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SUMMER TRAINING REPORT SUBMITTED TOWARDS THE PARTIAL FULFILLMENT OF BACHELOR OF BUSINESS ADMINISTRATION DEGREE Summer Training Project Report On TRAINING & DEVELOPMENT OF EMPLOYEES IN IFFCO Ltd. Submitted By Name : Ankit Mittal Course : BBA (Gen) Semester : Vth Enroll. No. : 0282061708 Batch : 2008-2011 External Guide Internal Guide Mr. Ritesh Kumar Mr. Anil Kumar () (Management Faculty) 1

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SUMMER TRAINING REPORT SUBMITTED TOWARDS THE PARTIAL FULFILLMENT OF BACHELOR OF BUSINESS ADMINISTRATION DEGREE

Summer Training Project Report On

TRAINING & DEVELOPMENT OF EMPLOYEES IN IFFCO Ltd.

Submitted By Name : Ankit Mittal Course : BBA (Gen) Semester : Vth Enroll. No. : 0282061708 Batch : 2008-2011 External Guide Mr. Ritesh Kumar () Internal Guide Mr. Anil Kumar (Management Faculty)

Trinity Institute of Professional Studies Affiliated To Guru Gobind Singh Indraprastha University

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ACKNOWLEDGEMENT

It is a matter of great pleasure to thank all esteemed persons who helped me to complete my major project successfully otherwise it would have not been possible. Acknowledgement is not only a ritual, but also an expression of indebtedness to all those who have helped in the completion process of the project. One of the most pleasant aspects in collecting the necessary and vital information and compiling it is the opportunity to thank all those who actively contributed to it. I like to express my deepest gratitude and thanks to my Project Guide Mr. Anil Kumar for the valuable guidance and constant encouragement which he extended to me throughout my research project.

Ankit Mittal

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CERTIFICATE

This is to certify that Ankit Mittal of BBA 5th Semester has worked on a research project Training & Development of Employees in IFFCO, under my guidance. This is his own research work to the best of my knowledge which has not been submitted earlier for any other degree/diploma of his university or any other university.

Mr. Anil Kumar (Management Faculty) Trinity Institute of Professional Studies (GGSIP University) Date : _________

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CONTENTS Chapter-I

Executive Summary5 Company Profile.6 SWOT Analysis...................................................................................9

Chapter-II

Training & Development (Introduction)....11 Training Process....13 Training & Development at IFFCO17 Training Programmes-Statistics )2000-09).18

Chapter-III

Research Methodology.20

Chapter-IV

Analysis and Findings...21 Overall Analysis21 Departmental Analysis.23 Grade-wise Analysis..33 Overall (Graphical)...39 Departmental (Graphical)43 Grade-wise (Graphical)46

Chapter-V

Recommendations and Conclusions....48

Chapter-VI

Bibliography..50

CHAPTER-I4

EXECUTIVE SUMMARY

Indian Farmers Fertiliser Co-operative Limited (IFFCO) was registered on November 3, 1967 as a Multi-unit Co-operative Society. It was an unique venture in which the farmers of the country through their own Co-operative Societies created this new institution to safeguard their interests. The number of cooperative societies associated with IFFCO has risen from 57 in 1967 to 38, 155 at present. On the enactment of the Multistate Cooperative Societies act 1984 & 2002, the Society is deemed to be registered as a Multistate Cooperative Society. The Society is primarily engaged in production and distribution of fertilizers. The byelaws of the Society provide a broad frame work for the activities of IFFCO as a Cooperative Society. IFFCO commissioned an ammonia - urea complex at Kalol and the NPK/DAP plant at Kandla both in the state of Gujarat in 1975. Ammonia - urea complex was set up at Phulpur in the state of Uttar Pradesh in 1981.

COMPANY PROFILE5

HISTORYDuring mid- sixties the Co-operative sector in India was responsible for distribution of 70 per cent of fertilizers consumed in the country. This Sector had adequate infrastructure to distribute fertilisers but had no production facilities of its own and hence dependent on public/private Sectors for supplies. To overcome this lacuna and to bridge the demand supply gap in the country, a new cooperative society was conceived to specifically cater to the requirements of farmers. It was an unique venture in which the farmers of the country through their own Co-operative Societies created this new institution to safeguard their interests. IFFCO has five plants: Kalol Kandla Phulpur Aonla Paradeep

MANAGEMENTThe Representative General Body (RGB) which is the General Body forms the supreme body that guides the various activities of IFFCO. One delegate from each of the Member Societies holding shares of the value of Rs.100 thousand and above; such delegate shall be as per the provisions of the Multi-State Cooperative Societies Act/Rules as amended from time to time; Delegates to be elected from amongst the representatives of Member-Societies (other than Members holding shares of the value of Rs.100 thousand and above) in each State/ Union Terriotory at the rate of one delegate for every 200 societies or part thereof. However, the maximum number of such delegates from any State / Union Territory shall not exceed 25. Such elected delegates shall be as per the provisions of the Multi-State Cooperative Societies Act/ Rules amended from time to time. 6

The Board of Directors of IFFCO carry out all functions as specified under the Multistate Cooperative Societies Act/Rules. The Board of Directors frame policies, direct the various activities of the Society, and undertake any other activities conducive to overall growth and development of Societies. The Board is headed by the Chairman. The Managing Director is the Chief Executive of the organisation with responsibilities for general conduct, supervision and management of day to day business and affairs of IFFCO. These directors are assisted by Functional Directors & Senior Executives who are experts in various disciplines.

