A PROJECT REPORT ON TRAINING AND DEVELOPMENT AT GUJARAT REFINERY (INDIAN OIL COIOCLORATION LTD) VADODARA SUBMITTED TO:SIGMA INSTITUTE

OF ENGINEERING (GTU) INTERNAL GUIDE: RAHUL DESAI EXTERNAL GUIDE: RESHU TANDON SUBMITTED BY:NIDHI VYAS BINAL BHAIDASNA (2010-2011)

PREFACE
It is said that, Learning is the relatively enduring change brought about as a consequence of experience and I think that this training was remarkable experience to me in which I had an opportunity of learning which added a new feather in my cap. A practical exposure along with the theoretical know how makes a lot of different in the personality of a person where in one can know that the actual environment prevailing in any industry along with the backing of theoretical knowledge. This helps a student pursuing the study of HR to a great extent as he/she will not have to face the difficulty at the time of job life. With all my efforts and gods grace I am quite fortunate that I have undergone training in IOCL. which a highly esteemed and recognized organization. Here I got to know the functioning and role of HR department in an organization. It is considered as backbone of an organization. During this industrial training I had undergone a project on effect and the evaluation training and development in IOCL by the concept of T&D it needs ,benefits and so on. I had also done research work on T&D where in I had collected an analyzed the data on the views and perception of employees on T&D function in IOCL.

ACKNOWLADGEMENT
I have done my project TRAINING & DEVELOPMENT at Gujarat refinery, IOCL vadodra. To complete this study successfully, I required support of so many people an so, I take this opportunity to thank then all from bottom of my heart. I also wish to express my heart full gratitude to my project guide Ms.Reshu Tandon (ERO), Gujarat refinery IOCL, vadodra. For her constant support throughout the study. Her experience in the field of HRM had provided me deep insight in to this study. I would like to thank Mr.Shrikant Bhande sir(CHRM),Gujarat refinery IOCL,Vadodra.who had allow to me conduct the study. I would also like to thank Mr.Rahul Desai, Vidhita sinha and Divya Joshi, who guides me for preparing this project. I would like to also thank to my friends who supported me a lot for preparing this report. Last but not the least I would thankful to all my respondent for their cooperation in my project, who have directly support me during my project without their valuable support, I would not able to complete this project. -NIDHI VYAS -BINAL BHAIDASNA

TABLE OF CONTEN

Chapter No. 1. 2. 3. 4. 5. 6. 7.

Content
EXECUTIVE SUMMERY Company profile Introduction of hr department Introduction of training and development Research methodology Data analysis Findings Conclusion Recommendation

8. 9.

ANNEXURE BIBLOGRAPHY

EXECUTIVE SUMMARY

I had undergone a summer training in IOCL for the duration of 6 weeks in this I tried to cover briefly various aspects of all the critical functions carried out by the HR department. In every field of education imparted to student, working on project plays a vast role in bringing out & exhibiting the practicality of theories which is helpful in competitive environment. It was great experience This report is about my general summer training & project report on Training and development of employees at IOCL,VADODARA. I have started with the general introduction of the working of the company and history of the company. I have started with HR department which performs various functions of HR& Industrial Relations. It includes recruitment & selection, Training & Development, Canteen facility, etc. I have prepared my project report on Comparative analysis of training programs for employees by survey method and described the relevant findings. The company is well performing in providing the services.

INDIAN OIL CORPORATION LIMITED

Introduction: Indian Oil Corporation Limited is the countrys largest commercial enterprise.Incorporated in the year 1959 as Indian Oil Company Ltd,it became a corporation in 1964 when Indian Refinery Limited (Est.1958) was merged with the Company and Today is the 17 th largest petroleum Company in the world.

Indian Oils quality initiatives have led to over 75 of its units earning ISO-9001/9002/14001 certification These include refineries,pipelines,aviation fuel stations,lube & grease plants,quality control lavoratories,LPG bottling plants, tap-off points and the Indian Oil Institute of Petroleum Management. To maintain strategic edge in the market place, Indian oil has planned investments to the tone of Rs. 24,400 core during 10th plan period (2002-2007), mainly in refinery and pipeline capacity expansions, products quality up gradation, retail operations and diversification projects. The corporation is marketing investments in E & P and import/ marketing ventures for oil and gas in Indian and abroad, and is implementing a master plan to business with petrochemical activities. The corporation has launches eleven joint ventures in partnership with some of the most respected corporate from India and abroad- Lubrizol, Nyco SA, Eif, petrones, Oil tanking Gnbh, marubeni to name a few SERVO lubricants are being exported to Dubai, Nepal, Bhutan, Kuwait, Malaysia, Bahrain, Indonesia, Sri Lanka, etc. Indian oils world- class R & D center has won recognition for its pioneering work in lubricants formulation, refinery processes, pipeline transportations of SERVO brand Lubricants and greases for virtually all conceivable applications, automotive, railroad, industrial and marine, 7

