHEL's market
share in the coal-based thermal power plant segment is 75%, 65% in nuclear-based thermal
plants, 50% in hydro-based thermal power plants. However, in the emerging gas-based
combined cycle thermal plants, which have short gestation period, the company has a
relatively low market share of just 18%.  BHEL also provides services of erecting plants and
executing projects on a turnkey basis.

Business Mix Industry Segment Break-up

BHEL manufactures over 180 products under 30 major product groups and caters to core
sectors of the Indian Economy viz., Power Generation & transmission, Industry,
Transportation, Telecommunication, Renewable Energy, etc., enables the Company to
promptly serve its customer and provide them with suitable products, systems and services –

10
efficiently and at competitive prices. The high level of quality and reliability of its products is
due to the emphasis on design, engineering and manufacturing to international standards by
acquiring and adapting some of the best technologies from leading companies in the world,
together with technologies developed in its own R&D centers.

BHEL has acquired certifications to Quality Management Systems (ISO 9001), Environment
Management Systems (ISO 14001) and Occupational Health & Safety Management Systems
(OHSAS 18001) and is also well on its journey towards Total Quality Management.

BHEL has –

 Installed equipment for over 90,000 MW of power generation – for Utilities, Captive and
Industrial users.

 Supplied over 2,25,000 MVA transformer capacity and other equipment operating in
transmission & Distribution network up to 400 kV (AC & DC).

 Supplied over 25,000 Motors with Drive Control System to Power projects,
Petrochemicals, Refineries, Steel, Aluminum, Fertilizer, Cement plants etc.

 Supplied traction electrics and AC/DC locos to power over 12,000 kms Railway network.

 Supplied over one million Valves to Power plants and other industries.

BHEL’s operations are organized around three business sectors, namely Power, Industry-
including Transmission, Transportation, Telecommunication & Renewable Energy - and
Overseas Business. This enables BHEL to have a strong customer orientation, to be sensitive
to his needs and respond quickly to the changes in the market.

BHEL’s vision is to become world-class engineering enterprise, committed to enhancing

stakeholder value. The company is striving to give shape to its aspirations and fulfill the
expectations of the country to become a global player.

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BHEL Bhopal

Introduction:

Heavy Electrical Plant , Bhopal is the mother plant of Bharat Heavy Electricals
Limited, the largest engineering and manufacturing enterprise in India in the energy-
related and infrastructure sector, today. It is located at about 7 kms. from Bhopal Railway
station, about 5 kms. from Habibganj Railway station and about 18 kms from Raja Bhoj
Airport. With technical assistance from Associated Electricals (India) Ltd., a UK based
company, it came into existence on 29th of August, 1956.  Pt. Jawaharlal Nehru, first
Prime minister of India dedicated this plant to the nation on 6th of November, 1960.

BHEL, Bhopal with state-of-the-art facilities, manufactures wide range of electrical

equipments. It’s product range includes Hydro, Steam, Marine & Nuclear Turbines, Heat
Exchangers, Hydro & Turbo Generators, Transformers, Switchgears, Control gears,
Transportation Equipment, Capacitors, Bushings, Electrical Motors, Rectifiers, Oil
Drilling Rig Equipments and Diesel Generating sets.

BHEL, Bhopal certified to ISO: 9001, ISO 14001 and OHSAS 18001, is moving towards
excellence by adopting TQM as per EFQM / CII model of Business Excellence. Heat
Exchanger Division is accredited with ASME ‘U’ Stamp. With the slogan of “ Kadam
kadam milana hai, grahak safal banana hai”, it is committed to the customers.
BHEL Bhopal has its own Laboratories for material testing and instrument calibration
which are accredited with ISO 17025 by NABL. The Hydro Laboratory, Ultra High

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 Voltage laboratory and Centre for Electric Transportation are the only laboratories of its
in this part of the world.

BHEL Bhopal's strength is it's employees. The company continuously invests in Human
Resources and pays utmost attention to their needs. The plant's Township, well known for
its greenery is spread over an area of around 20 sq kms. and provides all facilities to the
residents like, parks, community halls, library, shopping centers, banks, post offices etc.
Besides, free health services is extended to all the employees through 350 bedded
(inclusive of 50 floating beds) Kasturba Hospital and chain of dispensaries.

