Evaluation of

Training &
Development
policies
At Reliance Industries
Limited Manufacturing
division - Allahabad
This summer training project is all about the Training &
Development policies at RIL and its effectiveness to achieve
organiational objective under the department of !uman
Resource Development"
#$%
$
DEE&ALI D'I(EDI
&)DM
*+!,,L ,- MA.A)EME.T
*+IE.+E*/(ARA.A*I
SUMMER INTERNSHIP
PROJECT REPORT
ON
EVALUATION OF TRAINING & DEVELOPMENT
POLICIES AT RIL
In the field of Hu!n Re"ou#$e
de%elo&ent
AT

RELIANCE INDUSTRIES LIMITED
MANUFACTURING DIVISION '
ALLAHA(AD
0nder the guidance of /
submitted b1/
Mr. Manoj Saxena Deepali Dwivedi
Head of learning Center PGDM , 3
rd
sem.
RI , !aini" #lla$a%ad SMS) &aranasi


PREFACE
The project contains a comprehensive stud1 of the elements
that ma2es the training & development of emplo1ee/ 3ho are
an asset of the compan1 /are 3orthless" I have tried to e4plain
the lin2age bet3een the training & development activities and
organiational objectives and purpose"
Training is the most important function that
directl1 contributes to the development of human resources " If
human resources have to be developed / the organiation
should create conditions in 3hich people ac5uire ne3
2no3ledge and s2ills and develop health1 patterns of
behaviour and st1les " one of the main mechanism of achieving
this environment is institutional training"
Training consists of planned programmes
designed to improve performance at individual/ group or
organiational levels" Improved performance in turn implies
that there has been measurable change in 6no3ledge/ *2ills/
Attitudes and *ocial behaviour"
I have given detailed summar1 of all the training
objectives/ training needs/ training principles/ training methods/
stages in training at Reliance Industries Limited / .aini /
Allahabad"
I am than2ful to all the officers and emplo1ees for
their valuable information and suggestion 3ithout 3hich m1
project 3ould have been incomplete"

A$*no+led,eent
It is a great honour for me to be assigned this topic"
-irst ,f all I 3ould li2e to bo3 before the all might1 presence of
)od 3ithout 3hose merc1 this project report 3ould have not
been possible"
I am immensel1 than2ful to M#- (-S- (h!d!u#i!) He!d of
HRD !t Reli!n$e Indu"t#ie" Liited) N!ini . All!h!/!d"
I am also ver1 much than2ful to M#- N!,end#! (!h!du# 0E1'
HR2 !nd M#- M!no3 S!1en! 0he!d of Le!#nin, Cente#2 and
to all the staff of !RD for providing me ever1 possible guidance
and suggestions to complete this project report"
I 3ould also li2e to than2 m1 friends 3ho 3ere there 3ith me
3hen I needed " their support and cooperation at each and
ever1 step of this project report"

CONTENT
+ompan1 profile
- Location
- !istor1
- ,rganisational *tructure
- &roducts and Mar2ets
- Departmental details
- *trategies
- 7oard of directors
*ummer Training &roject
- About Training & development
- A stud1 on Training & Development at RIL
- ,bjectives
- Research Methodolog1
- Limitation
- Anal1sis
- Data Interpretation
- Inferences
- Results
- *uggestions and Recommendations
- Anne4ure
- 7ibliograph1
+,M&A.8 &R,-ILE
A(OUT RELIANCE GROUP
Reli!n$e Indu"t#ie" Liited is India9s largest private sector
enterprise :b1 mar2et value;/ 3ith an annual turnover of 0*< ==">
billion and profit of 0*< ?"> billion for the fiscal 1ear ending in
March #$%$ ma2ing it one of India9s private sector -ortune )lobal
@$$ companies/ being ran2ed at #>=th position :#$$A;" It 3as
founded b1 the Indian industrialist Dhirubhai Ambani in %A>>"
Ambani has been a pioneer in introducing financial instruments
li2e full1 convertible debentures to the Indian stoc2 mar2ets"
Ambani 3as one of the first entrepreneurs to dra3 retail investors
to the stoc2 mar2ets" +ritics allege that the rise of Reliance
Industries to the top slot in terms of mar2et capitaliation is
largel1 due to Dhirubhai9s abilit1 to manipulate the levers of a
controlled econom1 to his advantage" Though the compan19s oil-
related operations form the core of its business/ it has diversified
its operations in recent 1ears" After severe differences bet3een
the founder9s t3o sons/ Mu2esh Ambani and Anil Ambani/ the
group 3as divided bet3een them in #$$>"
Reliance enjo1s global leadership in its businesses/
being the largest pol1ester 1arn and fibre producer in the 3orld
and among the top five to ten producers in the 3orld in major
petrochemical products
"Between my past, the present and the future, there is one common
factor: Relationship and Trust. This is the foundation of our growth."
Shri Dhirubhai H. mbani
Founder Chairman Reliance Group
December 28, 1932 - July 6, 2002

