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A STUDY ON WORKFORCE WELFARE IN THE CONTEXT OF DEVELOPMENT PROGRAMS AT ‘BEML LIMITED’

The dissertation examines workforce welfare and training programs at BEML Limited, highlighting that the company conducts around 300 training programs annually for employees at various levels, from engineers to managers. A survey indicates employee satisfaction with the training provided, emphasizing its relevance for both personal and professional development. The research underscores the importance of training in enhancing skills and competitiveness within the workforce.

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A STUDY ON WORKFORCE WELFARE IN THE CONTEXT OF DEVELOPMENT PROGRAMS AT ‘BEML LIMITED’ Dissertation submitted in partial fulfilment of the requirements for the Award of the degree of MASTER OF BUSINESS ADMINISTRATION OF BANGALORE UNIVERSITY By MOHAMMED SAQIB 16YACMD114 Under the Guidance of Prof. Uma Chinchane Assistant Professor PRESIDENCY COLLEGE, KEMPAPURA, BANGALORE-24 Bangalore University 2017-2018
DECLARATION I hereby declare that A STUDY ON WORKFORCE WELFARE IN THE CONTEXT OF DEVELOPMENT PROGRAMS AT ‘BEML LIMITED’ is the result of the project work carried out by me under the guidance of Prof. Uma Chinchane in the partial fulfilment for the award of Master’s Degree in Business Administration by Bangalore university I also declare that this project is the outcome of my own efforts and that it has not been submitted to any other university or Institute for the award of any degree or Diploma or certificate. Place: Bangalore MOHAMMED SAQIB Date: 16YACMD114
ACKNOWLEDGEMENTS I would like to express my Special Thanks to The Almighty Allaah and My Parents. Also My Family and Friends who with their constant and creative criticism at all stages made me to maintain high standards throughout my endeavours. I would like to acknowledge Bangalore University and Presidency College for facilitating the completion of this project, Our Dean Dr. Venkataraman R for his support and my guide Prof. Uma Chinchane for her active guidance in successful completion of this Dissertation. I would like to acknowledge HRD, EM DIVISION, BEML Limited, for allowing me to do the project and my co-guide Mr. Benedict Alwin S, Manager, HR for his timely guidance in successful completion of this project. I pay my deep sense of gratitude to Mr. Mohamed Rizwanulla, DGM, Materials Management, EM Division, BEML for his kind support throughout this project. I would like to express my gratitude towards all the people who helped me in successful completion of this project. Without their encouragement, active guidance and cooperation this project would not have been a success. MOHAMMED SAQIB 16YACMD114
ABSTRACT The Study was started with the analysis of the training programs and found that BEML at KGF unit conducts almost 300 training programs on an average in a year and hence it is a very good number. Almost all grades of the employees have attended training programs which includes various Supervisors, Engineers, Officers, Managers, Senior Managers, even General Managers level i.e. permanent employees from Grade I till VII as well. Also the contract employees also get a good chance to attend training programs. Adding on, the trainees like Diploma trainees, ITI trainees, Engineering trainees, Management trainees will have regular weekly based training classes. The major types of programs conducted by the company are Behavioural, Quality, Information, R & D, Management etc., which covers various concepts. Also Hindi learning is facilitated in the company as per central government policy. There are certain occasional trainings which are conducted for mind strengthening like Yoga etc. Both internal and external faculty have been utilized well. Internal faculty includes the Engineers, managers, senior managers, DGMs, GMs etc. as per their core competencies. Apart from EM division, the personnel from other departments like H & P division, Rail coach are also called to train the employees based on their expertise. External faculty are from various agencies and some prominent one’s which the company is calling on are Central Board for workers Education of Bangalore, Next link pvt ltd, Indus management consultants, Rexroth Hydraulics of Bangalore and some teachers from schools (for Hindi teaching). Based on the data, the survey was conducted to analyse in context with the employee welfare relating to the training and development part only. The survey was conducted using the structured questionnaire which was given to the different employees in sub divisions within the EM division like Dozer Assembly shop, Machine shops, Plate shop, HRD, Final Assembly shop etc., The employees in overall are satisfied with the training provided to them and are of the opinion that they are very eager to learn the new techniques in this competitive world which will help them both personally and professionally. It was found post survey that almost every one of the people working in the division are exposed to some or the other training programs be it the permanent work force or the contract workers. The good response is received regarding the Training and development department and the personnel working in it.
TABLE OF CONTENTS Sl. No. Particulars Page No. 1 Chapter 1: Introduction 1-21 1.1 Industry Profile 1-7 1.2 Theoretical Background 7-17 1.3 Importance of the study 17-20 1.4 Need of the study 20-21 2 Chapter 2: Review of Literature & Research Design 22-33 2.1 Review of Literature 22-29 2.1.1 2.1.2 Employee Welfare 22-26 Training & Development 26-29 2.2 Statement of the problem 29 2.3 Need for the study 29-30 2.4 Scope of the study 30 2.5 Objectives of the study 30 2.6 Research Methodology 30-31 2.7 Sampling 31-32 2.8 Tools of data collection 32 2.9 Plan of analysis 32 2.10 Limitation of the study 33 3 Chapter 3: Profile of the Selected Organization and Respondents 34-58 3.1 Organization Profile – BEML LIMITED 34-57 3.2 Respondents Profile – BEML LIMITED 57-58 4 Chapter 4: Data Analysis & Interpretation 59-105 4.1 Analysis of the Training Programs Conducted at BEML, KGF Complex in 2018 59-68 4.2 Data analysis and interpretation– as part of survey 69-105 5 Chapter 5: Findings, Conclusion & Recommendations 106-113 5.1 Summary of findings 106-109 5.2 Conclusion 109-111 5.3 Suggestions to the Organization 111-113 Bibliography 114-116 Annexures 117-131
LIST OF TABLES Sl. No. Particulars Page No. 1 Products Manufactured at BEML 34-35 2 BEML’s Value statement 36 3 Localization in the company 39 4 Countries served by the company 45 5 Internal training programs in BEML, KGF unit 51 6 External training programs in BEML, KGF unit 52 7 Types of specific training programs conducted at the company 57 8 Training Programs conducted at BEML, KGF in recent times 59-68 9 No. of years of employment at BEML LIMITED 70 10 Ratio of employees who have attended training programs 71 11 Type of training programs conducted at BEML 72 12 The percentage of knowledge gained from the programs which is worth remembering 73 13 Participation level of the employees in the training programs 74 14 Understanding level of the trainees 74-75 15 Relevance to the job in the company 75 16 Maintenance of interest of the participants through the sessions 76 17 Knowledge of the trainer wrt the subject he is teaching 76-77 18 Creation of the appropriate learning climate by the faculty 77 19 Satisfaction level of the program as per the expectations of the participants 78 20 Faculty Type 79 21 Knowledge of the Faculty and actual performance of job matching the objectives of the program 81 22 Problem solving atmosphere and the enthusiasm throughout the program 82 23 Relevance of the subjects thought by the faculty to the actual job in BEML 83
24 Cooperative attitude of the faculty with the trainees 84 25 Faculties Interactions with the participants and answers to all the queries raised 85 26 Lecture sessions highlighting the key concepts 86 27 Course material added clarity to the concepts 87 28 Help in actual job at BEML 88 29 Examples given during the training were mutually supportive 89 30 Level of motivations in learning the concepts of the program of training 90 31 Maximum learning from the training program 91 32 Comparison to other people in learning 92 33 Knowledge 0f the material that the programme covers 93 34 Learning harder if concepts are not clearly understood 94 35 Prior Preparations 95 36 Duration of the T.P 96 37 T.P. helpful in long run 97 38 Training programs helpful in the personal growth 98 39 Applicability of training and deve1opment po1icy for a11 the workers 99 40 Supervisors encourage to share their views about the T.P with the colleagues 100 41 Regarding full-fledged T and D department manned with competent workmen 101 42 Bosses give emp1oyees chances t0 try 0ut their 1earnings on the job immediate1y 102 43 Co11eagues giving the support to the use 0f 1earning 0n the job 103 44 Regarding program boredom 104 45 Suggestions for Improvement 105
LIST OF FIGURES & GRAPHS Sl. No. Particulars Page No. 1 Mining industry structure and overview 2 2 Countries and their major reserves 3 3 Market Size Estimations for Defence Equipment Manufacturing in India 5 4 BEML’s Defence business products 40 5 BEML’s Mining and construction business products 42 6 BEML’s Rail and metro business products 44 7 Company’s Map showing the countries it serves 46 8 No. of years of employment at BEML LIMITED 70 9 Ratio of employees who have attended training programs 71 10 Type of training programs conducted at BEML 72 11 The percentage of knowledge gained from the programs which is worth remembering 73 12 Satisfaction level of the program as per the expectations of the participants 78 13 Faculty Type 79 14 Name of the faculty 80 15 Knowledge of the Faculty and actual performance of job matching the objectives of the program 81 16 Problem solving atmosphere and the enthusiasm throughout the program 82 17 Relevance of the subjects thought by the faculty to the actual job in BEML 83 18 Cooperative attitude of the faculty with the trainees 84 19 Faculties Interactions with the participants and answers to all the queries raised 85 20 Lecture sessions highlighting the key concepts 86 21 Course material added clarity to the concepts 87 22 Help in actual job at BEML 88 23 Examples given during the training were mutually supportive 89 24 Level of motivations in learning the concepts of the program of training 90
25 Maximum learning from the training program 91 26 Comparison to other people in learning 92 27 Knowledge 0f the material that the programme covers 93 28 Learning harder if concepts are not clearly understood 94 29 Prior Preparations 95 30 Duration of the T.P 96 31 T.P. helpful in long run 97 32 Training programs helpful in the personal growth 98 33 Applicability of training and deve1opment po1icy for a11 the workers 99 34 Supervisors encourage to share their views about the T.P with the colleagues 100 35 Regarding full-fledged T and D department manned with competent workmen 101 36 Bosses give emp1oyees chances t0 try 0ut their 1earnings on the job immediate1y 102 37 Co11eagues giving the support to the use 0f 1earning 0n the job 103 38 Regarding program boredom 104 39 Suggestions for Improvement 105
1 | P a g e CHAPTER 1. INTRODUCTION 1.1 INDUSTRY PROFILE The company operates in the following industries  Mining & construction  Defence  Rail & metro These will be briefly explained A) Mining and construction Mining is the process in which the certain value minerals are extracted from inside the earth as a significant rule from a body of an ore, some different kinds of stores, reefs etc., These stores make a shape a bundle of minerals that are of monetary advantage to the miners. Minerals recovered by mining fuse metals, limestone, chalk, estimation stone, shake salt, potash, coal, oil shale, gemstones and earth clay. Mining is required to procure any material that can't be produced through agrarian methodology, or made erroneously in an exploration office or plant. Mining in a more broad sense joins extraction of any non-reasonable resource, for instance, oil, vaporous oil like petroleum, or even H2O. Mining tasks for the most part make an effect which is natural and not positive, both in the midst of the mining development and after the mine has closed. Consequently, a vast part of the world's nations have passed controls to reduce the impact. Work prosperity has for a long while been a stress as well, and present day sharpens have through and through upgraded security wrt the world’s mines. The Mining business in India is an excellent financial or economical action that contributes fundamentally to the India’s economy. The Gross domestic product contributions as far as or rises from 2.2 to 2.5 per cent just however increasing by the Gross domestic product of the aggregate mechanical segment it gives abt 10% to 11%. Notwithstanding mining done on little scale contributes 6% to the whole cost of mineral creation. Indian mining industry gives openings for work to around seven lakh individuals.
2 | P a g e Fig 1. Mining industry structure and overview Source: Virginia Economic Development Partnership (VEDP) Report prepared by Feedback Business Consulting Services Pvt Ltd. July 2014 The Mining business in India is a magnificent monetary or temperate activity that contributes in a general sense to the India's economy. The Total national output commitments to the extent or ascends from 2.2 to 2.5 for each penny just anyway expanding by the Total national output of the total mechanical section it gives abt 10% to 11%. Despite mining done on little scale contributes 6% to the entire cost of mineral creation. Indian digging industry gives openings for work to around seven lakh people.
3 | P a g e It started in 2012, India is the biggest maker of sheet mica, the third biggest maker of ore of iron and the 5th biggest maker of bauxite on the earth. India's mining & metal industry is evaluated for being billion $ 106.4 in 2010. Regardless, the mining in India is moreover famous for human rights encroachment and biological or natural tainting. The business has been hit by a couple of unmistakable mining shock in late circumstances. Fig 2. Countries and their major reserves Source: Virginia Economic Development Partnership (VEDP) Report prepared by Feedback Business Consulting Services Pvt Ltd. July 2014 B) Defence
4 | P a g e Time has wanted India to get rid of the normal and take a jump to go for worldwide initiative in manufacturing. For Indian manufacturing to take off high and to reach at the best nosh level according to the worldwide benchmarks , " Make in India" (MII) has sufficiently given fillip to change over this into a reality . Like other manufacturing portions, Indian safeguard aspect being the same is anticipated to be one of the exceedingly venture looking for division in the MII battle. India has been quickly improving its spending on guard or defence year on year. By and by, India remains as the third biggest protection high-roller on the planet after US and China. Hardware or equipment spending by Service of Protection has expanded 15-20% in the course of the most recent five years and is anticipated develop at a much raised speed in not so distant future. In spite of the fact that, India is among the main ten military spenders on the planet. Notwithstanding, not at all like different topographies which have vast protection businesses to help their household needs , Indian prerequisites are principally met by government players into the space and imports. With bringing in almost USD 5.5 Billion worth of military equipment, India has developed as the biggest arms shipper in the globe bookkeeping about 15% of such imports globally. Consequently confidence to support the necessities of Indian safeguard or defence segment is of indispensable significance for vital and monetary reasons. Since the legislature has been steadily working after building the barrier manufacturing capacities throughout the years. In any case, to look past the standard bend, "Make in India" has set off the positive assumptions for making India to remain at standard with its worldwide partners as for its in house safeguard manufacturing skills. MII or Make in India has given a level playing field not exclusively to the domestic public division players and worldwide mammoths to work together however has opened open door entryways for the local private players too. This won't just essentially chop down the import load however will likewise expand the nearness of household players in the Indian defence manufacturing market. At present, around half of the barrier manufacturing in India is ruled by the worldwide players (through imports). With improving the investment of local players in the resistance space, the offer of imports is anticipated to dribble around 20-25% out of 4-5 years down the line.
5 | P a g e Fig 3. Market Size Estimations for Defence Equipment Manufacturing in India, FY’2015-16 Source: Enincon’s report upon “Defence Equipment Market & Manufacturing in India 2017” (April) Reducing the imports there by strengthening the domestic manufacturing sector wrt defence For India to assemble a solid defence manufacturing base in future, working together with develop and in addition creating markets is the need of great importance. Despite the fact that nations such France, Russia, UK and so on have been supporting India for its resistance necessities since long. Around half of the military imports of India were in total driven by France and Russia over the past numerous years. Be that as it may, it's the ideal opportunity for India to make a stride past the safe place by focusing down the imports and applying manufacturing ability spearheaded in these countries .Verifiably, India has constantly
6 | P a g e supported public division over the private players in the guard generation space. Be that as it may, the developing interest of military types of gear in the nation combined with the administration's vision to make India a pioneer in worldwide manufacturing is probably going to change the old track and give new pathways to private players to enter the safeguard or defence manufacturing space. The home private colleagues as well as the global root firms with aptitude in providing food the resistance necessities have excessively discovered a reproducing ground for growing their business inside the Indian fringe. Worldwide goliaths like Dassault, Rafael, and Airbus are anticipated to produce JVs with the Indian players so as to set up solid manufacturing capacities and Research and development bases for India's resistance area. It is significant that ventures to the tune of USD 1 Trillion or might be above are probably going to be influenced by means of JV to course. The significant household players as well as the SMEs too are anticipated to be the most noteworthy recipients of expanded barrier generation in the nation. Immense supply chains, agreeing to world class measures will come up around the manufacturing offices and would help the Indian SMEs to enter the worldwide production network of makers. Business case for defence equipment market & manufacturing in India 1. Government’s push for mii or “make in India” initiative. 2. The opening of the safeguard or defence division for private segment cooperation offering push to residential assembling. 3. India's developing engaging quality as a barrier sourcing center point. 4. Contractual counterbalance commitments worth around 4.53 $ billion in next 6 years 5. India’s enhanced focus for import substitution for defence equipment. 6. New classification of capital acquisition "purchase Indian" - iddm (indigenously outlined, created and fabricated) acquainted with empower indigenous plan, advancement and assembling of protection hardware 7. Provision for upkeep tot (exchange of innovation) to Indian industry accomplices. 8. Provisions to permit remote oems (unique hardware producers) to choose Indian assembling offices. 9. Easing off fdi policy to attract more foreign investments in the sector.
7 | P a g e Expert, Dan Gillian, VP (F/A 18 Program) says we are not looking at moving a current line to India yet about setting up a fresh out of the plastic new production line that will have every one of the lessons that we have learnt after some time. We will bring the best of present day manufacturing abilities to make a 21st century production line. It will be fit for delivering future stages also. Exclusive Selective F-16 generation in India would make India home to the world's just F-16 creation office, a main exporter of cutting edge warrior flying machine, and offer Indian industry the chance to end up a necessary piece of the world's biggest contender air ship store network Abhay Paranjape, National Executive Official (BD), Lockheed Martin Aeronautics speaks. C) Rail & Metro Leading industry which has the players in the country like 1.2 THEORETICAL BACK GROUND OF THE STUDY
8 | P a g e Any effective association has getting ready set up to guarantee delegates can play out his or her action. In the midst of the enrolment and assurance process, the perfect individual should be obtained in any case. In any case, even the perfect individual may require planning or getting prepared in how your association completes things. Nonattendance of getting ready can realize lost benefit, lost customers, and poor associations among specialists and boss. It can likewise result in disappointment, which implies maintenance issues and high turnover of the workforce. All these end up being prompt costs or misfortunes to the affiliation. Honestly, an examination performed by the 'American S0ciety for Preparing and advancement (ASTD) found that 41 percent of delegates at associations with poor arrangements needed to leave inside the year anyway in associations with exceptional getting ready, only 12 percent needed to take off. .Leigh Branham, The 7 Covered Reasons Why Labourers off (NYC; American Administration Affiliation, 2005), 112– 5. To lessen a few expenses related with not being trained or preparing or undertraining, improvement of projects wrt training can help with some of the hazard. This is the thing that this part will address. For compelling representative getting ready, there are four phases that generally happen. In the first place, the new illustrative encounters a presentation, and a while later he or she will get in-house planning on work specific domains. Next, the delegate should be designated a guide will's identity coaching the mentee in all angles be it expert or individual, and by then, as comfort with the movement commitments creates, he or she may take an interest in outside or outer trainings. Representative preparing and development is the way toward making a difference representatives build up their own and association aptitudes, learning, and capacities. The four basic steps involved and are extremely important when training is concerned are explained in brief: I. Orientation or Introduction or Induction of the employee The initial phase in training is the worker orientation. worker orientation is a process utilized to welcome recruits (new) in company. Worker’s orientation importance is two-overlay. To get started, the objective is for employees to take up a comprehension of the organization approaches and figure out how their particular occupation fits into the enormous or big picture. Employee orientation for the most part includes rounding out employee paperwork.
9 | P a g e The orientation’s goals are following listed below: 1. To diminish start-up costs. If an introduction is done well, it can help get the representative up to speed on various methodologies and frameworks, so the worker can start working instantly. It can in like manner be a way to deal with ensure all obtaining printed material is adjusted effectively, so the representative is paid on time. 2. To decrease uneasiness. Starting another occupation can be disquieting. One goal of an introduction is to lessen the weight and uneasiness people feel while going into a dark condition. 3. To diminish representative turnover. Worker turnover tends to be higher right when representatives don't feel regarded or are not given the gadgets and experts to perform. A worker introduction can exhibit that the association esteems the representative and gives mechanical assemblies essential to a productive area. 4. To save time for the boss & associates. A well-done introduction enhances for a prepared worker, which infers less time educating the representative. 5. To set wants and mind-sets. If workers know from the earliest starting point what the wants are, they tend to perform better. In like way, if representatives take in the characteristics and perspectives of the association from the beginning, there is a higher shot of a productive residency at the association. A couple of associations use representative introduction as a way to deal with show workers not simply to the association game plans and strategies yet moreover to the staff. II. In-House Training In-house preparing programs3 are learning openings made by the association in which they are used. This is for the most part the second step in the preparation procedure and oftentimes is advancing. In-house preparing activities can be preparing related to a specific business, for instance, how to use a particular kind of programming. In an amassing setting, in-house preparing may consolidate a worker making sense of how to use a particular kind of device. Numerous organizations give in-house training on different HR points too, which means it Doesn’t generally need to identify with a particular employment. A few cases of in-house training incorporate the accompanying: • Morals training