IFFCOs Competitors PARADEEP PHOSPHATES LIMITED (PPL) PYRITES, PHOSPHATES & CHEMICALS LTD. (PPCL) HINDUSTAN FERTILIZER CORPORATION LIMITED (HFC) THE FERTILIZER CORPORATION OF INDIA LIMITED (FCI) HINDUSTAN COPPER LIMITED (HCL) FCI ARAVALI GYPSUM AND MINERALS INDIA LIMITED KRISHAK BHARATI COOPERATIVE LIMITED (KRIBHCO)

IFFCO's mission is "to enable Indian farmers to prosper through timely supply of reliable, high quality agricultural inputs and services in an environmentally sustainable manner and to undertake other activities to improve their welfare" Challenging experience for stake holders. Building a value driven organization with an improved and responsive customer

focus. A true commitment to transparency, accountability and integrity in principle and practice. To acquire, assimilate and adopt reliable, efficient and cost effective technologies. Sourcing raw materials for production of phosphatic fertilisers at economical cost To ensure growth in core and non-core sectors. 7

by entering into Joint Ventures outside India.

A true Cooperative Society committed for fostering cooperative movement in the

country.

PRODUCTIONIFFCO commissioned its Kalol and Kandla plants in Gujarat in early 1975 and subsequently spread its wings by erecting two more plants in Phulpur and Anola in Uttar Pradesh in the year 1981 and 1988 respectively. In order to enhance its complex fertilizer manufacturing capacity, IFFCO acquired DAP/NPK plant in Paradeep in 2005-06. During the first half of this financial year 2009-10, IFFCOs plants rolled out over 40 lakh tonne of fertilisers, the highest ever production in Kharif season.

MARKETINGThe marketing of IFFCOs products- NPK/NP/DAP/Urea is channelized through 39,806 co-operative outlets and 158 Farmers Service Centers spread over 29 States/ Union Territories across the country. Between April and September, i.e. the first half of financial year 2009-10, the society has notched up the highest sale of more than 55 lakh tonnes of fertilisers during kharif season.

FINANCIAL PERFOMANCEThe Society recorded an all time high turnover of Rs.32, 933 crore during 2008-09 while its pre-tax profit stood at Rs.441.95 crore and profit-after tax at 360.01 crore. The Society declared a dividend of 20 per cent for its shareholders for eighth year in a row.

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SWOT ANALYSISStrengths : Largest producer of fertilizers in the Country. Five strategically located plants with cutting edge production technologies. Most plants achieve capacity utilization in excess of 100% . A large number of co-operative societies are associated with IFFCO (38,155 at present). Vast Marketing and distribution network due to the high number of co-operatives associated with IFFCO. Their service providing network and feedback network is also pervasive in Indian rural areas Highly diverse and strategic portfolio of external investments. No external trade unions exercise any power within IFFCO.

Weaknesses : IFFCO has a bureaucratic organisational structure and therefore is obsessed with working within set frameworks defined by rigid rules and regulations. This often discourages innovation and may also cause sub unit conflicts. In some cases blind adherence to rules andregulations may limit the perspective of a manager and result in Functional unit goals overriding organisational goals. The organisational setup is very rigid and is not very efficient in handling sudden changes in business environment. There is excessive sub-divisions in some departments and this results in inefficiency.

Opportunities : IFFCO has embarked upon a growth plan titled VISION 2010 to achieve annual turnover of Rs. 15,000 Crore (USD 3400 Million) by the year 2010. Broadly identified business activities under the VISION 2010 are: Installation of Ammonia/Urea plants and also acquisition of fertilizer units. Generation of Power. Production and Marketing of micro-nutrients, seeds, bio- fertilizers, pesticides etc. Value addition to agri-products and marketing. Banking and Financial Services. Information Technology and IT enabled services. Establishments of Retail Chain in urban and semi-urban locations. 9

Threats : Competition from KRIBHCO i.e. Krishak Bharati Co-operative another government under taking which also produces fertilizers and is very similar to IFFCO in nature. Aggressive competition from private companies which are now entering the fertilizer sector. The Government of India has a major influence on the functioning of IFFCO. It is theGovernment which decides What to produce?, How much to produce?and Where tosell?.This factor often becomes IFFCOs major weakness as it sometimes has to functionunder undue political pressure and take steps which are non-profitable. Government policies on Import of fertilizers from foreign nations and decrease in subsidies.

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CHAPTER-II INTRODUCTIONTRAINING AND DEVELOPMENTIn the field of human resource management, training and development is the field concerned with organizational activity aimed at bettering the performance of individuals and groups in organizational settings. It has been known by several names, including employee development, human resource development, and learning and development. It helps employees in achieving their personal goals, which in turn, enhances the individual contribution to an organization.It assists the organization with its primary objective by bringing individual effectiveness.It maintains the departments contribution at a level suitable to the organizations needs.It ensures that an organization is ethically and socially responsible to the needs and challenges of the society.