HISTOR4
RE+R,. *8.T!ETIE* LIMITED 3as earlier name 2no3n as
RA8M,.D *8.T!ETIE* LIMITED" This +ompan1 3as ta2en
over b1 *IL'A*A 8AR. I.(E*TME.T +,M&A.8 LIMITED
in *eptember %AAA" This +ompan1 3as the group of
reliance Industr1 Limited"
Ra1mond 3as -lagship +ompan1 of B6 )roup/
3hich belongs to Mr" (ija1path *inghania" It 3as formed
in %A#@ to ta2en over the 'ADIA ',,LE. MILL* &LA.T*
situated at Maharastra" ,ver the 1ears/ the +ompan1 had
established itself as leading pla1er of 'oolen Te4tiles"
The +ompan1 later diversified 3as changed from
Ra1mond 'oolen Mills Limited to RA8M,.D *8.T!ETIE*
LIMITED"
Ra1mond *1nthetics Limited 3as incorporated on
Cth Dec %AC>" ,n D
th
March %ACA the certificate of
commencement of business 3as obtained and
commercial production started in %AA%"
In Allahabad/ R*L is mainl1 concerned 3ith the
manufacturing of &-8 :pol1ester -ilament 8arn; & PO4
:&ol1ester ,riented 8am; there are 3or2ing 3ith %@DA
emplo1ees" Its first plant :7atch &rocessing &lant; has
installed capacit1 of C$ TD&" In the 1ear %AA> the
+ompan1 had its ne3 plant called continuous process
installed 3ith a capacit1 of %@$ TD&"
&reviousl1/ Ra1mondEs *1nthetics ltd 3as a stand
alone +ompan1 and had to depend upon other
+ompanies for its raw material and the changing scenario
and increasing competition it started incurring losses/"
Ta2ing the benefits of the situation *il3asa 8am &
Investment &rivate LIMITED :it is an associated
+ompanies/ 'hich could ma4imie their profit as the1
had capabilit1 of for3ard and bac2ground integration"
*o/ finall1 in *eptember %AAA/ Ra1mond
*1ntheticEs 3as ta2en over b1 *il3asa 8am & Investment
+ompan1 Limited and the name of the +ompan1 3as
change to RE+R,. *8.T!ETI+E* LIMITED"
Mr" I"-" *eth" :+hairman; :*il3asa 8arn &
Investment private Limited; Reliance Limited" India
Largest *ector/ Enterprises is a major &la1er in the India
&etrochemical sector"
Reliance +ontributes over % F to India
&etrochemical *ector" Reliance +ontributes over % F to
India )D& and almost % "@F of the total )overnment
revenue receipt"
Mr" :Late; Dhirubai Ambani 3as founder of
Reliance infocom Limited :RIL;" Mr" Mu2esh Ambani is the
+hairman of RIL"
The RE+R,. *8.T!ETI+E* LIMITED obtained I*,
#$$# certification b1 the global 5ualit1 assurance
certification agenc1 D.( .etherlands for 5ualit1
management s1stem"


In Allahabad/ RIL is mainl1 concerned 3ith the
manufacturing of PF4 :pol1ester -ilament 8arn; & PO4
:&ol1ester ,riented 8am; there are 3or2ing 3ith 556
emplo1ees" Its first plant :7atch &rocessing &lant; has
installed capacit1 of C$ TD&" In the 1ear %AA> the
+ompan1 had its ne3 plant called continuous process
installed 3ith a capacit1 of %@$ TD&/ 3here the batch
plant produces 3ide range of specialt1 pol1mers and
continuous plant produces both commodit1 and
differentiated products"

PRODUCTS & MAR7ETS
In Allahabad / RIL is mainl1 concerned 3ith the
manufacturing of PF4 8 Pol9e"te# Fil!ent 4!#n: &
PO4 8 Pol9e"te# O#iented 4!#n: & Pol9e# Chi&"
ta2es place 3hich is used in further production of dress
material *aries and -ilm reels etc "
The main mar2ets for threads produced b1 Reliance
Industries LimitedEs plant are in )ujarat / Maharastra/ &
Local mar2ets are Tanda :-aiabad;/ Mau and Meerut &
6anpur"
Mar2eting department for the threads produced b1
Re$#on S9ntheti$ liited at national level are at
Sil+!"!)
7!n&u# !nd
Mu/!i"
!ead mar2eting department is Mu/!i offi$e"
Thread produced b1 RIL is also e4ported in outside India
li2e
M!l!9"i! ) (#!;il ) It!l9 et$-