meeting stringent international standards and bearing the stumps of approval of all original equipment manufacturers. The centre has to its credit over 90 national and international patents. The centre has recently incorporated a subsidiary company for commercializing its innovations and technologies. Indian oil is metamorphosing from a pure spectral company with dominance in downstream in India to vertically integrated, transnational energy behemoth. The corporation is making investments in E&P and is implementing a master plan to emerge as a major player in petrochemicals by integrating its core refining business with petrochemicals activities.

Shri R. S. Butola Chairman, Indian Oil

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BORD OF DIRECTORS:
R.S. Butola Chairman G .C .Daga Director (Marketing) B. N .Bankapur Director (Refineries) K. K .Jha Director (Pipelines) Dr. R .K. Malhotra Director ( Research & Development) Sudhir Bhalla Director (Human Resources) A M K Sinha Director (Planning & Business Development) P K Goyal Director (Finance)

Registered office: Indian Oil Bhavan, G-9 , Aliyavar Jung Marg, Bandra (east), Mumbai - 400051

Corporate office: Indian Oil Corporation Ltd, Corporate Office, 3079/3, J B Tito Marg ,
Sadiq Nagar,New Delhi - 110049

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VISION
A major diversified transnational, integrate energy Company with nation leadership and a strong environment on science, playing a national role in oil security and public distribution.

MISSION
To achieve international standards of excellence in all aspects of energy and diversified business with focus on customer delight through value of products and services, and cost reduction. To maximize creation of wealth, value and satisfaction for the stake holders. To attain leadership in developing, adopting, and assimilating state of the art technology for competitive advantage. To provide a technology and service through sustained Research and development. To foster a culture of participation and innovation for Employee growth and development. To cultivate high standards of business ethics and total Quality management for a strong corporate identity and brand equity. To help enrich the quality of life of the community and preserve ecological balance and heritage through a strong environment conscience.

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VALUES
Indian oil nurtures a set of a core value, which are: Care Innovation Passion Trust

OBJECTIVES
To serve the national interest in the oil and related sector in accordance and consistent with government policies. To ensure and maintain continuous and smooth supplies of petroleum products by way of crude Refining, Transportation and Marketing activities and to provide appropriate assistance to the consumer to conserve and use petroleum product efficiently. To earn a reasonable rate of interest on investment. To work to words the achievement to self sufficiency in the field of oil refining by setting up adequate capacity and to build up expertise inlaying of crude oil and petroleum product pipelines. To create a strong research and development base in the field of oil refining and stimulate the development of new product formulations with a view to minimize / eliminate their imports and to have generation products.

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 To maximize utilization of the existing facilities in order to improve efficiency and increase productivity. To optimize utilization of its refining capacity and maximize distillate yields from refining of crude oil to minimize foreign exchange to outgo. To minimize fuel consumption in refineries and stock losses in marketing operations to effect energy conservation. To further enhance distribution network for providing plan / government approval. To avail of all viable opportunities, both national and global, arising out of the liberalization policies being pursued by the government of India.

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ORGANIZATION STRUCTURE The organizational structure of Indian Oil Corporation Ltd is divided on the basis of the companys functions comprising of pipelines, refineries, research & development, marketing, human resource, finance, planning and business. Each division is headed by a director with general managers and executive directors working under him. On the basis of my observations, I can state that the organization structure of Indian Oil is fairly flat with few levels of intervening management between staff and managers. Rather than being closely supervised by many layers of management, workers are more directly involved in the decision making process concerned with the company. There are many individual units within the organization which enables the existence of a horizontal organization structure. Employee involvement is thus encouraged through a decentralized decision making process.