TRAINING AND DEVELOPMENT NEEDSA competent workforce underpins the success of any organisation. It is crucial that staff possess the knowledge, skills and competencies required for optimum performance. Recognizing the training, development and learning needs necessary to equip staff with the capabilities required to contribute to business success and progress their careers is therefore key. Most organisations acknowledge the importance of developing their staff, but many will admit that their provision for staff development through training and learning could be improved. Just-in time philosophy is one of the leading ideas in Japan.JIT emphasize on reduction in waste and waiting time in production process. Better training will reduce waste and machine down time. A major portion of quality costs consists of supervision; by providing proper training this is reduced. Training increases productivity of employees and processes. 11

Importance Of Training and Development Optimum Utilization of Human Resources Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals. Development of Human Resources Training and Development helps to provide an opportunity and broad structure for the development of human resources technical and behavioral skills in an organization. It also helps the employees in attaining personal growth. Development of skills of employees Training and Development helps in increasing the job knowledge and skills of employees at each level. It helps to expand the horizons of human intellect and personality of employees. Productivity Training and Development helps in increasing the productivity of the employees that helps the organization further to achieve its long-term goal. Team spirit Training and Development helps in inculcating the sense of team work, team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the employees. Organization Culture Training and Development helps to develop and improve the organizational health culture and effectiveness. It helps in creating the learning culture within the organization. Organization Climate Training and Development helps building the positive perception and feeling about the organization. The employees get these feelings from leaders, subordinates, and peers. Quality Training and Development helps in improving upon the quality of work and work-life. Healthy work environment Training and Development helps in creating 12

the healthy working environment. It helps to build good employee, relationship so that individual goals aligns with organizational goal. Health and Safety Training and Development helps in improving the health and safety of the organization thus preventing obsolescence. Morale Training and Development helps in improving the morale of the work force. Image Training and Development helps in creating a better corporate image. Profitability Training and Development leads to improved profitability and more positive attitudes towards profit orientation

Training and Development aids in organizational development i.e. Organization gets more effective decision making and problem solving. It helps in understanding and carrying out organisational policies.

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TRAINING PROCESS Identifying Training Needs

Training needs can be assessed by analyzing three major human resource areas: the organization as a whole, the job characteristics and the needs of the individuals. This analysis will provide answers to the following questions: Where is training needed? What specifically must an employee learn in order to be more productive? Who needs to be trained? .

Second, consider whether the organization is financially committed to supporting the training efforts. If not, any attempt to develop a solid training program will fail. Next, determine exactly where training is needed. An internal audit will help point out areas that may benefit from training. Also, a skills inventory can help determine the skills possessed by the employees in general. This inventory will help the organization determine what skills are available now and what skills are needed for future development.

Selection of Trainees

Training programs should be designed to consider the ability of the employee to learn the material and to use it effectively, and to make the most efficient use of resources possible. It is also important that employees be motivated by the training experience. Employee failure in the program is not only damaging to the employee but a waste of money as well. Selecting the right trainees is important to the success of the program.

Training Methods

There are two broad types of training available to small businesses: on-the-job and offthe-job techniques. Individual circumstances and the "who," "what" and "why" of your training program determine which method to use. 14

Trainers

Who actually conducts the training depends on the type of training needed and who will be receiving it. On-the-job training is conducted mostly by supervisors; off-the-job training, by either in-house personnel or outside instructors. In-house training is the daily responsibility of supervisors and employees. Supervisors are ultimately responsible for the productivity and, therefore, the training of their subordinates. These supervisors should be taught the techniques of good training. They must be aware of the knowledge and skills necessary to make a productive employee. Trainers should be taught to establish goals and objectives for their training and to determine how these objectives can be used to influence the productivity of their departments. They also must be aware of how adults learn and how best to communicate with adults. Small businesses need to develop their supervisors' training capabilities by sending them to courses on training methods. The investment will pay off in increased productivity.

Training Administration

Having planned the training program properly, you must now administer the training to the selected employees. It is important to follow through to make sure the goals are being met. Questions to consider before training begins include: 1. Location. 2. Facilities. 3. Accessibility. 4. Comfort. 5. Equipment. 6. Timing. Careful attention to these operational details will contribute to the success of the training program. An effective training program administrator should follow these steps: 15

1. Define the organizational objectives. 2. Determine the needs of the training program. 3. Define training goals. 4. Develop training methods. 5. Decide whom to train. 6. Decide who should do the training. 7. Administer the training. 8. Evaluate the training program. Following these steps will help an administrator develop an effective training program to ensure that the firm keeps qualified employees who are productive, happy workers. This will contribute positively to the bottom line.

Evaluation of Training

Training should be evaluated several times during the process. Determine these milestones when you develop the training. Employees should be evaluated by comparing their newly acquired skills with the skills defined by the goals of the training program. Any discrepancies should be noted and adjustments made to the training program to enable it to meet specified goals. Many training programs fall short of their expectations simply because the administrator failed to evaluate its progress until it was too late. Timely evaluation will prevent the training from straying from its goals.

Hence Training is an important aspect because Training and Development helps in developing leadership skills, motivation, loyalty, better attitudes, and other aspects that successful workers and managers usually display.