BHEL Bhopal Product Profile

 Controlgear:

 Controlgear for industrial applications with air breaks vacuum contractors.

 Traction controlgear, controlgear equipment for railways and other traction

applications.

 Control relay panels for power stations and transformer tap changers application.

 Rectifier and electronic equipment:

 Power rectifier equipment.

 Thyristor converter for speed control of DC motors industrials drives.

 Power electronic equipment for power station and also for traction equipment.

 Power Utilization:

AC motors & Alternators

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 Power Generation

 Hydro Turbine
 Hydro Generators
 Heat Exchangers
 Excitation Control Equipment
 Steam Turbines

 Power Transmission

 Transformer

 Switchgear

 Control & Relay Panels

 Transportation
 Transportation Equipment
 Traction motors

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  Vaccum circuit breakers
 Locomotive bogies

 Miscellaneous
 Oil rigs
 Fabrication

 Rennovation and Maintenance

 Thermal Power station

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BHEL Vision, Mission and Values

 BHEL VISION:

BHEL VISION is to become a world class engineering enterprises, committed to enhance

stakeholders’ value.

 MISSION:

MISSION to be an Indian multinational; engineering enterprise providing total business

solution through quality products, system and service in the fields of energy, industry,
transportation, infrastructure and other potential areas.

 VALUES:

The values of BHEL are:

 Zeal to excel and zest for change.

 Integrity and fairness in all matters.

 Respect for dignity & potentials of individuals.

 Strict adherence to commitments.

 Ensure speed of response

 Faster learning, creativity & team work.

 Loyalty and pride in the company.

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17
  Health and safety environment and global compact programme

BHEL has joined the Global Compact of United Nations and has committed itself to
support it and the set of core values enshrined in its ten principles. The Global Compact is a
partnership between the United Nations, the business community, international labour and
NGOs. It provides a forum for them to work together and improve corporate practices through
co-operation rather than confrontation.

BHEL’s contributions towards Corporate Social Responsibility till date include adoption of
villages, free medical camps/charitable dispensaries, schools for the underprivileged and
handicapped children, ban on child labour, disaster/natural calamity aid, Employment for
handicapped, Widow resettlement, Employment for Ex-serviceman, irrigation using treated
sewage, pollution checking camps, plantation of millions of trees, energy saving and
conservation of natural resources through environmental management.

BHEL shares the growing concern on issues related to Environment and Occupational Health &
Safety (OHS), and is committed to protecting Environment in and around its own establishment,
and to providing safe and healthy environment to all its employees. For fulfilling these
obligations, a Health, Safety & Environmental Policy has been formulated and implemented
through management systems.  

In recognition of this, BHEL has been awarded the ISO 14001 Environmental Management
Systems Certification and OHSAS 18001 Occupational Health & Safety Management Systems
Certification from M/s Det Norske Veritas (DNV). Under UNDP programme for specialized
services in the area of Environment, BHEL has set up a Pollution Control Research Institute
(PCRI). BHEL also has a Model Centre for Occupational Health Services at Trichy, which is a
pioneer in this field in India. Today it offers a wide range of occupational health care as well as
expertise in work Environment monitoring, Toxicology, Ergonomics and in organization of OHS

18
to multitude of industries for different sectors in India. Few ILO sponsored candidates from
African countries have undergone training at this Model centre. 

BHEL is a member of CoRE (Corporate Roundtable on Development of Strategies for

Environment) launched by The Energy Research Institute (TERI). CoRE is envisaged as a means
to facilitate a proactive and catalytic role for industry in addressing the environmental problems
plaguing India and helping the industry towards sustainability paradigm. CoRE is now a partner
organization to the WBCSD (World Business Council for Sustainable Development). It has
signed a memorandum of understanding with WBCSD, now called as CoRE-BCSD, India.
Interfaces between companies such as BHEL, TERI and the WBCSD would provide an
important link to address issues of sustainable development at a global level and to learn and
exchange experience of the participating companies.

