A

Study on

“TRAINING AND DEVELOPMENT”

With reference to

NAGARJUNA FERTILIZERS AND CHEMICLAS LIMITED,

KAKINADA
A project report submitted to the ADIKAVI NANNAYA UNIVERSITY ,
Rajamahendravaram in partial fulfillment of the requirements for the award of degree of

BACHELORS OF BUSINESS ADMINISTRATION

Submitted by

MANI MOUNIKA NUNNA

(Regd.no: 150498300011)

Under the guidance of

MR.K.RAJU. Mba

Lecturer

DEPARTMENT OF MANAGEMENT STUDIES

V.S LAKSHMI WOMENS DEGREE COLLEGE

KAKINADA - 533005.

(Affiliated to AKNU, Rajamahendravaram )

2015 – 2018
 CERTIFICATE

This is to certify that MANI MOUNIKA NUNNA with register number

150498300011 has submitted the project report titled “TRAINING AND
DEVELOPMENT” with reference to “NAGARJUNA FERTILIZERS AND
CHEMICALS LIMITED” in partial fulfillment of the requirements for the award of degree
of “BACHELORS OF BUSINESS ADMINISTRATION” during the academic year 2015-
2018.(affiliated to ANKU university),Rajamahendravaram is bonafide work carried out by
her under my guidance and supervision and fulfilled tehe requirements concerning the project
work .

Date: Place: KAKINADA

INTERNAL EXAMINER HEAD OF THE DEPARTMENT

EXTERNAL EXAMINER PRINCIPAL

 DECLARATION

I hereby declare that this project entitled “TRAINING AND DEVELOPMENT”

with reference to “NAGARJUNA FERTILIZERS AND CHEMICALS LIMITED,

KAKINADA” has been prepared by me during the year 2017 in the months of MAY and

JUNE in partial fulfillment of the requirement for the award of the degree of “BACHELORS

OF BUSINESS ADMINISTRATION OF V.S.LAKSHMI WOMEN’S DEGREE

COLLEGE, KAKINADA”. I also declare that this project is a result of my own effort and

that it has not been submitted to any other university for the award of my degree.

Date: MANI MOUNIKA NUNNA.

Place: KAKINADA Reg.No:150498300011

 ACKNOWLEDGEMENT

I specially thank Mr. M.P.RAMARAO, Manager (Training and Development) for his
valuable guidance and suggestions offered during the project work. I also thank the officers
and members of the organization who had helped me in all aspects right from the beginning.

I express my deep sense of gratitude Mr. VENU GOPAL, Principal who has encouraged
me for taking up this project and also the following personalities who lend the esteemed
encouragement in completing project successfully.

I would like to express my sincere thanks to Mr. GANGADHAR, Head of department for
giving me an opportunity to take up this project.

I take this opportunity to place on record my grateful thanks to my project guide Mr. RAJU,
Lecturer for his timely guidance and support through the preparation of my project.

Finally I would express my deep sense of gratitude to my beloved parents as because without
their support and encouragement I would have not finished this work. I also express my
sincere thanks to my friend who helped me in preparing the project work and made me to
present within the time.
MANI MOUNIKA NUNNA
 CONTENTS

CHAPTER – I

 INTRODUCTION
 OBJECTIVES OF THE STUDY
 NEED FOR THE STUDY
 SCOPE OF THE STUDY
 METHOOLOGY OF THE STUDY
 LIMITATIONS OF THE STUDY

CHAPTER - II

 INDUSTRY PROFILE

CHAPTER - III

 COMPANY PROFILE

CHAPTER – IV

 THEORETICAL FRAMEWORK

CHAPTER-V

 DATA ANALYSIS AND INTERPRETATION

CHAPTER-VI

 FINDINGS
 SUGGESTIONS
 CONCLUSION
 BIBLIOGRAPHY

QUESTIONARE
CHAPTER – I
 Introduction
 Objectives of the study
 Need for the study
 Scope of the study
 Methodology of the study
 Limitations of the study
 INTRODUCTION

Introduction of Human Resources Management:

Edwin Flippo defines HRM as “planning, organizing, directing, controlling of procurement,
development, compensation, integration, maintenance and separation of human resources to
the end that individual, organizational and social objectives are achieved.”
Objectives of Human Resources Management:
 To help the organization reach its goals .
 To employ the skills and abilities of the workforce efficiency.
 To provide the organisation with well- trained and well- motivated employees.
 To increase to the fullest the employees job satisfaction and self actualization.
 To develop and maintain a quality of work life.
 To communicate HR policies to all employees .
 To be ethically and socially responsive to the needs of the society.
Human resources management regards training and development as a function concerned
with organizational activity aimed at bettering the job performance of individuals and groups
in organizational settings.
Training and development programs are considered to be one of the
important aspects of organization development. It is the way of increasing the knowledge and
skills of a trainee for doing a particular job. For leaning to the effective individuals and
organizations must acquire relevant training capabilities and successfully apply them to
actual work situation. Job and organizational requirements are not static, they are changed
from time to time in view of technological advancement and change in the awareness of the
total quality and productivity management (TQPM). The objectives of TQPM can be
achieved only through training as training develops human skills and efficiency . Training
employed would be a valuable asset to an organization.

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 Training and development plays a very important role in every organization. It
is an integral function of human resource development. It is regarded as means of achieving
the highest level of efficiency from the employees by providing them necessary skills needed
for the job.

Training often is considered for new employees only. This is a mistake

because ongoing training for existing employees helps them in adjusting to rapidly changing
job requirements. The difference between the training methods lies mainly in terms of the
personal involvement or participation of trainees in the process of learning. The need for
training and development arises right from the initial stages of recruitment. The organization
recruits new talents to work in their organization. They are to be trained properly so that they
can get a practical experience of their work. The need for development arises when the
already trained employees are required to polish their skills so that they can be made suitable
to serve the organization in a multi-dimension way.

There will be a number of ways of carrying out an operation. By means of

training the employee will be trained to carry on the work in the most suitable in the most
efficient manner.

Definitions:

“Training is the act of increasing the skills of an employee for doing a particular job”
---- EDWIN. B . FLIPPO

“Training is a process of teaching new employees the basic skills they need to perform their
jobs”---- GRAY DESSLER

“Training is a learning process whereby people learn skills, concept, attitude and knowledge
to aid in achievement of goals.” ----MATHIS and JACKSON

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 OBJECTIVES OF THE STUDY

The objective of the study can be summarized as follows:

 Training needs identification process.

 To Examine the Training and development techniques in NFCL.

 To study whether the training was given according to the trainees need.

 To know the satisfaction, perception and experience regarding the training.

 To evaluates the effectiveness of the training programs.

 To Design employee development initiatives.

 To give suggestions if any for the company to upgrade the Training and

Developmental methods.

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 NEED FOR THE STUDY

Training is the acquisition application and relation of knowledge, skills and attitude
to perform a role effectively.
In this Context, NFCL first gas based fertilizer plant in south India. NFCL attached
great importance to HRD, as it believes that it is only through training and development,
greater productivity can be achieved and the employee is rewarded adequately for his
performance. The Training Programs are therefore designed to expose the technical personnel
to class room sessions of latest technology and process in the fertilizer industry. HR
department has to play a pivotal role in the sense as guide, philosopher, instructor, counselor,
trainer and administrator under said conditions, the company has to motivate people to act
upon to the changed scenario, advancement of technology and to achieve the organizational
goals.

To make them having up-to-date knowledge in their work field, change their mind
set and make them skill oriented in their respective fields. It was inevitable to strengthen
training and development section under HRD. For this it is necessary to take gross root level,
factual information on the training given so far, its effectiveness to the organization as well as
the individual and actual need of the training required by every individual according to their
mind set and the employee future development well often tends to meet human needs such as
security and ego satisfaction.

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 SCOPE OF THE STUDY

Training and development starts from every organizations Vision, Mission and
Goals. This covers the entire gamut of the scene, under which the study covers the following
areas: The area rights from the employee details, work nature, job analysis, cross functioning,
skill, knowledge, advantages and personality development of each and every individual
within the organization. It also covers job nature of technical, behavioral, awareness and
various aspects of work surroundings.

Levels: The study has a scope of various level i.e., education, linguistic understanding
capacity, areas of interest, personal attitude, behavioral aspects , working levels, designated
levels, sectional levels etc, where as this flow is a multilingual and social levels.

Dimensions: The study has also scope of various dimensions, such as pre- learning as per the
profile of employees, expenditure to be involved and required infrastructure, faculty
management, value addition (outputs of the Training).

Calculation: The calculation under the topic covers time requirement for learning as per the
profile of employees, expenditure to be involved and required infrastructure, faculty
management, value addition (outputs of the training).

Analysis: Management requirements, individual requirements, conditions prevailed etc.

Observation: Interviews, Questionnaire, comprising the evolved training needs with past and
present ones, careful examination with analytical approach for proper evolvement of training
needs.

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 METHODOLOGY OF THE SYUDY

The present topic “Training and Development” has been chosen after taking into
account the various factors like:
 Availability of data for Analysis.
 Co-operative of the Management.
 Feasibility of conducting the study etc.,

Method of collection of data:

There are two types of data available to collect the information relating to
the concerned topic:
 Primary data
 Secondary data
Primary data:
The primary data is obtained through designed questionnaire, which is
answered by the respondents after the completion of their training programs from all levels of
employees of HR Department, Administration Department, Technical Services, Information
Technology Department, Fire and Safety, Maintenance, Bagging Department. As Almost
every Department is given Training programs in NFCL.

Secondary data:
Secondary data is such data which is already published, collected for
some purposes or the other than the one confronting the researcher at a given point of time.
For this project, the secondary data was collected from the NFCL Websites, Libraries, annual
report, magazines, journals and newspaper publication was also accessed to retrieve data.

NFCL websites: www.nagarjunagroup.com

www.nagarjunafertilizers.com

Method of evaluation:
 The present study will be evaluated by using a method called “Simple
Random Method” which is tabulated and illustrated in graphs.