10 | P a g e • Inappropriate behaviour training • Multicultural training • Correspondence training • Administration training • Client benefit training • Task of exceptional gear • Training to carry out the activity itself • Fundamental abilities training As should be obvious by the rundown of points, HR may some of the time make and convey this training, however frequently a supervisor or director conveys the training. III. Mentoring Post orientation of the worker and internal training, Co’s take looks at the incentive in offering mentoring opportunities as this particular stage in training. fwew of the time a mentor might be doled out amid in-house training. A mentor4 is a trusted, experienced advisor who has coordinate interest in the development of an employee. A mentor might be a supervisor, however regularly a mentor is a partner who has the experience and identity to help manage somebody through procedures. While mentoring may happen informally, a mentorship program can help guarantee the new employee feels invited as well as is combined up with somebody who as of now knows the ropes and can help direct the new employee through any at work challenges. T0 work successfully, a mentoring system ought to wind up some portion of the 0rganization culture; at the end of the day, new mentors ought to get in-house training to be a mentor. Mentors are chosen in light of involvement, ability, and identity. IBM's Coordinated Production network Division, for instance, has effectively actualized a ment0rship program. The organization's division gloats 19001 workers and ½ of IBM's incomes, influencing administration of a mentorship to program testing. In any case, experienced mentors are prepared and put into a oven where new employees can look characteristics and qualities of respective mentors & pick the individual who nearly addresses their issues. At that point the mentor and mentee work together in development of the new employee. "We see this as a best practice," says Patricia Lewis-Burton, VP of HR, Incorporated Production network Division. "We see it as something that isn't left to HR alone. Actually, the program is imbedded in the way our gathering does business."Blyde Witt, "Genuine Initiative: IBM Constructs a Fruitful Mentoring System," Material Taking care of Administration, first of Dec, 2005, got to twenty fifth July, 2010, http://mhmonline.com/ workforce-arrangements/mhm_imp_4483/. A
11 | P a g e few organizations utilize short-term mentorship programs since they discover employees training different employees to be important for all included. Starbucks, for instance, uses this approach. When it opens another store in a new market, a group of experienced store chiefs and baristas are sent from existing stores to the new stores to lead the store-opening efforts, including training of new employees. Arthur Thompson, "Starbucks Corporation," July 24, 2011, got to July 29, 2011, http://www.mhhe.com/business/administration/ Thompson/11e/case/starbucks-2.html. IV. Outside Training Outside training or external incorporates any sort of coacing that is not performed in-house. This is normally the last advance in training, and it can be continuous. It can incorporate sending an employee to a workshop to enable further to create authority aptitudes or helping pay educational cost for an employee who needs to take an advertising class. To be a Ford car specialist, for instance, you should go to the Ford Resource Programme, which is an partnershp between Ford Motor Organization, Ford’s buyers, and select specialized schools. "Automotive Innovation/Ford Resource Course," Sheridan Specialized Centre, got to July 29, 2011, http://www.sheridantechnical.com/Default.aspx?tabid=692. These are the four major things to be considered while employee training is undertaken with the brief explanation Types of training programs offered within the organization There are different assorted sorts of preparing we can use to attract a worker. These sorts are ordinarily used as a piece of all methods in a preparation strategy (introduction, in-house, mentorship, and external preparing). The preparation utilized depends on the measure of benefits open for preparing, the sort of association, in addition, the need the association puts on preparing. Associations, for instance, The Cheesecake Manufacturing plant, a family restaurant, make preparing a high need. The association spends an ordinary of $2,000 per hourly worker. This fuses everyone from the dishwasher and executives to the servers. For The Cheesecake Manufacturing plant, this utilization has paid off. They measure the practicality of its preparation by taking a gander at turnover, which is 15 percent underneath the business normal. Gina Ruiz, "Cheesecake Manufacturing plant Composes a Thorough Worker Preparing Framework," Servers make up forty % of the strength and burn through two weeks training to acquire accreditation. After thirty days, they get development initiations, and when menu transforms,
12 | P a g e they get extra training. "Cheesecake Factory Concocts a Rigorous Employee Training Project," (Gina Ruiz,) How about we investigate a portion of the training we can offer our employees. As you will see from the sorts of training underneath, nobody write would be sufficient for the occupations we do. Most HR managers utilize an assortment of these sorts of training to create a comprehensive employee. a) Technological or Technical Training Specialized or Innovation Preparing Unforeseen projects upon the sort of occupation, specific preparing will be required. Specific preparing is a kind of preparing proposed to train the new worker the creative parts of the action. In a retail circumstance, specific preparing may fuse demonstrating to some individual best practices to use the PC system to ring up customers. In an arrangements position, it might fuse showing to some person best practices to use the customer relationship organization (CRM) structure to find new prospects. In a directing, business, specialized preparing might be used so the master knows how to use the system to include the amount of hours that should be charged to a client. In a diner, the server ought to be set up on the most capable strategy to use the structure to process orders. We should acknowledge your association has changed to the most current variation of Microsoft Office. This may require some specific preparing of the entire association to ensure everyone uses the advancement feasibly. Particular preparing is routinely performed in-house, yet it can in like manner be managed remotely. b) Quality Training Into creation focused business, quality preparing is urgent. Quality trainingi suggests adjusting representatives with the techniques for checking, perceiving, and taking out no quality things, as a rule in an association that creates a thing. In reality as we know it where quality can isolate your business from rivals, this sort of preparing outfits workers with the data to see things that are not up to quality standards and demonstrates to them what to do in this circumstance. Different associations, for instance, the All inclusive Association for Regulation (ISO), measure quality in perspective of different estimations. This association gives the stamp of significant worth underwriting for associations conveying considerable things. ISO has made quality benchmarks for moderately every field conceivable, thinking about thing quality and guaranteeing associations in environmental organization quality. ISO90008 is the arrangement of
13 | P a g e principles for quality administration, while ISO140009 is the arrangement of measures for natural administration. ISO has created 18,000 measures in the course of the last 60 years. “The ISO Story," With the increment in globalisation, these universal quality norms are highly important than any time in recent memory for business development. A few organizations decide to offer ISO training as outside web based training, utilising Co’s, for example, QAI to convey the training both on the web and in classrooms to employees. Training employees on quality guidelines, including ISO norms, can give them an upper hand. It can bring about cost funds underway and also give an edge in showcasing of the quality-controlled items. Some quality training can occur in-house, however organizations, for example, ISO additionally perform outer programmes. c) Aptitudes or abilities preparing Aptitudes preparing, the third sort preparing, fuses proficiencies anticipated that would indeed play out the action. For example, an administrative authority might be set up in how to get the phone, while a sales representative, most ideal situation Buy might be set up in examination of customer needs and on the most capable technique to offer the customer data to settle on an obtaining decision. Consider aptitudes preparing as the things you truly need to know to play out your movement. A representative needs to know not only the development to ring some person up anyway what to do if something is esteemed off course. As a rule, aptitudes preparing is given in-house and can join the use of a tutor. An instance of a kind of aptitudes preparing is from AT&T and Apple, Spear Whitney, "Apple, AT&T Allegedly Getting ready Staff for iPhone 5 Dispatch," CNET, July 26, 2011, got to July 29, 2011, who in summer 2011 asked for that their boss animate retail worker preparing on the iPhone 5, which was released to grandstand in the fall. Continuing with Preparing Matters a business visionary clears up the advantages of offering casual aptitudes preparing about new things. d) Soft abilities or Sensitive Aptitudes Preparing Our fourth sort of preparing is called fragile capacities preparing. Sensitive skills11 imply personality qualities, social graces, correspondence, and individual affinities that are used to depict relationship with different people. Sensitive capacities may fuse how to get the phone or how to be very much arranged and welcoming to customers. It could consolidate prurient conduct preparing and ethics preparing. In a couple of livelihoods, essential sensitive aptitudes may join how to goad others, keep up easygoing exchange, and set up affinity. In a retail or diner condition, fragile aptitudes are used as a piece of
14 | P a g e every relationship with customers and are a key portion of the customer experience. Honestly, as indicated by a Computerworld magazine examine, authorities say there is a growing necessity for people who have not quite recently the capacities and particular aptitudes to do work yet moreover the central sensitive aptitudes, for instance, strong tuning in and correspondence capacities. Thomas Hoffman, "Nine Non nerd Capacities That Utilizing Managers Wish You Had," Computerworld, November 12, 2007, got to July 26, 2010, various issues in associations are relied upon to a nonattendance of sensitive capacities, or social aptitudes, not by issues with the business itself. Appropriately, HR and chiefs should cooperate to strengthen these worker aptitudes. Sensitive aptitudes preparing can be controlled either in-house or remotely. e) Professional Preparing and Legitimate Preparing In a couple of occupations, capable preparing must be done on an advancing reason. Capable training12 is a sort of preparing required to be dynamic in one's own specific master field. For example, force laws change consistently, and in like manner, a clerk for H&R Square ought to get yearly master preparing on new obligation codes. Jeannine Silkey, "Cost Preparer Certifications," Suite 101, January 28, 2010, got to July 26, 2010. Lawyers require capable preparing as laws change. An individual health mentor will encounter yearly insistences to stay best in class in new wellbeing and sustenance data. A couple of associations have paid a staggering expense for not suitably preparing their workers on the laws relating to their industry. In 2011, Massachusetts General Specialist's office paid over $1 million in fines related to security courses of action that were not taken after. Julie Donnelly, "Mass. General to Pay $1M to Settle Security Cases," Boston Business Journal, February 24, 1011, got to February 26, 2011, Along these lines, the association has assented to make preparing for specialists on restorative security. The fines could have been checked if the association had outfitted the most ideal preparing regardless. Various types of legal preparing may join vulgar conduct law preparing and isolation law preparing. f) Team Preparing Do you know the movement in which a man is requested to close his or her eyes and fall back, and subsequently clearly the associates will get that person? As a teambuilding work out (and a disturbing one at that), this is an instance of gathering preparing. The goal of gathering preparing is to make cohesiveness among associates, allowing them to end up familiar with each other and empower relationship building. We can describe assemble training13 as a technique that connects with gatherings to
15 | P a g e improve decision making, basic reasoning, and gathering advancement aptitudes to achieve business happens. Frequently this sort of preparing can occur after an association has been modified what's all the more, new people are cooperating or possibly after a merger or securing. A couple of purposes behind gathering preparing fuse the going with:  Enhancing correspondence  Making the working environment more pleasant  Propelling a gathering  Becoming more familiar with each other  Getting everyone "onto a comparable page," including target setting  Instructing the gathering poise systems  Helping individuals to take in additional about themselves (characteristics and weaknesses)  Distinguishing and utilizing the characteristics of associates  Enhancing bunch gainfulness  Rehearsing intense joint exertion with partners Gathering planning can be overseen either in house or remotely. Unexpectedly, utilizing development, bunch getting ready never again anticipates that people will attempt and be in a comparable room. g) Managerial or Authoritative Preparing After some individual has contributed vitality with an affiliation, they might be perceived as a contender for progression. Right when this happens, regulatory training14 would happen. Subjects may fuse those from our fragile capacities region, for instance, how to stir and assign, while others may be had some expertise in nature. For example, if organization businesses a particular PC structure for booking, the main candidate might be in truth arranged. Some regulatory getting ready might be performed in-house while other planning, for instance, activity capacities, might be performed remotely. For example, Mastek, an overall IT game plans and organizations provider, gives a program called "One Inclination a Month," which engages chairmen to learn capacities, for instance, arrangement, educating, and giving info. The ordinary number
16 | P a g e of total getting ready days at Mastek is 7.8 for every worker Mastek site, got to July 30, 2011. Likewise, fuses managerial subjects and sensitive aptitudes topics, for instance, email conduct. The target of its getting ready projects is to extend benefit, one of the affiliation's inside characteristics. h) Safety Preparing Security training15 is a kind of setting up that hops out at ensure laborers are protected from wounds caused by business related accidents. Prosperity planning is especially basic for affiliations that use synthetic substances or distinctive sorts of dangerous materials in their age. Security getting ready can similarly fuse takeoff designs, fire bores, and workplace ruthlessness procedure. Security getting ready can moreover consolidate the going with:  Eye prosperity  Medical help  Nourishment advantage prosperity  Hearing security  Asbestos  Development prosperity  Hazardous materials prosperity The Word related Prosperity and Prosperity Administration16, or OSHA, is the essential Government office blamed for necessity of security and prosperity control in the Joined States. OSHA gives outside getting ready to associations on OSHA standards. A portion of the time in-house getting ready will in like manner cover prosperity planning. Summarizing  There are a couple of sorts of preparing we can oblige agents. Taking everything together conditions, a combination of preparing makes will be used, dependent upon the kind of work.  Specialized preparing tends to programming or distinctive activities that agents use while working for the affiliation.  Quality preparing is a kind of preparing that familiarizes all laborers with the best approach to make a not too bad quality thing. The ISO sets the standard on quality
17 | P a g e for most age and characteristic conditions. ISO preparing ought to be conceivable in-house or remotely.  Abilities or abilities preparing bases on the aptitudes that the delegate very to know to play out their action. A mentor can help with this kind of preparing.  Soft aptitudes are those that don't relate clearly to our action anyway are basic. Sensitive capacities preparing may set somebody up on the most capable technique to better confer and mastermind or give awesome customer advantage.  Professional preparing is consistently given remotely and may procure accreditation or specific information required about a getting to play out a work. For example, survey clerks ought to be remarkable on charge laws; this sort of preparing is every now and again external.  Group preparing or Group progression is a methodology that empowers gatherings to improve decision making, basic reasoning, and gathering headway aptitudes. Gathering preparing can help improve correspondence and result in more productive associations.  To set somebody up to go up against an organization part, administrative regulatory preparing might be given.  Safety preparing is indispensable to guarantee an affiliation is meeting OSHA standards. Security preparing can in like manner consolidate disaster orchestrating. 1.3 IMPORTANCE OF THE TOPIC Preparing is said to be the acquiring of learning of capacities, aptitudes and the abilities. It has specific destinations of upgrading one's data, aptitudes and their capacity, limit, execution and their productivity. It is said that onlookers of work exhibit has obviously stated, more than starting capacities for a work, to overhaul and revive capacities. Vivacious preparing what more is, progression should be three in the affiliation. Thusly the preparation and progression is the branch of human resource work. It is said that solitary preparing and headway is much basic since it prompts a most outrageous utilization of all the entirety of firm. Thusly the aptitudes which were utilized by the human resource of firm would increment be able to in yield, quality change at the association. Preparing and progression increase in profitability, augmentation of certainty of delegates, better human relatives, diminish in supervision, extended in various leveled commitment and versatility. Preparing is said that both physically, socially, rationally and rentally are extraordinarily essential in empowering the level of productivity, it moreover augment the
18 | P a g e change of individual in any relationship with that preparation is an exact change of the learning, aptitudes which is being required by agents to perform enough on a given task or a work. Preparing can happen by number of courses, at work at work. Grown-up (1995) watched and said that staff preparing and progression is a work or a development that makes a basic pledge to the general ampleness and advantage to the affiliation. The investigation will be directed in the KGF unit of BEML where in the exploration will look at in detail the present projects drove by the association to the extent preparing and improvement of its workforce is concerned and thus to check the viability of the same in setting with the welfare of the representatives. Preparing should give an exact method to manage individual. It clearly focuses on the hugeness and sufficiency of preparing and progression which expect a fundamental part in ampleness of affiliation and school. To enhance the workplace with the persuasive manner. Ensuring the sufficiency of instructional course with the revived techniques in sensitive aptitudes conduct approach. To Invigorate and check the general progression of the affiliation and the staff moreover. In outline, this significance and adequacy of training and improvement is noteworthy in light of the fact that it will be incredibly affect the college. In addition top notch execution is requested by college; thus we ought to run with the quick changes the terms of learning, innovation and scholarly assignments. The target of the training of viability is imperative since it sheds lights on numerous viewpoints. In any case, tragically in the present association, this system of training assessment ought to be contemplated. We need to ceaselessly embrace to suit our present needs this is how conceivable our training prompts compelling training. Many journals, papers etc., have been referred in order to get the clear picture about the training and development strategies in various industries or sectors and are incorporated in the review of literature so that it will be useful for the further developments in this detailed study. The examination at that point will endeavour to comprehend whether the workers are fulfilled by the strategies, techniques, forms, systems and so on which the organization is utilizing in order to give the training and whether the employees are developing in their professional as well as personal lives as per themselves. Henceforth after recognizable proof of the imperative and viability of training the following stages is to focus by and large goal of the examination paper is to fill the hole between existing training and get the imperative and compelling of training at college. Working up a convincing delegate preparing program is significant to the whole deal accomplishment of the school. Preparing undertakings will give diverse points of interest to specialists and the association,
19 | P a g e yet just if they are definitely organized and fittingly executed. Clear appreciation of methodologies, work limits, goals and companions thinking lead to extended motivation, certainty and productivity for laborers, and higher advantages for school. Preparing is a path to a specific end, so recalling targets in the midst of the change and use periods of your preparation framework will help making a clearly described and effective program. Davenport specified in his investigation that it's anything but difficult to actualize technique with the web or internet upheld programming. A portion of the Training hypotheses can be taking effect right now on the fate of the skills, aptitude and developmental improvements. The "substance" and the "entrance" are the genuine components for the procedure. It is a portrayal itself by the Entrance on fundamental perspective what is compelling to the received practice in training improvement. According to the current hypotheses to get to the information is evolving from generous in the conventional to convey the learning for the virtual structures to utilize the new significance of data with electronic learning use. There is a review affirmation for utilizing classroom to convey the training would drop drastically In this specific engaged and dynamic world, where nothing is static, reliably a headway which is extremely creative comes into the market. This affected the affiliation or organization to be dynamic in their business to process and keep completing the movements with the objective that they will be engaged in the market. In any case, in what capacity may you be forceful and win in the market? It's your representatives, who will help you to be aggressive in the market. The entrepreneur or HR supervisor should needs be dynamic and pay special mind to the different procedures which help the association to develop later on. Substantial associations for the most part give training to their representatives to better usage of their aptitudes or skills. Additionally, they know the importance of preparing and advancement impact on the affiliation. While if there ought to be an event of SME's they don't feel much benefit since they center around every single total spend on the business. In training and improvement process the representatives don't focus much on ventures keeping in mind the last G0al to go to the training sessions. That may postpone the due date for the tasks. In spite of this reality, a big company managers doesn't feel for that, on the grounds that as representatives get very talented the procedure would be considerably speedier and they can be focused in the market. With absence of talented representatives, the procedure and systems used will make the general procedure moderate and the quality may likewise get influenced. The interactions will be made with the workers i.e. the personal interviews will be made and also as a tool, structured questionnaire will be used for the same. Additionally, inside and out investigation will be made to fill the gaps between the current strategies used for the