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TRAINING & DEVELOPMENT at IFFCOFertiliser Marketing Development Institute (FMDI) came into existence on 9th of July, 1983 as an in-house training institute, one of its own kind in the fertiliser industry. Since then the training institute located at Gurgaon has been providing training to its staff and cooperative personnel from all over country. It also hosts training programmes for International delegations representing cooperatives of Nepal, Mauritius and International Cooperative Alliance. (ICA).

FMDI OBJECTIVES: To raise the professional competence of employees To promote harmonious work culture in the organization To develop a long term perspective in human resource to keep pace with the changing business environment. To promote holistic development of employees, their spouses and children.

SPECTRUM OF ACTIVITIES:FMDI conducts an array of training programmes, workshops & seminars for updating knowledge, developing skills and modifying attitude of the employees. The activities encompass programs on different aspects of agricultural technology, information technology, marketing management, general management, cooperative development etc. With the objective of self and organizational development, the modes of training at the institute help promote a sense of analyzing, innovating and incorporating the required skills among the participants.

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INFRASTRUCTURAL FACILITIES:The institute building contains the state of the art class room facilities, a library, a computer lab, a dining hall, a multipurpose hall, recreation rooms and a residential block, essential services like Bank, Post Office, Dispensary, Shopping Centre and STD booths etc.

PROGRAMMES CONDUCTED:Keeping in view the core competency of the organization as well as the requisite skills for the future, the institute conducts a wide variety of programmes in the areas of behavioural skill, HR and Communication skills, work ethics and culture, Management Developments so as to align the productivity of employees with the goal of the organization.

Training Programmes conducted during 2000-01 to 2008-09

YEAR 2000-01 01-02 02-03 03-04 04-05 05-06 06-07 07-08 08-09 (up to Nov)

No. Of Programmes 20 57 41 78 64 86 66 60 35

No. of Participants 343 1705 937 1465 1515 1025 1743 1467 1008

No. of Training Days 186 317 277 453 398 291 355 446 203

Training man days 5107 8365 5707 9100 8780 8105 8114 11436 5789

Some of the training programmes conducted by Head Office are : Work Culture and work ethics 18

Finance for non-finance. Handling Of Customers Personal Effectiveness and Team-work Communication skills Presentation skills Legal Aspects in Marketing Art of healthy living Overall feedback.

Experience Sharing:We attended two training programmes at FMDI organized by the Head Office (Saket). The first training that we attended program was conducted by Colonel Bhanu B Sood. The training session was attended by Paradeep workmen (Paradeep is one of the five plants of IFFCO). The topic of the session was Work Culture and Work ethics. The second training program that we attended was conducted by Dr. S.P Chauhan a Management Consultant, the topic of the session was Personal Effectiveness and Team work. The first session was a formal lecture /presentation, Colonel Sood gave tips on personality enhancement and way of living. He told the workmen that how healthy living with enhanced personality can add to a better lifestyle. The second session conducted by Dr. S.P Chauhan was rather informal where he played management games and with the help of these management games he explained the importance of team-work and leadership to the field staff.

CHAPTER-III RESEARCH METHEDOLOGY19

Research methodology is simple framework or plan for the study that is as guide in collection and analyzing the data. It is the blue print that is followed in completes the study. Thus, good research methodology ensures the completion of project efficiency and affectivity. Since there are many aspect of research methodology, the line of action has to be chosen from the variety of alternatives, to choose the suitable method through the assessment from various alternatives.

OBJECTIVE OF THE PROJECTThe objective of the project is to ascertain the effectiveness of Training and Development programmes conducted by IFFCO for its employees. To judge the effectiveness a questionnaire was distributed amongst the employees of different departments at IFFCO, Saket (Head Office). The main objective is to find out whether the employees at IFFCO are satisfied with the training practices followed; the findings in this project are based on the effectiveness amongst different departments. After ascertaining effectiveness amongst different departments these responses were combined to know whether the employees are satisfied with the training programmes offered at IFFCO.

Sample Size : 40 Primary Data : Questionnaire distributed among 40 employees. Secondary Data : Internet, Magazines and Newspapers.

CHAPTER-IV ANALYSIS AND FINDINGS20

OVERALL ANALYSISThis analysis is done on the basis of questionnaire distributed amongst 40 employees at IFFCO, it is irrespective of the department and grades. The Key findings are based on the survey conducted and all the employees in the organization were not surveyed, the sample size is 40: According to 61% of the employees, IFFCO provided sufficient orientation training. At IFFCO, 62% of employees attend training programs yearly, 22% bi-annually, 11% half-yearly and 5 % quarterly. 41% of employees attend technical Training programs, 35% personalitydevelopment programs, 12% spiritual programs and 12% attend training about IFFCOS policies and practices in a financial year. According to 70% of employees the most important aspect of a training program for them is its content and delivery, for 21% its the trainer and for 9% location. While some felt that all these three aspects are equally important. 35% of the employees felt that training programs are of supreme importance because it gives enhanced technical knowledge, 30 % felt that it is an opportunity for practical learning and for 28% an increase in future perspective. While for 7% of the employees training programs were a change from the daily work routine. 33% of the surveyed employees stated that IFFCO offers a training program for their family members, which is beneficial for them because it creates awareness, helps in personality development and is a platform for self-expression. With the help of the training programs provided by IFFCO 41% of the employees said that it has helped them achieve efficiency and effectiveness on the current job, for 20% helped them to prepare themselves for challenging jobs, for 5% better time management and for 34% all of these.