BHEL’s commitment to environmental issues can be seen as an integral part of its core business.
In the field of Non-conventional and Renewable Energy, BHEL has successfully launched
products like wind electric generators, solar heating systems, solar photovoltaic systems, solar
lanterns and battery powered road vehicles. Technology upgradation has been done to minimise
environmental impact of fossil energy products, by way of low-NOx oil/ gas burners, circulating
fluidised bed combustion boilers etc.

 Quality assurance

Towards meeting its Quality Policy, BHEL is using the vehicle of Quality Management
Systems, which are certified to ISO 9001:2000 series of Standards by Internationally acclaimed
certifying agency, BVQI. 

Corporate Quality and Unit level Quality structure enables requisite planning, control and
implementation of Company-wide Quality Policy and Objectives which are linked to the
Company's Vision statement. Corporate Quality derives strength from direct reporting to
Chairman and Managing Director of the Company. 

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Other than traditional Quality functions, today the focus is on:.

Towards meeting its Quality Policy, BHEL is using the vehicle of Quality Management
Systems, which are certified to ISO 9001:2000 series of Standards by Internationally acclaimed
certifying agency, BVQI. 

Corporate Quality and Unit level Quality structure enables requisite planning, control and
implementation of Company-wide Quality Policy and Objectives which are linked to the
Company's Vision statement. Corporate Quality derives strength from direct reporting to
Chairman and Managing Director of the Company. 

Other than traditional Quality functions, today the focus is on:.

Propagating Quality Management Systems and Total Quality Management.

Formulating, implementing and monitoring, "Improvement Plans" with focus on internal and
external Customer Satisfaction.

Investigations and preventive actions on Critical Quality Issues.

In its movement towards Business Excellence and with the objective of achieving International
level of Quality, BHEL has adopted European Foundation for Quality Management (EFQM)
model for Business Excellence. Through this model and annual self-assessment exercise, BHEL
is institutionalising continuous improvement in all its operations.

1.6 BHEL’S OBJECTIVES

1. Business Mission:

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 To maintain the leading position as supplier of transmission, utilization and conservations
of energy, for application in the areas of electric power, transportation, oil and gas
exploration and industries. Utilize company’s capabilities and resources to expand business
into allied areas and other priority sectors of the economy like defense, communication and
electronics.

2. Growth:

To ensure a study growth by enhancing the competitive edge of BHEL in existing business,
new areas and international operations so as to fulfill national expectations from BHEL.

3. Profitability:

To provide a responsible and adequate returns on capital employed primarily through

improvements in operational efficiency, capacity, utilization and productivity and generate
adequate internal resources to finance the company’s growth.

4. Customer Focus:

To build a high of customers confidence by providing increased value for his money
through international standards of product quality, performance and superior customer
service.

5. People Orientation:

To enable each employee to achiever his potential, improve his capabilities, perceive his
role and responsibilities and participate and contribute positively to the growth and success
of the company. To invest in human resources continuously and be alive to there needs.
6. Technology:

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 To achieve technological excellence in operations by development of indigenous
technologies and efficient absorption and adaptation of important technologies to suit
business needs and priorities and provide a competitive advantage to the company.

7. Image:

To fulfill the expectation of stockholders like government as owner, employees, customers

and the country at large have from BHEL.

1.7 Major Customers of BHEL

 Power:

 State electricity board (SEB) / Power corporations

 National Thermal Power corporation

 Nuclear Corporation

 Damodar valley Corporation etc.

 Transmission:

 State electricity Board

 West Bengal Power Development Corporation Ltd

 Rastriya Ispat Nigam Ltd

 Indian Organic & Chemicals Ltd

22
  National Fertilizers Ltd.

 Industry:

 Indian Oil Corp, Indian Petro Chemicals Ltd

 Industan Petroleum Corp Ltd

 Bharat Petroleum Corp Ltd CL

 Reliance Industries

 Oil & Natural Gas Corp

 Gas Authority Of India

 Transportation:

 State Indian Railways

 Port Trust viz, Mumbai, Kolkata, Chennai etc

 Steel Plants

 Cement Plants

 Electricity Boards

 Urban Transport Authorities.