20 | P a g e development to the enhancements or improvements required based on the survey findings. Then the recommendations with respect to essential alterations towards the current development programs and if possible, new strategies will be proposed which can deliver most extreme employee welfare. 1.4 NEED TO STUDY THE TOPIC Miller and Demarrias say that Normally the chiefs have the decision to choose the best training and improvement program for their staff however they generally need to hold up under as a primary concern that to build their odds of accomplish the objective they should take after the five focuses. Vision with respect to Training and development activities in BEML will be proactive key interventions, adding to strong specialty units' efficiency and upgraded singular abilities to meet current business needs and address the future difficulties of the Organization. Training Advisory Committees have been regulated in the Divisions/SBUs with a view to acquire the essential push in Learning & Development. Henceforth the requirement for this research study is to analyse the current training programs led in KGF unit of the company and to comprehend whether those trainings are powerful in relation with welfare of the employees. Adding on, if any enhancements, improvements or changes are needed, the investigation will centre towards upgrading the viability of trainings with the goal that the workforce will be profited to the most extreme. As we know that BEML is a huge organization, hence the training needs of the company are also huge. Hence the need to study this topic is very much needed at this stage. Hence the training in BEML is evolved considering the following:  To establish facilities for manufacturing of the equipment’s  For absorption of the technology transferred by the collaborators or developed in house  Training for higher levels of efficiencies by the workforce and the manufacture of quality products  To increase indigenization content for the sake of reduction of the cost  For the technology up gradation and the new products  Continuous training for improvement on production processes, inventory control and accounting systems
21 | P a g e  In house programs on production techniques, maintenance, material management, quality, marketing, HR, soft skills etc.,  Training on multi skill development  For ISO 9001 certification, systems development, online operations like ERP etc.,  Training under apprenticeship act  Management development programs for officers  General management programs for senior officers  Meeting training targets as fixed in the Moue with the government of India  Mentor training programs  Induction training programs for the new joiners  Hindi language training etc.,
22 | P a g e CHAPTER 2. REVIEW OF LITERATURE AND RESEARCH DESIGN 2.1 LITERATURE REVIEW Researchers have done gigantic work on work welfare and employment satisfaction. A few thinks about have decided the impact of work welfare offices on work satisfaction. Different investigations have explored the degree of occupation satisfaction experienced by workers (administrators and labourers) and the activity aspects that are capable in advancing occupation satisfaction. Moreover examinations have demonstrated that individual factors, for example, age, sex and experience impact work satisfaction. The audit of writing in this part will feature every single such examination and give an understanding into the factors affecting work welfare and occupation satisfaction. Furthermore, the literature review will focus on the training and development aspect. In this aggressive world, preparing expect a crucial part in the skilful and testing setup of business. Preparing is the nerve that does the trap, the need of commonplace and smooth working of work which helps in redesigning the idea of work life of delegates and various leveled improvement also. Improvement is a strategy that prompts subjective and moreover quantitative movements in the affiliation, especially at the administrative level, it is less considered with physical capacities and is more stressed over data, characteristics, perspectives and lead despite specific aptitudes. Thus, improvement can be said as a reliable strategy while preparing has specific districts and targets. 2.1.1 EMPLOYEE WELFARE Representatives contribute a vast segment of the basic vitality of their life in work put, recollecting this the truth affiliation's advance toward turning into their home a long way from home. Representatives, Financial specialists, Loan specialists, Suppliers, Government and distinctive accomplices affect various leveled sufficiency. Accomplices are vital for an affiliation; well if they are to be composed unmistakably workers undoubtedly top the once- over. Bringing an investigate their advancement and change in various circles they set forth a valiant exertion anyway the relationship up to the test in satisfying the workers are is an unavoidable issue. Representatives, workers, and workers! What's there in them? Do they really ought to be seen by affiliations? Clearly it's a focal issue in the minds of different people, anyway the suitable reaction will be a relentless YES.
23 | P a g e The possibility of 'Worker welfare' is versatile and stands out for the most part from times, zones, industry, country, social characteristics and customs, the level of industrialization, the general social monetary change of people and political conviction frameworks winning at particular minutes. With everything taken into account the term work, laborer, worker or representative are out and out used to imply the wage winning human administrators in various endeavors and associations. The term welfare implies an exhibition of searching for physical, mental, moral and enthusiastic flourishing of a man. Regardless, the Work Welfare panel (1969) portrayed the articulation to imply, "Such offices and conveniences as sufficient containers, rest and entertainment offices, sterile and therapeutic offices courses of action for movement to and from and for settlement of specialists utilized at a separation from their homes, and such different administrations, courtesies and offices including standardized savings measures as add to conditions under which specialists are utilized." (Source: Work welfare board) As indicated by the customary or traditional financial hypothesis, work can be described as, "A factor of creation which involves manual and mental exertion and gets some entry in type of wages, pay rates or master charges" (Railcar, 1990). The Board of authorities on welfare workplaces for representatives constituted by the Worldwide Work Association (ILO) in 1963 has isolated the welfare measures in to intramural and extramural plans. The Intramural welfare extravagances are those given inside the premises of the establishments, for instance, clean workplaces, crèches, rest sanctuaries and cups, drinking water, repugnance of fatigue, prosperity organizations including word related security, administrative strategies, outfits and cautious clothing, move reward, et cetera. Director secures the upsides of high viability and low representative non-participation and minimum worker turnover. Offices like cabin, wellbeing points of interest and preparing workplaces help to extend proficiency of specialists. The extramural welfare accommodations are given outside the organization space, for instance, maternity advantage, social insurance measures, games and social activities, library or examining room, leave travel workplaces, laborers co-specialists including customers co- operator stores, co-operator credit social requests, programs for the welfare of women, youth and adolescents and transport help, et cetera. Along these lines, representative welfare is outstandingly expansive and handles practices gave by supervisors, State, trade affiliations and diverse associations to encourage specialists and their families to lead a lively work life. Welfare measures should be given by the associations, paying little mind to whether private or open part as it raises the assurance of workers, diminish danger and shakiness, abstain from
24 | P a g e turnover and truancy, and augmentation the age and effectiveness. Thusly, upgrading the idea of working life by giving the worker welfare focal points would go far in achieving the goals of the association. Manzoni and Grandeur (2011) inspected that the possibility of worker welfare has been used by various associations as a procedure of improving benefit of representatives; especially in the adaptable business since business related issues can incite poor individual fulfillment for workers and an abatement in execution. It is battled that, welfare organizations can be used to secure the work drive by giving real human conditions of work and living through restricting the hazardous effect on the life of the specialists and their relatives. Braked (2011) in an examination watched that movement satisfaction is influenced by a plan of elements, for instance, The nature of work, Pay, Progress openings, Organization, Work social affairs and Work conditions. It is one of the significant troubles for the present association. Occupation satisfaction addresses a mix of positive or negative feelings that specialists have towards their work. At that point, when a laborer used in a business association, conveys with it the necessities, needs and experiences which determinates wants that he has ousted. Business satisfaction addresses how much wants are and facilitate the honest to goodness respects. An examination consider in different associations by Watch (2012) recognized that the workers are assets or to be more exact the advantages of any association. The necessities of the worker must be satisfied with a specific end goal to meet the destinations of the association. Any association would be practical exactly when there is abnormal state of co-undertaking between the workers and their organization. Mena and Dangayach (2012) separated the worker satisfaction of Private Segment Banks and Private Segment Banks, Five banks were considered in which, three were Private division banks (State Bank of India, Bank of Baroda, and Punjab National Bank) and remaining two were private segment banks (ICICI Bank and HDFC Bank). It was found that satisfied representatives made positive responsibilities to the hierarchical sufficiency and execution. Parul and Ashok (2013) shut in regards to exhibiting that particular welfare courses of action provided for the representatives working in an association under Production lines Act, 1948 are having positive association with the worker satisfaction, in the wake of dismembering the relationship between's these two elements. The reason for this result is that these are the
25 | P a g e variables that incite satisfaction and if these workplaces are truant, it every so often prompts dissatisfaction. Ekta (2013) analyzed that staff success and their level of satisfaction and responsibility has been found to explicitly impact on hierarchical execution and finally authoritative accomplishment. It is a certain clarification anyway high worker satisfaction levels can lessen representative turnover. Nanda and Panda (2013) communicated that Rourkela Steel Plant has gotten an unrivaled kind of welfare practices which make the intense working condition and thusly better benefit. The different kinds of welfare designs like therapeutic reward, destruction help finance, insurance, lodging, transport, delight club stuff, et cetera. are given by the association to the workers to keep up better mechanical relations. Walking around the similar way Rajkuar (2014) opined that Representatives are significantly perishable, which require consistent welfare measures for their up degree and execution in this field, the social and money related parts of life of the laborers have facilitate impact on the social and monetary change of nation. Lalitha and Priyanka (2014) ideated that the welfare measures require not be in monetary terms just but instead in any kind/shapes. Representative welfare fuses observing of working conditions, development of present day concordance through establishment for prosperity, current relations and security against sickness, disaster and joblessness for the laborers and their families. Patrol (2015) in a comparable examination of welfare measures transparently and private division found that a workers' welfare office is the key estimation to smooth director representative relationship. These welfare workplaces upgrade the representatives' resolve and commitment towards the organization in this way growing their happiness, satisfaction and execution. Venkataramana and Lokanadha (2015) led inquire about with targets of welfare measures in South Focal Railroads and its effect on employee fulfilment. The investigation finished up on with premise of perceptions are Additional Painting especially on Sports, Social, Library, Perusing, Leaves on movement, Welfare Cooperatives, Professional, Welfare offices to Youngsters and Ladies, where as in Intra-wall painting especially defensive attire, crèches, restrooms and drinking offices are in poor state to enhance the rate of employee fulfilment.
26 | P a g e Chandra Sekhar Patrol, K.Madhu Kishore Raghunath, Dr. P.Venkata Rao found the possibility of representatives is really as old as human advance. As improvement keeps ticking so is the piece of worker and workplaces around him in an association. As nationals constitute a country so are the representatives for an association. The opportunity has already come and gone that organizations start understanding that 'No representative - No association' thought is pervasive therefore associations must put more endeavors in organizing worker needs first. The possibility of representative welfare have accomplished various achievements in improving the adequacy of representatives since business related issues compliment poor individual fulfillment for workers and a lessening in execution. The Welfare measures are perquisite for every worker, without welfare measures representative is bound in the association. The goals of the examination have been proficient ensuing to driving related quantifiable test and comes to fruition got. The associations are asked to be a primary purpose regarding these welfare workplaces in awakening the representatives and augmentation their work efficacies. 2.1.2 TRAINING AND DEVELOPMENT As indicated by the Michel Armstrong, "Training is deliberate improvement of the data, aptitudes and attitudes required by a man to perform attractively a given work or occupation". (Source: A Handbook of Human Resource Mnanagement Practice, Kogan Page, eighth Ed., 2001). As per the Edwin B Flippo, "Preparing is the showing of growing learning and aptitudes of a worker for finishing a particular occupation." (Source: Staff Organization, McGraw Incline; 6th Discharge, 1984) The term 'Training' shows the strategy related with improving the aptitudes, aptitudes and limits of the workers to perform specific occupations. Preparing helps in reviving old blessings and becoming new ones. 'Viable contenders put on the livelihoods expect preparing to play out their commitments suitably'. (Source: Aswathappa, K. Human resource and Personnel Organization, New Delhi: Farewell McGraw-Incline Appropriating Organization Constrained, 2000, p.189) the essential objective of preparing is to guarantee the openness of a skilled and willing workforce to the association. Despite that, there are four unique goals: Individual, Hierarchical, Utilitarian, and Social. Dr. Muhammad Aslam Khan, Raja Abdul Ghafoor Khan, Furqan Ahmed Khan (2011) says that Preparation and Improvement has valuable result on Authoritative Execution. Talk of all the come to about exhibit the hypotheses; H1: Preparing design has basic effect on the hierarchical execution, H2: At work preparing has enormous effect on the authoritative
27 | P a g e execution, H3: Transport style has imperative effect on the authoritative execution what's more, H4: Preparing and improvement has important effect on the authoritative execution. All these have positive results for the Authoritative Execution. It advances the Authoritative Execution. At work Preparing is extraordinarily suitable and it moreover saves time and cost. Preparing what more, Advancement, is grinding away Preparing, Preparing Blueprint what's more, Movement style have basic effect on Hierarchical Execution and all these have unequivocally impact the Authoritative Execution. It suggests it assembles the general authoritative execution. Miller and Demarrias (2007) say that Normally the chiefs have the decision to choose the best training and improvement program for their staff however they generally need to hold up under as a primary concern that to build their odds of accomplish the objective they should take after the five focuses. Pallavi V. Kulkarni (2013) found that Preparation and improvement programs accept a basic part in every association. These activities upgrade Representative Execution at working environment, it invigorates Worker Learning and enhances their own Aptitudes and it helps in keeping up a key separation from Regulatory Outdated quality. With the usage of these ventures, it is less requesting for the organization to evaluate the work execution and as needs be take decisions like worker Headway, rewards, pay, welfare projects, et cetera. These preparation programs in like manner help the directors in movement orchestrating, representative upkeep and motivation. It makes Beneficial and Intense workers in the Association. The necessity for preparing and improvement is managed by the worker's execution need, enrolled as takes after: Preparing and Advancement require the Standard execution and Genuine execution Preparing enhances the general execution of an association in various ways. The significant domains where representatives are regularly arranged in an association are Sensitive fitness Improvement, Personality Advancement, Social Relationship, Basic reasoning frameworks, Managerial and Supervisory Preparing Undertaking, quality change programs, specific strategies, quality circle programs, Time organization capacities, worker profitability advancement programs, violence balancing activity programs, administrative compliances, target setting and execution of ventures, work environment prosperity organization, working environment correspondence, and whatnot. Preparing engages the representatives to develop their capacities inside the association and thusly ordinarily grows the associations reasonably evaluated worth, winning vitality of the workers and business soundness of the workers.
28 | P a g e Preparing molds the representative's perspective and makes them achieve a predominant joint effort inside the association. Preparing and Improvement programs upgrade the idea of work- life by making a worker strong work environment. Davenport (2006), specified in his investigation that it's anything but difficult to actualize technique with the web or internet upheld programming. A portion of the Training hypotheses can be taking effect right now on the fate of the skills, aptitude and developmental improvements. The "substance" and the "entrance" are the genuine components for the procedure. It is a portrayal itself by the Entrance on fundamental perspective what is compelling to the received practice in training improvement. According to the current hypotheses to get to the information is evolving from generous in the conventional to convey the learning for the virtual structures to utilize the new significance of data with electronic learning use. There is a review affirmation for utilizing classroom to convey the training would drop drastically, (Meister, 2001). Aidah Nassazi (2013) in the proof from Uganda presumes that the significance of preparing and advancement in the corporate world is extremely essential. In this manner, it is essential to break down any issues related to preparing and advancement in any business part. The explanation behind this examination is to investigate the effects of preparing on representative execution inside the communicate correspondences industry in Uganda. Additionally, sub goals are made to empower an indisputable achievement of the purpose behind the examination. These fuse (1) what preparing programs exist in the communicate correspondences part, (2) what are the preparation goals, (3) what methodologies are used and do these procedures meet the preparation objectives, finally (4) examine the effects of preparing on representative execution. The case of the examination relies upon the three biggest media transmission associations working in Uganda. The revelations detailed in this examination suggest that preparation and advancement influence the execution of workers as for their occupations. This result is broadly solid with earlier organization composing on preparing and advancement. M V a L. Narasimha Rao and P. Nischithaa (2014) say that we had watched that through training, employee morale and fulfilment, organization efficiency and benefit quality made strides. HR divisions ought to accelerate the importance of training projects to its organization's prosperity. Despite the fact that training projects might be lessened or disposed of, basic must stay in place to keep away from future issues. Training projects can turn out to be more creative
29 | P a g e in the midst of financial flimsiness using innovation and self-cooking programs that employees monitor themselves. Organizations can likewise include employees with the development of training projects to maintain a strategic distance from superfluous spending of training spending plans. Inns can likewise take a gander at other ventures for thoughts when growing new training programs as an approach to have an aggressive advantage. Inns ought to likewise create training programs with its business targets, core esteems what's more, vital objectives as a primary concern. Ultimately, to guarantee the accomplishment of training programs in the inn business, projects ought to be assessed routinely to monitor the Accomplishment of the projects. HR Divisions ought to underline the importance of training projects to its organization's prosperity. Despite the fact that training projects might be decreased or dispensed with, basic must stay in place to dodge future issues. 2.2 STATEMENT OF THE PROBLEM This study wants to analyse in detail the present programs conducted by the company in terms of training and development of its workforce and hence to check the effectiveness of the same in context with the welfare of the employees. The study then will try to understand whether the workers are satisfied by the methods, processes, techniques etc., which the company is employing in order to provide the training and whether the employees are developing as per themselves. Also, in depth analysis will be made to fill the gap between the existing methods and improvements needed. Finally suggestions regarding necessary modifications towards the existing development programs and if possible new methods shall be proposed which can lead to maximum employee welfare. 2.3 NEED FOR THE STUDY Vision with respect to Training and development activities in BEML will be proactive key interventions, adding to strong specialty units' efficiency and upgraded singular abilities to meet current business needs and address the future difficulties of the Organization. Training Advisory Committees have been regulated in the Divisions/SBUs with a view to acquire the essential push in Learning & Development. Henceforth the requirement for this research study is to analyse the current training programs led in KGF unit of the company and to comprehend whether those trainings are powerful in relation with welfare of the employees. Adding on, if any enhancements, improvements or changes are needed, the investigation will centre towards upgrading the viability of trainings with the goal that the workforce will be profited to the most extreme.