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 LIMITATIONS OF THE STUDY

 The time period for carrying out the research was short as a result of which

many facts have been left unexplored .

 Lack of time and other resources as it was not possible to conduct survey at

large level .

 Only 50 employees have been chosen which is a small number , to represent

whole of a population .

 The industry for study is NFCL ,which is a quite a large area for the study .

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CHAPTER - II

Industry profile
 INDUSTRY PROFILE

Introduction:

India today is the third largest producer of nitrogenous fertilizers in the world only
behind China & USA. At present, there are 56 large size fertilizer units in the country
manufacturing a wide range of nitrogenous, phosphate and comples fertilizers. Of these, 29
units produce urea, 20 units produce DAP and complex fertilizers, 7 units produce low
analysis straight nitrogenous fertilizers. There are 9 units that manufacture Ammonium
Sulphate as by-product. Besides, there are about 72 small and medium scale units in
operation producing single super phosphate (SSP). The total installed capacity of fertilizer
production, which was 119.60 LMT of nitrogen and 53.60 LMT of phosphate as on
31.03.2004, has marginally increased to 120.60 LMT of nitrogen and 56.59 LMT of
phosphate as on 31.01.2007.

In the past, it has been observed that while there was adequate availability of fertilizers in
each state at the macro level there were also pockets of shortages in some of the districts. To
address this concern, a new web based Fertilizers Monitoring System (FMS) was launched on
22nd January 2007 to monitor the movement of fertilizers up; to the District level. To ensure
the adequate availability of fertilizers up to the block level, the dealership network has also
been expanded during the last one year. Under the New Pricing Scheme-Stage-III for urea
units effective from 01.10.2006, the Government will reimburse the actual cost of
transportation of fertilizers up to the block level so that the fertilizers reach up to the block
level without hindrance. Further, it has also been decided under this scheme that subsidy will
be paid to the manufacturer/ importers only after the fertilizers reach the district as per the
month-wise supply plan drawn up by the respective state Agriculture Department in
consultation with the fertilizer companies. Monitoring of implementation of these supply plan
is being done through the Fertilizer Monitoring System and is the public domain.

With the objective of promoting balanced application of all the three nutrients, i.e,
nitrogen, phosphorus and potash and making available fertilizers to farmers at affordable
prices, the Government provides subsidy on urea, which is the only fertilizer at present under
statutory price control and concession on decontrolled phosphate and potassic (P&K).

India has been predominantly considered as an agricultural dependent economy.

Agriculture plays a very dominant role as more than one-fourth of our GDP come from this

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sector. Nearly 70% of population depends on the agriculture for their lively-hood. The basic
need for an agricultural dependent economy is fertilizers and urea is one of the main
fertilizers. India is the second largest manufacturing country in the world.

All fertilizers consist of three main ingredients.

Nitrogen – (N) – which promotes general plant growth

Phosphorous – (P) – which promotes flowering

Potassium – (K) – which promotes strong roots

The ingredients are mixed in various combinations because plants have different needs.

The combinations are indicated by a three number code:

The first number is the percent of Nitrogen (N)

The second number is the percent of Phosphorus (P)

The third number is the percent of Potassium (K)

About Fertilizer:

Fertilizer is simply plant food. Just like the human body needs vitamins and minerals, plants
need nutrients in order to grow. Plants need large amounts of three nutrients – nitrogen,
phosphorus and potassium. These are commonly referred to as macronutrients. Fertilizer
makers take those three nutrients from nature and put them into soluble forms that plants can
easily use.

There are a number of other nutrients plants need in small amounts. These are referred to as
the minor nutrients, or micronutrients. These many nutrients are typically produced
separately, but end up being mixed together in varying amounts to match the needs of a
particular crop. The analysis found on each bag or bulk shipment of fertilizer tells the farmer
or consumer the amount of nutrients being supplied. States have a system of laws and
regulations that ensure the fertilizer is properly labeled and delivers the amount for nutrients
stated on the bag.

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Fertilizer:

Fuel for growing plants just like humans and animals, plants need adequate water, sufficient
food, and protection from diseases and pests to be healthy. Commercially produced
fertilizers give growing plants the nutrients they crave in the form they can most readily
absorb and use: nitrogen (N), available phosphate (P) and soluble potash (K). Elements
needed in smaller amounts, or micronutrients, include iron (Fe), zinc (Zn), Copper (Cu) and
boron (B).

Each crop year, certain amounts of these nutrients are depleted and must be returned to the
soil to maintain fertility and ensure continued, healthy future crops. Scientists project that the
earth‟s soil contains food production needs. Therefore, through the scientific application of
manufactured fertilizers, farmers are meeting the challenge of the future today.

Fertilizer Types:

Because every crop is different and the soils and weather conditions crops are grown in vary
dramatically around the world, commercial fertilizers, which are manufactured from natural
sources, come in many formulations.

Nitrogen (n):

Nitrogen is part of all plant proteins and is a component of DNA and RNA – the “blueprints”
for genetic characteristics. It is necessary for a plant growth and chlorophyll production.
Nitrogen is the building block for many fertilizers. Where does N come from? Nitrogen is
present in vast quantities in the air, making up about 78 percent of the atmosphere. Nitrogen
from the air is combined with natural gas in a complex chemical process to make ammonia.

Phosphorus/ phosphate (p):

Phosphorus as a nutrient is sometimes most valuable to plants when put near the seed for
early plant health and root growth. Plant root uptake is dependent on an adequate supply of
soil P. Phosphorus is relatively insoluble in water. The water in most soils must replace all
of the P in the soil water 2 to 3 times each day to meet the crop‟s demand for P. Phosphorus
compounds are needed in plant photosynthesis to “repackage” and transfer energy.
Phosphate is also a component of DNA, so it is one of the building blocks of genes and
chromosomes

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Potassium/Potash (K):

Potassium protects plants against stresses. Potassium protects plants from cold water
temperatures and helps them to resist invasion by pests such as weeds and insects. Potassium
stops wilting, helps roots stay in one place and assists in transferring food. Potassium is a
regulator. It activates plant enzymes and ensures the plant uses water efficiently. Potassium
is also responsible for making sure the food you buy is fresh.

Food for the growing world

Industry at a glance:

Since 1883 the industry has worked to promote the advances in the development and
application of fertilizers that have helped to feed a hungry world. The revolutionary concept
of plant nutrition was born from the discovery of the biological role of chemical elements in
plant nutrition and the need to feed a growing population concentrated away from the farm in
the rising industrial centers of the world.

The fertilizer industry is essentially concerned with the provision of three major plant
nutrients – nitrogen (N), phosphorous (P) and potassium (K) – in plant available form. Each
nutrient is responsible for different aspects of plant growth and health.

Fertilizers:

Regulated for quality and safety like other manufactured goods, fertilizers are regulated for
quality and safety at the federal and state levels. Every state in the country, plus Puerto Rico,
has its own fertilizer regulatory program, usually administered by the state department of
agriculture.

State Regulation:

State regulation is concerned with consumer protection, labeling, the protection of human
health and the environment, and the proper handling and application of fertilizers. Fertilizers
are regulated at the state level because soil conditions vary dramatically from state to state
across the country. For example, the rocky, thin soils of New England are vastly different
from the deep, rich black soils of the Midwest Corn Belt. A different level of fertilizer
nutrients in the soil, different crops (potatoes versus corn, for instance) and different weather
and cropping patterns require state-specific regulation.

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Where Science and safety come first the modern commercial fertilizer industry was founded
on the revolutionary scientific discovery in the last part of the 18th century that chemical
elements play a direct role in plant nutrition. This initial concept was supported by direct
scientific experiment and opened the way for industrial-scale manufacturing of fertilizers of
all types in the 19th century, beginning with super phosphate in 1843. This was followed by
ammonium sulphate, sodium nitrate and, finally, in the first two decades of the 20th century,
the manufacturing of synthetic nitrogen directly from atmospheric nitrogen.

Assessing Fertilizer Safety:

Fertilizer research and development historically have been focused on maximizing economic
crop yields from given rates of nutrient application. Since the advent of the modern
environmental movement in the 1960‟s research has also been concerned with minimizing
potentially adverse human health and environmental effects from fertilizer manufacture and
application.

As part of its continuing commitment to safety, in 1996. The fertilizer Institute initiated a
comprehensive safety assessment project to determine the risks, if any, of metals in fertilizer.
Small amounts of metals are found in phosphate and potash fertilizers due to their presence in
the mined or bodies. In addition to phosphate and potash products, some micronutrient
fertilizers. Which come from both mined ores and recycled wastes, also contain metals.

Fertilizers Enrich our World:

Improvements in agricultural efficiency through research and technology increase food

output while protecting the environment and enriching our world in numerous ways.

Fertilizers feed the growing world. As the world‟s population continues to climb toward an
estimated 8.5 billion in 2040, experts estimate that food production must increase more than
two percent annually to even maintain current diets. Commercial fertilizers will be key in the
fight to feed the growing world.

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CHAPTER - III

Company profile
 COMPANY PROFILE

The founder of the Nagarjuna group

Our founder Sri Kanumuri Venkata Krishnam Raju (28.11.1928 – 16.06.1993) laid the
foundation of the Nagarjuna Group in 1974 with an investment of Rs. 50 millions. He was a
visionary and a professional technocrat entrepreneur who realized the importance of Core
Sectors to an economy like ours. He has guided the group with his philosophy

„Serving society through industry‟

Sri. KVK Raju was born in a humble agricultural family in Andhra Pradesh on November 28,
1928.A graduate from Banaras Hindu University and the Madras Institute of Technology he
went on to complete his Master's in Mechanical and Industrial Engineering frochigan State
University and the University of Minnesota, USA. After a short stint in the American
Industry he returned to India and worked for short periods at Caltex Oil Refinery, Orient
General Industries and Associated Electrical Industries. Finally, he joined Union Carbide of
India and worked with them for 15 years.

While working with Union Carbide, KVK's deep-rooted urge to “serve society through
industry” impelled him to start out on his own. Thus was born Nagarjuna Group in 1973 with
an investment of US$ 23 million. The Group has since then come a long way to become a
diversified conglomerate with an asset base of US$ 2.5 billion.