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HUMAN RESOURCES DEPARTMENT

INTRODUCTION ABOUT HUMAN RESOURCES MANAGEMENT :In a general way, human resources are the people and their characteristics at work either at the national level or organizational level. Human resources is very important and challenging job, importance because it is job not of managing man and but of administrating social system. Personal management is recruitment selection development and utilization at and accommodation to human resources by organization. The human resources organization consist of all individual regardless of their role who are engage in any of the organization activities. John Starry has specified four elements of HRM as follows: 1)A set of beliefs and assumptions. 2) A strategic thrust embodying decision about people management. 3) The central involvement of line management. 4) Dependence upon a set of levers to determine the employment relationships. From the national point of view, human resources are knowledge, skills, creative, talents and attitude obtained in the population where as from the view point of the individual enterprise. They represents the total of inherent abilities acquired knowledge and skill as exemplified in the talent and aptitude of its employees. Human resources are one of the most vital assets of an organization. It is the people who make other resources moving they perform various activities in different functional areas like production, marketing, finance etc.

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Dr.George. R. Terry holds that personnel management is concern with obtaining and maintaining of satisfactory and satisfied workforce.Personnal management has to evolve and effective human relation programmed to maintain harmony and industrial peace. Human resources management is involved and integatrted line management activity.

HUMAN RESOURCE DEPARTMENT

Human Resources Development has gained increasing attention in the last decade from human resources specialist.Tranning and development professionals, chief executives and line management many dimension of HRD have been integrated into research training and organizational design and change others are still being explored in the next decade there is likely to be a knowledge explosion in HRD if trainers researchers and consultant is are to utilize this knowledge effectively they must understand the concept behind HRD.And now HRD system work in and contributes to organization. They also must understand the different mechanism for developing human resources and the links between them.

Objectives and targets of HR

Induct and provide quality personnel to various departments/function as per optimum requirement within 6 months of receipt of requisition. Continually promise and maintain conductive work environment. Render ongoing support service to the satisfaction of customer in the time bound manner. Ensure fulfillment of relevant statutory obligation. Carry out development works in the neighboring community spending 25% of the total funds allocated for purpose for backward class and tribal. 19

BACKGROUND OF HRD

RETERIVAL OF DOCUMENTS TIME CONSUMING SYSTEMATIC DOCUMEANTATION FILES NOT SEGREGATED

DELAY IN PROVIDING SERVICE

BACK GROUND

SHORTAGE OF STORAGE SPACE

MANY UNSOLVED QUARIES COMPALAINTS STACKING OF FILES NOT PROPER

RETERIVAL OF MATERIAL TIME CONSUMING

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The need for HRD

HRD is needed by any organization that wants to be dynamic and growth oriented or to succeed in fast changing environment. Organization can become dynamic and grow only through the efforts and competencies of their human resources. Personnel policies can keep the morale and motivation of employees high, but these efforts are not take it in new direction. Employee capabilities must continuously be acquired., sharpened and used. For this purpose an enabling organization culture is essential when employee used their innovative, take risks, experiment, innovates, and make things personal happen, the organization may be said to have an enabling culture.

Even an organization that has reached its limit in term of growth need to adpat to the changing enviornment. No organization is misuse to the need for processess that help to acquird and increase its capabilities its for stability and renewal

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TRAINING AND DEVELOPMEN OF EMPLOYEES INTRODUCTION OF TRAINING AND DEVELOPMENT:-

In the field of human resource management, training and development is a field concerned with organizational activities aimed at bettering the performance of individuals and gropes in organizational setting." Training and development is a process dealing primarily with transferring or obtaining knowledge, attitudes and skills needed to carry out a specific activity or task. Every employee goes under the training program which helps him to put up a better performance on the job. Training program is also conducted for existing staff that have a lot of experience. Company spends lot of amount in area of training. In some cases training is used as an orientation for new employees. All the system and equipment are being introduced to new comers. Training is a medium of making employees aware of new technology. Through which employees can enlarge their knowledge and can develop their skills of work. Some trainings are payable. Company pays for encouragement of candidate to work more efficiently and effectively.