30 | P a g e 2.4 SC0PE 0F THE STUDY The study will be conducted in the KGF unit of BEML where in the research will examine in detail the present programs led by the organization as far as training and development of its workforce is concerned and consequently to check the effectiveness of the same in setting with the welfare of the employees. Many journals, papers etc., have been referred in order to get the clear picture about the training and development strategies in various industries or sectors and are incorporated in the review of literature so that it will be useful for the further developments in this detailed study. The examination at that point will endeavour to comprehend whether the workers are fulfilled by the strategies, techniques, forms, systems and so on which the organization is utilizing in order to give the training and whether the employees are developing in their professional as well as personal lives as per themselves. The interactions will be made with the workers i.e. the personal interviews will be made and also as a tool, structured questionnaire will be used for the same. Additionally, inside and out investigation will be made to fill the gaps between the current strategies used for the development to the enhancements or improvements required based on the survey findings. Then the recommendations with respect to essential alterations towards the current development programs and if possible, new strategies will be proposed which can deliver most extreme employee welfare. 2.5 OBJECTIVES OF THE STUDY 1. To analyse the existing training and development programs in depth and thereby study the effectiveness of the same towards welfare of the employees 2. To understand the Employee satisfaction levels pertaining to training methods employed and self-development 3. To determine if there is a need for the improvements towards training and development methods 4. To design the new and effective development programs or to modify so that maximum welfare can be provided 2.6 RESEARCH METHODOLOGY The research will be directed in the KGF unit of BEML where in the exploration will look at in detail the present programs carried out by the organization with respect to training and development of its workforce is concerned and subsequently to check the viability of the same in connection with the welfare of the employees. Numerous journals, papers and so on. have been alluded in order to get the reasonable picture about the training and development
31 | P a g e methodologies in different enterprises or sectors and are incorporated in the literature review so it will be helpful for the further developments in this point by point study. The examination by then will endeavour to study whether the workers are satisfied by the methodologies, procedures, forms, frameworks et cetera which the organization is using in order to give the training and whether the employees are developing individually both professionally and personally according to themselves. The interactions will be made with the workers i.e. the individual meetings will be made and furthermore as a tool, organized survey questionnaire will be utilized for the same. The greatest advantage of one to one meet is the human connections that happens, the technique is intentionally chosen so the analyst would effectively cooperate and talk to the workers or employees. Hence the meeting are the one of the most straightforward device for get-together data about the training significance and adequacy. Considering the nature of the present examination, organized meeting technique was utilized as a part of request to gather pertinent data from the sample of 100 employees and workers. Moreover, all around examination will be made to fill the gaps between the present procedures utilized for the development to the improvements or enhancements required based on the findings from the survey. Adding on, the recommendations with respect to essential alterations towards the current development programs and if possible, new strategies will be proposed which can deliver most extreme employee welfare. 2.7 SAMPLING Sampling Units The sample units for the dissertation project will be the employees / workers working in KGF unit of the company. There are four divisions in KGF namely Earth movers division, H and P divisions, R (rail) C (coach) unit – II and H (heavy) F (fabrication) unit. Hence employees working for these divisions will be approached. Sampling Technique Convenience Sampling will be used to identify prospective respondents
32 | P a g e Sample Size 100 Respondents working in the above listed divisions in KGF unit. 2.8 TOOLS FOR DATA COLLECTION 1. Primary data Questionnaire prepared for the study are Structured Questionnaire, personal interviews 2. Secondary data: Internet, Emails, Online sources, Social media etc. 2.9 PLAN OF ANALYSIS The collected data will be tabulated and represented in the form of tables, graphs, charts etc. Statistical and mathematical techniques will be considered to analyse the info and interpret the same. Note: The welfare here refers to the utility or advantages the employees are gaining with reference to only the training programs. As to how the training programs are helpful in their work life as well as the personal life. Welfare here doesn’t refer to the generalized term as it is used. In this project, welfare just means how the training programs are helpful to the employees of BEML in their professional as well as their personal lives. 2.10 LIMITATIONS OF THE STUDY  Entering into the company i.e. to get permissions to do the project at BEML is a herculean task  As the company is under central government, Mobiles, Laptops, PCs etc. are not allowed inside the campus.  To get the questionnaire filled by the employees as part of the survey especially from the lower grade employees, each point has to be explained in detail in the local language and then the questionnaire is to be filled.  Employee details like Name, Contact number etc. from the respondents cannot be taken because of security reasons as company comes under nation’s defence sector,
33 | P a g e  Speed of any work to be done is not so fast as in privates  Bossism persists to a larger extent  Online data not available. Everything is in the files from which taking data is a tedious task
34 | P a g e CHAPTER 3. PROFILE OF THE SELECTED ORGANIZATION AND RESPONDENTS 3.1 ORGANIZATION PROFILE – BEML LIMITED Bharat Earth Movers Limited which is now known as BEML LIMITED was set up in May 1964 as a Public sector undertaking for make of Train (RC) Rail coaches and related Parts and Mining Hardware Equipment at its Bengaluru Complex. The Organization has 54 percent of aggregate value and rest 46 percent is held by People, Money or Finance related Foundations, Foreign Institutional Financial specialists, Banks and Workers. BEML, a 'Miniratna-Category 1', assumes a significant part and serves India’s centre areas like Defence, Rail, P0wer, and Mining & Infrastructure. The Organization works under 3 noteworthy Business divns verticals viz., Mining and C0nstructi0ns, Defence and Rail & Metr0. The 3 verticals are adjusted by nine assembling units situated at Bengaluru, K0lar Gold Fields (KGF), Mysuru, Palakkad and Auxiliary - Vignyan Businesses Limited in Chikmagalur Area. Every Business vertical is going by a Chief or Director who reports to the Chief 0f the organization who is Chairman and Managing Director. This Dissertation Project is being done in KGF unit, EM Division’s HRD. Products manufactured at BEML
35 | P a g e Table 1: Products Manufactured at BEML Source: Company website (http://www.bemlindia.in/profile2.aspx) BEML’s Vision Statement To BeC0me a market leader, as a diversified C0mpany, supplying quality pr0ducts and services t0 sectors such as Mining & C0nstruction, Rail & Metro, and Defence & Aerospace and t0 emerge as a prominent international player.
36 | P a g e BEML’s Missi0n  Enhance competition through coordinated effort, vital organizations together and joint endeavours, to manage and upgrade piece of the pie in item bunches BEML works.  Develop beneficially by forcefully seeking after business and market openings in household and worldwide markets by seeking after at least 10% of offers in sending the products out of the country.  Reception of cutting edge advancements and acquire new items through Exchange of Innovation and in-house Research and development.  Proceed to broaden and develop tending to new items and markets with turnover from in-house Research and development created items at 60%.  Pull in and hold individuals in a fulfilling and rousing condition by cultivating innovativeness and advancement with wearing down levels under 5%.  Offer innovation and financially savvy add up to answers for upgraded consumer loyalty. BEML’s Value statement
37 | P a g e Table 2: BEML’s Value statement Source: Company Website (http://www.bemlindia.in/Vision_Mission.aspx) BEML Research and development took birth in mid-7o's, with a command to outline and grow new items and bolster indigenisation endeavours. An undeniable Research and development focus was built up at K0lar G0ld Fields amid 80's, with Auxiliary Building and Electrical cable Lab, alongside Liquid Power Lab, Material Science Lab and Configuration focus with present day computer aided design/CAE instruments. This Research and development focus has complete scope of offices to advance new item configuration, including total level outline including plan of Transmissions, Axles, and Power through pressure, and Gadgets. Research and development offices are truly outstanding in the nation and empower total leve1 and gear 1evel testing & assessment through an broad foundation accessible n the labs and test tracks. Research and development foundation is likewise being utilized ,as a nati0nal 0ffice by different players in the M&C part r certified by NABL and is c0ntributing t0wards general improvement of M&C segment in the nation. A group of in excess of 225 Research and development engineers are chipping away at plan, advancement of new items, up-degree of ebb and flow items, and furthermore on indigenisation of items made under innovation authorizing assertions. Research and development consumption is to the tune of around 2.5% to 3% which is in accordance with the business standard for the designing business. Research and development in carefully empowered Condition: BEML Research and development is receiving the computerized plan and virtual approval approach with the guide of computer aided design and CAE devices for speedier item improvement. Present day programming devices like Enterprise resource planning (ERP) and Product Life Cycle Management (PLM) are completely utilized for coordination of Research and development with client voice catch and market needs, arranging, buy, creation, tooling, quality and administration capacities. Consistent interface with assembling shops and also providers is empowered through PLM condition and guarantees constant trade of information in advanced shape while guaranteeing best in class security and classification of guidelines/details.
38 | P a g e Preparing: Following the way of BEML Research and development throughout the years, numerous means were taken t0 fortify the inf0rmation and aptitude base 0f Research and development engineers. It has been influenced conceivable by at first W0rking with worldwide innovation to accomplice and bit by bit engrossing the learning to indigenise the items/totals in India. A large portion of alternate items have been produced through in-house Research and development endeavours. Focuses of Perfection have been set up to refresh and overhaul the specialized aptitudes of the labour. Industry The scholarly community interface: ,BEML has likewise worked/working intimately with the scholarly community like IIT's and Tata Institute or IISC to help enhance the items in complex spaces like vibrations & t0rtions, clamour decrease and so on. Global advisors were occupied with building up certain high esteem items, where space skill was not accessible inside the nation Client interface: Quality capacity sending for growing new items, and advancements and testing them in h0use and furthermore at client destinations helped in understanding the complexities , defeating field problems and items we’re consummated by redesigning them ceaselessly. BEML has been fabricating Items through innovation exchange and transfer of the technology and has experienced numerous changes with a specific end goal to stay aggressive and develop, by building up the ability of the outline know-why, and have methodically indigenised or indianized or localized the items throughout the years. Know-why created in-house brought about the capacity to overhaul the items and improvement of new items. The Organization has fortified and set up as a noteworthy player in a space that is ruled by the MNCs. `Make in India' is a crusade propelled by PM of the country Modi, to empower India accomplish a huge development in Gross domestic product and change India to be a worldwide monetary power. The vision is to develop and change India into an intense economy of the world. "Make In India" battle of GoI is a goliath venture forward toward this path empowering indigenisation, to advance competiveness, limit and capacities of Indian assembling industry
39 | P a g e & is a big advance 2 spur organizations, to secure f0cused edge via Research & development activities & grow new & leap forward advances, and move towards the objective of "pushing the 1imits with advancement and innovation & indigenisation". BEML - an exceedingly enhanced organization working in the assembling of Protection types of gear, Mining and Development types of gear and Rail and Metro segments & `Make in India' is a major lift for us. BEML rivals MNCs and secure requests against extreme rivalry with an item being balanced w r t contender items. More than 8o% of 0ur business is on rivalry mode & half 0f our business is from our own internal-house Research and development created items. BEML has sent out its items to more than 67 nations. Research and development and indigenisation in this manner, have been the way to these variables and the Organization has utilized them in full. The Imaginative component in Research and development items or patents have been protected and till date 20 licenses have been documented and six have been enlisted. Level of Localization or Indigenization Business Vertical Products Percentage Mining and Construction  Dozers  Dumpers  Excavators 90 90 90 Defence  Products related to defence sector  Mobility vehicle – High 90 75 Rail and Metro  Indian railway products  Cars of metro 90 65 Table 3: Localization in the company Source: Company website (www.bemlindia.in/BEML_Indigenisation.aspx) Overview of the Business verticals in BEML
40 | P a g e 1. Defence Sector BEML, under its Defence business sector, offers High Portability and Recuperation or recovery Vehicles, Extension Frameworks, Vehicles for Rocket Ventures, Milrail Wagons, Tank Transportation Trailers, Mining Furrows, Crash Discharge tenders, Airplane T0wing Tractors and Flying machine Weap0n Stacking Trolley, BMP transmissions and so forth. Indigenisation level is full in Barge Scaffold Framework, Wind create T0wing tractor, Air Art Weapon 1oader, 5oT Trailer, Wagons, (BMP) Transmit and Eject0r Air Cleaner Get together (EJ & air conditioning) and more than 80% indigenous ability accomplished in regard of High Portability Substantial Obligation Trucks. In house created items incorporate 8X8 SMERCH, 10 by 10 SMERCH Vehicles - first historically speaking Composed & Created with extra steerab1e back wheels, Arjon Reinforced Armoured Repair Recuperation Vehicle and 6/16 Truck Mounted Crane vehicle. Late items 0ffered through joint effort incorporate the Track Width Mining Furrow accompanying 1ndigenous substance. Fig 4: BEML’s Defence business products
41 | P a g e Source: Company website (http://www.bemlindia.in/BEML_Indigenisation.aspx) Defence sector serves the following major clients:  Gun Carriage Factory, Jabalpur  Ordnance Factory, Medak  Aeronautical Development Agency, Bangalore  Indian Space Research Organization (ISRO), Bangalore  H1ndustan (H) Aernautics (A) Ltd (L)  Bharath Electr0nics Ltd  Bharath Dynamics Limited, Hyderabad  Brahmos Aerospace Pvt Ltd, Hyderabad  Larsen & Toubro Limited, Talegaon  Ministry of Defence (Indian Army, Navy, Air Force)  Indian Railways  Vehicle Research & Development Establishment (VRDE), Ahmed nagar  Combat Vehicle Research & Development Establishment (CVRDE), Chennai  Electronics and Radar Development Establishment (LRDE), Bangalore  Research & Development Estt. (Engineers) (R&DE(E)), Poone  Heavy Vehicles Factory, Avadi  Thales India Pvt Ltd 2. Mining and Construction sector BEML Constrained has a prevailing nearness in the mining apparatus division in the nation with over half of the nation’s coal creation returning of BEML produced machines. Real items are Crawling D0zers, Graders, Dumpers, loaders, Excavators, Scoops, also bolster hardware like H2o sprinklers, Tire handlers, Piping Layers, Wheel D0zers. Broad item go - in excess of 59+1 item models to oblige the total needs 0f development & mining part. The indigenisation level accomplished is more than 90% in these items.
42 | P a g e The extraordinary commitments of BEML in the current past incorporate improvement 0f, best in class items for mining area like, BE18ooE – 180000 greatest ever eco agreeable electrical Excavator, Bl150E – l50 Ton Dumper and BH2o5E – 205000 greatest ever electric drive dump trucks outlined, created and produced without precedent 2 India, which fills in as import substitution and advances a reason for green mine & would spare mass, remote trade investment funds. Fig 5: BEML’s Mining and construction business products Source: Company website (http://www.bemlindia.in/BEML_Indigenisation.aspx) Mining and construction sector serves the following major clients:  National Mineral Deve1opment C0rporation (NMDC),  National A1uminium Company (NALC0),  Singareni Collieries Company Limited (SCCL),  Steel Authority 0f India Ltd (SA1L),  National Thermal P0wer Corporation (NTPC)  Cement companies,  Power generation companies in the private sector,  Private institutional and personal contractor  Coal India and its subsidiaries such as o Bharat c0king c0al 1imited (bccl),
43 | P a g e o Central coalfie1ds 1imited (ccl), o Eastern coalfie1ds 1imited (ecl) o Northern coalfie1ds 1imited (ncl), o Mahanadi coalfie1ds 1imited (mcl), o South eastern coalfie1ds 1imited (secl), o Western coalfie1ds 1imited (wcl) 3. Rail and Metro sector BEML - chief, metro auto maker of India. BEML was only principal Organization in India to produce all Steel Essential Traveller Rai1 Mentors & other moving stock t0 meet the prerequisites of Country’s Railroads. In light of the involvement in Rail Items for more than 50 years, BEML has wandered into assembling cutting edge Stainless Stee1 Metro autos since 2oo2 onwards. Till now in excess of l200 metro autos have been made and provided t0 driving Metro 0rganizations like DMRC, BMRC, Jaipur Metro and have packed away the request from Kolkata Metro too. Advance BEML is 1ikewise executing the request for M/s Hyundai R0tem as a subcontractor for non-driver metro autos to Delhi metro. Throughout the course, BEML viz its ceaseless push and centre has indigenised Auto body, Bogie and different totals which were commonly sourced from MNCs. Facilitate BEML did energize significant tota1 producers ex: M/s Melco, Faiveley Transport, Bonatrans, Knorr Bremse and so forth for setting offices in India in our undertaking to disputable "M11" and increment the 1ndigenisation 1eve1 in Metro assembling to more than 65%.
44 | P a g e Fig 6: BEML’s Rail and metro business products Source: Company website (http://www.bemlindia.in/BEML_Indigenisation.aspx) Rail and metro sector serves the following major clients:  BMRCL  KMRCL  DMRC  Ansaldo STS  L&T Construction  L&T Metro Rail, Hyderabad  Mumbai Railway Vikas Corporation  Mumbai Metro  Indian Railways  Chennai metro  Jaipur metro  Rail Vikas Nigam BEML’s International Business
45 | P a g e BEML has been assuming a critical part in supporting the development of Global economy. BEML has sizable piece of the overall industry in send out market with in excess of 1200 units of mining and development hardware to 68 nations over the globe Continent Countries Asia Bangladesh, UAE, Jordan, Oman, Bahrain, Iran, , Slovakia, China, Taiwan, Vietnam, Yemen, Syria, Saudi Arabia, New Guinea, Philippines, Malaysia, Russia, Armenia Kuwait, , Myanmar, Thailand, Indonesia, Singapore, Vanuatu, Iraq, Qatar, Israel.Sri Lanka, Bhutan, Afghanistan, Papua Africa DR Congo, Algeria, Togo, Tunisia, Libya, Sudan Malawi, Zambia, Tanzania, Kenya, Morocco, Senegal, Nigeria, Benin, Rwanda, Uganda, Gabon, , Angola, South Africa, Zimbabwe, Ghana, Ethiopia, Mali, Europe Turkey, , Belarus, Netherlands, Cyprus, Italy, Bulgaria, UK, Greece North America USA, Nicaragua, Canada. Honduras, South America Suriname. Brazil, Table 4: Countries served by the company Source: Company Website
46 | P a g e Fig 7: Company’s Map showing the countries it serves Source: Company website Human Resources at BEML Vision of Human Resources department HR is a Dynamic, Expert Dynamic and Key Business Accomplice to empower BEML to keep up its initiative position in all its Business Spaces. Mission of HR Department  To constantly advance, assess and realign HR hones with the earth, business systems/headings and representative desires to keep up pertinence and to draw in, sustain and hold ability.
47 | P a g e  To encourage a soul of inventiveness and advancement among the representatives by encouraging formation of a fulfilling, rousing and motivational authoritative atmosphere.  To go about as a champion of progress and dealing with the general population ramifications of authoritative changes. Strategies used by the HRD  Adjust all HR exercises to the Association's Business Systems o Lead and oversee hierarchical changes o Organization of competency based HR Frameworks/Procedures o Building Worker duty o Building Empowering frameworks  Worker Strengthening o Construct proprietorship o Acknowledgment of thoughts o Empowering Supervisors to take choices inside the arrangement structure o Give input and resolve issue  Create Initiative Ability o Distinguishing basic authority skills o Making a setting for initiative advancement o Formative training and execution input o Support authority ability o Set up improvement frameworks, progression designs, preparing, projects and activities, tutoring openings and administration survey groups  Oversee Whittling down and Maintenance of Key Work force o Differential reward strategy o Formation of an execution culture for sustaining key gifts o Recognizing cutting edge pioneers o Vocation advancement program o Building administration duty o Support to model representatives o Increment in factor pay part in light of execution
48 | P a g e  Proficient and Compelling Administration Conveyance o Guarantee proficient and compelling administration conveyance o Institutionalization and improvement of HR forms and frameworks o Robotisation of routine administrations (e-HR Administrations) o Associate with representatives and clients offers o Outsourcing o Cost Lessening/Streamlining  Create Proactive Methodologies on Representative Relations o Cultivating a culture of Train and Overseeing Control o Proactive Modern Relations (IR) Administration o Corporate Social Duty Training and development at the company – FOCUS OF THE STUDY The different business verticals of the Organization block uncommon concentration zones for every vertical particularly in improvement of specialized abilities. The need to sharpen existing abilities on one hand and to create mastery on extra aptitudes to provide food for mechanical progression in the field on the other to go up against wild rivalry from MNCs shape the foundation of non - official and junior and centre level engineers' improvement activities. Particular preparing mediations are required for each group of senior administration, centre administration and junior administration to fill the preparation holes. The pioneers are given chances to hone their utilitarian learning particularly through cutting edge outer projects that would empower pioneers to keep pace with the most recent happenings in their general vicinity of useful ability or projects that incorporate components of general administration and best administration hones from crosswise over different enterprises over the world. It is additionally important to configuration, create and send high effect programs on Basic leadership, Vital Arrangements and Key Reasoning remembering BEML's worldwide activities yearning. Given the circumstance that BEML works with cooperation over the globe and the pioneers interface with a wide assortment of group of onlookers, it is useful if pioneers are given periodical workshops on official nearness and business decorum’s. Why Training at BEML?