The Nagarjuna group

Nagarjuna Group is the one of the growing business conglomerates in India. The founder sri
k.v.k.Raju laid the foundation of the Nagarjuna Group in 1974 with an investment of Rs.50
millions. The group is poised for quantum growth in investment in core sectors of the country
such as steel, power, agri inputs\outputs, finance services and other proposed new ventures.
Nagarjuna Group will thus have multiplier effect by its presence in the core sectors of the
economy which in turn will have multiplier effect on the industrial as well as the economic
development of the country.

1974: Birth of a business group that pioneered several core enterprises in the coming
decades. Starting with manufacturing steel, Nagarjuna steel Limited was launched.

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1985: With focus on agriculture input business started plant nutrition business with
Nagarjuna Fertilizers and chemicals limited.

1992: Forayed into the crop Protection Business with Investments in Pesticide Formulations
manufacturing followed by Technical Grade Manufacturing in the year 1994.

1994: Micro irrigation business started to address the irrigation problems of farmers living in
water and energy scarce regions.

1995: Ventured into Energy Sector. Entered into Power generation by setting up Nagarjuna
Power Corporation Limited.

1997: Entered into Petroleum by setting up Nagarjuna oil Corporation Limited. Consolidating
its core activities, today the group‟s major operations cover Agri and Energy sectors.

History and establishment of Nagarjuna fertilizers and chemicals limited

The nagarjuna fertilizers and chemicals limited was conceived way back in 1973. The project
which was originally to be implemented by government of Andhra Pradesh and Shaw
Wallace did not take off. Therefore, the project which was sought to be implemented, did not
work. It was in 1985 that the Nagarjuna group came on to the scene and the implementation
of the prestigious project which is of a modest size was entrusted to it.

Nagarjuna Fertilizers and Chemicals Limited (NFCL) is the first gas based fertilizer factory
in South India. The plant is based on the latest fertilizer technology from M/s. Snamprogetti,
Italy for Urea process with an installed capacity of 1500 Mt/day for each unit. The ammonia
process is based on technology from M/s. Haldor Topse, Denmark with an installed capacity
of 900 Mt/day per each unit.

The feed stock for unit – I is natural gas and feed stock for unit – II is NG/Naphtha. The
current consumption of natural gas is 2.15 million standard cubic meters per day and 500 MT
of Naphtha per day. The natural gas is being received through pipe lines from Tatipaka
situated 92 Kms. away from the factory and is marketed by M/s. Gas Authority of India
Limited. Naphtha is being supplied by M/s. HPCL. The water requirement of 6.0 Million
Gallons/day is received from Samalkot Summer Reservoir through two pipeline. The
construction of Unit-I was started in 1988 and the commercial production commenced from
August 1, 1992. The construction of Unit-II was started in 1995 and the commercial

14
production commenced from March, 19, 1998. Presently the total average production is
above 3600 MTs of Urea Per day.

Finance:

The total cost of the existing complex is Rs. 2156 crores (Rs. 1186 crores for Unit – I and Rs.
970 crores for Unit – II). This consists of loan of Rs. 1,162 crores (Rs. 515 crores for Unit – I
and Rs. 647 crores for Unit – II) sanctioned by IDBI, IFCI, ICICI, UTI, LIC, GIC and also
Banks. The foreign exchange component of Rs. 781.07 crores was met by the Indian
Financial Institutions like IDBI, IFCI & ICICI and also by Italian Buyers credit. The public
and promoters subscribed the equity portion of Rs. 332.12 crores. The internal reserves of
Rs. 323 crores were utilized for construction of Unit – II.

Logo specialty:
The new corporate logo of the Nagarjuna Group symbolizes a dynamic and value-based
organization, actualizing the concept of Trusteeship.

The logo exemplifies the Group‟s inner strength through the circles, which stand for the core
values of the organization viz., concern, commitment, quality and integrity towards its
stakeholders viz., customers, employees, investors and community. The central circle
symbolizes the Sun, the source of prime energy for the solar system. The five circles also
symbolize the five elements of the Universe and the spirit of continuity.

The triangle represents the planet Mars. Mars, from time immemorial has symbolized
prosperity, success and abundance of energy. The triangle in the logo represents the upward
flow of perennial energy towards the mission of the group “Serving Society through
Industry”.

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NFCL’s Vision Statement:

“To be Global Leaders in Plant Nutrition”

“For close to two decades, we at NFCL have predominantly been in the business of
manufacturing and marketing Urea, a segment of the Plant Nutrition business space. Given
our cumulated experience and strengths in understanding the farmer, the agriculture, various
initiatives taken in the past, the exposure of Indian agriculture to global economy and
therefore the need for Indian farmers to be globally competitive, have realized the need to
provide innovative and comprehensive Plant Nutrition solutions.

“The leadership we refer to in our Vision Statement is in terms of providing innovative and
creative solutions.”

NFCL’s Mission Statement

We shall be the most preferred organization to be associated with Pioneer transformation in

the approach to plant nutrition, deliver holistic plant nutrition solutions to the farmers

We shall develop crop, site and stage specific wholesome plant nutrition solutions. NFCL
shall focus on all necessary initiatives towards this – be it manufacturing technology,
regulatory, logistics and using a mix of several sciences and skills.

NFCL would network itself to deliver these plant nutrition solutions to the farmers in a novel,
precise manner that results in overall increase in productivity.

In the process of providing these solutions, NFCL shall delight all the stakeholders –
employees, investors, suppliers, customers and society at large. The stakeholders would
prefer to be associated with us not only for the higher value we offer, but also shall cherish
their relationship with us due to the way we deal with them – with full commitment,
responsibility and accountability.

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Values statement of NFCL

Commitment
We the Associates of NFCL are committed to continuously evoking customer
delight through constant review and monitoring and delivering proactive value added
solutions. We are also committed to strive for satisfaction of all stakeholders in a balanced
manner through sustainable growth and profitability

Excellence
We shall continuously strive for Excellence in all dimensions of the Company
through teamwork, creativity and other means.

Ethics
We shall strive for wholesome business relationships by adhering to the principles of
trusteeship, fair play and transparency in all our dealings that we shall practice a work
cultural, which is performance driven and conducive to in proving discipline, accountability
and depth of character, team spirit and honesty in all our personal and professional
relationships.

Learning
We shall build a learning organization where creativity, innovation,
entrepreneurship and knowledge sharing are encouraged and fostered actively.

Concern
We consciously recognize that the development of associates is inextricably linked
to the sustainable growth and profitability of the organization. Therefore, mutual care and
concern between the associate and the organization shall be our abiding value.

Maintenance
Best maintenance practices like predictive / proactive maintenance and
reliability centered maintenance are adopted in the plant to have zero equipment breakdowns
and zero accidents due to equipment failure.

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Quality control
Strict adherence to quality in every aspect of production. Laying stress on
technology, the plant maintains strict quality control of products with online product
sampling and product quality monitoring. This has resulted in minimal fines and burette in
the product.

The entire process of plant turnover completed successfully with the unit I was
carried out and completed in May-June 2007.The Turnover of Unit I was completed within
23 days against planned duration of 25 days .Earlier, the Plant turnaround of Unit II was
carried out during March-April 2007 successfully. The Turnaround was completed with 20
days against planned duration of 21 days.

Quality Control Team was formed to check all quality aspects to avoid any
mistakes.

Technical Services
To consistently achieve Global Manufacturing Excellence and to meet
world benchmarks in product quality, energy efficiency, production maximization,
environment control and plant safety, the plant has adopted the best practices like Total
Productive Maintenance (TPM), Process Safety Management (PSM) and has also
undertaken several other initiatives.

NFCL’s people and culture

NFCL Employees live every moment of life in harmony with nature to create value for our
stakeholders, the society and ourselves.

As Individual they shall always:

 Be Humane
 Be cordial and pleasant
 Be honest and equitable
 Be giving and forgiving
 Be positive
They believe in creating a culture that encourages values, teamwork, innovation, leadership
and performance.

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The plant site at Kakinada provides several employees friendly facilities like well managed
canteen, club house with most modern recreational facilities including indoor games,
swimming pool, theater etc.

Several programs are regularly organized for employees and their families like sports and
cultural events. A school with most modern facilities is being run for the children of
employees named AKSHARA PUBLIC SCHOOL.

Location /manufacturing of the Plant

NFCL plant is located at Kakinada the head quarters of East Godavari
district in AP. The site selected for the location of the project is about “5 kilometers “from
Kakinada town and “3 kilometers” from the port of Kakinada. 1175 acres of land have been
identified for the location of the plant and associated facilities, of which the plant is located in
380 acres, green belt in an area of 747 acres. The site faces the Bay of Bengal on the East
Side, 300 meters away from the highest high tide line.

Since the plant is located close to the town, a number of environmental

measures have been taken to ensure international standards and the principal of zero
discharge of effluents. Nagarjuna fertilizers and chemicals limited is thus considered as a
promoters and advocator of environmental protection in chemical industry.

Living in harmony with nature – NFCL’s contribution to ecology

Environmental protection is an avowed corporate philosophy and the plant is built on the
principle of zero-effluent discharge and is totally eco-friendly. NFCL‟s aim is to maintain
ecological harmony which is NATURE‟S INVALUABLE AND BEAUTIFUL GIFT TO
MANKIND.

Man can live in harmony with the environment only when mankind is guided by respect for
the Mother Earth and all living things. Nagarjuna Fertilizers and Chemicals Limited believe
that Industry should exist in harmony with nature.

In pursuance of the corporate vision, and as a humble contribution to the Mother Nature, the
complete ecological system in and around the Factory has been changed by establishing a
K.V.K.RAJU SUNDARAVANAMU in an area of 747 acres surrounding the Complex. The
entire area has been covered with 4,50,000 plants consisting of 170 species, transforming a

19
once highly saline marshy area devoid of any vegetation into a lush green arboreal park. The
establishment of 1 K.M. wide green belt is an integral part of overall natural ecological
system consisting of eleven water bodies for fish, habitat for animal life and sanctuary for
both indigenous as well as migratory birds with the factory nestled in the most natural and
idyllic surroundings created with dedication.