IOCL offers following types of training to its employees:1) Induction

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2) ISO 3) Safety 4) Fire 5) Technical 6) Other - Effective communication - Leadership - Inter personal skills

OBJECTIVE OF THE STUDY

The game of economy competition has new rules. Firms should be fats and responsive. This requires responding to customers needs for quality, variety, customization, convenience, and timeliness. Meeting these new standards requires workforce that is technically trained in every respects. Training has increased in importance in todays environment where jobs are complex and change.to survive and flourish in the present day coIOCLorate jungle, companies should invest time and money in upgrading the knowledge and skills of employees constantly. After employees have been selection for various positions in the organization, training, them for the specific tasks to which they have assigned assumes great importance. It is true in many organizations that before employee is fitted in harmonious working relationship with other employees, he is adequate training. The major outcome of training is learning. Training enables employee to prepare himself for higher level job. 1) Newly recruited employees require training so as to perform their tasks effectively. Instruction, guidance, coaching helps them to handle jobs competently, without any wastage.

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2) jobs.

Training is necessary to prepare existing employees for higher level

3) Training is necessary when a person moves from one job to another. After training the employee can change the job quickly improve his performance level and achieve career goals comfortably. 4) Training is necessary to make employee mobile and versatile. They can be placed on varies jobs depending on organizationally needs.

5) Training is needed to bridge the gap between what the employee has and what the job demands. 6) 7) It is a scope for employee to get acceptance from peers. Training makes employees more productive and useful in the long-run.

8) Existing employee s requires refreshing training so as to keep abreast of the latest developments in the job operations. 9) In the face of rapid technology changes training is absolute necessary. 10) It can lead to higher production, fewer mistakes, greater job satisfaction, and lower turnover

IMPORTANCE OF TRAINING

Training offers innumerable benefits to both employees and employers. It makes the employees more productive and more useful to an organization. The important of training can be studied under following heads:-

BENEFITS TO BUSINESS

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1) Trained worker can work more efficiently. 2) They use machine, tools, and material in the proper way. 3) Wastage is thus eliminated to a large extend. 4) There will be fewer accidents. 5) It improves the knowledge of employees regarding the use of machines and equipment. 6) Trained workers need not to be put under close supervision, as they know how to handle operations properly. 7) Trained worker can show better and superior performance. 8) They can turn out better quality goods by putting the material, tools, equipment too good use. 9) Training makes employees more loyal to organization. 10) They will be less inclined to leave the unit where there growth opportunities.

BENEFITS TO EMPLOYEE
1) Training makes employee more useful to a firm. Hence, he will find Employment more easily. 2) Training make employee more effective and efficient, by combining material, tools and equipment in a right way, they can produce more with minimum efforts. 3) Training enable employee to secure promotion easily. They can realize their career goal comfortably. 4) Training helps an employee to move from one organization to another easily. he can be more mobile and pursue career goal actively. 5) Employee can avoid mistakes and accidents on the job, they can 25

handle job with more confidence. 6) They will be more satisfied with their jobs. Their moral would be high. 7) It can help to cope with organizational, social and technical changes. 8) Effective training is a invaluable investment in the human resource of organization.

LEARNING PRINCIPLES OF TRAINING

1) Modeling Modeling is simply coping someone else behavior. 2) Motivation The employee is motivated to pay attention on what being said. 3) Whole learning Training helps employee to learn organization as a whole. 4) Active participation Training teaches how to get involvement in each and every organizational activity. 5) Knowledge Training ultimately expands the borders of knowledge. 6) Technical skill Some training are basically designed especially for technological 26

knowledge only. 7) Social skill Training helps in improving and developing social relations. 8) Refresher training In todays rapid changing technologies needs refreshing training for existing staff. 9) Cross-functional training Training given for working in department other than regular Working area. 10) Team training Training given to mass for working together as a team.

TRAINING PROCEDURE

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SPELLING OUT THE TRAINING NEEDS OF EMPLOYEES (Technical/General)

DISCUSSION OF TRAINING NEEDS SPECIFIED BY G.M. (Area Manager)

PREPARATION OF ANNUAL TRAINING PLAN

PREPARATIONOF TRAINING SCHEDULE AND NOMINATION OF EMPLOYEES OF H.O.D

APPROVAL FOR TRAINING PROG FROM VICE PRESIDENT.

ARRANGEMENT OF TRAINING PROG.

TAKING FEEDBACK FROM NOMINATED EMPLOYEES THROUGH TRAINING EVALUATION FORM

FEEDBACK

RESPONSIBILITIES OF H O D:
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(1) (2) (3) (4) (5) (6)

All activities related to requirement training & development & internal communications. Ensuring adequate resources for smooth running of HR activities. Developing internal specifications, formats & SOPs (Std. Operations Procedure). Communication to Sr. vice president about the need fulfillment & needs not fulfillment of employees & also as to why employee leave. Communicating the result of the feedback received from nominated employees after the training program to Sr. vice president. Establishment, Implementation & monitoring of quality system based on 9001:2000 for HR activities.

