evaluation of training effectiveness in “rourkela steel plant”

Apr 11, 2023

1Rourkela Steel Plant: HRD Centre

EVALUATION OF TRAINING EFFECTIVENESS

IN “ROURKELA STEEL PLANT”

Apr 11, 2023


Introduction

Company overview

Objective of the Study

Data Sources and Methodology

Scope and Limitation

Findings

Conclusion

Suggestions

The Route Map

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Training is an Integral part of any organization. It is a learning process that involves the acquisition of

knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviors to enhance the performance of employees.

Importance of Training: Optimum Utilization of Human Resources Development of Human Resources Development of skills of employees Productivity and Team spirit Organization Culture and Climate Quality and many more

INTRODUCTION

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The Kirkpatrick Model

LEVELS OF EVALUATION

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Company Overview

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6Rourkela Steel Plant: HRD Centre6

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India’s first integrated steel plant in the public sector.Producer of a diversified range of sophisticated steel products. First in Asia to adopt LD process. First in SAIL to produce 100% steel through continuous casting route.Major producer of large diameter API grade Pipes & Special plates for defense sectorPresently implementing a massive expansion project

RSP : A Pioneer In Steel Technology

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To gauge the training effectiveness in the organization.

To critically review how effective is the training system

To review how employees perceive the training.

To measure about the adequacy of the training for improving skill competency of employees.

To check out how it affects the employees in the organization.

To find out the correct measure for the increasing the effectiveness of the training.

OBJECTIVE OF THE STUDY

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DATA SOURCES & METHODOLOGY Sources of Information:

Mainly the study was based on two types of data as follows:

a. Primary Data: These data were collected through discussion with the management, observation and briefing with the concerned officers and employees.

b. Secondary data: Periodicals, Journals and Magazines of RSP, Other related documents

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CONT…. Methodology of the study refers to the methods used

to collect the required data for the project. Out of all Training Programmes 2 Programmes were

randomly selected. Siemens S-7 300 PLC Drives VVVF Drives

A total of 49 employees were found to have received training under these programmes.

A closed Questionnaire consisting of 17 questions based on 6 parameter and one open-ended question was designed and used in order to obtain feedback of Trainees.

The responses were coded in a 5-point Likert scale ranging from S.Agree, Agree, Neutral, Disagree and S.Disagree.

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SCOPE

It will help the organization in evaluating the effectiveness of Siemens S-7 300 PLC/VVVF Drive programme.

To chalk out the various shortcomings of the programme and to check them.

It will also help the trainers to decide as to what tools should be used to give the right type of training.

Therefore, it will help the organization in organizing the programme in a better way in future.

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LIMITATIONS

The time was the major limiting factor. The answers received from the respondents sometimes

were unable to meet the enumerated expectations. Due to lack of time only 6 parameters are selected for

study. So the scope of study is comparatively small. It was observed that most of the people have

responded in a similar way to all the questions. Thus the error of central tendency was observed.

Sample does not adequately represent the population. The present study used the same criteria for judging all

the programmes.

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DATA ANALYSISParameter S.Agree Agree Neutral Disagree S.Disagree Statistical

Mean

Programme Design

22 9 8 0 04.35897435

Content 19 11 6 2 1 4.15384615

Duration 3 12 11 12 1 3.10256410Presentation by faculty

10 12 12 5 0

3.69230769Increased knowledge level

15 11 12 1 0

4.02564102

Usefulness 19 18 2 0 0 4.43589743

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DATA ANALYSIS

S.A

gree

Agr

ee

Neu

tral

Disagr

ee

S.Disa

gree

0

5

10

15

20

25

Chart Title

Programme DesignContentDurationpresentation by faculty increased knowledge level Usefulness

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DATA ANALYSIS Mean= 3.961538462 Standard Deviation= 0.49686724

Both gives the range in which we find the data value

Which shows the scatteredness of the series and within which the favorableness exist.

Coefficient of variance (represents the consistency of database)= 0.125422799

Standard Error= 0.08060251,which means the confidence level is 92%

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1 2 3 4 5 6 70

0.5

1

1.5

2

2.5

3

3.5

4

4.5

5

Series1

DATA ANALYSIS

The above chart represents the Scatterdness with respect to mean in NO-7

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FINDINGS From the survey and analysis made in various departments of RSP

on following parameters and code the responses from strongly agree, agree, neutral, disagree and strongly disagree for PLC / VVVF Drives. The below Chart represents the finding in percentage form.

Programme Design

Content Duration presentation by faculty

increased knowledge level

Usefulness0%

10%20%30%40%50%60%70%80%90%

100%

Chart Title

S.Agree Agree Neutral Disagree S.Disagree

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CONCLUSION Analysis of all the facts & figures, the observations and the

experience during the training period gives a very positive conclusion/ impression regarding the training imparted by RSP HRD Center :

The programme is well designed by HR department. The content of the programme is also up-to-date. HR dept is taking steps to ensure that the trainees get

benefited out the training by increase in the knowledge level. Trainees feels that the training is useful for them to cope up to

the changes.

Only on two parameters the department have to focus more, these are:

The Faculty presentation is not up to the mark. The HR department have not focused much on the duration of

the programme

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SUGGESTIONS In order to make the present study useful for the

future use of HRD in continuing with the practice of evaluating the Training effectiveness, following suggestions regarding the findings and conduction of the study are given:

Employees taking training should be given opportunity to work on that particular device.

Views of the co-workers and the trainee himself must be taken.

Revision of MOU should be made with respect to Specifying companies for purchasing of devices Experts of respective companies should provide

training before and after installation of devices at work site.

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CONT… Training should be provided before installation of the

machine so as to reduce the Lead time. Refresher training should be provided to the

employees . Duration of the training programme should increase

to 4 -5 days instead of 3 days. Evaluation should be done after every 2 months

instead of 3 months A separate HRD website should be made where

ongoing and upcoming programmes will be highlighted and where all employees will get a platform/chance to express their opinions and suggestions.

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The Way Ahead

Apr 11, 2023


THANK YOU

evaluation of training effectiveness in “rourkela steel plant”

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