An integrated Environmental Management Plan (EMP) has been incorporated in the basic
design itself to ensure strict adherence to International Standards. The investment on
pollution control equipment in the Plant is close to Rs.110 crores of capital investment and a
recurring expenditure of 6 crores being spent annually for operating and maintaining the
equipment.

Main features of eco-system

Afforestation:

740 acres of area has been planted with 4.5 lakh saplings of 170 species. Weak areas have
been planted with selected species based on criteria like tolerance to salinity, availability
from local sources and their ability to survive with least maintenance. A full-fledged nursery
with mist chamber and sprinkler irrigation system has been developed for supply of plants to
afforestration program

Awareness Programmes:
As a part of NFCL‟s sincere endeavour to bring awareness about the benefits of cleaner
environment on the general standards of life, company has started “GREENING THE
ROADS” of Kakinada in phases. As a part of this programme, flowering trees were planted
on either side of the 4 K.M. length of roads from Bhanugudi Junction to Nagamallithota and
from Nagamallithota to NFCL. This programme is being extended to further areas in phases.

Environment:

The country‟s best experts in diverse disciplines as in forestry, horticulture, soil chemistry,
ornithology and landscaping. The underlying motto of the Group is “We give back more to
society than what we take from it”. Going much beyond the statutory requirement law for
environment protection, the company has implemented a comprehensive environmental
protection plan in the plant, resulting in near zero pollution of air and water through treatment

20
of chemical pollutants, recycling and effluent control. A team was set up before
commissioning of plant to look into environmental issues.

Health:
Occupational Health of associates and contract workmen is of paramount importance at
NFCL. At our Kakinada plant premises we have a well equipped Occupational Health
Center with facilities for Spirometry, X-ray, ECG, Audiometry, testing of blood, urine etc.
and availability of Ambulance and medical assistance round the clock. The Medical officer at
the plant is assisted by qualified assistants.

Safety in NFCL:
NFCL is committed to adopt the highest standard in Safety. Fertilizer plant at Kakinada has
an excellent safety record with 1 Million safe man hours being crossed on several occasions
in the plant‟s history of operations and reaching about 3 Million safe man hours. Regular
internal and external audits are ensured so as to reduce urea dust in the bagging plant,
reduction of noise levels, and improved air quality in working areas. Personal protective
equipment and related safety training is provided by the company to all the concerned
associates.
After implementing OHSAS 18001 in the year 2001 in the Kakinada plant, we offered to
British Safety Council‟s 5 - Star Occupational Health & Safety Audit and attained the 5 - Star
rating in March 2005. In pursuance of continual improvement, we chose to implement
Process Safety Management System (PSMS).

Human resource philosophy of the organization

Human resource is a valuable resource of the organization.

 To achieve effective utilization of human resource in the light of the organizational
goals.
 High performance profile.
 Delegation of authority.
 Highest importance of human values.

Human Resource Training & Development

The company has recognized well in advance the need for training and
development of its human resources, to help them develop their skills to adapt to the
21
changing world business and technological scenario. It believes is one of the important ways
to reach greater productivity in today‟s environment. In that it NFCL there is a separate
department to develop employee skills and performance according to changing environment.

The plant has world class training infrastructure facilities. Spacious classrooms congenial for
learning sessions are well equipped with the latest and modern gadgets. The Training
Programmes are given to employees of all levels of all departments in NFCL. The faculties
for these programmes are both internal and external. The experienced in various department
are the internal faculty and external people of related event are invited to deliver their
experiences to the NFCL employees. For the purpose of training the organization is having
well equipped laboratory and training facilities. Some of them consist of audio-video aids,
well-configured computers and LCD projects etc.

Community and environment focus

NFCL aim to become the champions of the environment and the community, at large, and
will demonstrate this commitment by:
 Working as partners with local residents through creation of employment
opportunities.
 Supporting and improving the local ecological system
 Adhering to the principles of sustainable development
 Contributing to the physical, academic and economic well being of the community.

Employee focus
NFCL‟s aim to have the most satisfied employee base by the turn of the century
through its commitment to:

 Personal and professional development of the individual.

 Rewarding teamwork, innovation and quality behavior.
 Thorough job satisfaction.
 Creating and sustaining a close-knit family culture wherein every individual
experiences a sense of belonging.

22
Marketing

NFCL is operating in Andhra Pradesh, Orissa, West Bengal, Maharashtra, Karnataka and
Pondicherry (Yanam territory). A professional team, with a wide range of products, that
include Urea, traded fertilizers (DAP, MOP, Complex fertilizers), Micro-nutrients, Pesticides,
Organic-fertilizers and Bio-pesticides, has taken NFCL very close to the farmers and made
NAGARJUNA a household name among the farming community.

Keeping pace with the changes in agricultural practices NFCL has developed organic-
fertilizers and bio-pesticides with support from NARDI.

A new concept in fertilizers i.e., Customized Fertilizer Granules (CFGs) has been developed
and the product is in trials.

Customer focus
In recognition that business is based on quality and integrity, NFCL‟s aim to have the most
satisfied customer base by enhancing farmer-productivity through forward integration on the
one hand, and through catering to industrial needs on the other. Unto this end, NFCL shall:

 Produce high quality products that give value for money

 Offer quality service that engulfs, amongst other things, a package of inputs, both
products and services
 Innovate to satisfy the real needs of customers
 Engage in fair, open and ethical practices.

Shareholder focus
NFCL aim to keep its shareholders satisfied by:

 Delivering the best long-term return on investment amongst all companies in the
Indian agri-business industry.
 Continuous growth and excellence in business performance.

Diversification:

Nagarjuna Group is on the threshold of major growth phase. Nagarjuna‟s aim is not just to
meet the challenges of change, but to be the leaders in all the businesses that we are in,

23
namely, Agri Inputs/Outputs, Energy Sector, Refining and Financial Services. Nagarjuna
Group will thus have significant presence in the core sectors of the economy, which will have
a multiplier effect on the industrial and socio-economic development of the country.

Future plans of the company

 To improve the capacity utilization and energy efficiency through technology up

gradation.
 Switching over to 100% natural gas as raw material instead of Napatha in Ammonia
plant II
 To continue to improve environmental performance under the framework of ISO
14000 – EMS.
 To achieve British Safety convenience sword of honor in safety management.
 To enhance the standards in the present quality management system (ISO 9002) by
adopting the ISO 9001-2000 revision.
 To enhance the standard in the present quality management system (ISO 9002) by
adopting the ISO 9001-2000 revision.
 To widen the scope and offer technical services to various external agencies
including overseas as a excitement.

Awards and honors

 British Safety Council‟s National Safety Award for the five consecutive years, 1994,
1995, 1996, 1997 & 1998 and also for the year 2000.
 National Safety Award for 1996 by National Safety Council, U.S.A.
 Award for Innovative and Purposeful Programme for Social Progress for the year
 VANAMITRA – 1999 from Govt., of A.P. for Developing and Maintaining
Greenbelt.
 Achieved 84% in OH & S – Audit conducted by British Safety Council, U.K. in
January 2000.
 Best School Industry Linkage Award 2000 by NCERT – an Autonomous
Organization of Government of India – December 2000.
24
  Best Environmental Management Plan – 2000-01 in Vizag Zone by Andhra Pradesh
Pollution Control Board, Visakhapatnam.
 National Safety award for 2000-01 from British Safety Council, U.K.
 Best Environmental Improvement Effort by Industries located in the State in 2000-
2001 from Federation of A.P. Chamber of Commerce and Industry, Andhra Pradesh.
 Bronze Award for Occupational Safety for the year 2001 by Royal Society for the
Prevention of Accident (RoSPA), UK.
 Commendation Trophy jointly given by National Safety Council, A.P. Chapter &
Director of Factories, A.P. for Implementing OHSAS 18001 in March 2001.
 „Environmental Protection Award‟ in Nitrogenous Fertilizer plants category for the
year 2001-02 from Fertilizer Association of India, New Delhi.
 Award for good practices in cleaner Production and Pollution Control by A.P
Pollution control board in 2004.
 Award for Excellence in Natural Gas Conservation in the Fertilizers Sector category
from Gas Authority of India Limited(GAIL) in 2005.
 Award from National Safety Council, Andhra Pradesh. Chapter for implementing the
Process Safety Management systems(PSMS) in 2008.
 NFCL bagged two awards from the Fertilizer Association of India(FAI), New Delhi.
 NFCL has bagged ICC AWARD for Excellence in Management of
Health/Safety/Environment from Indian Chemical Council,Mumbai in Dec, 2009.
Welfare measures in NFCL

It has taken several welfare measures to improve the general working conditions. They are
given below.
- A.C. Facilities
- Drinking Water Facilities
- Lockers given to employees for keeping their belongings
- Annual Medical Examination
- First Aid Boxes at several locations
- Cultural Activities
- Library Facilities
- School for children of NFCL employees
- Employees State Insurance Facilities
25
 - Uniform to all Employees
- Group‟s savings linked Insurance Scheme
- Protective wear like helmets
- Transport facilities
- Canteen facilities
- Housing Loan facilities

NFCL objectives
- Performance management
- High performance potential
- Individual growth potential
- Belief in Youth
- High Result Orientation
- Law procedure orientation
- Entrepreneurial Development
- Distinct Nagarjuna Group Ethos
- High sense of respect for value of time and money Harmonious employee relations
- Development of Human Resources on a continuous basis
- Highest importance to human values
- Objectives assessment of individual performance
- Disciplined behavior of all employees
SWOT analysis

Strengths: A broad and modern product range good corporate image especially in Andhra
Pradesh excellent dealer network in most of the other states open work culture and good
working environment qualified trained and motivated team quality assurance system ISO –
9000 location advantage of plant.