METHODS OF TRAINING
1) JOB INSTRUCTION TRANING The jit method is a four steps instructional process involving preparation, presentation, performance try out and follow up.it is used to teach how to do their current jobs. The trainer acts as a coach. 2) COACHING It is a kind of daily training and feedback given to employee by immediate supervisor. It involves a continuous process of learning. It may be defined as unplanned, informal training provided by peers and supervisors. 3) JOB ROTATION

A kind of training involves the movement of trainee from one job to another. this helps him to understand how organization functions. 4) APPERENTICE TRAINING

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Most craft workers such as plumbers and caIOCLenters are trained through apprenticeship programs. 5) LECTURE METHOD

The lecture is traditional and direct method of instruction. The instructor organizes the material and gives it to a group of trainee in a form of talk. To be effective the lecture must motivate and create interest among the trainees.

RESEARCH AND METHODOLOGY

Presented research is done with the help of questionnaire method, which contained 14 questions about the training process given by me to employees.

DATA COLLECTION Sources of data collected were Primary. DATA ANALYSIS & INTEIOCLRETATION: Data has been very careful analysis and inteIOCLreted information is tabulate & graphically presented so as to inteIOCLreting the level of Training & Development among employees. A research methodology was carried out for the Training and Development of the employees at IOCl. The population of the study consists of Iocl .Which include managerial staff as well as worker. The total no. Of persons asked are 30. Therefore population for the study 30.For the Research survey was carried out. Responses were taken from all the employees include in the population. No. of responses actually received is 30.

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1) Is Your Organization considers training as a part of organizational Strategy?

Sr.No 1 2 3 Total

Option Yes Some What No

Frequency 40 5 5 50

Per (%) 80% 10% 10% 100%

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Sr.No 1 2 3 Total

Option Yes Some What No

Frequency 10 35 5 50

Per (%) 20% 70% 10% 100%

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Thus the chart says that only majority of the people are of the says yes (80%) & (10%) are somewhat & (10%) are not.

Sr.No 1 2 3 Total

Option Yes Some What No

Frequency 10 35 5 50

Per (%) 20% 70% 10% 100%

2) Are you agreed that training is helpful to Organization for increase the productivity?

Per(%)

10%

20%
1 2 3

70%

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3) Are you agreed that Training is useful to decrease the accident in Organization?

Sr.No 1 2 3 Total

Option Yes Some What No

Frequency 50 0 0 50

Per (%) 100% 0% 0% 100%

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Sr.N o 1 2 3 Tota l

Optio n Yes Some What No

Frequen cy 35 10 5 50

Per(%) 70% 20%

Per(%)

10% 100%
0%

1 2 3

100%

4) Are you agreed that Training is increase the selfconfidence & earning Power of the employee?

1) SELF CONFIDNCE 2) EARNING POWER

Sr.No 1 2 3 Total

Option Yes Some what No

Frequenc y 25 10 15 50

Per(%) 50% 20% 30% 35 100%

Per(%)

30%
1

50% 20%

2 3

Per(%)

10%

20%
1 2 3

70%

5) Are you agreed that training is the best method of improves the quality of Product or service? Sr.No 1 2 3 Total Option Yes Some What No Frequency 25 15 10 50 Per (%) 50% 30% 20% 100%
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Per(%)

20%
1

50% 30%

2 3

6) Are you agreed that trained employee make more economical use of material & machinery?

Sr.No 1 2 3 Total

Option Yes Some What No

Frequency 40 10 0 50

Per (%) 80% 20% 0% 100%

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Per(%)

0% 20%
1 2

80%

7)Are you agreed that training is increasing the employees skills, knowledge, & adaptability?

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Sr.No 1 2 3 Total

Option Yes Some What No

Frequency 35 10 5 50

Per (%) 70% 20% 10% 100%

Per(%)

10%

20%

1 2 3

70%

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8) Are you agreed that well training employees need less guidance and control therefore, supervision is cost is reduced?