 Oil and Gas:

 Oil & Natural Gas Corporation

 Oil India Ltd

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 Gas Authority Of India

 Mazagon Docks Ltd.

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Contribution to various sectors :

 Power transmission and distribution sector-

In the T&D sector, BHEL is both a leading equipment manufacturer and a system
integrator. BHEL-manufactured T&D products have a proven track record in India and abroad.
In the area of T&D systems, BHEL provides turnkey solutions to utilities. Substations and shunt
compensation installations set up by BHEL are in operation all over the country. EHV level
series compensation schemes have been installed in KSEB, MPSEB, and POWERGRID
networks. Complete HVDC systems can be delivered by BHEL.The technology for state of the
art flexible AC transmission systems [FACTS] is being developed.

 Industry sector-

Since its inception in 1982, the industry sector business has grown at an impressive rate and
today contributes significantly to BHEL’s turnover. BHEL today, supplies all major equipments
for the industries: AC/DC machines, alternators, centrifugal compressor, special reactor columns,
heat exchangers, pressure vessels, gas turbine based captives, cogenerations and combined –
cycle power plants, DG power plants, steam turbines and turbo generators, complete range of
steam generators for process industries, diesel engine based power plants, solar water heating
systems, photovoltaic systems, electrostatic precipitators, fabric filters etc.

The industries, which BHEL serves, include steel, aluminum, fertilizers, refinery,
petrochemicals, chemicals, sugar, paper, mining, textile etc.

 Transportation sector-

In the transportation field, BHEL product range covers: AC locomotives, AC/ DC dual voltage
locomotives, diesel-electric shunting locomotives, traction motors and transformers, traction
electrics and controls for AC, DC and dual voltage EMUs, diesel-electric multiple units, diesel
power cars, and diesel-electric locomotives, battery powered vehicles.

25
A high percentage of the trains operated by the Indian railways are equipped with traction
equipment and controls manufactured and supplied by BHEL.
SWOT Analysis:

 Strength:

 BHEL’s ability to acquire modern technology and make it suitable to Indian

conditions has been an exceptional strength of the company.

 Strong relationship with NTPC is a strength as NTPC is planning a capacity

expansion of Rs. 52 bn and based on the past, 85% of NTPC projects have been
bagged by BHEL. The company also enjoys purchase price reference.

 The greatest strength of BHEL is its highly skilled and committed 42,600
employees. Every employee is given an equal opportunity to develop himself and
grow in his career. Continuous training and retaining, career planning, a positive
work culture and participative style of management all these have engendered
development of a committed and motivated workforce setting new benchmarks in
terms of productivity, quality and responsiveness.

 Weakness:

 PSU status is a big weakness for BHEL as it is subject to their rules and
regulations and is forced to carry a huge amount of labor force, which it is not
able to retrench.

 The company offers very stringent credit facilities to the customers and this is a
weakness when compared in the face of rising competition. On the other hand
their customers in the power segment, SEBs, have a huge amount of receivables
standing against their name in the company's balance sheet. This is a major
weakness for the company.

26
  The company is vertically integrated, which could have been avoided by
outsourcing its components for power generation and transmission. This could
have reduced the cost.
 Opportunities:

 The power sector reforms are expected to pick up in the near future in India,
which would directly benefit BHEL.
 Increase in defence budget will increase the topline for the company.
 NTPC is planning additional capacities to the tune of 2,800 MW, at a cost of Rs
52 bn. BHEL could benefit a lot as it has happened in the past that significant
portion of the project of NTPC is handled by BHEL. Nearly 85% of the NTPC
projects were assigned to BHEL only.
 The business of modernization and renovations of power plants is expected to
grow in India.
 The disinvestment plans of the government would bring in new resources and
experience into the company.
 Joint Venture with Siemens in the name of Powerplant Performance Improvement
Ltd. (PPIL), is a major strength for the company. This tie-up will be beneficial as
there is a lot of scope for business. During FY00 the PPIL received orders worth
Rs. 320 crore.

 Threats:

 The global trend of consolidation has already resulted in a fall in turnover of the
company and this will prove to be a major threat in the years to come as well.

 The company is dependent on NTPC to a great extent.