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50% of the employees said that most of the training programs that they attended were in the form of formal lectures or presentations, 8% attended programs where role play exercises were given, 3% special project and 39% have been a part of all of these. 39% employees were of the opinion that the training programs should be conducted half-yearly, 24% yearly, 16% bi-annually, 13% quarterly and 8% monthly. 50% of the employees apply the learnings from a training program in the long run most of the times, while 41% apply it sometimes and 6% apply it always and 3% apply it never. Most of the times training programs at IFFCO are identified according to the job performed by the employees and are relevant to their current job. 60% employees are of the opinion that IFFCO is paying ample attention towards Training and Development of employees, while 6% felt that it isnt and 34% were unsure. 70% of the employees at IFFCO rated the training program at IFFCO as Good, 25% as average and 5% as outstanding. None of the employees were of the opinion that training programs at IFFCO are poor.

DEPARTMENTAL ANALYSIS PUBLIC RELATIONS (PR) DEPARTMENT: The findings are based on the survey conducted within the PR Department and not all the employees in the department were surveyed:-

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40% of the employees of PR Department were provided sufficient Orientation training.

80% of the employees attend training programs yearly and 20% biannually.

The training programs based on personality-development were attended by 60% of employees and 40% have been a part of spiritual programs.

67% of the surveyed employees in the PR Department give importance to the content and delivery, while 33% give importance to the Trainer for a training program to be effective.

67% of the surveyed employees are of the opinion that training programs are helpful for increased future perspective, 17% feel it gives enhanced technical knowledge and 16% find it a change from the daily work routine.

40% of the employees surveyed in the PR Department said that IFFCO organizes training programs for their family members which in turn helps their family members to express themselves better and is a useful for personality development.

80% of the employees surveyed said that they attend programs usually in the form of formal lectures and 20% role-play exercises, for 60% it has increased their efficiency and effectiveness on the current job, for 20% better time-management and for the remaining 20% both these aspects in addition to preparation for challenging jobs.

75% of the employees feel that the training programs should be conducted quarterly and 25% yearly, 80% people apply the learnings from a training program in the long run sometimes and 20% most of the times.

80% of the employees feel that the training programs are identified with and relevant to their current jobs but only sometimes.

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40% of the employees surveyed were of the opinion that IFFCO is paying ample attention towards the Training and Development of employees while rest of the 60% was unsure.

80% of the surveyed employees in the PR Department rated the Training programs as Good, while 20% as average.

PERSONNEL & ADMINISTARTION(P&A)DEPARTMENT: The findings are based on the survey conducted within the P&A Department and not all the employees in the department were surveyed: 67% of the employees of P&A Department were provided sufficient Orientation training. 80% of the employees attend training programs yearly and 20% biannually. The technical-based training programs were attended by 17% of employees and 67% has been a part of spiritual programs, while 16% on topics such as IFFCOs policies and practices and Co-operation and Cooperative management. 67% of the surveyed employees in the P&A Department give importance to the content and delivery, while 17% give importance to the Trainer and 16% to the location for a training program to be effective. 50% of the surveyed employees are of the opinion that training programs are helpful for increased future perspective, 33% feel it gives enhanced technical knowledge and 17% feel it is an opportunity for practical learning. 67%% of the employees surveyed in the P&A Department said that IFFCO organizes training programs for their family members which in turn helps their family members to express themselves better and is a useful for personality development. 24

50% of the employees surveyed said that they attend programs usually in the form of formal lectures and 25% special projects and for rest 25% both the methods in addition to role-play exercises

For 67% training has increased their efficiency and effectiveness on the current job, for 33% better time-management and preparation for challenging jobs.

50% of the employees feel that the training programs should be conducted yearly, 33% monthly and 17% half-yearly.

50% people apply the learnings from a training program in the long run sometimes, 33% most of the times and 17% never.

67% of the employees feel that the training programs are identified with and relevant to their current jobs most of the times.

67% of the employees surveyed were of the opinion that IFFCO is paying ample attention towards the Training and Development of employees and 33% felt it isnt.

50% of the surveyed employees in the P&A Department rated the Training programs as Good and 50% as average.

HINDI DEPARTMENT: The findings are based on the survey conducted within the Hindi Department and not all the employees in the department were surveyed: 100% of the employees of Hindi Department were provided sufficient Orientation training. 67% of the employees attend training programs annually and 33% biannually. 100% of the employees surveyed attended personality development program in the previous financial year. 25

67% of the surveyed employees in the Hindi Department give importance to the content and delivery, while 33% give importance to the Trainer for a training program to be effective.

67% of the surveyed employees are of the opinion that training programs provide an opportunity for practical learning and 33% feel it helps in enhanced technical knowledge.

67% of the employees surveyed in the Hindi Department said that IFFCO organizes training programs for their family members which in turn helps their family members to develop their personality and creates awareness.

67% of the employees surveyed said that they attend programs usually in the form of formal lectures and 33% attend programs where they go through role-play exercises, special projects in addition to formal lectures/presentations.

For 33% of employees it has increased their efficiency and effectiveness on the current job, for another 33% it helps in preparation for challenging jobs and for the remaining 34% both these aspects in addition to bettertime management.