Sr.No 1 2 3 Total

Option Yes Some What No

Frequency 30 15 5 50

Per(%) 60% 30% 10% 100%

Per(%)

10%
1

30% 60%

2 3

40

9) Are you agreed that training helps to develop people for promotion to higher posts and to develop skills?

Sr.No 1 2 3 Total

Option Yes Some What No

Frequency 20 25 5 50

Per (%) 40% 50% 10% 100%

Per(%)

10% 40% 50%

1 2 3

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10) Are you needed more training for your work? Sr.No 1 2 3 Total Option Yes Some What No Frequency 30 15 5 50 Per (%) 60% 30% 10% 100%

Per(%)

10%
1

30% 60%

2 3

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Sr.No 1 2 3 Total

Option Yes Some What No

Frequency 15 30 5 50

Per (%) 30% 60% 10% 100%

11) Are you satisfied with your development in this IOCL?

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Per(%)

Sr.No 1 2 3 Total

Option Yes Some What No

60% 10%

Frequency 25
30%

Per (%) 50%

1 40% 2

20 5 50

10% 3 100%

12) Are you satisfied with your Training program given by IOCL?

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Per(%)

10%
1

50% 40%

2 3

CONCLUSION
It is founded that majority of the employees said that training is consider as an organization strategy. And training is needed and helpful to the employees and aware of the role & responsibility. It is found that majority of employees agree that Iocl, instead to give Training and better Development also takes care of them. It is found that by providing training there is less chances of accidents, less supervision, and it increase Skill, Self-confidence, and Knowledge. All employees are satisfied with their work but workload is not proper in Iocl. Iocl well comes suggestion from the employees. 45

It is found that relationship between management & employees are Positive. So, from all this we can say that employees are given Training which result higher production.It is found that majority of employees are proved that they done their job in iocl company.

FINDINGS
It is founded that 80% of the employees said that training is consider as an organization strategy. Only 20% employees agree that training program increase the productivity of employee. It is found that majority of employees agree that Iocl, instead to give Training and better Development also takes care of them. It is found that by providing training there is less chances of accidents. less supervision, and it increase Skill, Self-confidence, and Knowledge. It is found that 50% employees agree that quality of product increase by training program. It is found that 80% employees agreed that trained employee make more economical use of material & machinery. All employees are satisfied with their work but workload is not proper in Iocl. It is found that relationship between management & employees are Positive. So, from all this we can say that employees are given Training which result higher production.It is found that majority of employees are proved that they done their job in iocl company.

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RECOMMENDATION
1) As it is a fully automatic plant, company should give more emphasize on safety training at every level. 2) I noticed that trainings are somewhat tire some activity for employees , so My suggestion is to try to make such training programs more interesting. 3) According to me training programs should be followed by verbal and nonverbal tests and good performance should be rewarded.

LIMITATIONS
There is some limitation which is as follow: -

The employees were not open to give real respondents because of top managements fear. There is so much time to convince employee for right response. The employees at executives levels were used to remain busy and it is difficult to get their views.

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ANNEXURE 1) Questionnaire
1) Is your Organization considers training as a part of organizational strategy? a) Yes b) somewhat c) No 2) Are you agreed that training is helpful to organization for increase the productivity? a) Yes b) somewhat c) No 3) Are you agreed that Training is useful to decrease the accident in Organization? a) Yes b) somewhat c) No 4) Are you agreed that Training is increase the self-confidence & earning Power of the employee? a) Yes b) somewhat c) No 5) Are you agreed that training is the best method of improve the quality of Product or service? a) Yes b) somewhat c) No

6) Are you agreed that trained employee make more economical use of material & machinery? a) Yes b) somewhat c) No

7) Are you agreed that training is increasing the employees skills, knowledge, & adaptability? a) Yes b) somewhat c) No

8) Are you agreed that well training employees need less guidance and control therefore, supervision is cost is reduced? 48

a) Yes 9)

b) somewhat

c) No

Are you agreed that training helps to develop people for promotion to higher posts and to develop future manager? a) Yes b) somewhat c) No

10) Are you needed more training for your work? a) Yes b) somewhat c) No 11) Are you satisfied with your development in this company? a) Yes b) somewhat c) No 12) Are you satisfied with your Training programmed given by your company? a) Yes b) somewhat c) No

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BIBLIOGRAPHY
1) Reference book:Human Resource development, by GARY DESSIER, Published in 2009, 11th edition. 2) websites:www.iocl.com

www.hr@centuryenka.com

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