Weakness: Broad product range is not synergies yet. In adequate information system and
coordination between area offices and lead offices. In adequate marketing database/market
information. Procedural bottlenecks some complacency about market retention. Inadequate
reporting systems.

Threats: Decontrol, Joint ventures, International cartels. No availability of raw materials in

future.
26
Opportunities: Huge gap between usage outside and inside India. Expansion object offering
double the quantity. New irrigation projects increasing the demand.

Organization structure and functions The organization of NFCL is simple and is

considered to be a flat structure. Various departments in NFCL are:

Finance department

The role of finance department is basically a staff function. Its major duty is to look into
matters of

 Treasury
 Audit
 Accounting
 Dealing with government.

Objectives
NFCL has highly developed marketing network. Its aim is to spear head the agricultural
revolution in the country and be the most trusted friend of farmers. Several innovative
publicity advertising measures were taken to consolidate the brand equity of Nagarjuna
products.

Human potential development department

The company has separate HPD and HRD departments. The HPD department plays a vital
role from recruitment to separation of an employee. It also maintains statutory and non-
statutory facilities. It acts as, grievance redressal unit maintains contract employee, and HRD
conducts training programmes.

Functions

 Recruitment

 Attendance
 Employee benefits

27
  Wages and salary administration
 Statutory conferences
 Participative committees
 Labor department and
 Other government agencies.
Administrative Functions
 To develop and maintain harmonious industrial relations.
 To advice the top management in the formulation of sound personnel practices.
 To structure and monitor various activities pertaining to HRD.
 To keep changing trends in legislation and their effect personnel policies of the
company.

HRD department

 Defining the methods and new techniques for assessing the training needs.
 Conducting training programmes to the employees.
 Evaluating the training programmes.

IT department

IT department looks after all the matters relating to maintaining personnel records and
management information systems.

Production department

This department looks into production levels from time to time and prepares plans to meet the
target standard.

Technical services department

Safety measures are taken from time to time and safety boards are displayed to make
employees cautions. Fire extinguishers and fire alarms are placed at regular intervals incase
emergency, regular checkup and regular training classes conducted to employees.

28
Engineering department

Electrical, instrumental, civil, mechanical services, general engineering are part of their
department.

Material department

The major function of this department is to look into the purchase of raw materials. It takes
necessary steps and maintains good amount of raw materials necessary.

29
CHAPTER - IV
Theoretical frame work
 THE THEORETICAL FRAME WORK OF THE STUDY

Introduction:

The subject of the present study, “TRAINING AND DEVELOPMENT “ is an

integral part of human resource development. The word “resource” refers to the productive
power of natural foods. HR is there for the productive power in human beings. Unlike the
materials resources, human resources are the participants as also the beneficiaries of
economic development process. Human Resource Development has gained increasing
attention in last decade from HR specialists, TRAINING AND DEVELOPMENT
professionals, chief executives and line managers. Mandy dimensions of HUMAN
RESOURCE DEVELOPMENT have been integrated into research, training organizational
design and change.
TRAINING

Training encompasses activities ranging from the acquisition of a single motor skill
up to the development of a complex technical knowledge inculcation of elaborate
administrative skills, and the development of favorable attitudes towards the organization.
Training is a short term process utilizing a systematic and organized procedure by which non-
management personnel learn technical knowledge and skills for a definite.
Training is a learning experience in that it seeks a relatively permanent change in an
individual that will improve his ability to perform the job.

A Few Definitions:-

"A planned process to modify attitudes, knowledge or skill behavior through

learning experiences to achieve effective performance in an activity a range of activities. Its
purpose, in the work situation, is to develop the ability of the individual and to satisfy the
current and future needs of the organization."
--- (Man power services commission 1981)

"The purpose of teaching new employees the basic skills they need to perform
their jobs.
---- (Gary Dressler 1985)
30
 "Training consists of planned programs designed to improve performance at the
individual group and /or organizational levels which in turn gives measurable changes in
knowledge, skills, attitudes and / or social behavior."
---- (Wayne cascio, 1995)

"Training is the act of increasing the knowledge and skills of an employee for
doing a particular job."
--- (Arun munappa and saiyadain)
Purpose of training:

Reasons for emphasizing the growth and development of personnel in an

organization are related to the following purposes:

- Creating a pool of readily available and adequate replacements for personnel who
may leave or move up in the organization.
- Enhancing the company's ability to adopt and use advances.
- Building a more efficient, effective and highly motivated team which enhances the
company's competitive position and improves employee morale.
- Ensuring adequate human resources for expansion into new programs.
- Increases productivity.
- Reduced employee turnover.
- Increased efficiency resulting in financial gains.
- Decreased need for supervision.

Principles of training:
(a) Motivation:
As effectiveness of an employee depends on how well he is motivated by
management, the effectiveness of learning also depend on motivation. Thus the training must
be related to the desires of the trainee. Such as more wages or better job, recognition, status,
promotion, etc. The trainer should find out the proper ways to motivate experiences
employees who are already enjoying better facilities in case of re-training.

31
(b) Progress information:
It has been found by various research studies that there is a relation between learning
rapidly and effectively and providing right information specifically and as such the trainer
should not give excessive information or information that can be miss-interpreted, so, the
trainer has to praise only the required amount of progressive information specifically to the
trainee.
(c) Re–inforcement:
The effectiveness of the trainee in learning new skills or acquiring new knowledge
should be reinforced by means of rewards and punishments.
Examples of positive reinforcement and promotions, rise in pay, practice etc., and
punishments are also called negative reinforcement.

Areas of Training:
(a) Training in company policies or procedures:
The objective is to orient new employee with the set of rules. procedures ,
management , organization structure, environment and products which the firm has and / or
deals with .Orientation is a continuous process aimed at the adjustment of all employees to
new and changing situation . It aims to impart the facts of company rules of policy, to create
attitudes or confidence in the company, pride in its information about needs or skills,
development, quality of production and work organization.
(b) Training in particulars skills:
Training of employees for particular skills is undertaken to enable the employee to be
more effective on the job. It is here and now proposition, somewhat like induction training,
which does not have a very significant development a certain contribution to the job, for
instance, sales training and machine skills.
(c) Training in human relations:
This is a broad category embracing many different aspects. Self learning and inter –
personal competence can be included in this category, all concerned with generally the same
theme. It stresses a concern for individual relationship for feeling and treating. People as
“Human beings” rather than a machines .Not only in this concern and awareness in one‟s
attitudes and behavior conductive to better work place relations but also to enhance

32
productivity. This category of training is oriented towards the development of the individual
and consequently the organization‟s efficiency in terms of better team work.
(d) Problem-Solving training:
Many company programmes also revolve around organizational units, like divisions
or branches, which generally handle a product line. The practice is to call together all
managerial, personnel, in a particular division/branch from both the headquarters and the
field offices and discuss common problems and solution s across the table. This not only
helps to solve problems, but also serves as a form for the change of ideas and information
which could be utilized in other situations.
(e) Managerial and supervisory training:
The managerial job combines both techniques and conceptual knowledge. If it is that
of a specialist, it would emphasize. Some techniques and knowledge like operations,
research, finance, production and personnel management. If on the other hand, it is a general
management job, then the emphasis would be on the principles of scientific management.
Organizing, planning, staffing, directing and controlling.
(f) Apprentice training:
The apprentice act, 1961 was based on the philosophy of providing some technical for
unskilled people in order that there employment opportunity is enhanced, or alternatively to
help them be self-employed. Industrial organization in specified industries is required to train
apprentice in promotion to their work force in designated trades. The duration of training is 1
to 4 years.

Identification of training needs:

Training could be useful aid in improving the transportation process that take
place in an organization in terms of the processing of inputs to out puts. Training needs have
to be related both in terms of the organizations demands and that of the individuals.
`Diversification of product lines, new kind of job demands the individual growth
and development through induction training or training necessitated by job rotation due to an
organization internal mobility policies.
Over the years, many writers and scholars have gone about suggesting ways and
means of carrying out an objective identification of such areas but the one model, which was

33
first beveled in 1961 but has stood the test of time, is the McGhee and Thayer model. This
model advocates a three pronged approaches via….
A) Organizational analysis.
B) Task analysis
C) Man analysis

(a) Organizational analysis:

This analysis basically determines where training emphasis should be placed in the
organization.

(b) Task analysis:

It helps to decide what the training should consist of requiring a study of what a
person should be taught if he perform his task with maximum effectiveness.

(c) Man analysis:

It is used to determine who needs to be trained and what skills and knowledge or
attitudes should be any augmented or improved. The immense variety and unpredictability of
human behavior and often amorphous, ill-defined inter-changes between human performance
and other aspects of work make man analysis a demanding and highly specialized task.
Some of the popular methods used to assess the training needs of an employee in an
organization include observation and analysis of job performance.
Training needs can be assessed for an individual employee or for employee taken as a
group. When training needs are assessed at a group level, it is considered as organization
need analysis .To illustrate , if a firm decides to install a new computer system in the main
office, it would first determines whether the relevant groups of employees had the required
skills.

34
 Training activities – flow chart
1 6

Determination & collection Identify appropriate

of Training needs learning processes

2 7

Consolidation & preparation Choose appropriate

of Macro Design training methods

3 8
Identify faculty & approval

Definition of the training

objective 9

Prepare Annual Training

4 Calendar

10
Conversion of objectives
into knowledge/skills &
Conduct the 10
Training
attitudinal component
programmes as per
schedule
5 11

Finalize & specify its inputs Collection & Analysis of

to be given feedback

35
Training methods:
There are mainly two methods usually used and mentioned.
They are
 On the job methods
 Off the job methods

On the Job Methods

This type of training is also known as job instruction training in the individual is
placed on a regular job and taught the skills necessary to perform that job on the job training
has a advantage of giving firsthand knowledge and experience under the actual working
conditions.

(a) Job Rotation:

This type of training involves the movements of the trainee from one job to another.
The trainee receives job knowledge and gains experience from his supervisors or trainer in
each of the different job assignments. This method gives an opportunity to the trainee to
understand the problems of employee on other jobs and respect them.