 Recently, the government has permitted the import of second hand capital goods
that are 10 years old without the need for a license. This move will definitely
increase competitive pressures for BHEL.

27
1.11 Major Manufacturing Plants of BHEL and their Products
 

MANUFACTURING PRODUCTS
PLANT

Hydro Sets, Nuclear Turbines, Thermal Sets, Marine

Turbines, AC Motors & Large Electric Motors, Power
BHOPAL transformers, Traction Machines & Controls for Traction
and Industrial Applications, Diesel Generating Sets,
Switch Gear, Capacitors, Industrial Turbines.

Power transformers, Freight Loco Transformers, ESP

JHANSI Transformers, Instrument Transformers, Dry type
Transformers, A.C. Locos, Diesel Electric Shunters etc.

Thermal sets, Gas Turbine Generator Sets, Combined

HYDERABAD Cycle/Cogen Plants, Industrial TG Sets, Compressors,
Oil Rigs, Mills, Switchgear, Heat Exchanger etc.

Thermal Sets, Nuclear Generators, Hydro Sets, Industrial

Machines, Control Panels, Light Trainer Aircrafts, Gas
HARIDWAR
Turbines, Defense Equipment, Electric Arc Furnances
for melting Steel etc.

Utility & Industrial Bowlers, Valves, Nuclear Steam

TIRUCHY
Generators, Steamless Steel Tubes,

Variable Speed Drives, Programmable Logic & Digital

Controllers, Meters, Photo Voltaic/Solar panels,
BANGLORE Insulators, Telecom Products & simulators

RANIPET Boiler Auxiliaries – fans, Air Preheaters.

RUDRAPUR Wind Mills, Solar Water Heaters & Solar Lanterns.

GOINDWAL Industrial Valve

28
 Chapter III:
Objectives of the training

29
 CHAPTER II:
OBJECTIVES OF THE TRAINING

 To study about the training programs taken up currently by the organization.

 To analyze the procedure presently followed in planning and conduct of training

programs at BHEL.

 To evaluate the training management and development programs.

 To analyze how the training needs of the employees are identified.

 To evaluate the feedback system followed presently.

 To identify and suggest measures for the improvement of the training programs

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 Chapter IV:
Research Methodology

31
 RESEARCH METHODOLOGY

Research mean scientific and systematic search for any information on a specific topic.
Research is a careful investigation or analyses especially through search for new facts in any
branch of knowledge. Research comprise defining and redefining problem, formulating
hypothesis for suggest solution; collecting, organizing and evaluating data; making detection and
reaching conclusion; and at last carefully testing the conclusion to determine whether fit the
formulating hypothesis.

Research methodology is a way to systematically solve the research problem or it is the

systematic method of discovering new facts or verifying old facts, their sequences, inter-
relationships, casual explanations and the natural laws that govern them. The primary object of
research methodology is to get true and intimate knowledge of research methodology is to get
true and intimate knowledge of human society, organization and its functioning to and &
understand the laws that are operating behind various social activities of man.

STATEMENT OF THE PROBLEM:

With the passage of time, organizations have realized the importance of human factor and
engaged in increasing its efficiency and productivity. Now a days, all the companies would
spend a lot of time and money to keep their employees satisfied with the job conditions and
working environment. Companies may provide training amenities which either required by law
or not so as to give their employees security and higher standard of living and in turn increase
motivation and lower rate of employee turnover. I conduct this research to test the effectiveness
of training at BHEL, Bhopal. This training tries to find out the awareness of the facilities and the
satisfaction level while having these facilities.

TYPES OF RESEARCH USED

My research training is based on the primary data gained through literature and internet. Thus the
type of my research is Descriptive and Experimental.

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DESCRIPTIVE research is designed to describe something and to give an accurate description
of a situation .This research design also includes statistical methods, which is used in my
training also.

EXPERIMENTAL research gives more effective results than descriptive research by

establishing cause and effect relationship between different variables. It refers to that research
processes in which one or more variables are handled under the conditions of experiment are
artificial and statistics are usually created.