49 | P a g e The operations at BEML started in 1964 when the Rail coach division was transferred from HAL (Hindustan Aeronautics Limited) At the KGF unit where the project is being carried out, the operations here started for the manufacture of crawler tractors and wheeled earth moving equipment’s For this purpose, the collaboration with the two players was made namely 1. M/s Komatsu Ltd, Japan 2. M/s WABCO, USA As stated already that the company began its operations as the rail coach division was separated from HAL. Hence, the company had trained workforce for only rail coaches. Training need The company had to start the training for the following purposes: 1. Adoption of the technology 2. Innovative production processes for mainly the mining equipment’s manufacture 3. As sophisticated machinery was installed in the manufacturing plants, so training was extremely important Profile of the training policy Areas concentrated and excelled:  Adoption of the technology  Adoption of the sophisticated and the difficult manufacturing processes  Development of the indigenous products  Indigenization programs to reduce the imports  Preparedness of the human resources department for carrying out tasks assigned to the company from time to time. Results of the training Manufacturing of the defence products like TATRA trucks, ARV, HRV, BMP transmission and other defence aggregates in addition to manufacturing of the world class Metro coaches. How was training given? In the initial stages training needs were met through arrangements with the collaborators.
50 | P a g e Trainers used to come from the foreign place where in BEML purchased the machinery. BEING SPECIFIC TO KGF UNIT – Training was given by the suppliers of the machinery Also, Training with respect to the software development for sophisticated products to the personnel of the technology division was given. Training set up at KGF 1. Training centre – Apprenticeship act 2. Service training centre – a. to the representatives of the customers for the operation, repairs and maintenance of the equipment’s b. In house training programs 3. Training department in HRD – a. To conduct the in house training programs b. Induction c. Assessment of the training needs Internal Programs 1. Training centre  Trains ITI  JOC  Diploma Types of training programs In house External
51 | P a g e  Engineers  Other graduates 2. Service training centre  Customers in operation repairs  Maintenance of the equipment’s supplied by the company Note: Calendar of events is prepared for this every year 3. Induction training  Done by the concerned departments to the new recruits 4. Career prospects improvement  Conversion of unskilled to skilled labours or employees 5. Mentor training  One to one training in the target areas Table 5: Internal training programs in BEML, KGF unit Source: HR Service manual, Chapter 8 Assessment after returning from the training programs:  Reports on the ‘Transfer of learning’ (Annexure 4 in the chapter 8 of HR service manual)  Feedback form (Annexure 5 in the chapter 8 of HR service manual) External programs 1. External training agency  Handled by the training department of the corporate office in Bangalore 2. Collaborators plant training  Provided at the plants abroad  Also by the agency under the Colombo plan 3. Stress management or conditioning of the mind and body  Provided by Vivekananda yoga Kendra 4. Computer training  By renowned agencies
52 | P a g e 5. Hindi language training  As per the central government policies  Exams are also conducted i.e. pragya, Praveen Table 6: External training programs in BEML, KGF unit Source: HR Service manual, Chapter 8 BEML Training scheme for ITI / Diploma holders [IOM no. KI/926/06/206 dated 31-03-2006]  Selection based on: Written test and viva – voce  ITI stipend for 2 years training o Rs. 3000 per month for 1st year o Rs. 3500 per month for 2nd year  Diploma stipend for 1 year o Rs. 4000 per month  Performance assessment: On quarterly basis  Post training for above listed stuff o Contract basis engagement  ITI – 2 years  Rs. 5000 per month for 1st year  Rs. 5500 per month for 2nd year  Diploma – 2 years  Rs. 6000 per month for 1st year  Rs. 7000 per month for 2nd year  For both training and contract – ESI and PF applicable  Then permanent appointment o ITI – Wage group “B” o Diploma – Wage group “C”
53 | P a g e Training need identification at BEML Memo Dated 26-03-2018 [EKH/HRD/02/9203] Every year the various training needs are identified by the Training department which is under the HRD and the memo is circulated to all the departmental heads so as to identify which person requires which type of training and there by the training programs will be designed. The company believes that strength & the success 0f the 0rganization 1ies in its people. In a heavy engineered industry like BEML, people are not just the key assets, but a1so key differentiators. Opportunities are provided t0 work in various specia1ized fields & diversified projects facilitating planned professiona1 and career deve1opment. Growth opportunities are based on well-defined career path, multi skilling and capability building in each 1evels. “Learning and capability building” is taken as a mission by fixing specific targets for training of the human capital of the company every year. Types of specific training programs conducted at the company Sl. No. Behavioural Training programs 1. Communication for success 2. Transforming the work culture 3. Goal setting, planning and execution 4. Time management 5. Managerial effectiveness 6. Strategic leadership 7. Equip self / emotional intelligence 8. Assertiveness and positive attitudes 9. Initiation and ownership 10. Negotiation skills 11. Creativity and lateral thinking 12. Supervisory skills 13. Managerial effectiveness through self-awareness 14. Medicine free life 15. Retirement workshop 16. Attitude management
54 | P a g e 17. Building emotional intelligence 18. Creative thinking and problem solving 19. Work life balance 20. Workplace wellness 21. Anger and stress management 22. Developing the self-potential 23. Team work 24. Positive thinking 25. Leadership and motivation 26. Interpersonal relations 27. Conflict management 28. Advance communication skills 29. Change management 30. Total customer satisfaction 31. Supervisory development program 32. ISO 9001:2008 awareness 33. ISO 14001:2004 awareness 34. Project and operations management Sl. No. Quality based training programs 1. Welding process and snag analysis 2. Training on NDT-UT/RT/MPT 3. SQC-statistical quality control 4. FMEA – failure mode deductive analysis 5. Modern painting technology 6. Advanced precision measurement 7. Advanced material testing 8. Application of problem solving tools – Q7 and M7 9. Design of experiments (DOE) 10. Value engineering and cost reduction 11. Hydraulics basics and analysing circuits 12. Awareness program on ISO 14001:2001
55 | P a g e 13. Calibration – jigs and fixtures 14. TQM 15. Quality circles 16. Calibration of instruments and gauges 17. 5S and 6 sigma 18. Kaizen technique of quality – control / lean Sl. No. IT 1. SAP – SCM – SRM training 2. SAS – FPO training 3. SAP - functions specific training 4. MS office suite Sl. No. Technical (Production, Maintenance, material, planning) 1. Auto Cad – 2d/3d modelling 2. Low cost automation 3. Tooling automation 4. Mig/mag/tig welding/advance welding tech 5. Advance heat treatment process 6. CNC machining tooling and applications 7. Cutting tools application 8. Training on 80 2d and ELIC programming 9. Lean manufacturing 10. Latest techniques in assembly 11. Application of laser in machine cutting 12. Transmission technology 13. Advance gear technology 14. Training on power line 15. Engine, transmission and axle trouble shooting techniques 16. Overhauling of engines and transmissions 17. Advance training on Euro second standards 18. Project managements
56 | P a g e 19. Value analysis 20. SMED techniques 21. Sheet metal tech 22. E-procurement 23. Supply chain management 24. Integrated material management 25. Advance program on bearings 26. Total productivity maintenance 27. Cost reduction through energy conservation Sl. No. R and D 1. Mobile hydraulics 2. Fluid power training 3. Advanced tooling 4. Gear technology 5. 1 Process management techniques 6. Work study 7. Work management techniques 8. Statistical data analysis 9. Manufacturing methods and special methods 10. CNC systems and drives at Siemens, Fanuc 11. Electrical circuits and controls 12. Awareness on ISO 9001:9008 13. Low voltage switch gear maintained by L and T 14. Energy management systems 15. Drivers and PLC controls at Siemens 16. Electronics devices Sl. No. Finance 1. Advance auditors program 2. Analysis of budget & cost reduction 3. Financial analysis
57 | P a g e 4. Direct and indirect taxation 5. Total cost management (ABC Costing) 6. VAT 7. Negotiation, drafting and managing commercial contracts Sl. No. Marketing 1. CRM 2. Logistics and SCM 3. Foreign trade management 4. EEPC/Exim bank/CII/ECGC organized programs 5. Managing marketing of services 6. Market research and demand analysis 7. Warehousing and inventory control Sl. No. HR 1. HR sensitization – through eminent personnel 2. Performance management system 3. Art of public speaking 4. Retention of talent 5. HR for non HR 6. Human sigma (Behaviour economics) 7. Leverage HR through IT applications Table 7: Types of specific training programs conducted at the company Source: Note No. EKH/HRD/02/9203 dated 26-03-2018 3.2 RESPONDENTS PROFILE – BEML LIMITED The Respondents for the survey are the employees working in the organization in Earth Movers division located in Kolar Gold Fields. Some of the profiles or designations of the employees in the division who are focused and interactions are made are as follows:
58 | P a g e a) Senior Supervisors b) Supervisors c) Joint supervisors d) Deputy supervisors e) Grade I to III officers f) Engineers g) Welders, Turners, fitters etc., h) Technicians i) Apprenticeship Trainees The above listed people may be permanent employees, contract employees, trainees etc., working in various offices in EM division like HRD, Marketing division, maintenance, Shops like machine shops, dozer assembly shop, plate shop etc.,
59 | P a g e CHAPTER 4. DATA ANALYSIS AND INTERPRETATI0N 4.1 ANALYSIS 0F THE TRAINING PROGRAMS CONDUCTED AT BEML, KGF COMPLEX IN 20l8 Training program on Quality Management Type of Program External Date and Timing 12-01-2018 and 8 am to 3 pm Faculty(s) or Trainer(s) or Agency(s) M/s Central Board for workers Education, Bangalore Trainees Sr. Supervisors, Supervisors, Dy Supervisors Venue Centre of Excellence, EM Division, KGF complex Reference Note No. EKH/HRD/CBEWE/16/5803 Dated 02-05-2017 Training program on Quality Management Type of Program External Date and Timing 16-01-2018 and 8 am to 3 pm Faculty(s) or Trainer(s) or Agency(s) M/s Central Board for workers Education, Bangalore Trainees Sr. Supervisors, Supervisors, Dy Supervisors, W- GP Venue Centre of Excellence, EM Division, KGF complex Reference Note No. EKH/HRD/CBEWE/16/5803 Dated 02-05-2017 Training program on Hydraulics Type of Program External Date and Timing 01 & 02-02-2018 and 8 am to 4 pm Faculty(s) or Trainer(s) or Agency(s) M/s Rexroth Hydraulics, Bangalore Trainees Grade II to VII officers, GP-B Venue Centre of Excellence, EM Division, KGF complex Reference Note No. EKH/HRD/36(B)/6147
60 | P a g e Training program on Network analysis Type of Program Internal Date and Timing 07-02-2018 and 9 am to 12 pm Faculty(s) or Trainer(s) or Agency(s) EPL Trainees Grade I to V officers Venue Centre of Excellence, EM Division, KGF complex Reference Note No. EKH/HRD/36(B)/6160 Training program on Vendor management and retention Type of Program Internal Date and Timing 08-02-2018 and 12.30 pm to 2.30 pm Faculty(s) or Trainer(s) or Agency(s) HP Trainees Grade I to V officers Venue Centre of Excellence, EM Division, KGF complex Reference Note No. EKH/HRD/36(B)/6162 Training program on Prabodh / Pragya / Praveen HINDI TRAINING Type of Program External Prabodh April – 2,5,9,12,17,20 (2 sessions) April – 23, 26 (3 sessions) Praveen April – 3,6,10,16 (2 sessions) April – 21, 24, 27 (3 sessions) Pragya April – 4,7,11,19 (2 sessions) April – 25,28,30 (3 sessions) Faculty(s) or Trainer(s) or Agency(s) Smt. Anitha, Hindi teacher Trainees Grade I to V, Supervisors (Sr, Dy, Jt), Managers, Engineers etc., Venue Service training centre, KGF complex Reference EKH/HRD/49/9200
61 | P a g e Training program on Fire Safety A special program as a part of Fire Service Week - 2018 Type of Program Internal Date and Timing 16 & 17-04-2018 and 8 am to 12 pm Faculty(s) or Trainer(s) or Agency(s) EKP Trainees Supervisors(Jt & Dy), Tech welders, turners, electricians, mech, fitters Venue Centre of Excellence, EM Division, KGF complex Training program on Welding A Major program Type of Program Internal Date and Timing 23 to 25-04-2018 and 8 am to 3 pm Faculty(s) or Trainer(s) or Agency(s) Listed below Trainees Contract operator Welders Venue Centre of Excellence, EM Division, KGF complex Reference EKH/Welding/2017/9224 Syllabus-Session wise Session I Date 23-04-2018 Faculty Praveen – QEH Subjects  Introduction to welding processes  Understanding MWAM, MIG/MAG, TIG and Submerged welding processes Session II Date 23-04-2018 Faculty 1. KC Raju, DGM 2. Karthik, Gr III Subjects  Basic types of weld points and terms  Welding positions  Understanding welding symbols as per AWS and ISO standards
62 | P a g e Session III Date 23-04-2018 Faculty TTS Rao, DGM Subjects  Welding defects  causes and remedies  WPS, PQR  Destructive and NDT of welded joints  Welders qualification Session IV Date 23-04-2018 Faculty Kulkarni-QEL Subjects  Weldebility of materials  Carbon equivalent pre heating and Post heating  Welding consumables – AWS and company stds Session V Date 24-04-2018 Faculty Murani and Manjunath - EPT Subjects  Residual stresses  Stress relieving  Distortion and its control  Welding fixtures and manipulation Session VI Date 24-04-2018 Faculty TTS Rao, DGM Subjects  Maintenance of welding machines  Welding safety practices Session VII Date 24-04-2018 Faculty Praveen – QEH
63 | P a g e Subjects  Fatigue and Fatigue life improvement  Weld joints techniques  Case studies Session VIII Date 24-04-2018 Faculty Praveen – QEH Subjects  Case study on welding field failures Session IX Date 25-04-2018 Faculty QEH, QEW and Training centre faculty Subjects  Practical training  Conclusion Overall Description – A 2 day theory and 1 day practical, Major programme on welding resulting in best utilization of the personnel in the company’s welding activities Training program on First Aid Type of Program Internal Date and Timing 24 & 25-04-2018 Faculty(s) or Trainer(s) or Agency(s) Training centre faculty Trainees Supervisors, technicians, fitters, welders Venue Centre of Excellence, EM Division, KGF complex Reference EKH/HRD/36(B)/9225 Training program on Creativity and Lateral thinking Type of Program External Date and Timing 24 & 25-04-2018 and 8 am to 4 pm Faculty(s) or Trainer(s) or Agency(s) M/s Indus management consultants Trainees Managers, Asset & Sr managers Venue Centre of Excellence, EM Division, KGF complex Reference EKH/HRD/36(B)/9228
64 | P a g e Training program on Work life balance Type of Program External Date and Timing 25-04-2018 and 8 am to 4 pm Faculty(s) or Trainer(s) or Agency(s) M/s Indus management consultants Trainees Managers, Asset & Sr managers Venue Centre of Excellence, EM Division, KGF complex Reference EKH/HRD/36(B)/9300 Training program on Communication skills Type of Program External Date and Timing 26 & 27-04-2018 and 8 am to 4 pm Faculty(s) or Trainer(s) or Agency(s) M/s Indus management consultants Trainees Supervisors(Dy, Jt), Clerk, Sr technicians Venue Centre of Excellence, EM Division, KGF complex Reference EKH/HRD/36(B)/9300 Training program on Leadership and Motivation Type of Program External Date and Timing 26-04-2018 and 8 am to 4 pm Faculty(s) or Trainer(s) or Agency(s) M/s Indus management consultants Trainees Managers, Asst. & Sr managers Venue Centre of Excellence, EM Division, KGF complex Reference EKH/HRD/36(B)/9310 Training program on Hydraulic Assembly Practices A Major Program Type of Program Internal Date and Timing 04 & 05-05-2018 and 8 am to 3 pm Faculty(s) or Trainer(s) or Agency(s) Internal
65 | P a g e Trainees Supervisors(Jt & Dy), Welders, tech, Crane operators, machinist, fitters etc., Venue Centre of Excellence, EM Division, KGF complex Reference EKH/HRD/36(B)/9241 Syllabus-Session wise Session I Date 04-05-2018 Faculty Sreekanth, Senior Manager Subjects  BEML and KOMATSU stds Hydraulics Session II Date 04-05-2018 Faculty Subramanyam, DGM - GHH Subjects  Hydraulics components Session III Date 04-05-2018 Faculty Venkataramana, DGM - GTH Subjects  Hydraulics circuits of dozers  Troubleshooting Session IV Date 04-05-2018 Faculty Satish Chandra, DGM - GDC Subjects  Hydraulics circuits of loaders  Troubleshooting Session V Date 05-05-2018 Faculty Dasaratha, DGM, SE-1 Subjects  Introduction of Hydraulics Session VI Date 05-05-2018 Faculty Subramanyam, DGM - EBA Subjects  Hydraulics circuits  Troubleshooting
66 | P a g e Session VII Date 05-05-2018 Faculty Prakash Ballal – EXC Assy Subjects  Hydraulics circuits and components in excavators  Troubleshooting Session VIII Date 05-05-2018 Faculty Venkataramana – EE1 Subjects  Practical  Conclusion Training program on Advance communication for success Type of Program External Date and Timing 04 & 05-05-2018 and 8 am to 3 pm Faculty(s) or Trainer(s) or Agency(s) M/s Next Link Pvt Ltd, Bengaluru Trainees Asset Managers, Engineers, Store officers Venue Centre of Excellence, EM Division, KGF complex Reference EKH/HRD/36(B)/9432 Training program on QMS / EMS Type of Program Internal Date and Timing 10-05-2018 and 8 am to 12 pm Faculty(s) or Trainer(s) or Agency(s) QE Trainees Supervisors(Jt, Dy), turners, electricians, welders, fitters etc., Venue Centre of Excellence, EM Division, KGF complex Reference EKH/HRD/36(B)/9468 Training program on 5S and Kaizen
67 | P a g e Type of Program Internal Date and Timing 15 & 16-05-2018 and 8 am to 12 pm Faculty(s) or Trainer(s) or Agency(s) QE Trainees Supervisors(Tech, Jt, Dy), turners, Jamedars, MST(W/T/M) Venue Centre of Excellence, EM Division, KGF complex Reference EKH/HRD/36(B)/9496 Training program on Assertiveness and positive attitude Type of Program External Date and Timing 17 & 18-05-2018 and 8 am to 12 pm Faculty(s) or Trainer(s) or Agency(s) M/s Indus management consultants Trainees Managers, Asset Managers, Engineers Venue Centre of Excellence, EM Division, KGF complex Reference EKH/HRD/36(B)/9261 Training program on Excel in career Type of Program Internal Date and Timing 16-10-2017 and 8 am to 4 pm Faculty(s) or Trainer(s) or Agency(s) Suresh Babu - EPI Trainees Grade I to IV officers Venue Centre of Excellence, EM Division, KGF complex Reference EKH/HRD/36(B)/6064 Extra (Feedback Form) The Feedback form of Mr. S.F.Rahman, Asset Manager, Rail Coach Unit-II-Attached Training program on 5S, Quality Improvement, Kaizen Type of Program External Date and Timing 12-01-2018 and 8 am to 3 pm Faculty(s) or Trainer(s) or Agency(s) M/s Central board for Workers Education, Bangalore
68 | P a g e Mr. Menthol Kumar Trainees Supervisors(Sr, Dy, Jt), W-GP(E,C,B) Venue Centre of Excellence, EM Division, KGF complex Reference EKH/HRD/36(B)/6064 Extra (Feedback Form) The Feedback form of Mr. Ravi Chander-HST, EM Division-Attached Training program on Equipment Electrical System Type of Program Internal Date and Timing 16-12-2017 and 8 am to 3 pm Faculty(s) or Trainer(s) or Agency(s) Naveen Solkar, AGM – GEP Trainees Joint Supervisors, WGP-B, Contract operators Venue Centre of Excellence, EM Division, KGF complex Reference EKH/HRD/36(B)/6456 Extra (Feedback Form) The Feedback form of Mr. Dayananda I, Deputy Supervisor, EM Division-Attached Table 8. Training Programs conducted at BEML, KGF in recent times Source: Company files, Interactions, Notice boards, various others
69 | P a g e 4.2 DATA ANALYSIS AND INTERPRETATION– AS PART OF SURVEY The survey was conducted at BEML, KGF complex to understand the following:  The overall Impressions about the training programs conducted in the company  The generalized opinions about the faculties or trainers who train the employees or officers (Both external and internal faculty)  The content or syllabus of the training programs  Before and After training programs impressions  Suggestions for improvements also were taken This was done by using a structured questionnaire and on basis of this survey, the programs are be analysed as to how are these training programs helpful to the people working in the company in context with the welfare in terms of their personal and professional lives. Note: The welfare here refers to the utility or advantages the employees are gaining with reference to only the training programs. As to how the training programs are helpful in their work life as well as the personal life. Welfare here doesn’t refer to the generalized term as it is used. In this project, welfare just means how the training programs are helpful to the employees of BEML in their professional as well as their personal lives. The Numbering here is w.r.t the Questionnaire used for the survey. The questionnaire is attached in the annexure. The Sample size is 100.
70 | P a g e Q.b) No. of years of employment at BEML LIMITED Duration No’s Percentage Less than 5 years 20 20 5-10 years 38 38 10-15 years 14 14 More than 15 years 28 28 TOTAL 100 100 Table 9 & Graph 8. No. of years of employment at BEML LIMITED Interpretation The employees / officers who have been approached have been employed for different durations in the company. As shown in the above chart, the highest is 38% i.e. the employees have been employed between 5 to 10 years & least is 14% i.e. between 10 to 15 years 20% 38% 14% 28% Less than 5 years 5-10 years 10-15 years More than 15 years
71 | P a g e Q.1) Ratio of employees who have attended training programs No’s Percentage Attended 98 98 Not Attended 2 2 TOTAL 100 100 Table 10 & Graph 9. Ratio of employees who have attended training programs Interpretation Almost all of them have attended either of the below listed training programs. Exception of 2%. In depth, that 2% are the lower grade employees (Below the supervisors). Attended 98% Not Attended 2%
72 | P a g e Q.2) Type of training programs conducted at BEML Type No’s Percentage Behavioural 18 18 Quality 12 12 IT 20 20 R & D 6 6 Management 24 24 Others 18 18 Not Attended 2 2 TOTAL 100 100 Table 11 & Graph 10. Type of training programs conducted at BEML Interpretation Various types of trainings are conducted by the company as shown in the above chart and table. The management programs tops the list as 24% professionals have attended those kind of programs. The IT programs are the next with just the difference of 4% from the top. Hence it can be concluded that the company is focusing mainly on the management programs followed by the technology to cater to the emerging technology era. And only 2% of the employees have not attended any program. 18 12 20 6 24 18 2 Behavioural Quality IT R & D Management Others Not Attended
73 | P a g e Q.3) the percentage of knowledge gained from the programs which is worth remembering Percentage No’s Percentage < 25% 14 14.28 26 to 50% 17 17.34 51 to 75% 41 41.84 75 to 100% 26 26.54 TOTAL 98 100 Table 12 & Graph 11. The percentage of knowledge gained from the programs which is worth remembering Interpretation Almost 42% of the respondents are of the opinion that 51 to 75% of the knowledge gained from the training programs is worth remembering. This initial reaction shows that the company is doing well in terms of the content of the training programs. Also it is to be noted that 14.28% of them tell that the knowledge gained from the programs is not worth. Hence this is a point of notice because 14.28 % is not a small count. 0 5 10 15 20 25 30 35 40 45 < 25% 26 to 50% 51 to 75% 75 to 100% PERCENTAGE OF RESPONSES PERCENTAGEOFKNOWLEDGE
74 | P a g e Q.4a) Participation level of the employees in the training programs Rank No’s Percentage 1 0 0 2 0 0 3 4 4.08 4 0 0 5 9 9.20 6 7 7.15 7 16 16.33 8 20 20.40 9 22 22.44 10 20 20.40 TOTAL 98 100 Table 13. Participation level of the employees in the training programs Interpretation On considering the highest ranks i.e. 7 to 10, Together 78 respondents have ranked their own participation. Hence collectively the percentage comes to almost 80%. Hence 80 % of the people who attend the programs show a very good participation. Q.4b) Understanding level of the trainees Rank No’s Percentage 1 0 0 2 2 2.04 3 0 0 4 0 0 5 1 1.03 6 4 4.08 7 22 22.45 8 24 24.49 9 27 27.55