Recron
'here I..,(ATI,. is a
+,.TI.0,0* process
DEPARTMENT
DETAILS
PRODUCTION <
a; POL4< The production process starts 3ith the
pol1meriation of the ra3 material that ta2es place in
the pol1 department " This results in the formulation
of &ET chips"
b; SPINING< &ET chips are conve1ed to the spinning
department" !ere / after proper dr1ing the chips are
melted and converted into filament form" After
3inding/ it ta2es the form of 1arn called &,8/ that is /
&artiall1 ,riented 8arn"
c; TE=TILE< In this department &,8 is converted into
flat 8arn through Dra3 T3ist &rocess or te4tured
8arn through Dra3 Te4turing &rocess"
d; D4IENG< D1ieng of 8arn carried out in this
department"
%" >u!lit9 $ont#ol< All t1pe of &ol1ester -ilament 8arn
is collected for 5ualit1 monitoring at Te4tile and
+hemical lab" A team of 3ell-5ualified and trained
professional bac2ed b1 the most modern and
sophisticated instruments accomplish this tas2"
#" P#o$e"" $ont#ol & P#odu$tion Pl!nnin,< The
basic function of this department is to ma2e sure that
the products / 3hich do not confirm to the 5ualit1
norms are not produced and maintained at minimum
level" The production schedule is prepared in the
&roduction planning *ection "
?" So#tin, & P!$*!,in,< This department helps in
maintaining 5ualit1 and ensuring complete safet1
product till it reaches the customer"
ENGINEERING<
a; ELECTRICAL< Its main function is to ensure the
continuous suppl1 of electricit1 to the 3hole plant"
b; MECHANICAL< Its function is to ensure all the time
availabilit1 of all the e5uipment and loo2 after their
maintenance"
c" UTILIT4< It ensures uninterrupted suppl1 of utilities to
the process plant such as treated 3ater/ air-
conditioning/ compressed air etc"
d; INSTRUMENTATION< The main function of this
department is to maintain the entire process control
instruments used for controlling and monitoring entire
process and poser electronic devices vi"/ inverter and
0&* of the entire plant"
e; CIVIL< All the construction 3or2 is being loo2 after b1
this department"
ADMINISTRATION<
It is service departmentG it ta2es up activities in the
follo3ing field vi" !orticulture/ *anitation/
+ommunication/ Transportations/ and liasioning 3ith the
state and the central government agencies/ )uesthouse
maintenance"
PURCHASE<
It is the vital lin2 to the functioning of all other
departments" It arranges all the purchase of ra3
materials and the services :both indigenous and
imported;"
STORES<
The main tas2 of this department is to ma2e things
available to different departments 3henever needed"
Total receipt of material/ ra3 materials/ spares and 2eeps
them stored and delivers timel1 to users" Maintain total
Inventor1 Management *1stem"
SAFET4<
It deals 3ith providing emplo1ees 3ith safe 3or2ing
conditions/ tools/ and e5uipment and ensures that correct
procedures are follo3ed for carr1ing out all the
operations"
SECURIT4<
It ensures safet1 and securit1 to men/ machine and
material"
ACCOUNTS<
The basic function of this department is to give cost
to ever1 activit1 that has monetar1 relevance and also
records of all the benefits in monetar1 terms" *ome of the
section of this department is
a; &urchase Accounting
b; )eneral Accounting
c; *ales Accounting and *ales Ta4
d; Insurance
e; +onsumption Accounting
f; &roject and -i4ed Asset Accounting
g; E4cise and +ustoms
h; Management Information *1stem :&rofitHLoss/ cash
flo3/ balance sheet;"
i; Income Ta4
j; Internal +ontrol & Internal Audit
2; 7alance *heet finaliation & *tatutor1 Audit"
IT <
'ith the help of the state-of-the-art technolog1/ it is
being planned to connect all machines on +orporate
.et3or2 3ith ,.-Line environment to facilitate data
communication and speed1 decision ma2ing"
MAR7ETING<
The basic function of this department is to identif1
customers need/ offer them the products that are
profitable to the compan1 and satisf1 their needs"
HRD<
The main functions of this department areI
a; Manpo3er &lanning
b; Recruitment and *election
c; &eriodical Evaluation
d; Regulariation
e; Industrial Relation
f; 'elfare Activities
g; Induction
h; Training and Development"
RELIANCE
STRATEGIES
.e3 product development in fibres/ filaments
and resins"
.eeds anal1sis H applications research"
.ovel process technolog1 development"
Technolog1 monitoring & forecasting"
*cientific support to operations in the form ofI
o Technolog1 selection & absorption"
o &rocess technolog1 optimisation & up-
gradation"
o &roduct benchmar2ing & 5ualit1
improvement"
o +ost reduction"
o Trouble-shooting"