RESEARCH DESIGN

“A research design is the arrangement of conditions for collections and analysis of data in a
manner that aims to combine relevance to the research purpose with economy in procedure”

Thus, a research design is the conceptual structure with in which research is conducted , it
constitutes the blueprint for the collection , measurement and analysis of data.

SAMPLING SIZE
The sampling size on which the analysis is based is 30.

SAMPLING TECHNIQUES
The sampling technique used for carrying out this study is RANDOM sampling technique.

SOURCES OF INFORMATION:

The task of collecting information or data would get achieved by two main sources i.e. Primary
data and Secondary data. The Primary data were collected through the questionnaire from the
Employee of BHEL. While Secondary Data were collected annual report, printed booklet,
magazine and newsletters of BHEL. Thus, Primary data is surely has to be given more
importance and that’s why I have made my report on the basis of Primary data as much as
possible but secondary data was also used for accuracy and theoretical aspects of the training.

33
METOD OF DATA COLLECTION

TOOLS FOR DATA COLLECTION:

We have used two important methods for collection of data:

 BY OBSERVATION: Some of the information is collected by the way of observation,
without intervening the employees and workers of the organization.

 THROUGH QUESTIONNAIRE: The method of collecting data by mailing the

questionnaire to respondents is most extensively employed in various economic and
business surveys. Questionnaires are prepared and distributed to all the selected
employees with a request to return after completing the same. Employees consisting
executives , supervisors and workers were contacted. Dichotomous (yes or no answers) ,
multiple choice (alternative answers listed) and open questions have been used in the
questionnaire .

Questionnaire Design
A questionnaire is a set of questions to be asked from respondents in an interview, with
appropriate instructions indicating which questions are to be asked, and in what order.
Questionnaires are used in various fields of research like survey research and experimental
design.

Questionnaire design is a vital issue in interviewing. A properly designed questionnaire can tap
the necessary information from the respondent. Therefore, researchers always design a tactful set
of questions to probe and prompt the interviewee to give useful answers. Questionnaires fall
under various categories, such as structured, unstructured, disguised and undisguised

In the questionnaire I have used two types of questions:

Open Ended Questions

In open ended question design each question has a series of lines (or a blank space) in which the
respondents are encouraged to write, in their own words, how they feel about the topic in
question.

34
Close Ended Questions
Closed question provide a set of answers that the designer of the survey (based on prior
experience and responses in the pilot survey) considers will accommodate the majority of
potential responses.

The strategies and plans adopted during the training period to complete the assigned tasks
are:

1) The satisfaction level of employees of BHEL. Always was judged through a well
planned questionnaire. The questionnaire consisted of many questions covering nearly all
aspects required to judge the satisfaction level of employees.

2) The feedback from customers and general public was taken with the help of a well
designed questionnaire consisting of questions that nearly covered every aspect of testing
customer satisfaction.

DATA ANALYSIS

Tools
When the data has been classified it is arranged in the form of table. The tabulation is dependent
upon classification. The purpose is to simplify the presentation and facilitate comparison.

Technique
Once the collection of data is complete, it should be analyzed and processed through
classification tabulation etc in accordance with the subject matter. A careful planning of the
analytical framework should therefore be done by the researcher.
Data analysis is carried out by arranging the data received by the employees in an excel sheet.
This data is then converted into graphical forms. Pie charts have also been used for the
tabulation and interpretation of data collected

35
Limitations:

There were various kinds of limitations or problems that I had to face while collecting the
data information from the various employees.

 Most of the workers are illiterate, and they are not able to fill questionnaire.

 Not much information was available with the organization about how the training system
worked, for example little theoretical material was available about the system.

 Most of the employees had different views and suggestion about the subject that would some
time cause confusion while preparing data and findings.

 The organization being a public unit so the people working there were not too
bothered about the outcome of the result from my project.

 Most of the employees were not eager or prepared to fill the questionnaire.

36
 Chapter V:
Findings and Observation

37
 CHAPTER V:
FINDINGS AND OBSERVATION

1. Is training program carried out in your organization?

RESPONSE PERCENTAGE

Yes 100

No 0

Interpretation: with the reference above chart 100٪ of the respondent say that training and
development program is carried out in the organization.

38
 1. What are the criteria of providing training and development program?