67% of the employees feel that the training programs should be conducted yearly and 33% half-yearly, 100% people apply the learnings from a training program in the long run most of the times.

67% of the employees surveyed were of the opinion that IFFCO is paying ample attention towards the Training and Development of employees while rest of the 33% was unsure.

67% of the surveyed employees in the Hindi Department rated the Training programs as average, while 33% as good.

FINANCE & ACCOUNTS(F&A) DEPARTMENT: 26

The findings are based on the survey conducted within the F&A Department and not all the employees in the department were surveyed: 71% of the employees of F&A Department were provided sufficient Orientation training. 57% of the employees attend training programs annually, 29% bi-annually and 14% half-yearly. 43% of the employees surveyed attended personality development program in the previous financial year, 29% attended technical programs and 28% attended programs on IFFCOs policies and practices. 50% of the surveyed employees in the F&A Department give importance to the content and delivery, while 50% give importance to the Trainer for a training program to be effective. 50% of the surveyed employees are of the opinion that training programs provide enhanced technical knowledge, 25% feel it is an opportunity for practical learning and the rest 25% feel that with the help of training and development programs there is an increased future perspective. 17% of the employees surveyed in the F&A Department said that IFFCO organizes training programs for their family members which in turn helps their family members to express themselves and creates awareness. 43% of the employees surveyed said that they attend programs usually in the form of formal lectures and presentations and 57% attend programs where they go through role-play exercises and special projects in addition to formal lectures/presentations. For 43% of employees it has increased their efficiency and effectiveness on the current job, for another 14% it helps in preparation for challenging jobs and for the remaining 43% both these aspects in addition to bettertime management.

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71% of the employees feel that the training programs should be conducted half-yearly and 29% feel it should be conducted yearly, 43% people apply the learnings from a training program in the long run most of the times.

43% of the employees feel that the training programs are identified with and relevant to their current jobs most of the times.

57% of the employees surveyed were of the opinion that IFFCO is paying ample attention towards the Training and Development of employees while rest of the 43% was unsure.

72% of the surveyed employees in the F&A Department rated the Training programs as good and 28% as average.

INTERNAL AUDIT DEPARTMENT: The findings are based on the survey conducted within the Internal Audit Department and not all the employees in the department were surveyed: 67% of the employees of Internal Audit Department were provided sufficient Orientation training. 67% of the employees attend training programs bi-annually and 33% annually. 67% of the employees surveyed attended technical programs and 33% attended programs on IFFCOs policies and practices. 100% of the surveyed employees in the Internal Audit Department give importance to the content and delivery. for a training program to be effective. 33% of the surveyed employees are of the opinion that training programs provide enhanced technical knowledge and 67% feel it is an opportunity for practical learning. 33% of the employees surveyed in the Internal Audit Department said that IFFCO organizes training programs for their family members. 28

33% of the employees surveyed said that they attend programs usually in the form of formal lectures and presentations and 67% attend programs where they go through role-play exercises and special projects in addition to formal lectures/presentations.

For 33% of employees it has increased their efficiency and effectiveness on the current job, for another 33% it helps in preparation for challenging jobs and for the remaining 34% both these aspects in addition to bettertime management.

34% of the employees feel that the training programs should be conducted half-yearly, 33% feel it should be conducted yearly and 33% feel it should be conducted monthly, 33% people apply the learnings from a training program in the long run most of the times.

67% of the employees feel that the training programs are identified with and relevant to their current jobs most of the times.

33% of the employees surveyed were of the opinion that IFFCO is paying ample attention towards the Training and Development of employees while rest of the 67% was unsure.

67% of the surveyed employees in the Internal Audit Department rated the Training programs as good and 33% as average.

HUMAN RESOURCE (HR) DEPARTMENT: The findings are based on the survey conducted within the HR Department and not all the employees in the department were surveyed: 100% of the employees of HR Department were not provided sufficient Orientation training. It was found that most of the employees in the HR Department were a part of the organization since 15-20 years (and more) and the concept of orientation was not a common practice then.

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75% of the employees attend training programs annually and 25% annually.

50% of the employees surveyed attended technical programs, 17% attended spiritual programs and the rest 17% attended programs on personality development in the previous financial year.

67% of the surveyed employees in the HR Department give importance to the content and delivery, 17% to location and 16% to the trainer for a training program to be effective.

20% of the surveyed employees are of the opinion that training programs provide enhanced technical knowledge, 40% feel it is an opportunity for practical learning and the rest 40% feel it helps for an increased future perspective.

40% of the employees surveyed in the HR Department said that IFFCO organizes training programs for their family members.

75% of the employees surveyed said that they attend programs usually in the form of formal lectures and presentations and 25% attend programs where they go through role-play exercises and special projects in addition to formal lectures/presentations.

For 40% of employees it has increased their efficiency and effectiveness on the current job, for 60% it helps in preparation for challenging jobs as well as efficiency and effectiveness on the current job in addition to bettertime management.

40% of the employees feel that the training programs should be conducted half-yearly, 20% feel it should be conducted yearly another 20% feel it should be conducted quarterly and the rest 20% feel bi-annually.

60% people apply the learnings from a training program in the long run most of the times.