(b) Coaching:
The trainee is placed under a particular supervisor functions as a coach in Training the
individual, the supervisor provides feed back to the trainee in his performance and offers him
some suggestions for improvements often the trainees share some of the duties and
responsibilities of the coach and relieves him of his burden. A limitation of this method of
training is that the trainee may not have the freedom or opportunity to express his own ideas.

(c) Job - instruction:

This method is also known as training through step by step. Under this method, trainer
explains the trainees the way of doing the jobs. Job knowledge, skills and also him to do the
trainee, provides feedback information and corrects the trainee.

36
(d) Committee assignment:
Under the committee assignment, groups of trainees are given and asked to solve on
actual organizational problems. The trainees solve the problems jointly. It develops team
work.

Merits of on-the job training:

On the job training method has the following important advantages for consideration:
- Training can be delivered at the optimum time.
- The training will have opportunities to practice.
- The training will have immediate feedback.
- Training is delivered by colleagues by integration the trainee into the team.
- Trainee develops confidence by working with own speed and productivity.

Demerits of on-the job training:

Some important disadvantages of on-the job method are stated below for taking
precautions:
There is a tendency to fit OJT in when it is convenient for office routine rather than at the
optimum time for learning.
The training may be given piecemeal and not properly planned and the trainee gains a
fragmented picture of the organization.
Too much training can be delivered in one session leading to information overload and
trainee fatigue.
The trainer may not have sufficient knowledge of the process or expertise in instructional
techniques.

Off the – Job methods:

Under this method of training, trainee is separated from the job situation and his
attention in focused upon learning the material related to his future job performance.

37
 (a) Vestibule training:
In this method, actual work conditions are stimulated in a class-room. Material, files
and equipment those are used in actual jog performance are also used in training. This type of
training is commonly used for training personnel for clerical and semi-skilled jobs.
(b) Role – playing:
It is defined as a method of human interaction that involves realistic behavior in
imaginary situation. This method of training involves action, doing and practice. The
particulars play the role of certain characteristics, such as the production manager,
mechanical engineer, fore – men and the like. This method is mostly used for developing
inter-personal inter-actions and relations.
(c) Lecture Method:
This lecture is a traditional and direct method of instructions. The instructor organizes
the material and gives it to a group of trainees in the form of a talk to be effective. The lecture
must motivate and create interest among the trainees. An advantage of lecture method in that
it is direct and can be used for a large group of trainees. Thus costs and time involved are
reduced.
(d) Conferences or discussions:
It is a method of training the clerical professional and supervisory personnel. This
method involves a group of people who possess ideas, examine and share facts, ideas and
data. Test assumptions, and draw conclusions, all of which contribute to the improvement of
job performance. Discussions has the discussion involves two-away communications and
hence feed-back is provided.
(e) Programmed Instructions:
The subject –matter to be learnt is presented in a series of carefully planned sequential
units. These, units are arranged from single to more complex levels of instructions. The
trainee goes through these units by answering questions or filling in the blanks. This method
is expensive and time consuming.
(f) Audio-visual Media:
Audio-Visual methods take advantage of various media to illustrate or demonstrate the
training material. Audio-visual media can bring complex events to life by showing and
describing details that are often difficult to communication in other ways. Audio-visual

38
methods can be classified into three groups: static media, dynamic media, and
telecommunications.
(g)Business Games and Simulations:
Business games are intended to develop or refine problem-solving and decision-
making skills. This technique tends to focus primarily management decisions such as
maximum zing profits. Business games, particularly computer simulations of organizations
and industries and widely used in business schools.

Merits of off- the job training:

Off the job training method has the following important merits to be considered:
- Use of specialist trainers and accommodation.
- Employee can focus on the training and not be distracted by work.
- Opportunity to mix with employees from other businesses.

Demerits of off -the job training:

Off the job training method has the following important demerits:
- Employee needs to be motivated to learn
- May not be directly relevant to the employee's job.
- Costs incurred are more like transport, course examination fees, material.

Importance of consuming training:

(a)Reduction in learning time:
A well planned systematic training help always to shorten the training time the reach
the acceptable levels of performance in the absence of training program employees learn by
trial and error or by observing fellow employees at work. It involves waste of time and also
the risk that employee are not perfectly trained.
(b) Better performance of employee:
The systematic training leads to better performance of employees in their present job
because their knowledge and skills for doing the job improves.

39
 (c) Boost employee morale:
Training provides a big boost to the morale of the employee. High morale is evidence
by the employees‟ enthusiasm, voluntary performance with rules and regulation and
willingness to co-operate with others in accomplishment of organization objectives.

(d) Reduction in supervision:

Training brings about a high degree of self discipline and self supervision among
employees. Since man by nature likes more freedom, autonomy and less supervision
management control and supervision with trained employees become easy and smooth.
(e) Reduction in operation problem:
Training of both supervisory and operating employees can help to reduce operational
problems such as turnover, absenteeism, breakages, accidents, and grievance rates low
morale excessive, waste, scrape loss. Poor work methods and poor customer service.
(f) Fulfill manpower needs of the organization:
It is believed by many establishments that the best way to overcome recurring
problems of recruiting skilled workers is to establish apprentice training programme.
(g) Increasing the organization stability and flexibility:
Organizational stability means the ability of an organization to sustain its
effectiveness despite the loss of key personnel and flexibility refers to its ability to adjust
itself to short run variation in the volume of work with the availability of trained personnel in
the organization.
(h) Beneficial to employees:
Training is beneficial to employees in organization because new knowledge and skills
will increase their market value and they have better chance for promotion and ability to
accept higher responsibilities.

Benefits of training:
Training benefits the organization, individuals, the personnel and human relations. Let us
know how training benefits each of these fields independently.

40
Training benefits to organization:
- Leading to improved profitability and /or move positive attitudes towards profit
orientation.
- Improves the job knowledge and skills at all levels of the organization.
- Improves the moral of the workforce.
- Helps people identity with organizational goals.
- Helps create a better corporate image.
- Fosters authenticity, openness and trust.
- Improves relationship between boss and subordinate
- Aids in organizational development.
- Helps keep costs down in many areas, e.g.: production, personnel, administration etc.
- Develops a sense of responsibility to the organization for being competent.
- Provides information for future needs in all areas of the organization.
- Organization gets more effective decision-making and problem-solving skills
- Improves labor-management relations.

Benefits to the individuals:

- Helps the individual in making better decisions and effective problem solving.
- Aids in encouraging and achieving self-development and self- confidence.
- Helps a person handle stress, tension, frustration and conflict.
- Provides information for improving leadership, knowledge, communication, skills and
attitudes.
- Increases job satisfaction and recognition.
- Moves a person towards personal goals which improving interactive skills.
- Satisfies personal needs of the trainer and trainee.
- Provides the trainee an avenue for growth and a say in his /her own future.
- Develops a sense of growth in learning.
- Helps a person develop speaking and listening skills and also writing skills when
exercises are required.
- Helps eliminate fear in attempting new tasks.

41
Training policy:
A company‟s training policy represents the commitment of its top management to
training and is expressed in the rules and procedures which govern or influenced the
standards and scope of training in the organization.

Training Policy is Necessary for the Following Reasons:

 To highlight the firms approach to the training function provides guidance for design
and execution and to provide information regarding progarmmes to all employees.
 Formation of policy helps in identification of priority areas in training and since
resources are scarce they are prioritized accordingly to felt needs.
 A training policy document helps to communicate the firm‟s intent regarding an
employee career development, and also gives the employees the opportunity to better
his prospect through training.

Evaluation of Training Programme:

The specification of values forms a basic for evaluation .The basic of evaluation
and the mode of collection of information necessary for evaluation should be determined at
the planning stage. The process of training evaluation has been defined as “any attempt to
obtain information on the effects of training performance and to assess the value of training
in the light of that information “.
Evaluation leads to controlling and correcting the training programme. Hamblin
suggested five level at which evaluation of training can take place.

Reaction:
Training programme is evaluated on the basis of trainer reaction to the usefulness of
coverage of the matter ,depth of the course content method of presentation, teaching ,methods
etc.,
Learning:
Training programme, trainers‟ ability and trainers‟ ability are evaluated on the basis
of the quantity of content learned and time in which it is learned and time in which it is
learned and learner‟s ability to use or apply, the content he learned.

42
Job behavior:
The evaluation includes the manner and extent to which the trainee has applied his
learning to his job.
Organization:
The evaluation measures the use of training, learning, and change in the job behavior
of the department/organization in the form of increased productivity, quality, morale, sales
turn over and the like.
Ultimate value:
It is the measurement of ultimate result of the contributions of the training programme
to the company goals like survival, growth profitability etc., and to the individual goals like
development of personality and social goals like maximizing social benefit.
Criteria for evaluation:
The criteria used in evaluating training programme will vary according to objective of the
programme but broadly there are three types of criteria.
(1) Internal (2) External (3) Participants.
Internal Criteria:
It refers directly to the programme contest and in particular to the absorption by the
trainees of instructions, guidelines, facts, imparted skills and techniques etc., included as
inputs in the programme.
External criteria:
It concerned with the board ,over all objectives of the training package such as
development of inter personal question ,acquiring of new prospectus becoming more decision
oriented ,cultivating greater self awareness, changing of personal management styles self
awareness, changing of personal management styles, going through attitudinal
transformation, etc.
Participants Reactions:
It means the feelings of the trainees who have given through the training program and
their views about the benefits and drawbacks of that progamme.
The general field opinion among the experts is that it in more effective to use multiple criteria
in evaluating.

43
 DEVELOPMENT

The term Development refers broadly to the nature and direction of change induced in
employees, particularly managerial personnel through the process of training and educative
process. National Industrial Conference Board has defined development as follows:

Managerial Development is all those activities and programmes when recognized and
controlled, have substantial influence in changing the capacity of the individual to perform
his assignment better and in doing so are likely in increase his potential for future
assignments.
Thus, managerial development is not merely training or a combination of various training
programmes, though some kind of training is necessary it is the overall development of the
competency of managerial personnel in the light of the present requirement as well as the
future requirement.