CRITERIA OF T& D PERCENTAGE

Lack of skill 283

Lack of knowledge 18.33

Provide special technique 36.6

Other 16.6

Interpretation: according to the above data, 37٪ of the respondent are saying special technique,
28٪ saying lake of skill, 18٪ saying lake of knowledge and whereas 17٪ say other criteria of
training and development program.

39
3. What is the main objective of organization to provide training and development program?

OBJECTIVE PERCENTAGE

Raise the productivity 21.66

Improve quality in work 276

Improve org. climate 19

Personal growth 32.50

Interpretation: according to the above data, 21.6٪ of the respondent are saying rise of the
productivity, 27٪ say improve quality in work, 19.1٪ say improve organization climate and
whereas 32.5٪ say personal growth is the objective of training and development program.

40
4. Which method is used in training needs assessment?

METHODS PERCENTAGE

Group 100

Individual 0

Interpretation: with the reference above chart 100٪ of the respondent say that group training
needs assessment method is used in training and development program in the organization.

41
5. Which techniques do you prefer in training and development program?

TECHNIQUES PERCENTAGE

Leadership games 37.5

Communication games 31.6

Team building games 17.5

Others 13.3

Interpretation: according to the above data, 37.5٪ of the respondent are saying leadership games,
31.6٪ say communication game, 17.5٪ say for team building games and whereas 13.3٪ are in a
fever of other techniques of the training and development program.

42
6. Which classroom method you preferred in training and development program?

CLASSROOM METHODS PERCENTAGE

Lectures 31

Conferences 28

Group discussion 27

Others 14

35
30
25 Lectures
20 Conferences
15 Group discussion
10 Others
5
0

Interpretation: according to the above data, 31٪ say lectures, 28٪ say conference, 27٪ say
group discussion and whereas 14٪ are in the fever of other classroom methods of the training and
development program.

43
7. How often is it done?

TIMING OF T&D PERCENTAGE

Ones in a year 100

Ones in six months 0

Ones in a month 0

Not a specify time 0

Interpretation: with the reference above chart 100٪ of the respondent say that it is done once in
year

44
8. Are you of aware training and development program?

RESPONSE PERCENTAGE

Yes 100

No 0

Interpretation: with the reference above chart 100٪ of the respondent are aware about training
and development program.

45
9. Has the training and development program been able to motivate or improve your
performance?

RESPONSE PERCENTAGE

Yes 91

No 9

Interpretation: with the reference above chart 90.8٪ of the respondent say that training and
development program improve performance and 9٪ say no change in performance.

46
10. Are you given training session or classes according to the suggestions in training and
development program to improve your performance?

RESPONSE PERCENTAGE

Yes 97

No 3

Interpretation: with the reference above chart 97٪ of the respondent say that training a session
or classes are improves performance and 3.3٪ say no change in performance.

47
11. Is the training system helpful in the overall productivity and performance of your
organization?

RESPONSE PERCENTAGE

Yes 84

No 16

Interpretation: with the reference above chart 84٪ of the respondent say that training helpful in
improve overall productivity and 16٪ say no change in performance.

48
12. Is training and development program are same for all category of employee?

RESPONSE PERCENTAGE

Yes 97

No 3

Interpretation: with the reference above chart 97% of the respondent say that training and
development program same for all category of employee.

49
 Chapter VI:
Summary and Conclusion

50
 SUMMARY AND CONCLUSION

After completion of my fieldwork on The BHEL.I have detail knowledge about the “Training
and Development” program in the company, career-planning opportunities of the employee, their
general activity and the brief knowledge about the company. The company has wide of product
catering to various requirement of the sanitary ware market and produce quality sanitary ware
and they always look durability, reliability and the cost effectiveness.

The company’s entire resources and expertise are dedicated to benefit of the custom

51
 SUGGESTIONS

 Training and Development program should carry out twice in a year in the. BHEL.

 The BHEL. should utilize those methods and techniques of Training and
development, which closely useful to illiterate workers or employees.

 The BHEL. should stress on effective training as it help the management to allocate
the resources and adequate time of training.

 The BHEL.should stress on physical part of the work, as the physical work should be
studies scientifically in order to determine the optimal method of performing a job.