'oard of Dire(tors of Relian(e Ind)stries imited

Shri Dhiru bhai H. Ambani
Founder chairman Reliance Group

'oard of Dire(tors of Relian(e Ind)stries imited



S$ri M)*es$ D. #m%ani
Chairman & Managing Director

S$ri !i*$il R. Meswani
Executive Director
S$ri Hital R. Meswani
Executive Director
S$ri H.S.+o$li
Executive Director
S$ri PMS Prasad
Executive Director
S$ri Ramni*lal H. #m%ani S$ri Mansing$ . '$a*ta
S$ri ,ogendra P. -rivedi Dr. D. &. +ap)r S$ri M. P. Modi
Prof. #s$o* Misra Prof. Dipa* C .ain
Dr. Rag$)nat$ #nand Mas$el*ar
*0MMER TRAI.I.) &R,BE+T


TRAINING AND
DEVELOPMENT
I.TR,D0+TI,.
Ever1 organiation needs 3ell-trained and e4perienced
people to perform the acts" If the current or potential job
occupant can meet this re5uirement/ the training is not
important but 3hen this is not the case it9s necessar1 to
raise the s2ills levels and increases the veracit1 and
adaptabilit1 of emplo1ees" As jobs became more comple4
the importance of emplo1ee9s performance also
increases" JIn the rapidl1 the changing societ1 emplo1ee
training and development is not onl1 an act that is
desirable but also an act that an organiation must
commit resources to/ if it9s to maintain a viable and
2no3ledgeable 3or2 force"J
MEANING OF TRAINING
Training is the important subs1stem of human
resource development" Training is a specialied
functions and is one of the fundamental operative
functions for 2no3n resource management " it is a
short-term process utiliing a s1stematic and
organied procedure b1 3hich non-managerial
personnel ac5uire technical 2no3ledge and s2ills for a
definite purpose"
DEFINITION
Training is the organied procedure b1
3hich people learn 2no3ledge and s2ill for a definite
purpose"

'DALE S (EACH
MEANING OF DEVELOPMENT
Development is a long term educational
process utiliing a s1stematic and organied procedure
b1 3hich managerial personnel get conceptual and
theoretical 2no3ledge" In other 3ords / it refers not to
technical 2no3ledge and s2ills in operation but to
philosophical and theoretical educational concepts" It
involves broader education and its purpose is long term
development"
DEFINITION
Management development is a s1stematic
process of training and gro3th b1 3hich individuals gain
and appl1 2no3ledge / s2ills / insights and attitude to
manage prientation effectivel1"