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100% of the employees surveyed in the HR Department were of the opinion that IFFCO is paying ample attention towards the Training and Development of employees

50% of the surveyed employees in the HR Department rated the Training programs as Outstanding and 50% as average

GRADE ANALYSIS Grade-E The findings are based on the survey conducted with E-Grade employees and not all the employees of this grade were surveyed:31

67% of the employees of Grad-E were provided sufficient Orientation training.

67% of the employees attend training programs yearly and 33% halfyearly.

50% of the employees surveyed attended personality-development, 25% attended spiritual programs and the rest 25% attended programs on topics like Business Intelligence, forecasts and planning for the fertilizer sector in the previous financial year.

60% of the surveyed employees in the Grade-E give importance to the content and delivery, 20% to location and 20% to the trainer for a training program to be effective.

20% of the surveyed employees are of the opinion that training programs provide enhanced technical knowledge, 40% feel it is an opportunity for practical learning and the rest 40% feel it helps for an increased future perspective

100% of the employees surveyed in Grade-E said that IFFCO does not organize training programs for their family members.

100% of the employees surveyed said that they attend programs usually in the form of formal lectures and presentations.

For 33% of employees it has increased their efficiency and effectiveness on the current job, for rest 67% it helps in preparation for challenging jobs.

67% of the employees feel that the training programs should be conducted yearly and 33% feel it should be conducted quarterly.

67% of the employees surveyed in the Grade-E were of the opinion that IFFCO is paying ample attention towards the Training and Development of employees and the rest 33% were unsure.

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67% of the surveyed employees in the Grade-E rated the Training programs as Good and 33% as Outstanding.

GRADE-F The findings are based on the survey conducted with F-Grade employees and not all the employees of this grade were surveyed: 29% of the employees of Grad-F were provided sufficient Orientation training. 60% of the employees attend training programs annually and 40% biannually. 29% of the employees surveyed attended personality-development programs and 71% attended technical programs in the previous financial year. 100% of the surveyed employees in the Grade-F give importance to content and delivery for a training program to be effective. 6% of the surveyed employees are of the opinion that training programs provide enhanced technical knowledge, 56% feel it is an opportunity for practical learning, 22% feel it helps for an increased future perspective and the rest 6% feel it is a change from daily work-routine. 57% of the employees surveyed in Grade-F said that IFFCO organizes training programs for their family members. 37% of the employees surveyed said that they attend programs usually in the form of formal lectures and presentations, 13% have gone through role-play exercises and the rest 50% said that they have attended both of these in addition to special projects For 50% of employees it has increased their efficiency and effectiveness on the current job, for 13% it helps in preparation for challenging jobs and for the rest 50% both these aspects with better time-management. 33

67% of the employees feel that the training programs should be conducted yearly and 33% feel it should be conducted half-yearly.

85% of the employees surveyed said that they apply the learnings from a training program most of the times.

57% of the employees stated that the training programs are identified with and relevant to their current job.

57% of the employees surveyed in the Grade-F were of the opinion that IFFCO is paying ample attention towards the Training and Development of employees and the rest 29% were not sure.

57% of the surveyed employees in the Grade-F rated the Training programs as Good, 29% as average and 14% as Outstanding.

GRADE-F1 The findings are based on the survey conducted with F1-Grade employees and not all the employees of this grade were surveyed: 50% of the employees of Grad-F1 were provided sufficient Orientation training. 80% of the employees attend training programs annually and 20% biannually. 50% of the employees surveyed attended personality-development programs and the rest 50% attended technical programs in the previous financial year. 67% of the surveyed employees in the Grade-F give importance to content and delivery and 33% to the trainer for a training program to be effective. 50% of the surveyed employees are of the opinion that training programs provide enhanced technical knowledge, 17% feel it is an opportunity for practical learning, 17% feel it helps for an increased future perspective and the rest 16% feel it is a change from daily work-routine. 34

50% of the employees surveyed in Grade-F1 said that IFFCO organizes training programs for their family members.

20% of the employees surveyed said that they attend programs usually in the form of formal lectures and presentations, 20% have worked on special projects and the rest 60% said that they have attended both of these in addition to role-play exercises.

For 14% of employees it has increased their efficiency and effectiveness on the current job, for 29% it helps in preparation for challenging jobs and for the rest 57% both these aspects with better time-management.

80% of the employees feel that the training programs should be conducted half-yearly and 20% feel it should be conducted quarterly.

50% of the employees surveyed in the Grade-F1 were of the opinion that IFFCO is paying ample attention towards the Training and Development of employees and the rest 50% were not sure.

67% of the surveyed employees in the Grade-F1 rated the Training programs as Good and 33% as average.

GRADE G The findings are based on the survey conducted with G-Grade employees and not all the employees of this grade were surveyed: 78% of the employees of Grad-G were provided sufficient Orientation training. 63% of the employees attend training programs annually, 12% biannually, 12% half-yearly and 13% quarterly. 43% of the employees surveyed attended personality-development programs, 43% attended technical programs and the rest 14% attended spiritual programs and in the previous financial year.

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54% of the surveyed employees in the Grade-G give importance to content and delivery, 23% to the trainer and the rest 23% to location for a training program to be effective.

44% of the surveyed employees are of the opinion that training programs provide enhanced technical knowledge, 44% feel it helps for an increased future perspective and the rest 12% feel it is a change from daily work routine.

12% of the employees surveyed in Grade-G said that IFFCO organizes training programs for their family members.