In day‟s competitive environment, an organization has to be concerned about the

development. Development in the preparation and education of manage to effectively manger
their people while at the same time achieving the strategies and goals of their company
.Development in a continuous process and seeks to being about behavior change in trainee
mangers by cultivating their mental and inherent qualities.

The Major Qualities of the Development Programme Are:-

 The continuing improvement and development of present managers.
 Provisions of an adequate number of well qualified managers for the future.
 Optimum utilization of man power of the organization.
 Prevention of managerial absence.
An effective development programme to achieve to above mentioned
objectives should include the following:
(a) A carefully considered plan and organization and for carrying out the programme.
(b) A periodic appraisal or evaluation of each manager regarding his performance in the
various stages of development under the programme.
(c) A continuous application and support from top management.

44
A number of management methods are available .Anyone of them can contribute to the
objectives of the organization but only if the techniques is prudently selected, diligently and
rigorously evaluated. Often techniques are used in the combination in long term development
programme. Some of these techniques are:
 Coaching and counseling.
 Job Rotation.
 Conference / discussion.
 Programmed and computer aid instruction.
 Role playing.
 Team group training.

(a) Coaching and counseling:

This is one of the most popular management development techniques where effective
senior manager teach the new managers. The coach superior sets a good example of what a
manager does while doing about daily business.
The new manager exemplifies the correct behavior attitudes, assigned specific and
challenging goals and provides trainees with frequent and immediate feedback concerning
their job performance. The coach also delegates enough authority to the trainees to make
some decisions. This approach not only provides opportunities to learn but allows a feeling of
self confidence to develop.
(b) Job Rotation:
Move the manager around „has often been preached by management – trainers and
educationists. When the manager is moved from one department to another, it gives him a
broad exposure to the strength and weakness of the company and much better understanding
then he could otherwise possess.
(c) Guided conference / Discussions:
The guided discussions type of conference in an improvement over straight lecturing,
the instructor known in advance what information or procedure he wants to bring our , and
guides the discussions accordingly.
(d) Programmed and Computer aid instructions:
Programmed instructions are based on certain behavioral laws that relate to principles
of reinforcement. The important features of programmed instructions are that it provides

45
immediate feedback on whether the participants answered correctly or not. To facilitate this ,
the instruction are designed in such a way that all future learning depend on requisition and
retention of previous learning .Programmed instructions can and have been developed in
computer aided format .In such a format ,a manger sit at a computer terminal with a monitor .
The computer is programmed with the training materials. Computer-aided instructions is now
been used in a wide variety of management development programmes. The potential for
computer based training is virtually unlimited. It is generally agreed that because of such
advantage as self pacing, privacy, immediate feedback convenience and adoptability, it will
become one of the most popular training and development approaches available.
(e) Role – Playing:
In which roles as assigned to trainees to act out as they would do in their real life. It is
helpful in training managers to deal with human relation management. Participants learn to
appreciate others point of view. They experience a situation emotionally. It makes them more
self-conscious and analytical in their behavior. It also permits the participants to show
imaginations and care in finalizing solutions.
(f) Team group training:
This technique is also known as sensitivity training, laboratory training and executive
action. Team group training is concerned with the real not simulated problem existing within
the team group itself. It helps participants to learn about themselves their weaknesses and
emotions to develop insights in to how they react to other and also how others react to them,
to find out how to behave more effectively in inter personal relations to develop more open,
authentic relations among people. T- Group are really small discussion groups with no set
leader, they have no fixed and mutual impact of the participants. But T-group training
involves creation of stress situation which go out of control.

46
 TRAINING AND DEVELOPMENT IN NFCL

NFCL attaches great importance to HRD, as it believes that it is only through

development, greater productivity can be achieved and the employee is rewarded adequately
for his performance. The training programs are therefore designed to expose the technical
personnel to classroom sessions of latest technology and process in the fertilizer industry.
Arrangement is made to give training to key technical personnel: in modern fertilizer plants
in the country and abroad. Some of the thrust areas of HRD are:
 To impact training to employees on the basis of knowledge and skill.
 To build them as competent technicians and prepare them for their career
progression to occupy more responsible positions.
 To aim at them to make them functions more effectively by exposing to the latest
concepts, information, techniques and developing in the developing in them the
skills required in fertilizer field.

HRD objectives:
 To indicates company‟s intention to develop personnel by providing guidance for
development and to provide all the necessary information concerned to all of
them.
 To discover critical areas where training is to be given on priority basis
 To provide suitable opportunities to the employees for their own betterment.
 To develop the human recourses on a continuous basis.
 To develop a high sense of respect for value of time and money.
 To promote harmonious employee relations.
 To enrich the job.
 To serve society through industry.

47
HRD Functions:
Defining the methods and new techniques for assessing the training needs. After
identification of the training needs, the function of the HRD department is to conduct training
programs to the employees. Taking feedback of the training programs conducted, for the
evaluation of the program.

Responsibilities of Section Head--- Training:

 Induction programs preparation and monitoring the effectiveness. Orienting new
employees (Graduate Engineer Trainees/ Diploma Engineer Trainees).
 Co-ordinate the collection of training needs.
 To assist HOD in the preparation of training calendar based on training needs.
 Work out budget for training and to assist HOD in finalizing the budget.
 To co-ordinate and conduct meetings/ training programs[both the internal and
external]
 To collect feedback forms on conducted training programs.
 To assist, prepare actual training program conducted VS calendar VS identified
training needs.
 To maintain training records.
 To assist HOD to review the training procedure formats from time to time for
continuous improvement.
 Endeavor for the upkeep of maintenance of various training aids and
infrastructure.
 Help HOD in the evaluation of the training program based on the feedback
analysis.
 Review of the mark lists of formats.
 Facilitating students from various educational institutions to do their project work.
 Co-ordinate factory visits to farmers, students and other visitors.

48
Budget control:
NFCL gives lot of importance to training and development activities and accordingly
the management provides sufficient budget in the annual budget of the company to meet all
the training and development activities as per the training calendar released for the respective
year.

Training Department –Roles:

 To impart quality and effective training to fresher experience personnel on attitude
knowledge and skills.
 To build employees as competent and prepare them for their career progression.
 To develop multidimensional skills in them.
 To develop human resources on continuous basis so as to enrich their jobs and
work effectiveness for better productivity.

Activity:
Arrange and coordinate various training programs, guide, and help and provide
impetus to learning in all aspect of job knowledge, safety, environment, human resource and
current management techniques.

Training Policy:
We will strive to develop a work culture conductive to learning and make continuous
efforts to develop and improve human potential for the enhancement of the core
competencies by
 Filling the knowledge gap caused by rapid change in the technology and
environment.
 Facilitating overall learning that leads to safe and improved plant performance and
commitment.
 Motivating employees for training themselves and others by making learning
process, a key in ingredient of our work culture.
 Ensuring the development of effectiveness changing growing and competitive
organization and helping the overall development.

49
Identification of Training Needs:
NFCL conducts the training programs after the identification of training needs.
The HRD and quality Management section identifies the needs of training before 6 months of
the training programs by adopting the following strategy.
The in-charge of the following department or the supervisor has been given the responsibility
of indentifying the training needs of his subordinates. He can easily find out the area in which
his subordinates are in need of training.
Initially the HRD department will send notices to each of the department head. The
department in charge will find out the names and send a list of employees and their training
area in which he has to be trained to the HRD department. The list which the HRD
department receives from various departments will be sorted according to the area of training
required to the employees.
All the sorted lists will be arranged in two sessions for the whole year. First session
will be completed in 6 months and second session in the next 6 months as per schedule so
that the entire program will be covered.
The HRD department will fix up the dates of training programs and will send intimation to
the concerned department. The training program which can be given as an internal training
will be intimated to their trainer (faculty) so that he can give his lecture on that particular
training program.
HRD department will also call the faculty from outside to provide the necessary
training to employees if the training has to be given by an external trainer. It is also necessary
to send the employees outside the organization will bear the expenses.

The training programmes in the organization needs are categorized into:

 Internal Training Programs
 External Training Programs

Internal Training:
Internal /In-house Training is further classified into following categories:
Induction Training:
All the employees are provided induction training immediately after they join the
company. This training includes interaction and acquaintance with all the departments/section
heads, covering the organization structure and functions of all departments/sections, roles and
50
a responsibility of various sections heads and above, etc. They also undergo an interaction
session with multimedia to understand the total process of the plant and machinery and also
about the organization and other group companies. This training is for a period of one week.
Safety Induction and Refresher training:
Every employee is imparted safety induction training which consists of the classroom
lectures and practical training on the field. They are given inputs on the identification of
hazards, handling dangerous chemicals, basic fire-fighting skills, fire detection alarm
systems, portable fire-fighting equipment and their usage, rescue squad training, fire drills,
onsite emergency plan and its implementation when needed, naphtha fire fighting skills, etc.
The participants are also trained in usage of fire-fighting equipment and use of personal
protective equipment.
Training on Road Safety:
Safety Training program on road safety which includes 2- wheeler and 4- wheeler
safety, are arranged with faculty drawn from M/s .Loss prevention association of India.
Annual refresher program on the above program is ensured to increase the safety
consciousness of employees while they are on the road.
Training on health management: In addition to the free annual medical checkups conducted
for all employees and their family members, training on health management is also
undertaken to ensure health consciousness in employees
First Aid Training:
In-house aid training is imparted to all the employees in phases by external faculty
drawn from St. John‟s Ambulance association. They are given classroom lectures and also
training in various methods of rendering first aid. Tests are conducted and qualified trainees
are issued certificates valid for 3 years.
Automated Learning centre:
An automated learning centre has been setup with the aim of impacting information
technology (IT) training and to install a sense of it orientation amongst all employees of the
company. Computer-based packages have been installed to aid interactive learning which is a
positive step towards nurturing a learning culture with self-help as the base. The scope of
training imparted at the ALC is quite exhaustive. Microsoft Office has been standardizes as
the office automation package for the company. Training in windows-95, Ms-word, Ms-
Excel, MS-power point and Internet is available.