'DALE S (EACH
DIFFERENCE (ET?EEN TRAINING AND
DEVELOPMENT
TRAINING
Training focuses on
technical and
mechanical oriented
operations"
Training is mostl1 for
non managers"
Training focuses on
current jobs and short
term gains "
Training is job
oriented and is
vocational in nature"
Training can be
classified in to major
t1pes-
,n the job training
and off the job
training"
De%elo&e
nt
It focuses on
theoretical s2ill and
conceptual ideas"
Development is for
managers and
e4ecutives"
Development
prepares for future
jobs and focuses on
long term accruals"
Development is
general in nature and
is continuous on
going process"
.o such classification
is possible"
NEED FOR
TRAINING
Training is the corner stone for sound management /
for it ma2es emplo1ees more effective and
productive " the need for training can be given as
under-
To match the emplo1ees specifications 3ith the job
re5uirement and organiation needs"
In order to survive and to be effective organiation
adopts the latest technolog1 i"e" mechanism and
computeriation " technolog1 alone does not
guarantee success unless it is supported b1 people
possessing re5uisite s2ills"
+ompanies constantl1 search for opportunities to
improve organiational effectiveness"
,ld emplo1ees need to 2eep refresher training to
enable them to 2eep abreast of the changing
methods techni5ues and use sophisticated tools and
e5uipments"
.eed for enabling the emplo1ees to do the 3or2 in
an effective 3a1 to reduce the learning time as 3ell
as the supervision time / reduce 3aste and spoilage
of ra3 material and produce 5ualit1 goods and
develop their potential"
.eed for reducing grievances and minimiing the
vitalit1 of an organiation as 3hole and raising the
morale of its emplo1ee"
STEPS IN TRAINING AND DEVELOPMENT
PROGRAM
%" IDENTIF4ING THE TRAINING NEEDS' The most
important step in the training program and is to
ma2e a thorough anal1sis of the entire organiation/
its operation and manpo3er resources available in
order to find the trouble spot 3here training ma1 be
needed"
Discovering training needs involves @ tas2s/ the1 are
as follo3s-
List the duties and responsibilities or tas2 of the job
under consideration using the job description as a
guide"
List the standards of 3or2 performance on the job "
+ompare actual performance against the standard"
Determine 3hat parts of the job are giving
emplo1ees trouble / 3here he is failing in his
performance"
Determine 3hat 2ind of training is needed to
overcome the specific difficult1"
#" GETTING READ4 FOR THE JO(- 0nder this step it
is to decide 3ho is to be trained / the staff/ or all of
them selected from different 2e1 departments" The
trainer has to be prepared for the job / for he is the
2e1 figure in the entire program"
?" PREPARATION OF THE LEADER- this step consist
of
In putting the learner at ease
E4plaining 3h1 he is being taught"
In creating interest and encouraging 5uestions
finding out 3hat the learner alread1 2no3s about
his job and other job"
In placing the learner as close to his normal
3or2ing position as possible"
=" PREPARATION OF OPERATION AND
7NO?LEDGE' This is the most important step in
training programs " The training should clearl1 sho3/
illustrate and 5uestion in order to put over the ne3
2no3ledge and operation " The learner should be told
the se5uence of the entire job and 3h1 each step in
its performance is necessar1"
@" PERFORMANCE TR4 ORDER' 0nder this step the
trainee is as2ed to go through the job several times
slo3l1 / e4plaining him each step "Mista2es are
corrected/ and if necessar1 some complicated steps
are done for the trainee first time/ then the trainee is
as2ed to do the job / graduall1 building up the s2ill
and speed as soon as the trainee demonstrates that
he can do the job in the right 3a1"
>" FOLLO? UP ACTION' The situation is anal1ed to
find the difference bet3een e4pected outcomes and
actual outcomes" +onse5uentl1 necessar1 precaution
should be ta2en for designing and implementing in
future program" The organiation invest in term of
energ1/ time and mone1/ made in these program
must be justified the related outcomes in term of
increased efficienc1 and effectiveness of the 3or2ing
of the participants"
T4PES OF TRAINING .
There are t3o t1pes of training method"
@-On the 3o/ t#!inin,
6-Off the 3o/ t#!inin,
@-ON THE JO( TRAINING
COACHING' In coaching the trainee is placed under a
particular supervisor 3ho acts as an instructor and
teaches job 2no3ledge and s2ills to trainee"
JO( ROTATION' This is particularl1 useful in the
development of diversified s2ills and to give the
e4ecutives a broader outloo2 / 3hich are ver1 important
to the upper management levels"
MULTIPLE MANAGEMENT- This techni5ue is mainl1
useful in bringing the managers out of their narro3 shells
and help them gain a broader outloo2 2no3ledge in
different functional areas"
PLANNED PROGRESSION- This techni5ue guides
managers in their path of development" It clearl1
identifies the aspects of their performance that need to
be improved" It provides them clear guidelines as to
3here the1 stand and 3hat aspects of their performance
need to be improved"
CREATION OF ASSISTANT TO POSITIONS- This
method helps subordinates gain useful insights b1
3or2ing in close co-ordination 3ith e4perienced
superiors" To assess the performance of trainees
/managers conduct various tests and provide feedbac2"
This method can 1ield good results if the managers are
highl1 e4perienced / can provide the trainees useful
guidelines regarding the 3or2"
TEMPORAR4 PROMOTIONS- 3hen a manager is on
vacation or is a3a1 on an e4tended business trip/
subordinates are fre5uentl1 appointed as acting
managers " This method of learning can be effective if the
acting manager is allo3ed to shoulder the responsibilities
of the manager and ta2e decisions"
6-OFF THE JO( TRAINING
CASE STUD4- In the development of e4ecutives and
anal1tical and decision ma2ing s2ills / this techni5ue is
particularl1 useful"
INCIDENT METHOD- this techni5ue improves oneEs
intellectual abilit1 / practical judgement and social
a3areness"
ROLE PLA4ING- It helps e4ecutives in understanding
people better b1 giving them various e4perience"
(USINESS GAMES- This techni5ue ma1 be used in order
to develop organiational abilit1 / 5uic2ness of thin2ing
and leadership"
SENSITIVIT4 TRAINING . This helps one to 2no3 more
about himself and the impact of his behavior on the
others / 3hich are important to manage people"
A *T0D8 ,.
TRAINING AND
DEVELOPMENT
AT
RELIA.+E I.D0*TRIE*
LIMITED
ALLAHA(AD MANUFACTURING
DIVISION