75 | P a g e 10 18 18.36 TOTAL 98 100 Table 14. Understanding level of the trainees Interpretation On considering the highest ranks i.e. 7 to 10, Together 91 respondents have ranked the level of understanding. Hence collectively the percentage comes to almost 93%. Hence 93 % of the people who attend the programs get a very good understanding. Q.4c) Relevance to the job in the company Rank No’s Percentage 1 1 1.02 2 4 4.08 3 0 0 4 0 0 5 6 6.13 6 8 8.17 7 6 6.13 8 28 28.56 9 27 27.55 10 18 18.36 TOTAL 98 100 Table 15. Relevance to the job in the company Interpretation On considering the highest ranks i.e. 7 to 10, Together 79 respondents say that the training provided is relevant to the job they do at BEML. Hence collectively the percentage comes to almost 80.6%. Hence 80.6 % of the people who attend the programs say that the training provided is relevant to the job they do at BEML. Q.4d) Maintenance of interest of the participants through the sessions
76 | P a g e Rank No’s Percentage 1 0 0 2 3 3.06 3 4 4.08 4 0 0 5 2 2.04 6 8 8.17 7 12 12.25 8 30 30.62 9 14 14.28 10 25 25.50 TOTAL 98 100 Table 16. Maintenance of interest of the participants through the sessions Interpretation On considering the highest ranks i.e. 7 to 10, Together 81 respondents have ranked the level of interest in the T.P. Hence collectively the percentage comes to almost 82.65%. Hence 82.65 % of the people who attend the programs get a very good understanding and hence their interest level is maintained. Q.4e) Knowledge of the trainer wrt the subject he is teaching Rank No’s Percentage 1 2 2.04 2 4 4.08 3 0 0 4 1 1.03 5 3 3.06 6 2 2.04 7 8 8.17 8 32 32.65 9 26 26.53 10 20 20.40
77 | P a g e TOTAL 98 100 Table 17. Knowledge of the trainer wrt the subject he is teaching Interpretation On considering the highest ranks i.e. 7 to 10, Together 86 respondents are of the opinion that the faculty has the good subject knowledge. Hence collectively the percentage comes to almost 87.8%. Hence 87.8 % of the people who attend the programs have a good opinion about the faculty’s subject knowledge. That means the company gets good faculty to train their employees. Q.4f) Creation of the appropriate learning climate by the faculty Rank No’s Percentage 1 2 2.04 2 0 0 3 0 0 4 5 5.10 5 9 9.20 6 4 4.08 7 10 10.20 8 28 28.57 9 22 22.45 10 18 18.36 TOTAL 98 100 Table 18. Creation of the appropriate learning climate by the faculty Interpretation On considering the highest ranks i.e. 7 to 10, Together 78 respondents are of the opinion that the faculty creates good learning atmosphere. Hence collectively the percentage comes to almost 80%. Hence 80 % of the people who attend the programs have a good opinion about the faculty regarding the learning atmosphere. That means the company gets good faculty to train their employees.
78 | P a g e Q.5) Satisfaction level of the program as per the expectations of the participants Percentage No’s Percentage < 25% 2 2.04 26 to 50% 21 21.43 51 to 75% 53 54.09 75 to 100% 22 22.44 TOTAL 98 100 Table 19 & Graph 12. Satisfaction level of the program as per the expectations of the participants Interpretation Almost 54% of the respondents are of the opinion that 51 to 75% is the satisfaction level as per their expectations of the T.P. Also it is to be noted that 23% of them tell that the program is not satisfactory as their opinion is <50%. Hence this is a point of notice because 23 % is not a small count. 0 10 20 30 40 50 60 < 25% 26 to 50% 51 to 75% 75 to 100% PERCENTAGE OF RESPONSES PERCENTAGEOFSATISFACTIONOFTP
79 | P a g e Q.6a) Faculty Type Type No’s Percentage In house (Internal to the company) 28 28.57 External (Outsourced) 70 71.43 TOTAL 98 100 Table 20 & Graph 13. Faculty Type Interpretation Maximum of the training programs have been handled by the external or outsourced faculty (71%) 29% 71% In house (Internal to the company) External (Outsourced)
80 | P a g e Q.6b) Name of the faculty (If the respondents remember) Note: this question was asked deliberately, so that if the people extremely liked the program, they would tend to remember the name of the faculty Graph 14. Name of the faculty 58% of the respondents didn’t remember the name of the faculty who handled the training programs. Hence training programs were not so high level of satisfied as well. 42% 58% Remember Didn’t Remember
81 | P a g e Q.7) Knowledge of the Faculty and actual performance of job matching the objectives of the program No’s Percentage Strongly Disagree 4 4.08 Disagree 2 2.04 Neutral 9 9.18 Agree 57 58.16 Strongly Agree 26 26.54 TOTAL 98 100 Table 21 & Graph 15. Knowledge of the Faculty and actual performance of job matching the objectives of the program Interpretation 83% of the trainees agree on the fact that Knowledge of the Faculty and actual performance of job matched the objectives of the program. Hence this is a huge positive response regarding the faculty. 0 10 20 30 40 50 60 Strongly Disagree Disagree Neutral Agree Strongly Agree 4.08 2.04 9.18 58.16 26.54
82 | P a g e Q.8) whether the trainer was able to maintain the problem solving atmosphere and the enthusiasm throughout the program No’s Percentage Strongly Disagree 2 2.04 Disagree - - Neutra1 l3 13.27 Agree 57 58.18 Strong1y Agree 26 26.51 TOTAL 98 100 Table 22 & Graph 16. Problem solving atmosphere and the enthusiasm throughout the program Interpretation 85% of the respondents are of the opinion that trainer was able to maintain the problem solving atmosphere and the enthusiasm throughout the program. And only 2% of them disagree with the statement. Hence can be neglected 0 10 20 30 40 50 60 Strongly Disagree Disagree Neutral Agree Strongly Agree 2.04 0 13.27 58.18 26.51
83 | P a g e Q.9) Relevance of the subjects thought by the faculty to the actual job in BEML No’s Percentage Strongly Disagree 0 0 Disagree 7 7.14 Neutral 13 13.26 Agree 50 51.02 Strongly Agree 28 28.58 TOTAL 98 100 Table 23 & Graph 17. Relevance of the subjects thought by the faculty to the actual job in BEML Interpretation 80% of the people say that the syllabus of the training program was very much relevant to the job they are doing in BEML. Hence this is what the company wants and hence the TPs are successful. 0 10 20 30 40 50 60 Strongly Disagree Disagree Neutral Agree Strongly Agree 0 7.14 13.26 51.02 28.58
84 | P a g e Q.10) Cooperative attitude of the faculty with the trainees No’s Percentage Strongly Disagree 2 2.04 Disagree - - Neutra1 5 5.1 Agree 59 60.2 Strong1y Agree 32 32.66 TOTAL 98 100 Table 24 & Graph 18. Cooperative attitude of the faculty with the trainees Interpretation The trainer was cooperative enough in handling the program and also this relates to the fact that the employees will be keen enough to attend more and more training programs in future as well as people like the trainers who have the cooperative attitude. 93% is the very high response what is been recorded as the part of survey. 0 10 20 30 40 50 60 70 Strongly Disagree Disagree Neutral Agree Strongly Agree 2.04 0 5.1 60.2 32.66
85 | P a g e Q.11) the percentage to which the faculty(s) interacted with the participants and answered all the queries raised. Percentage No’s % < 25% 2 2.04 26 to 50% 14 14.28 51 to 75% 40 40.82 75 to 100% 42 42.86 TOTAL 98 100 Table 25 & Graph 19. Faculties Interactions with the participants and answers to all the queries raised. Interpretation More than 82% of the respondents have rated that the questions they raised were answered by the trainer and also the sessions were not just boring but were interactive enough. 0 20 40 60 < 25% 26 to 50% 51 to 75% 75 to 100% 2.04 14.28 40.82 42.86
86 | P a g e Q.12a) Lecture sessions highlighted the key concepts No’s Percentage Strongly Agree l3 13.26 Agree 5l 52.04 Neutral l4 l4.28 Disagree l4 l4.28 Strong1y Disagree 6 6.l4 T0TAL 98 l00 Tab1e 26 & Graph 20. Lecture sessions highlighting the key concepts Interpretation 65.3% of the respondents are agreeing with the fact that the key concepts were highlighted by the faculty. And more than 20% of them are against it. Hence mixed responses have been received regarding this as 14% of them have given the neutral response. 0 10 20 30 40 50 60 Strongly agree agree neutral disagree Strongly disagree 13.26 52.04 14.28 14.28 6.14
87 | P a g e Q.12b) Course material added clarity to the concepts No’s Percentage Strongly Agree 14 14.28 Agree 48 48.97 Neutral 18 18.36 Disagree 12 12.24 Strongly Disagree 6 6.15 TOTAL 98 100 Tab1e 27 & Graph 21. Course material added clarity to the concepts Interpretation The material provided during the sessions was good enough as over 50% of the respondents support the statement. 0 10 20 30 40 50 Strongly agree agree neutral disagree Strongly disagree 14.28 48.97 18.36 12.24 6.15
88 | P a g e Q.12c) Helped in your actual job / role No’s Percentage Strongly Agree 8 8.16 Agree 52 53.06 Neutral 19 19.38 Disagree 13 13.26 Strongly Disagree 6 6.14 TOTAL 98 100 Tab1e 28 & Graph 22. Help in actual job at BEML Interpretation 60% of the people say that the syllabus of the training program was very much relevant to the job they are doing in BEML. Hence this is what the company wants and hence the TPs are successful. And point to be noted is that around 20% of them say that the training programs were out of their job context. 0 10 20 30 40 50 60 Strongly agree agree neutral disagree Strongly disagree 8.16 53.06 19.38 13.26 6.14
89 | P a g e Q.12d) Examples given during the training were mutually supportive No’s Percentage Strongly Agree 10 10.2 Agree 53 54.08 Neutral 13 13.27 Disagree 12 12.25 Strongly Disagree 10 10.2 TOTAL 98 100 Tab1e 29 & Graph 23. Examples given during the training were mutually supportive Interpretation Only theoretical sessions make the training sessions boring. Hence when asked about whether the faculty gave the live examples. More than 64% of the respondents have agree with the statement. 0 10 20 30 40 50 60 Strongly agree agree neutral disagree Strongly disagree 10.2 54.08 13.27 12.25 10.2
90 | P a g e Q.13a) Level of motivations in learning the concepts of the program of training No’s Percentage Strong1y Agree 16 16.32 Agree 46 46.94 Neutra1 14 14.28 Disagree 12 12.26 Strongly Disagree 10 10.2 TOTAL 98 100 Tab1e 30 & Graph 24. Level of motivations in learning the concepts of the program of training Interpretation 63% of the respondents say that, once they are nominated to attend any program, they will be M0tivated t0 1earn the concepts which will be thought in the learning program. Also more than 20% will not be motivated. This means that they attend the programs just for the sake of it. 0 10 20 30 40 50 Strongly agree agree neutral disagree Strongly disagree 16.32 46.94 14.28 12.26 10.2
91 | P a g e Q.13b) Maximum learning from the training program No’s Percentage Strongly Agree 31 31.6 Agree 29 29.62 Neutral 18 18.36 Disagree 12 12.24 Strongly Disagree 8 8.18 TOTAL 98 100 Tab1e 3l & Graph 25. Maximum learning from the training program Interpretation 61% of the respondents say that, once they are nominated to attend any program, they will try to gain the maximum learnings from the program they are going to attend. 0 5 10 15 20 25 30 35 Strongly agree agree neutral disagree Strongly disagree 31.6 29.62 18.36 12.24 8.18
92 | P a g e Q, 13c) Self rating when compared to others for output of a T.P No’s Percentage Strong1y Agree 10 10.2 Agree 45 45.92 Neutra1 31 31.62 Disagree 8 8.18 Strong1y Disagree 4 4.08 T0TAL 98 l00 Tab1e 32 & Graph 26. Comparison to other people in learning Interpretation 56% of the respondents say that, once they are nominated to attend any program, they will try to gain the maximum learnings from the program when compared to the colleagues who are attending the same program together. 0 10 20 30 40 50 Strongly agree agree neutral disagree Strongly disagree 10.2 45.92 31.62 8.18 4.08
93 | P a g e Q.13d) lmprove self-knowledge 0f the materia1 that this T.P. covers in a nut shell No’s % Strong1y Agree 15 15.3 Agree 55 56.12 Neutral 12 12.25 Disagree 10 10.2 Strongly Disagree 6 6.13 TOTAL 98 100 Table 33 & Graph 27. Knowledge 0f the material that the programme covers Interpretation More than 70% of the respondents say that they will study the material provided to them and try to get the more output possible and hence improve their knowledge and which will be helpful in terms of their personal and professional lives. 0 10 20 30 40 50 60 Strongly agree agree neutral disagree Strongly disagree 15.3 56.12 12.25 10.2 6.13
94 | P a g e Q.13e) if can't understand tough parts of the T.P, Shall try to learn No’s Percentage Strongly Agree 10 10.2 Agree 37 37.76 Neutral 26 26.54 Disagree l5 l5.3 Strong1y Disagree 10 10.2 TOTAL 98 l00 Tab1e 34 & Graph 28. Learning harder if concepts are not clearly understood Interpretation Over 40% of the respondents say that if they do not understand, they will try harder to learn by using various means. 0 5 10 15 20 25 30 35 40 Strongly agree agree neutral disagree Strongly disagree 10.2 37.76 26.54 15.3 10.2
95 | P a g e Q.13f) Prior Preparations No’s Percentage Strong1y Agree l0 l0.2 Agree 36 36.74 Neutral 38 38.77 Disagree 6 6.13 Strong1y Disagree 8 8.16 TOTAL 98 l00 Table 35 & Graph 29. Prior Preparations Interpretation Around 40% give the neutral opinion for the prior preparations to the training program 0 5 10 15 20 25 30 35 40 Strongly agree agree neutral disagree Strongly disagree 10.2 36.74 38.77 6.13 8.16
96 | P a g e Q.14) Duration of the T.P. No’s Percentage Strongly Disagree 0 0 Disagree 14 14.28 Neutral 13 13.26 Agree 63 64.3 Strongly Agree 8 8.16 TOTAL 98 100 Table 36 & Graph 30. Duration of the T.P Interpretation 72% say the duration of the program is good. 0 10 20 30 40 50 60 70 Strongly disagree disagree neutral agree strongly agree 0 14.28 13.26 64.3 8.16
97 | P a g e Q.15) T.P. helpful in long run No’s Percentage Strongly Disagree 2 2.04 Disagree 3 3.06 Neutral 8 8.16 Agree 59 60.21 Strongly Agree 26 26.53 TOTAL 98 100 Table 37 & Graph 31. T.P. helpful in long run Interpretation 85% of the respondents say that the programs help in long run 0 10 20 30 40 50 60 70 Strongly disagree disagree neutral agree strongly agree 2.04 3.06 8.16 60.21 26.53
98 | P a g e Q.16) Training programs helpful in the personal growth No’s Percentage Strongly Disagree 4 4.08 Disagree 4 4.08 Neutral 9 9.18 Agree 55 56.12 Strongly Agree 26 26.54 TOTAL 98 100 Table 38 & Graph 32. Training programs helpful in the personal growth Interpretation 82% of the respondents say that the programs help in their personal lives 0 10 20 30 40 50 60 Strongly disagree disagree neutral agree strongly agree 4.08 4.08 9.18 56.12 26.54
99 | P a g e Q.17a) Applicability of training and development policy for all the employees Ratings No’s Percentage 0 2 2.04 1 2 2.04 2 0 0 3 4 4.08 4 1 1.02 5 6 6.12 6 2 2.04 7 3 3.06 8 22 22.45 9 22 22.45 10 34 34.7 TOTAL 98 100 Table 39 & Graph 33. Applicability of training and deve1opment po1icy for a11 the workers Interpretation Regarding the Applicability of training and deve1opment policy for a11 the workers, 34.7% of the respondents have rated 10 which is the highest rating. 0 5 10 15 20 25 30 35 zero one two three four five six seven eight nine ten 2.04 2.04 0 4.08 1.02 6.12 2.04 3.06 22.45 22.45 34.7
100 | P a g e Q.17b) Encouragement from Supervisors to share their views about the T.P with the colleagues Ratings No’s Percentage 0 8 8.16 1 4 4.08 2 0 0 3 0 0 4 2 2.04 5 12 12.26 6 8 8.16 7 20 20.4 8 22 22.46 9 20 20.4 10 2 2.04 TOTAL 98 100 Table 40 & Graph 34. Supervisors encourage to share their views about the T.P with the colleagues Interpretation 22.46% of respondents have given the rating as 8 which is a good one for the response regarding the encouragement from their supervisors to talk about the program they attended to their colleagues i.e. sharing the views. 0 5 10 15 20 25 zero one two three four five six seven eight nine ten 8.16 4.08 0 0 2.04 12.26 8.16 20.4 22.46 20.4 2.04
101 | P a g e Q.17c) Views regarding fu11-f1edged 1earning & department and its concerned authorities Ratings No’s Percentage 0 6 6.12 1 2 2.06 2 2 2.06 3 1 1.04 4 4 4.1 5 9 9.18 6 10 10.2 7 10 10.2 8 20 20.4 9 24 24.44 10 10 10.2 TOTAL 98 100 Table 41 & Graph 35. Regarding full-fledged T and D department manned with competent workmen Interpretation 24.44% of the respondents have rated 9 and hence they feel that BEML has the fu11-f1edged 1earning & dept with the good personnel working in it 0 5 10 15 20 25 zero one two three four five six seven eight nine ten 6.12 2.06 2.06 1.04 4.1 9.18 10.2 10.2 20.4 24.44 10.2
102 | P a g e Q.17d) Bosses give emp1oyees chances t0 try 0ut their 1earnings on the job immediate1y Ratings No’s Percentage 0 4 4.08 1 2 2.04 2 2 2.04 3 0 0 4 1 1.02 5 14 14.25 6 8 8.26 7 20 20.4 8 24 24.42 9 14 14.3 10 9 9.19 TOTAL 98 100 Table 42 & Graph 36. Bosses give emp1oyees chances t0 try 0ut their 1earnings on the job immediate1y Interpretation 24.42% of the respondents have rated 9 and hence they have good perceptions towards their bosses allowing them to implement in their jobs what they gained from the training program 0 5 10 15 20 25 zero two four six eight ten 4.08 2.04 2.04 0 1.02 14.25 8.26 20.4 24.42 14.3 9.19
103 | P a g e Q.17e) Co11eagues giving the support t0 the use 0f 1earning 0n the job Ratings No’s Percentage 0 2 2.04 1 2 2.04 2 0 0 3 2 2.04 4 4 4.08 5 5 5.05 6 8 8.1 7 22 22.34 8 16 16.15 9 24 25.06 10 13 13.1 TOTAL 98 100 Table 43 & Graph 37. Co11eagues giving the support t0 the use 0f 1earning 0n the job Interpretation 25.06% 0f the respondents have rated 9 towards their colleagues as they say that they help them learn in their actual job what they gained in the training program they attended. 0 5 10 15 20 25 30 zero one two three four five six seven eight nine ten 2.04 2.04 0 2.04 4.08 5.05 8.1 22.34 16.15 25.06 13.1
104 | P a g e Q.17f) the program was really boring and of no worth Ratings No’s Percentage 0 16 16.32 1 14 14.28 2 10 10.2 3 3 3.06 4 6 6.12 5 16 16.36 6 4 4.08 7 8 8.16 8 8 8.16 9 6 6.12 10 7 7.14 TOTAL 98 100 Table 44 & Graph 38. Regarding program boredom Interpretation Only 7.14% of the employees feel that the program, was really boring as they have rated 10. Downwards, 6.12% have rated as 9. Hence many of the employees feel that the programs are not boring. 0 2 4 6 8 10 12 14 16 18 zero two four six eight ten 16.32 14.28 10.2 3.06 6.12 16.36 4.08 8.16 8.16 6.12 7.14
105 | P a g e Q.18) Suggestions for Improvement of training programs No’s Percentage Suggestions Given 64 65.3 Suggestions not given 34 34.7 TOTAL 98 100 Table 45 & Graph 39. Suggestions for Improvement Interpretation 35% of the respondents have answered to the open ended question regarding any suggestion for improvement. 65% 35% Suggestions given Suggestions not given
106 | P a g e CHAPTER 5. FINDINGS, CONCLUSI0NS AND REC0MMENDATIONS 5.1 SUMMARY 0F FINDINGS  Employees / officers who have been approached have been employed for different durations in the company. The highest is 38% i.e. the employees have been employed between 5 to 10 years & least is 14% i.e. between 10 to 15 years  Almost all of them have attended training programs. Exception of 2%. In depth, that 2% are the lower grade employees (Below the supervisors). Hence everybody from supervisors to Grade V to VII employees have attended either of the programs.  Various types of trainings are conducted by the company. The management programs tops the list as 24% professionals have attended those kind of programs. The IT programs are the next with just the difference of 4% from the top. Hence it can be concluded that the company is focusing mainly on the management programs followed by the technology to cater to the emerging technology era. And only 2% of the employees have not attended any program.  Almost 42% of the respondents are of the opinion that 51 to 75% of the knowledge gained from the training programs is worth remembering. This initial reaction shows that the company is doing well in terms of the content of the training programs. Also it is to be noted that 14.28% of them tell that the knowledge gained from the programs is not worth. Hence this is a point of notice because 14.28 % is not a small count.  Together 78 respondents have ranked their own participation. Hence collectively the percentage comes to almost 80%. Hence 80 % of the people who attend the programs show a very good participation. In the training programs and hence it shows their interest.  Together 91 respondents have ranked the level of understanding. Hence collectively the percentage comes to almost 93%. Hence 93 % of the people who attend the programs get a very good understanding of whatever is been conveyed  Together 79 respondents say that the training provided is relevant to the job they do at BEML. Hence collectively the percentage comes to almost 80.6%. Hence 80.6 % of the people who attend the programs say that the training provided is relevant to the job they do at BEML.
107 | P a g e  Together 81 respondents have ranked the level of interest in the T.P. Hence collectively the percentage comes to almost 82.65%. Hence 82.65 % of the people who attend the programs get a very good understanding and hence their interest level is maintained.  Together 86 respondents are of the opinion that the faculty has the good subject knowledge. Hence collectively the percentage comes to almost 87.8%. Hence 87.8 % of the people who attend the programs have a good opinion about the faculty’s subject knowledge. That means the company gets good faculty to train their employees.  Together 78 respondents are of the opinion that the faculty creates good learning atmosphere. Hence collectively the percentage comes to almost 80%. Hence 80 % of the people who attend the programs have a good opinion about the faculty regarding the learning atmosphere. That means the company gets good faculty to train their employees.  Almost 54% of the respondents are of the opinion that 51 to 75% is the satisfaction level as per their expectations of the T.P. Also it is to be noted that 23% of them tell that the program is not satisfactory as their opinion is <50%. Hence this is a point of notice because 23 % is not a small count.  Maximum of the training programs have been handled by the external or outsourced faculty (71%)  83% of the trainees agree on the fact that Knowledge of the Faculty and actual performance of job matched the objectives of the program. Hence this is a huge positive response regarding the faculty.  85% of the respondents are of the opinion that trainer was able to maintain the problem solving atmosphere and the enthusiasm throughout the program. And only 2% of them disagree with the statement. Hence can be neglected  80% of the people say that the syllabus of the training program was very much relevant to the job they are doing in BEML. Hence this is what the company wants and hence the TPs are successful.  The trainer was cooperative enough in handling the program and also this relates to the fact that the employees will be keen enough to attend more and more training programs in future as well as people like the trainers who have the cooperative attitude. 93% is the very high response what is been recorded as the part of survey.
108 | P a g e  More than 82% of the respondents have rated that the questions they raised were answered by the trainer and also the sessions were not just boring but were interactive enough.  65.3% of the respondents are agreeing with the fact that the key concepts were highlighted by the faculty. And more than 20% of them are against it. Hence mixed responses have been received regarding this as 14% of them have given the neutral response.  The material provided during the sessions was good enough as over 50% of the respondents support the statement.  60% of the people say that the syllabus of the training program was very much relevant to the job they are doing in BEML. Hence this is what the company wants and hence the TPs are successful. And point to be noted is that around 20% of them say that the training programs were out of their job context.  Only theoretical sessions make the training sessions boring. Hence when asked about whether the faculty gave the live examples. More than 64% of the respondents have agree with the statement.  63% of the respondents say that, once they are nominated to attend any program, they wi11 be motivated to 1earn the concepts that wi11 be covered in the T.P. Also more than 20% will not be motivated. This means that they attend the programs just for the sake of it.  61% of the respondents say that, once they are nominated to attend any program, they will try to gain the maximum learnings from the program they are going to attend.  56% of the respondents say that, once they are nominated to attend any program, they will try to gain the maximum learnings from the program when compared to the colleagues who are attending the same program together.  More than 70% of the respondents say that they will study the material provided to them and try to get the more output possible and hence improve their knowledge and which will be helpful in terms of their personal and professional lives.  Over 40% of the respondents say that if they do not understand, they will try harder to learn by using various means.  Around 40% give the neutral opinion for the prior preparations to the training program  72% say the duration of the program is good  85% of the respondents say that the programs help in long run