 Effectiveness of welfare must be assessed periodically, and should give proper

feedback to the worker at the work place and it has breathed impact on the worker
work behavior.

52
 ANNEXURE

1. Is training program carried out in your organization?

a) Yes
b) No

2. What are the criteria of providing training and development program?

a) Lack of skill
b) Lack of knowledge
c) Provide special technique
d) Other

3. What is the main objective of organization to provide training and development program?

a) Raise the productivity

b) Improve quality in work
c) Improve org. climate
d) Personal growth

4. Which method is used in training needs assessment?

a) Group
b) Individual

5. Which techniques do you prefer in training and development program?

a) Leadership games
b) Communication games
c) Team building games
d) Others

6. Which classroom method you preferred in training and development program?

a) Lectures
b) Conferences
c) Group discussion
d) Others

7. How often is it done?

a) Ones in a year
b) Ones in six months
c) Ones in a month
d) Not a specify time

53
8. Are you of aware training and development program?

a) Yes
b) No

9. Has the training and development program been able to motivate or improve your
performance?

a) Yes
b) No

10. Are you given training session or classes according to the suggestions in training and
development program to improve your performance?

a) Yes
b) No

11. Is the training system helpful in the overall productivity and performance of your
organization?

a) Yes
b) No

12. Is training and development program are same for all category of employee?

a) Yes
b) No

54
 BIBLIOGRAPHY
TEXT BOOKS
1. Lynton, R.P. and Pareek, U. “Training for development”, 2 nd Ed., New Delhi: Vistaar
publication, 2002.
2. Bhatnagar, O.P. “Evaluation methodology for training”, New Delhi: Oxford and IBH
publishing co.pvt.ltd.
3. Rae, L. “The art of training and development, effective planning”. Vol. 1, New Delhi.
4. Tannenbaum, S. “A strategic view of organizational training and learning”.
5. A hand book of human resource management practice, 8th ed., 2001.
6. Personnel management, Mc. Graw Hill, 6th ed., 1981.
7. Kothari, C.R. Research Methodology, 3rd edition, 1997, Vikas Publishing House Pvt. Ltd,
New Delhi
8. Rao P. Subba, “Essentials of Human Resource And Management Relations”, Himalaya
Publications, Second edition and Revised print 2007.
9. Decenzo David A., “Personnel /Human Resource Management” Publisher: Prentice Hall
India, page 50.
10. Agrell Tina, “Recruitment Techniques For Modern Managers”
11. Memoria C.B. “Personnel Management”
12. Aswathappa K. “Human Resources and Personnel Management”
13. C. B. G “Human Resource Management”
14. Robbins Stephen “Organizational Behavior” 9th edition by Prentice Hall International.
15. Armstrong Michael And Murlis Helen “The art of HRD, reward management”, volume 9.
16. Bhatia S.K. “Performance management, concepts, practices and strategies for
organization success”.
17. Memoria, C.B., “ Personnel Management”, New Delhi , Himalaya Publishing House ,
1997
18. GHOSH, Human Resource Management, Sunrise Publication, New Delhi
19. Literature on “PRIVATE & PUBLIC SECTOR FIRMS”
20. Robert L. Chief. “Training and development”Editor in chief, Third edition,Mc Graw-hill
book company

55
 21. Rolf P. Lyton and Udaipareek “ Training for development”,second edition, Visitaar
publication

NEWS PAPERS:

• Times of India
• Economic Times
• Hindustan times
• Danik Bhaskar

MAGAZINES:

• India Today
• Business World
• Monthly Magic
WEBSITES

 www.evereadyindustries.com/
 http://en.wikipedia.org/wiki/
 www.jsb.ac.in/library/projects/htm
 www.citehr.com
 www. economictimes.indiatimes.com

56
 REFLECTIONS (WORK EXPERIENCE)

 Training and development program is carried out ones in a year in BHEL.

 Most of the employee is know about the training and development program in the
BHEL.

 Lots of the employee says that training and development program is really helpful to
improve performance and productivity.

 Most of the employee in the fever of leadership technique in training and

development program.

 Training and Development program is not same for all the employees.

57