>UALIT4 S4STEM
PROCEDURE
T#!inin, fo#
"u&e#%i"o#"
%" &0R&,*E- To establish a s1stem for identification of
training needs and providing training as per the
re5uirement"
#" *+,&E- Applicable to all officers of the compan1"
?" DE-I.ITI,.*- *0&*I *upervisors
.,.*0&*I .onsupervisors
: 3or2men;
IL.AI Individual learning needs
assessment"
LII Learning inde4
=" RE*&,.*I7ILIT8- !EAD !R is overall responsible for
the compliance of the s1stem" !,DEs are responsible
for the identification of training needs in their
respective department"
@" DE*+RI&TI,. H &R,+E** A&&R,A+!-
@"% &R,+E** I.&0T*
*".
,"
I.&0T* *,0R+E -REK0E.+
8H
'!E.
RE-ERE.+E RE(IE'
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selection
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department
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in E**
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s1stem
# Re5uisition
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All
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detailed
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? Modules
and facult1
availabilit1
All
department
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facult1
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modules &
their 3riters
as a facult1
Details
given in the
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And
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-ormat no" H
$%%
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rating as
given in the
format
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s
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in house training
!ead !R 'IHT&DH$$
%
> Arranging the facult1 :internal or
e4ternal; and getting his
confirmation
!ead !R 'IHT&DH$$
%
D &ublishing monthl1 training
calendar on *A&-!R-*DMHemail
!ead !R -THT&DH$$
D
C &ublishing Trg notice 3ith final list
of participants for in house
training on email
!ead !R 'IHT&DH$$
%
A +onducting training on notified
date and time for in house training
!ead !R 'IHT&DH$$
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trainee and facult1 both for in
house training :3herever possible;
!ead !R -THT&DH$$
=
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%% +onducting pre and post trg test/
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!ead !R 'IHT&DH$$
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!ead !R 'IHT&DH$$
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%? Training validation and sending to
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!ead !R 'IHT&DH$$
C
@"? &R,+E** ,0T&0T
*"
.o"
,utputs To Reference
document
% Identified learning
needs for entire plant
'ith in dept"
for further use
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3ebsite & e-
mail
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!,D
'IHT&DH$$%
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further use
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'IHT&DH$$%
-THT&DH$$C
%=
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3ebsite for
emplo1ees
'IHT&DH$$%
C .o" of training & total
training hours held each
month
&resident HMR 'IHT&DH$$%
@"= &R,+E** M,.IT,RI.)
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ee
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-THT&DH$$C- Emplo1ee training card
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REFERENCES
'IHT&DH$$%- &rocedure for training s1stem
TRAINING FOR
NONSUPERVISORS
%" PURPOSE' To establish a s1stem for identification
of training needs and providing training as per the
re5uirement"
#" SCOPE- applicable to all non-supervisors of the
compan1 "
?" DEFINITION' .,.*0&- nonsupervisors :3or2men;
LI- learning inde4
=" RESPONSI(ILIT4' !ead !R is over all responsible
for the compliance of the s1stem" !,DEs are the
responsible for the topic to be covered and the
identification of training needs in their respective
department"
B-DESCRIPTIONAPROCESS APPROACH
@"% &R,+E** I.&0T*
S-N
O-
INPUTS SOURCE FRE>UE
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% Deciding
topics as
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plantHdept
"
re5uireme
nt
All dept" As and
3hen
re5uired
- As decided
b1 the
dept"
# Re5uisitio
n form
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the
month
-ormat
no"
-THT&DH
$%$
As per
details
filled in the
format
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facult1
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e trg
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ans3ers
and
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@"# &R,+E** A.D I.TER-A+E*

S-N
o-
ACTIVIT4 RESPONSI(IL
IT4
REFERENCE
DOCUMENT
% Training nominations and
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OUTPUTS TO REFERENCE
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RECORDS
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-THT&DH$$@H$%- -acult1 feedbac2 form
-THT&DH$$D- Monthl1 training calendar
-THT&DH$$CH$%- Emplo1ee training card
REFERENCES
'IHT&DH$$%- &rocedure for training s1stem
O%e#%ie+ of t#!inin, !t RIL
The training process at RIL is completel1 an online
process through 3hich each and ever1 emplo1ee of
reliance is able to enroll themselves for an1 training
3hich is beneficial for improving their 2no3ledge / s2ill
and attitude to3ards the organiation" In RIL the 3hole
process is designed in such a 3a1 that ever1 emplo1ee
gets a fair opportunit1 to enhance their s2ills/ so that the
optimum performance is achieved" Ever1 emplo1ee is
given a user account 3ith a pass3ord / 3hich the1 can
use to communicate 3ith the compan1" The information
regarding various issues related to emplo1ees li2e
emplo1ee polic1 manual/ attendance/ training / retiral
benefits etc" can be accessed from his account" The
emplo1ees can have the information about various
schemes /policies /and procedure of various processes
/facilities of the compan1 li2e fuel cards and
reimbursements etc"
HERE IS AN OVERVIE? OF ?E( PAGE