109 | P a g e  82% of the respondents say that the programs help in their personal lives  Regarding the Applicability of training and development policy for all the employees, 34.7% of the respondents have rated 10 which is the highest rating.  22.46% of respondents have given the rating as 8 which is a good one for the response regarding the encouragement from their supervisors to talk about the program they attended to their colleagues i.e. sharing the views.  24.44% of the respondents have rated 9 and hence they feel that BEML has the full- fledged training and development department with the good personnel working in it  24.42% of the respondents have rated 9 and hence they have good perceptions towards their bosses allowing them to implement in their jobs what they gained from the training program  25.06% of the respondents have rated 9 towards their colleagues as they say that they help them learn in their actual job what they gained in the training program they attended.  Only 7.14% of the employees feel that the program, was really boring as they have rated 10. Downwards, 6.12% have rated as 9. Hence many of the employees feel that the programs are not boring.  35% of the respondents have answered to the open ended question regarding any suggestion for improvement. 5.2 CONCLUSION The Study was started with the analysis of the training programs and found that BEML at KGF unit conducts almost 300 training programs on an average in a year and hence it is a very good number. Almost all grades of the employees have attended training programs which includes various supervisors like joint supervisors, Deputy supervisors, Senior supervisors, Engineers, officers, managers, senior managers, even General Managers level i.e. permanent employees from Grade I till VII as well. Also the contract employees also get a good chance to attend training programs. Adding on, the trainees like Diploma trainees, ITI trainees, Engineering trainees, Management trainees will have regular weekly based training classes. The major types of programs conducted by the company are Behavioural, Quality, Information, R & D, Management etc., which covers various concepts. Also Hindi learning is facilitated in
110 | P a g e the program as per central government policy. There are certain occasional trainings which are conducted for mind strengthening like Yoga etc. Both internal and external faculty have been utilized well. Internal faculty includes the Engineers, managers, senior managers, DGMs, GMs etc. as per their core competencies. Apart from EM division, the personnel from other departments like H & P division, Rail coach are also called to train the employees based on their expertise. External faculty are from various agencies and some prominent one’s which the company is calling on are Central Board for workers Education of Bangalore, Next link pvt ltd, Indus management consultants, Rexroth Hydraulics of Bangalore and some teachers from schools (for Hindi teaching). Based on the data, the survey was conducted to analyse in context with the employee welfare relating to the training and development part only. The survey was conducted using the structured questionnaire which was given to the different employees in sub divisions within the EM division like Dozer Assembly shop, Machine shops, Plate shop, HRD, Final Assy shop etc., The employees in overall are satisfied with the training provided to them and are of the opinion that they are very eager to learn the new techniques in this competitive world which will help them both personally and professionally. It was found post survey that almost every one of the people working in the division are exposed to some or the other training programs be it the permanent work force or the contract workers. The Management based programs are conducted in good number henceforth the concentration can be put on the something like R and D. Participation and concentration level of the people who are getting trained is found to be good. Apart from the survey, personal visit was made to Centre of Excellence, KGF where the classes are conducted. A part of the class was attended to see how the training was conducted, the faculty from Indus management consultants who is also an adjunct faculty of Symbiosis B School was handling the program, it was observed that good interaction was going on between them and subjects were very well thought by him with the live examples. Most of the programs are job relevant and hence mutual benefits are obtained. Adding on faculty who has good industry experience are conducting trainings and there by good ratings are obtained for the faculty as creation of the appropriate learning climate is done and the trainers show the cooperative attitude towards the trainees. Hence expectations of the trainees are met as the faculties answer to the queries raised by the employees effectively which maintains the enthusiasm of the participants. Adding on, the material given to the participants
111 | P a g e is also designed very well which is very much crisp thus adds on to the effectiveness of the programs. Once the respective employees are nominated to attend the programs, the response which is received is that they get motivated to learn the concepts, and also good amount of people say that when compared to their fellow mates, they will try harder to get most output form the training and if any concepts are out of their reach of mind, they will try harder to learn by using various means available and hence they feel that the programs are really helpful in the long run and also the response is that not only professional, but the programs are helpful in their personal growth. The good response is received regarding the Training and development department and the personnel working in it. 5.3 SUGGESTIONS TO THE ORGANIZATION It is suggested to the company that they should conduct many programs w.r.t the Research and development as only 6% of the employees are attending those type of programs. As we are in the competitive world where technology is leading the world, it will be very helpful for the company to improvise their R and D departments. Hence training is the initial step for the same. This is very important as it is mutually helpful to the company and employees resulting in the overall development of the country as BEML is under the Defence sector and hence very crucial. Adding on, for the technology and R and D training related stuff, many foreign external agencies can be contacted to get exposure to the technology developing specially in the west. Tie ups are to be made with certain renowned domestic as well as good International academic institutions to keep pace with the new generation engineers and management professionals also the experienced faculties who will have rich industrial experience as well as the academic expertise can be invited on the regular basis to conduct more and more training programs which will mutually benefit both the company and the academics. Regarding the Management programs, the best in class management colleges and emerging universities can be of very good use. Mutual benefits are possible if the initiatives are made by the company. Excellent exposures can be achieved by the company as the big management schools themselves will have the collaborations with certain government as well as private institutions.
112 | P a g e As quality is the main concern for big customers and some private customers will be ready to pay well for quality both in terms of the physical product and services, hence to improve the quality department, quality trainings can be conducted. Japanese agencies can be contacted for the same as most of the quality gurus are from Japan. Various quality certifications can be received which will improve the company both in terms of the revenue as well as the name. To make employees aware, The Training and Development department can conduct workshops by using their personnel from their own departments so that entire EM division is aware of the programs conducted and the employees can enrol themselves which will increase the participation level and enthusiastic employees if given the sufficient amount of relevant trainings, then they will become the real assets of the company. This will increase the loyalty towards the company hence forth the employee turnover can be kept to minimum. As the analysis is made, almost all the T.Ps are done in the Centre of Excellence, instead of just CoE, training programs can also be conducted outside the campus i.e. in nearby resorts, good parks so that the different atmosphere facilitates good learning and employee attendance will be maintained. Once the employees come up to the training venue, to keep up their concentration level, the faculty will play a crucial role. Supervisors of the employees who have attended the programs can interact with them to take the views personally and same can be conveyed to the HRD for improvisations. Also they can themselves give suggestions so that the expert opinion can be taken into considerations. Also the supervisors have to let their sub ordinates to implement what they have learnt as part of their programs which will help other employees working with them and who haven’t attended that particular program. This will lead to the discussions among the workforce and hence everyone will be benefited. It was seen that, in the training programs scheduled for two days, the strength of participation reduces on second day. Hence to keep up the attendance, some views and measures should be taken by the company. The programs to be designed in such a way that it will help the personnel in their actual job role and hence it will be very helpful for the company and the employee as well. Instead of just the class room trainings, the programs should be designed in such a way that there will be the practical stuff involved into it. Role plays and activity based learning can be conducted adding the value to the programs.
113 | P a g e Employees have suggested to HRD for conducting real time job oriented programs and the career development programs. This will be very useful in terms of the promotional procedures and if the promotional criteria are communicated properly to the employees on regular basis, then the employees can work on that grounds towards their career development. Technical programs have to be conducted in more numbers to cope up with the emerging technological trends. Mentorship was seen to a minimum level and hence senior employees can be made as a mentor who will assist their respective mentees in various aspects of life more than just the company stuff which will lead to employee loyalty towards the company.
114 | P a g e BIBLIOGRAPHY BOOKS 1. Armstrong, M. (2006). A handbook of human resource management practice. Kogan Page Publishers. 2. Schmitz, Andy. (2012). Beginning management of human resources (Vol. 1) [1]. Retrieved from http://2012books.lardbucket.org/ 3. BEML. HR Service Manual (Chapter. 8) 4. Government of India. (1969). Report of the Committee on Labour Welfare. India: Ministry of Labour & Employment. 5. International Labour Organisation. (1963). Asian Regional Conference. Labour laws and legislation, 5-6 6. BEML training scheme for ITI and diploma holders. IOM No. KI/926/06/206 dated 31/03/2006 7. BEML trade trainee scheme. IOM No. KHD/I/106/03/08/127 dated 06/03/2018 8. BEML Service training calendar for customers. Note No. SE/SST-24/4283 dated 20/12/2007 9. Communication file 2018-19, Training and Development department, EM division, EKH 10. Davenport, T. H., Leibold, M., & Voelpel, S. (2006). Strategic management in the innovation economy. Strategy Approaches and Tools for Dynamic Innovation Capabilities. Erlangen: Publics Publishing and Wiley-VCH. JOURNALS 11. Khan, R. A. G., Khan, F. A., & Khan, M. A. (2011). Impact of training and development on organizational performance. Global Journal of Management and Business Research, 11(7). 12. Kulkarni, P. P. (2013). A literature review on training & development and quality of work life. Researchers World, 4(2), 136. 13. Falola, H. O., Osibanjo, A. O., & Ojo, S. I. (2014). EFFECTIVENESS OF TRAINING AND DEVELOPMENT ON EMPLOYEES'PERFORMANCE AND ORGANISATION COMPETITIVENESS IN THE NIGERIAN BANKING INDUSTRY. Bulletin of the Transilvania University of Brasov. Economic Sciences. Series V, 7(1), 161.
115 | P a g e 14. Nassazi, A. (2013). EFFECTS OF TRAINING ON EMPLOYEE PERFORMANCE.: Evidence from Uganda. 15. Venkata Rao, P & Patro, Chandra & Raghunath, K. (2015). EMPLOYEE WELFARE IS THE KEY: AN INSIGHT. International Journal of Business and Administration Research Review. 3. 40-47. 16. Nischithaa, P., & Rao, M. L. N. (2014). The importance of training and development programmes in hotel industry. International Journal of Business and Administration Research Review, 1(5), 2348-0653. 17. Manzini, H. S., & Gwandure, C. (2011). The Provision of Employee Assistance Programmes in South African Football Clubs: A Case Study. Journal of Social Sciences, 27(2), 75-83. 18. Patro, C. S. (2012). Employee Welfare Activities in Private Sector and Their Impact on Quality of Work Life. International Journal of Productivity Management and Assessment Technologies (IJPMAT), 1(2), 19-30. 19. Bhati, P. P., & Ashokkumar, M. (2013). Provision Of Welfare Under Factories Act & Its Impact On Employee Satisfaction. Journal of Business Management & Social Sciences Research, 2(2), 57-69. 20. Nanda, N., & Panda, J. K. (2013). Challenges and effectiveness of industrial relation environment in Indian Industries study on Rourkela Steel Plant. Raurkela Odisha. India. International Jour. of Financial Services and management Research, 2(6), 163-174. 21. Patro, Chandra. (2015). Employee Welfare Measures in Public and Private Sectors: A Comparative Analysis. International Journal of Service Science, Management, Engineering, and Technology. 6. 22-37. 10.4018/ijssmet.2015010102 22. Ganesh, M., & Indradevi, R. (2015). Importance and Effectiveness of Training and Development. Mediterranean Journal of Social Sciences, 6(1), 334. 23. Miller, D., & Desmarais, S. (2007). Developing your talent to the next level: Five best practices for leadership development. Organization Development Journal, 25(3), P37. NEWSPAPERS AND MAGAZINES 24. Virginia Economic Development Partnership (VEDP) Report prepared by Feedback Business Consulting Services Pvt. Ltd. (July 2014) 25. Enincon’s report upon “Defence Equipment Market & Manufacturing in India 2017” (April 2017)
116 | P a g e WEBSITES 26. Husys “Importance of Training & Development in Organizations” accessed on 12/05/2018 at https://husys.com/blogs/importance-of-training-development-in- organizations/ 27. BEML Limited “Company website” accessed on 30/04/2018 at http://www.bemlindia.in/Default.aspx 28. BEML Limited “Company website” accessed on 13/05/2018 at http://www.bemlindia.in/profile2.aspx
117 | P a g e ANNEXURES
118 | P a g e
119 | P a g e
120 | P a g e
121 | P a g e
122 | P a g e QUESTIONNAIRE – Used for Survey at BEML LIMITED Dear Sir / Madam, I am Mohammed Saqib, with a Bachelor’s degree in Electrical and Electronics Engineering and currently Pursuing MBA in Presidency College, Bangalore. As a part of my curriculum, I am doing my Final year Dissertation Project titled A STUDY ON WORKFORCE WELFARE IN THE CONTEXT OF DEVELOPMENT PROGRAMS AT ‘BEML LIMITED’, in HRD, EM Division, KGF Complex. Please give me your opinions or views to the questions below regarding Training and Development in your organization. Do not think much and answer, remember that first impressions are important. The Questionnaire is designed to assess your initial reactions about the programs hence, be frank in your answers. This may take just 8-10 minutes of your valuable time. The information provided by you will not be disclosed at any cost and will be kept strictly confidential and will be used by only me purely for the academic reasons. Thank you PART – 0 a) Personal Details (As per your wish) b) How long have you been employed in BEML LIMITED? Duration Encircle the Respective Less than 5 years 1 5-10 years 2 10-15 years 3 More than 15 years 4
123 | P a g e PART – A (Overall Impressions) 1. Have you attended any training program? Yes 1 No 2 2. Please tell me which type of training program did you attend in recent? Type Encircle the Respective Behavioural 1 Quality 2 IT 3 R & D 4 Management 5 Others 6 3. The percentage of knowledge gained from the program which you feel is worth remembering Percentage Encircle Your response < 25% 1 26 to 50% 2 51 to 75% 3 75 o 100% 4 4. Please rate the program in terms of the following criteria. Rate in terms of 1 to 10 where 1 means lowest and 10 is highest rating. 4a Your participation 4b Your understanding 4c Relevance to your job in the company 4d Maintained your interest 4e Trainer’s knowledge of the subject 4f Creation of the appropriate learning climate 5. The percentage to which the training program satisfied your expectations Percentage Encircle Your response
124 | P a g e < 25% 1 26 to 50% 2 51 to 75% 3 75 to 100% 4 PART – B (Regarding the Faculty or Trainer) 6. Please tell me who was the faculty who conducted the program? In house (Internal to the company) 1 External (Outsourced) 2 Please write the Name / Agency if you remember. If more than one faculties handled the program, then mention the most impressive faculty’s name (Only 1) ______________________________________________ 7. Was the Knowledge of the Faculty and actual performance match the objectives of the program Strongly Disagree Disagree Neutral Agree Strongly Agree 1 2 3 4 5 8. Whether the trainer was able to maintain the problem solving atmosphere and the enthusiasm throughout the program? Strongly Disagree Disagree Neutral Agree Strongly Agree 1 2 3 4 5 9. The subjects thought by the faculty were relevant to your Job in BEML? Strongly Disagree Disagree Neutral Agree Strongly Agree 1 2 3 4 5 10. The faculty had the cooperative attitude with the candidates
125 | P a g e Strongly Disagree Disagree Neutral Agree Strongly Agree 1 2 3 4 5 11. The percentage to which the faculty(s) interacted with the participants and answered all the queries raised? Percentage Encircle Your response < 25% 1 26 to 50% 2 51 to 75% 3 75 to 100% 4 PART – C (Regarding the Content) 12. Tell me the extent to which you agree or disagree with these statements Strongly Agree 1 Agree 2 Neither Agree Nor Disagree 3 Disagree 4 Strongly Disagree 5 Lecture sessions highlighted the key concepts 1 2 3 4 5 Course material added clarity to the concepts 1 2 3 4 5 Helped in your actual job / role 1 2 3 4 5 Examples given during the training were mutually supportive 1 2 3 4 5 PART – D (Before Training Program) 13. Assume that you are nominated for a training and development programme by your department. Please read each of the following statements and for each item, indicate how strongly you agree or disagree by selecting the number that best matches your thoughts using the scale below:
126 | P a g e Strongly Agree 1 Agree 2 Neither Agree Nor Disagree 3 Disagree 4 Strongly Disagree 5 I am motivated to learn the concepts that will be covered in the training programme 1 2 3 4 5 I will try to learn as much as I can from the training programme 1 2 3 4 5 I will get more out of the programme than most people. 1 2 3 4 5 I want to improve my knowledge of the material that this programme covers 1 2 3 4 5 If I can't understand some part of the programme , I will try harder 1 2 3 4 5 I am genuinely interested in the content of this programme and I have done pre preparations before going 1 2 3 4 5 PART – E (Post Training Program) 14. Do you agree that training is of sufficient duration? Strongly Disagree Disagree Neutral Agree Strongly Agree 1 2 3 4 5 15. Are training programs helpful in long run? Strongly Disagree Disagree Neutral Agree Strongly Agree 1 2 3 4 5 16. Are the training programs conducted by the company helping you in personal growth? Strongly Disagree Disagree Neutral Agree Strongly Agree 1 2 3 4 5
127 | P a g e 17. Please rate the following statements in terms of 1 to 10. Where 1 means lowest and 10 is highest rating My organisation has a training and development policy applicable to all employees When employees arrive from training, supervisors encourage them to share what they have learned with other employees My organisation has full-fledged training and development department manned with competent professionals Supervisors give employees the chance to try out their training on the job immediately Colleagues support the use of learning on the job The program was really boring and of no worth 18. Suggestions for Improvement (If any) & If willing to recommend the program to your colleagues, Please Mention the details. ****End of the Questionnaire****
128 | P a g e Mohammed Saqib <muhamadsaqib2998@gmail.com> "Progress Report - 1, Presidency College, 16YACMD114" 1 message Mohammed Saqib <muhamadsaqib2998@gmail.com> Mon, May 14, 2018 at 4:02 PM To: directordissertation@gmail.com Cc: uma can't <umacpes@gmail.com> MBA DISSERTATION PRESIDENCY COLLEGE -1ST PROGRESS REPORT SL.NO PARTICULARS DETAILS 1 Name of the Student MOHAMMED SAQIB 2 Registration Number 16YACMD114 3 Name of College Guide Ms. UMA CHINCHANE 4 Name and contact number of the Co-Guide/ External Guide (Corporate). Mr. BENEDICT ALWIN Manager – HR (Department of Welfare) +91 8153 263020 (Extension-9046) 5 Title of the Dissertation. “A STUDY ON WORKFORCE WELFARE IN THE CONTEXT OF DEVELOPMENT PROGRAMS AT ‘BEML LIMITED” 6 Name and Address of the Company/Organization where project is undertaken with Date of starting Dissertation. BEML LIMITED Earth Movers Division Kolar Gold Fields Complex BEML Nagar, Kolar Gold Fields-563 115. Karnataka, India. Date of Starting of project: 25-04-2018 7 Progress report: A brief note reflecting: Number of meeting with Guides, places visited. Libraries website, books referred, meeting with persons. Activities taken up, preparations done for collection of information and facts etc...) As a part of preparation for the project, I visited my guide 3 times till date. I referred books such as Beginning management of human resources by Schmitz Andy, Armstrong M’s A handbook of human resource management practice etc., Company’s website - http://www.bemlindia.in/ along with some others like https://husys.com/ have been referred. For literature review, various research papers, journals, books have been referred. Visited Company Library as well. And also met external guide, Alwin to take suggestions regarding the dissertation. And constant interactions are being made with the company employees to get the necessary inputs. Have started with the preparation of questionnaire as a part of the Survey and the first chapter of the report is already done. Date: 14/05/2018 Signature of the Student Signature of the Guide
129 | P a g e Mohammed Saqib <muhamadsaqib2998@gmail.com> "Progress Report - 2, Presidency College, 16YACMD114" 1 message Mohammed Saqib <muhamadsaqib2998@gmail.com> Thu, May 31, 2018 at 1:49 PM To: directordissertation@gmail.com Cc: uma can't <umacpes@gmail.com> MBA DISSERTATION PRESIDENCY COLLEGE -2ND PROGRESS REPORT SL.NO PARTICULARS DETAILS 1 Name of the Student MOHAMMED SAQIB 2 Registration Number 16YACMD114 3 Name of College Guide Ms. UMA CHINCHANE 4 Name and contact number of the Co-Guide/ External Guide (Corporate). Mr. BENEDICT ALWIN Manager – HR (Department of Welfare) +91 8153 263020 (Extension-9046) 5 Title of the Dissertation. “A STUDY ON WORKFORCE WELFARE IN THE CONTEXT OF DEVELOPMENT PROGRAMS AT ‘BEML LIMITED” 6 Name and Address of the Company/Organization where project is undertaken with Date of starting Dissertation. BEML LIMITED Earth Movers Division Kolar Gold Fields Complex BEML Nagar, Kolar Gold Fields-563 115. Karnataka, India.Date of Starting of project: 25-04- 2018 7 Progress report: A brief note reflecting: Number of meeting with Guides, places visited. Libraries website, books referred, meeting with persons. Activities taken up, preparations done for collection of information and facts etc...) As a part of preparation for the project, I visited my guide 7 times till date. Discussion was done for the finalization of Questionnaire & was approved by guide and survey is completed. I referred books such as Research methodology by Kothari. Company’s website - http://www.bemlindia.in/ along with some others like https://journalofbusiness.org/index.php/GJMBR/ article/view/546 have been referred. Visited Company Library as well. And also met external guide on regular basis to take suggestions regarding the dissertation. And constant interactions are being made with the company employees to get the necessary inputs. Chapter 1,2 and 3 are completed. And currently working on data analysis and interpretation. Approaching the project completion. Date: 31/05/2018 Signature of the Student Signature of the Guide
130 | P a g e
131 | P a g e