63% of the employees surveyed said that they attend programs usually in the form of formal lectures and presentations, 13 % have attended roleplay exercises and the rest 24% said that they have worked on special projects as well as role-play exercises and have also attended formal lectures or presentations.

For 63% of employees it has increased their efficiency and effectiveness on the current job, for 12% it helps in better time-management and for the rest 25% it helps in preparation for challenging jobs, in addition to increased efficiency and effectiveness on the current job and better timemanagement.

50% of the employees feel that the training programs should be conducted half-yearly, 38% feel it should be conducted yearly, and the rest 12% feel it should be conducted bi-annually.

25% of the employees said that they apply the learnings from a training program in the long-run most of the times.

56% of the employees surveyed in the Grade-G were of the opinion that IFFCO is paying ample attention towards the Training and Development of employees and the rest 44% were not sure

56% of the surveyed employees in the Grade-G1 rated the Training programs as Good and 44% as average. 36

GRADE-G1 The findings are based on the survey conducted with G1-Grade employees and not all the employees of this grade were surveyed: 80% of the employees of Grad-G1 were provided sufficient Orientation training. 60% of the employees attend training programs annually and 40% biannually. 54% of the employees surveyed attended personality-development programs, 20% attended technical programs, 20% attended spiritual; programs and the rest 20% on topics like labour law etc in the previous financial year. 80% of the surveyed employees in the Grade-G1 give importance to content and delivery and 20% to the trainer for a training program to be effective. 20% of the surveyed employees are of the opinion that training programs provide enhanced technical knowledge, 40% feel it is an opportunity for practical learning and the rest 40% feel it helps for an increased future perspective. 75% of the employees surveyed in Grade-G1 said that IFFCO organizes training programs for their family members. 67% of the employees surveyed said that they attend programs usually in the form of formal lectures and presentations, and the rest 33% said that they have worked on special projects as well as role-play exercises and have also attended formal lectures or presentations. For 60% of employees it has increased their efficiency and effectiveness on the current job and for the rest 40% it helps in preparation for

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challenging jobs, better time-management in addition to increased efficiency and effectiveness on the current job. 25% of the employees feel that the training programs should be conducted half-yearly, 25% feel it should be conducted quarterly, 25% annually and the rest 25% bi-annually. 100% of the employees said that they apply the learnings from a training program in the long-run most of the times. 100% of the employees surveyed in the Grade-G1 were of the opinion that IFFCO is paying ample attention towards the Training and Development of employees. 75% of the surveyed employees in the Grade-G1 rated the Training programs as Good and 25% as average.

GRAPHICAL PRESENTATIONOVERALL ANALYSIS

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39

40

41

42

DEPARTMENTAL ANALYSIS PR DEPARTMENT:

P&A DEPARTMENT:

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HINDI DEPARTMENT:

F&A DEPARTMENT:

INTERNAL AUDIT DEPARTMENT: 44

HR DEPARTMENT:

GRADE-WISE ANALYSIS45

GRADE-E

GRADE-F

GRADE-F1

GRADE-G 46

GRADE G-1

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CHAPTER-V RECOMMENDATIONS AND CONCLUSIONSOn the basis of the survey conducted the following recommendations can be made: 39% of the surveyed employees said that training programs at IFFCO should be conducted half-yearly instead of yearly or bi-annually. Hence it is recommended that the training programs should be conducted half yearly. According to 70% employees, in a training program, the most important aspect is the content and delivery.9% of the employees said that they give importance to location for a training program to be effective. Thus it is suggested that more attention should be paid on content and delivery in a training program rather than that on location. IFFCO should also organize more training programs for the family members of the employees because employees are of the opinion that these programs not only create awareness but are also useful for personality development and provide a platform for self-expression for the family members of the employees. Special projects are encouraging for the employees because the trainee gets an opportunity to work all by himself and get a feedback on the project. More and more employees should be assigned special projects so that their efficiency and capacity may be judged. As a part of the training program employees should be told that it is important to apply the learnings from a training program in the long run and should not just restrict it to their work life. The learnings from spiritual programs and personality- development programs can be of much use to the employees in their personal life as well. 35% of the surveyed employees are not sure whether IFFCO is paying ample attention towards training and development of employees and 6% of the employees feel that IFFCO is not paying ample attention towards training and 48

development of employees, it is therefore suggested that IFFCO should regularly update its employees regarding its training and development practices. Only 5% of the employees are of the opinion that training programs at IFFCO eare outstanding.

The training programs organized by IFFCO for its employees are a source of increased future perspective. The employees feel it is an opportunity for practical learning provides enhanced technical knowledge and find it a change from daily work routine. Such programs are beneficial not only for the employees but also for the organization as well because employees are more confident and are aware of the new trends related to their job. A happy and confident employee works harder. With regular training and development programs organization can be sure of less wastage.

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CHAPTER-VI BIBLIOGRABHYBOOKS:1. Human Resource Development (10th Edition) T. N. Chhabra 2. Human Resource Development (2002) V. S. P. Rao

3. IFFCO at a Glance 2008-2009

WEBSITES:4. www.iffco.nic.in5. en.wikipedia.org/wiki/Training_and_development 6. http://traininganddevelopment.naukrihub.com/ 7. www.google.com

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