TRAINING PROCESS
Training process at RIL is called as IL.A" It stands for
INTEGRATED LEARNING NEED ASSESSMENT" An
emplo1ee can appl1 online for various training programs
through ILNE FOR SELF-
&rocess is as follo3s
SELF (OO7ING
(OO7ING CANCELLATION
SELF STUD4 . INITIATE
SELF STUD4 COMPLETION
STATUS OF CERTIFICATION
MODULE SELECTION
ATTENDANCE REPORT
TRAINING CALENDAR
ILNA RATING SELF
O(JECTIVE OF THE
STUD4
To stud1 Training and Development at RIL"
To find out the pattern and fre5uenc1 at RIL"
To 2no3 the satisfaction level of the emplo1ees
related to training and development at RIL"
To find out the effectiveness of training and
development act"
Related to performance of emplo1ees"
Right e4pression of Training and
Development need of emplo1ees"
Right development of soft s2ills li2e
inter-personal relation and communication s2ills"
RESEARCH
METHODOLOG4
In order to conduct a s1stematic en5uir1 one has to adopt
certain methods and techni5ues" *uch methods indicate
the researcher the 3a1 of carr1ing out his research 3or2"
The stud1 is designed to conduct an en5uir1 of training
and development end program at RIL Allahabad" In this
stud1 the follo3ing producer has been adopted"
@- POPULATION<
The population for the present stud1 of emplo1ees at
RIL 3as @$"
6- SAMPLE TECHNI>UE<
*ample techni5ue is convenience sampling" It comes
under non- probabilistic sampling method"
C- METHOD OF COLLECTON OF DATA<
There are various methods in research for collection
of data" (i
A: P#i!#9 D!t!<
%" Kuestionnaire method
#" &ersonal intervie3 ?" ,bservation Method"
(: Se$ond!#9 D!t!<
%" +ompan1 Annual Report
#" +ompan1 Bournal
?" *econdar1 data are mainl1 official record/
information of !RD and other departments"
D- DATA COLLECTON<
D!t! "ou#$e"<' &rimar1 and secondar1
Re"e!#$h A&&#o!$he"<' *urve1 method
Re"e!#$h In"t#uent<' Kuestionnaires
S!&lin, Pl!n<'
The sample unit 3as the emplo1ees of
Reliance Industries Ltd"
The sample sie 3as @$ emplo1ees"
The sampling procedure 3as stratified
random sampling"
Cont!$t Method<' &ersonal Intervie3"


LIMITATIONS
The biggest limitation 3as time factor one months
is an insufficient time to understand a vast and
comple4 organiation at RIL"
!uman nature 3as m1 second limitation no matter
ho3 3ell 3e 5uestioned the e4ecutives"
&eople response ma1 be based o3ing to a variet1
of reasons such as common beliefs and education
bac2ground"
&eople could not give ade5uate time to the
5uestionnaire o3ing to the 3or2 load"
DATA ANAL4SIS AND
INTERPRETATION
@-Do 9ou !ttend !ll the t#!inin, &#o,#!E
@>F emplo1ees sa1s that the1 attend all the
training program and remaining do not attend all the
training"
6-Do 9ou #e$oend othe#" to !ttend the
t#!inin, E
C$F emplo1ees at compan1 sa1s that the1
recommend others to attend training"
C- I" "ele$tion &#o$edu#e fo# the t#!inin,
!&&#o&#i!teE
CCF emplo1ees sa1s that selection procedure for the
training program is appropriate"
D-I" t#!inin, "9"te !&&#o&#i!teE
C=F emplo1ees sa1s that training s1stem at reliance
is appropriate"


B-I" len,th of t#!inin, !&&#o&#i!teE
D#F people at reliance sa1s that length of training is
right and remaining thin2s that length of training is
short"

F-I" the#e !n9 &#!$ti$!l *no+led,e in t#!inin,
&#o,#!E
C$F emplo1ees sa1s that there is practical
2no3ledge in training"


G-A#e 9ou "!ti"fied +ith the feed/!$* "9"te
!fte# t#!inin,E
Mostl1 emplo1ees are satisfied 3ith the feedbac2
s1stem after training program"

C" Do 9ou thin* e&lo9ee" "hould /e ,i%en
t#!inin,/9 the e1te#n!l t#!ine#E
(ie3 of emplo1ees are as follo3s-

5-A$$o#din, to 9ou +hi$h ethod i" o#e "uit!/leE
>=F emplo1ees sa1s that the1 li2e on the job training
and remaining are in favor of off the job training"
@H- Doe" 9ou# "enio# "t!ff hel&" 9ou in 9ou# !$tion
&l!n !fte# t#!inin,E >CF emplo1ees sa1s that their
senior staff helps in their 3or2
after training and #$F sa1s that seniors help them some
times in their action plan"
@@- H!" t#!inin, #edu$ed the &o""i/ilit9 of
!$$ident"E
A#F emplo1ees sa1s that training reduced the possibilit1
of accidents"
@6- H!" t#!inin, #edu$ed +!"t!,eE
D>F emplo1ees sa1s that training reduced the 3astage"
@C- Do 9ou thin* !&&#e$i!tion fo# 9ou# +o#* i"
enh!n$edE
(ie3 of emplo1ees are as follo3s-