51
Audio Visual Training:
Screening video-cassettes on important subjects of management, technical, safety and
health practices has been a part of imparting the latest development in various field of
activity. The best and latest cassettes from the United States Information Service and the
British library are procured for the purpose of updating the employees with the current
development of outside world.

External Training:
Employees are sent for external training in reputed training institute of the country based on
the training needs identified for each employee. In order to keep abreast of the technological
advances in respective fields of operation, employees are also sponsored by the company to
attend various seminars/workshops/conferences.
The nominations for those programs are categorized into three main
focus areas of knowledge skills and behavior. The main aim of sending employees to external
training programs is to ensure that whatever training is possible is to be imparted internally
should be fulfilled by these external programs with the sole intention of impart the training
which has been identified for each employee.

Agencies linked up for external training:

A few of the external agencies which were used for the training are:
 National Production Council
 Indian Institute of Technology, Mumbai
 NIPM, Visakhapatnam
 National Physical Laboratory
 National Council for Cement and Building Material etc..

Infrastructural facilities available in NFCL:

Infrastructure is the backbone and vital ingredient, required for the success of any
training program. It is essential to create a congenial learning atmosphere in order to achieve
the desired effectiveness of the training programs. The training centre at NFCL has the
following infrastructural facilities.

52
 Three well furnished conference halls to seat 70,40, and 25 participants one
automated learning centre with 10 workstations with server facility connecting 10 personal
computers.

E-learning in NFCL
NFCL has initiated a lot of learning and development activities in the organization
development initiatives. The main objective to start this program is to improve work
performance individually as well as teams thereby enhancing its competitiveness parallel to
provide flexibility to the associates in term of sparing their time for learning, e-learning
concept is introduced.

53
CHAPTER –V
Data analysis and
interpretation
1. Since how many years are you working with this organization?
a)5years b)Less than 5years c)Greater than 5 years

No .of
S. no Response respondents Percentage
1 5years 10 20
2 Less than 5 years 30 60
Greater than 5
3 years 10 20
Total 50 100

GRAPHICAL REPRESENTATION :

Interpretation:
Out of 50 respondents 10% are working in NFCL from 5years, 30% are working for
less than 5 years and 10% are working for more than 5 years

54
2. How do you rate the induction program at NFCL?
a )Excellent b)Good c)Average d)Below average

No. of
S. no Response respondents Percentage
1 Excellent 25 50
2 Good 16 32
3 Average 9 18
Below
4 average 0 0
Total 50 100

GRAPHICAL REPRESENTATION :

Interpretation:
Out of 50 respondents 25% feel that induction program is good, 16% of them feel that
it is excellent and 9% feel its average.

55
3. How do you find the change or improvement after attending training program in
NFCL?
a)Excellent b)Good c)Satisfactory

No .of
S. no Response respondents Percentage
1 Excellent 30 60
2 Good 12 24
3 Satisfactory 8 16
Total 50 100

GRAPHICAL REPRESENTATION :

Interpretation:

Out of 50 respondents 30% feel that improvement after training it is good, 12% feel
that it is excellent and 8% feel that it is satisfactory.

56
4. To what extent the training program helped you in your job?
a)To long extent b)To some extent c)To very little extent

No .of
S .no Response respondents Percentage
1 To long extent 28 56
2 To some extent 16 32
To very little
3 extent 6 12
Total 50 100

GRAPHICAL REPRESENTATION :

Interpretation:
Out of 50 respondents 28% feel that training program helped in their job to long
extent,16% feel that to some extent and 6% feel that to very little extent.

57
5. How do you feel is the purpose for giving training in NFCL?
a)Company overall development b)Future career growth c)Competency improvement
d)Better performance e)all the above

No .of
S .no Response respondents Percentage
Company overall
1 development(cod) 27 54
2 Future career growth(fcg) 12 24
3 Competency improvement(ci) 0 0
4 Better performance(bp) 6 12
5 All the above 5 10
Total 50 100

GRAPHICAL REPRESENTATION :

Interpretation:
Out of 50 respondents 27% feel that all the above options are the purpose for training,
12% feel it is companies all development , 6% feel that it is Better performance .

58
6. On which area do you prefer NFCL to conduct training programs more frequently?
A)Safety b)Technical c)IT related d)Behavior e)Health f)Environment
g)Management

No .of
S .no Response respondents Percentage
1 Safety 27 54
2 Technical 21 42
Information
3 technology 1 2
4 Behaviour 0 0
5 Health 0 0
6 Environment 1 2
7 Management 0 0
Total 50 100

GRAPHICAL REPRESENTATION :

Interpretation:
Out of 50 respondents 21% wants training on technical, 27% wants it on safety, 1%
on information technology, 1% on environment.

59
7. Do you feel that that training given on safety/Health/Environment aspects is useful?
a)Yes b) No c)no idea

No .of
S .no Response respondents Percentage
1 Yes 45 90
2 No 2 4
3 No idea 3 6
Total 50 100

GRAPHICAL REPRESENTATION :

Interpretation:
Out of 50 respondents 45% feel that training on SHE is useful,2% feel it‟s not useful
1and 3% have no idea.

60
8. Do you feel that the motivation levels have increased after joining in NFCL?
a)Yes b)No c)no idea

No .of
S .no Response respondents Percentage
1 Yes 44 88
2 No 3 6
3 No idea 3 6
Total 50 100

GRAPHICAL REPRESENTATION :

Interpretation:
Out of 50 respondents 44% feel that their motivation level has increased after joining
in NFCL, 3% feel it has not increased and 3% have no idea.

61
9. Did the training program helped to increase the productivity of both quality and
quantity ?
a) Yes b)No c) No idea

No .of
S .no Response respondents Percentage
1 Yes 44 88
2 No 2 4
3 No idea 4 8
Total 50 100

GRAPHICAL REPRESENTATION :

Interpretation:
Out of 50 respondents 44% agree that the training program helps in increasing both
quality & quantity , 2% feel that no and 4% have no idea.

62
10 .How effective do you think is the e-learning is in NFCL?
a)Excellent b)Good c)Satisfactory d)Bad

No .of
S .no Response respondents Percentage
1 Excellent 28 56
2 Good 17 34
3 Satisfactory 3 6
4 Bad 2 4
Total 50 100

GRAPHICAL REPRESENTATION :

Interpretation:

Out of 50 respondents 28% feel that e-learning is excellent in NFCL, 17% feel it is
good, 3% feel that it is satisfactory and 2% feel that it is bad.

63
CHAPTER-VI
 Findings
 Suggestions
 Conclusion
 Bibliography
 FINDINGS

 The present study is oriented with training and development practices in

Nagarjuna Fertilizers and Chemicals Limited. The significance of selecting the

topic relates to its important in achieving the organizational objectives through

self development.

 All the employees are referred as associates which help reduce indifference in

their job profiles.

 All employees from managerial level to workers are given equal facilities like

uniform, some canteens, and schools for their children, club which increases the

uniformity among them.

 The induction program is very good a well planned in NFCL.

 The safety is giving importance in NFCL. This is very important for a

manufacturing firm, which deals with poisonous substances.

 The cleanliness is maintained in every corner of NFCL.

 The analysis relating to the programmes of the organization shows that a good

number of internal and external programmes were organized by the company in

all areas.

64
 Suggestions

 The technical trainees should be trained on latest technical programs. As the

technology keeps on changing they should have full knowledge of the latest

techniques.

 The trainees need to be provided with printed material which is taught. This

would help them to refer the taught in future.

 The feedback taken should be implemented immediately for the next batch for

effective training.

 Some employees feel that more number of behavioral programmes needs to be

conducted to rise up their attitudes and motivation.

 Case studies need to be exhibited at the training programmes, both of NFCL

and other fertilizer industries.

65
 Conclusion

Finally it may be concluded that if the above suggestions are taken into regard seriously, the

good programmes may become excellent programmes within a short period.

Also Mutual understanding and cooperation among the top management, HRD Department

and trainees should be further improved because the success of training not only depends

simply on HRD department alone but also depends upon the trainee‟s interest and top

management‟s involvement.

By and large I can conclude that NFCL is committed to implement good, whole hearted and

result oriented training programmes to its employees.

66
QUESTIONNAIRE
 Questionnaire

1. Since how many years are you working with this organization?

a) 5years b) Less than 5years c) Greater than 5 years

2. How do you rate the induction program at NFCL?

a) Excellent b) Good c) Average d) Below average

3. How do you find the change or improvement after attending training program in NFCL?

a) Excellent b) Good c) Satisfactory

4. To what extent the training program helped you in your job?

a) To great extent b) To some extent c) To very little extent

5. What do you feel is the purpose for giving training in NFCL?

a) Company overall development b) Future career growth c) Competency

improvement d) Better performance e) all the above

6. On which area do you prefer NFCL to conduct training programs more frequently?

a) Safety b) Technical c) IT related d) Behavior e) Health f) Environment

g) Management

7. Do you feel that that training given on safety/Health/Environment aspects is useful?

a) Yes b) No c) no idea

67
8. Do you feel that the motivation levels have increased after joining in NFCL?

a) Yes b) No c) no idea

9. Did the training program helped to increase the productivity of both quality and quantity?

a) Yes b) No c) no idea

10. How effective do you think the E-learning is in NFCL?

a) Excellent b) Good c) Satisfactory d) Bad

68
 Bibliography & Webilography

Serial Author of the Book publishers

TITLE OF THE BOOK
No

1 Personnel Management C.B.Memoria Himalya

2 Reading in Human Resource T.V.Rao kalyani

Management

3 Principles and Practices of Tripati & Reddy vikas

Management

4 Human Resource Management K.Aswathappa Martinus

5 Essentials of Human Resource P.Subba Rao Himalyan

Management

6 Training Instruments in HRD and Dr. Uday Parek kalyani

OD

Web Sites:

www.nagarjunafertilizers.com
www.nagarjunagroup.com

Search Engines:

www.google.com
www.bing.com

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