@D- 9ou# unde#"t!ndin, of 3o/ enh!n$ed !fte#
t#!inin,E
(ie3 of the emplo1ees are as follo3s-

@B- It i" &o""i/le to "ol%e !ll o#,!ni;!tion!l
&#o/le th#ou,h t#!inin,-
(ie3 of the emplo1ees are as follo3s L

FINDINGS
The best things that respondents li2ed about the
program areI
Informative content
-riendl1 atmosphere
Its practical e4posure"
Things the1 didnEt li2ed about the content areI
.o alternate 2no3ledge 3as provided
Abrupt and hectic schedule
Its length
>CF of the respondents sa1s that the1 should be
given training b1 the e4ternal trainer infact some of
them sa1s that e4ternal trainer is called for the
training program"
Assistance to implement the action plan-
Around D$F full1 agree that the1 received
assistance from their boss"
Mostl1 emplo1ees sa1s that after training their
appreciation and understanding of job is enhanced"
Mostl1 emplo1ees sa1s that training has reduced the
possibilit1 of accidents and it has also reduced the
3astage"

RECOMMENDATIONS
In the plant some important steps should be ta2en into
consideration to ma2e training effective"
Ensure that training contributes to competitive
strategies of the firm" Different strategies need
different !R s2ills for implementation" Let training
help emplo1ees at all levels ac5uire the needed
s2ills"
Ensure that a comprehensive and s1stematic
approach to training e4its/ and training and re-
training are done at all levels on a continuous and
on-going basis"
Ensure that there is proper lin2age among
organiational/ operational and individual training
needs"
+reate a s1stem to evaluate the effectiveness of the
training"
Implementation of effective training models li2e
6IR6&ATRI+6 Model for evaluating effectiveness of
training programs"
Length of the training should be enhance so that
emplo1ees can learn all the things in 3ell manner"
CONCLUSION
The project 3as the addition of the classroom stud1 that I
have undergone plus the practical 2no3ledge that I have
gained during m1 curriculum part" The project being more
suggestive and practical" I have tried to be more
anal1tical on various aspects that have been covered"
Throughout the project 3e have discussed the
need of training and development activities in the
organiation as 3ell as the e4pected outcomes from such
endeavors" In practical/ ho3ever/ it is not uncommon for
individual to be sent to or to attend training events as a
re3ard for past good 3or2" 'hile recogniing that good
3or2 has its merits/ it is our premise that sending
emplo1ees to a training program as a re3ard rather than
fulfill a training and development need undermines good
training and development practices"

K0E*TI,..AIRE
.AMEI
MMMMMMMMMMMMMMMMMMMMMMMMMMMMM
MMMMMMMM""
DE&ARTME.TIMMMMMMMMMMMMMDE*I).ATI,.I
MMMMMMMMMM""""

%" Do 1ou attend all the training programme N
a" 8es b" no
#" Do 1ou recommend others to attend trainingN
a" 8es b" no
?" Is selection procedure of candidate for the training appropriateN
a" 8es b" no
=" Is training s1stem appropriateN
a" 1es b" no c" canEt sa1
@" Is timing :length; of training appropriateN
a" 1es b" no
>" Is there an1 practical 2no3ledge in trainingN
a" 1es b" no
D" Are 1ou satisfied 3ith the feedbac2 s1stem after training N
a" 1es b" no
C" Do 1ou thin2 emplo1ees should be given training b1 the e4ternal
trainer N
a" 1es b" no c" some times
A" According to 1ou/ 3hich method is more suitable N
a" on the job b" off the job
%$" Does 1our senior staff helps 1ou in 1our action plan after trainingN
a" 1es b" no c" some times
%%" !as training reduced the possibilit1 of accidentsN
a" 1es b" no
%#" !as training reduced 3astage N
a" 1es b" no
%?" Do 1ou thin2 appreciation for 1our 3or2 is enhancedN
a" 1es b" no c" +anEt sa1
%=" 1our understanding of job enhanced after trainingN
a" 1es b" remain same
%@" It is possible to solve all organiational problem through training "
a" Agree b" Disagree c" +anEt sa1
9ou# "u,,e"tion fo# i&#o%eent in t#!inin, !nd de%elo&ent
&#o$e"") 8 if !n9:
MMMMMMMMMMMMMMMMMMMMMMMMMMMMMMMMMMMMM
MMMMMMMMMMMMMMMMMMMMMMMMMMMMMMMMMMMMMM
MMMMMMMMMMMMMMMMMMMMMMMMMMMMMMMMMMMMMM
MMMMMMMMMMMMMMMMMMMMMMMMMMMMMMMMMMMMMM
MMMMMMMMMMMMMMMMMMMMMMMMMMMMMMMMMMMMMM
MMMMMMMMMMMMMMMMMM"
THAN7 4OU FOR 4OUR CO'
OPERATION


(I(LIOGRAPH4
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