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Introduction to the dissertation submitted on workforce welfare at BEML Limited for MBA.

Declaration by Mohammed Saqib stating the originality of the dissertation work.

Thanks given to various individuals and institutions for support during the study.

Study reveals BEML conducts 300 training programs yearly across employee grades, focused on development and welfare.

Outline of chapters including Introduction, Literature Review, Data Analysis, Findings and Recommendations.

Identification of various tables and figures used to represent data throughout the dissertation.

Detailed profile of the mining, defence and rail industries, including economic contributions and training significance. Components of effective training programs, outlining stages, types involved and their significance for workforce development. Exploration of the critical role of training and development in organizational efficiency and workforce capability.

Insights into employee welfare, job satisfaction, and the impact of training, compiled from various studies.

Detailed overview of BEML's operations, mission, vision, and extensive workforce training programs.

List of various training programs conducted at BEML including duration and participant details.

Survey results analyzing the effectiveness of training programs, levels of employee satisfaction, and knowledge retention.

Summary of findings on workforce welfare, the impact of training programs, and recommendations for future improvements.

Listing of books, journals, and online resources utilized for the dissertation.

A STUDY ON WORKFORCE WELFARE IN THE CONTEXT OF DEVELOPMENT PROGRAMS AT ‘BEML LIMITED’

  • 1.
    A STUDY ONWORKFORCE WELFARE IN THE CONTEXT OF DEVELOPMENT PROGRAMS AT ‘BEML LIMITED’ Dissertation submitted in partial fulfilment of the requirements for the Award of the degree of MASTER OF BUSINESS ADMINISTRATION OF BANGALORE UNIVERSITY By MOHAMMED SAQIB 16YACMD114 Under the Guidance of Prof. Uma Chinchane Assistant Professor PRESIDENCY COLLEGE, KEMPAPURA, BANGALORE-24 Bangalore University 2017-2018
  • 2.
    DECLARATION I hereby declarethat A STUDY ON WORKFORCE WELFARE IN THE CONTEXT OF DEVELOPMENT PROGRAMS AT ‘BEML LIMITED’ is the result of the project work carried out by me under the guidance of Prof. Uma Chinchane in the partial fulfilment for the award of Master’s Degree in Business Administration by Bangalore university I also declare that this project is the outcome of my own efforts and that it has not been submitted to any other university or Institute for the award of any degree or Diploma or certificate. Place: Bangalore MOHAMMED SAQIB Date: 16YACMD114
  • 5.
    ACKNOWLEDGEMENTS I would liketo express my Special Thanks to The Almighty Allaah and My Parents. Also My Family and Friends who with their constant and creative criticism at all stages made me to maintain high standards throughout my endeavours. I would like to acknowledge Bangalore University and Presidency College for facilitating the completion of this project, Our Dean Dr. Venkataraman R for his support and my guide Prof. Uma Chinchane for her active guidance in successful completion of this Dissertation. I would like to acknowledge HRD, EM DIVISION, BEML Limited, for allowing me to do the project and my co-guide Mr. Benedict Alwin S, Manager, HR for his timely guidance in successful completion of this project. I pay my deep sense of gratitude to Mr. Mohamed Rizwanulla, DGM, Materials Management, EM Division, BEML for his kind support throughout this project. I would like to express my gratitude towards all the people who helped me in successful completion of this project. Without their encouragement, active guidance and cooperation this project would not have been a success. MOHAMMED SAQIB 16YACMD114
  • 6.
    ABSTRACT The Study wasstarted with the analysis of the training programs and found that BEML at KGF unit conducts almost 300 training programs on an average in a year and hence it is a very good number. Almost all grades of the employees have attended training programs which includes various Supervisors, Engineers, Officers, Managers, Senior Managers, even General Managers level i.e. permanent employees from Grade I till VII as well. Also the contract employees also get a good chance to attend training programs. Adding on, the trainees like Diploma trainees, ITI trainees, Engineering trainees, Management trainees will have regular weekly based training classes. The major types of programs conducted by the company are Behavioural, Quality, Information, R & D, Management etc., which covers various concepts. Also Hindi learning is facilitated in the company as per central government policy. There are certain occasional trainings which are conducted for mind strengthening like Yoga etc. Both internal and external faculty have been utilized well. Internal faculty includes the Engineers, managers, senior managers, DGMs, GMs etc. as per their core competencies. Apart from EM division, the personnel from other departments like H & P division, Rail coach are also called to train the employees based on their expertise. External faculty are from various agencies and some prominent one’s which the company is calling on are Central Board for workers Education of Bangalore, Next link pvt ltd, Indus management consultants, Rexroth Hydraulics of Bangalore and some teachers from schools (for Hindi teaching). Based on the data, the survey was conducted to analyse in context with the employee welfare relating to the training and development part only. The survey was conducted using the structured questionnaire which was given to the different employees in sub divisions within the EM division like Dozer Assembly shop, Machine shops, Plate shop, HRD, Final Assembly shop etc., The employees in overall are satisfied with the training provided to them and are of the opinion that they are very eager to learn the new techniques in this competitive world which will help them both personally and professionally. It was found post survey that almost every one of the people working in the division are exposed to some or the other training programs be it the permanent work force or the contract workers. The good response is received regarding the Training and development department and the personnel working in it.
  • 7.
    TABLE OF CONTENTS Sl. No. Particulars Page No. 1Chapter 1: Introduction 1-21 1.1 Industry Profile 1-7 1.2 Theoretical Background 7-17 1.3 Importance of the study 17-20 1.4 Need of the study 20-21 2 Chapter 2: Review of Literature & Research Design 22-33 2.1 Review of Literature 22-29 2.1.1 2.1.2 Employee Welfare 22-26 Training & Development 26-29 2.2 Statement of the problem 29 2.3 Need for the study 29-30 2.4 Scope of the study 30 2.5 Objectives of the study 30 2.6 Research Methodology 30-31 2.7 Sampling 31-32 2.8 Tools of data collection 32 2.9 Plan of analysis 32 2.10 Limitation of the study 33 3 Chapter 3: Profile of the Selected Organization and Respondents 34-58 3.1 Organization Profile – BEML LIMITED 34-57 3.2 Respondents Profile – BEML LIMITED 57-58 4 Chapter 4: Data Analysis & Interpretation 59-105 4.1 Analysis of the Training Programs Conducted at BEML, KGF Complex in 2018 59-68 4.2 Data analysis and interpretation– as part of survey 69-105 5 Chapter 5: Findings, Conclusion & Recommendations 106-113 5.1 Summary of findings 106-109 5.2 Conclusion 109-111 5.3 Suggestions to the Organization 111-113 Bibliography 114-116 Annexures 117-131
  • 8.
    LIST OF TABLES Sl. No. Particulars Page No. 1Products Manufactured at BEML 34-35 2 BEML’s Value statement 36 3 Localization in the company 39 4 Countries served by the company 45 5 Internal training programs in BEML, KGF unit 51 6 External training programs in BEML, KGF unit 52 7 Types of specific training programs conducted at the company 57 8 Training Programs conducted at BEML, KGF in recent times 59-68 9 No. of years of employment at BEML LIMITED 70 10 Ratio of employees who have attended training programs 71 11 Type of training programs conducted at BEML 72 12 The percentage of knowledge gained from the programs which is worth remembering 73 13 Participation level of the employees in the training programs 74 14 Understanding level of the trainees 74-75 15 Relevance to the job in the company 75 16 Maintenance of interest of the participants through the sessions 76 17 Knowledge of the trainer wrt the subject he is teaching 76-77 18 Creation of the appropriate learning climate by the faculty 77 19 Satisfaction level of the program as per the expectations of the participants 78 20 Faculty Type 79 21 Knowledge of the Faculty and actual performance of job matching the objectives of the program 81 22 Problem solving atmosphere and the enthusiasm throughout the program 82 23 Relevance of the subjects thought by the faculty to the actual job in BEML 83
  • 9.
    24 Cooperative attitudeof the faculty with the trainees 84 25 Faculties Interactions with the participants and answers to all the queries raised 85 26 Lecture sessions highlighting the key concepts 86 27 Course material added clarity to the concepts 87 28 Help in actual job at BEML 88 29 Examples given during the training were mutually supportive 89 30 Level of motivations in learning the concepts of the program of training 90 31 Maximum learning from the training program 91 32 Comparison to other people in learning 92 33 Knowledge 0f the material that the programme covers 93 34 Learning harder if concepts are not clearly understood 94 35 Prior Preparations 95 36 Duration of the T.P 96 37 T.P. helpful in long run 97 38 Training programs helpful in the personal growth 98 39 Applicability of training and deve1opment po1icy for a11 the workers 99 40 Supervisors encourage to share their views about the T.P with the colleagues 100 41 Regarding full-fledged T and D department manned with competent workmen 101 42 Bosses give emp1oyees chances t0 try 0ut their 1earnings on the job immediate1y 102 43 Co11eagues giving the support to the use 0f 1earning 0n the job 103 44 Regarding program boredom 104 45 Suggestions for Improvement 105
  • 10.
    LIST OF FIGURES& GRAPHS Sl. No. Particulars Page No. 1 Mining industry structure and overview 2 2 Countries and their major reserves 3 3 Market Size Estimations for Defence Equipment Manufacturing in India 5 4 BEML’s Defence business products 40 5 BEML’s Mining and construction business products 42 6 BEML’s Rail and metro business products 44 7 Company’s Map showing the countries it serves 46 8 No. of years of employment at BEML LIMITED 70 9 Ratio of employees who have attended training programs 71 10 Type of training programs conducted at BEML 72 11 The percentage of knowledge gained from the programs which is worth remembering 73 12 Satisfaction level of the program as per the expectations of the participants 78 13 Faculty Type 79 14 Name of the faculty 80 15 Knowledge of the Faculty and actual performance of job matching the objectives of the program 81 16 Problem solving atmosphere and the enthusiasm throughout the program 82 17 Relevance of the subjects thought by the faculty to the actual job in BEML 83 18 Cooperative attitude of the faculty with the trainees 84 19 Faculties Interactions with the participants and answers to all the queries raised 85 20 Lecture sessions highlighting the key concepts 86 21 Course material added clarity to the concepts 87 22 Help in actual job at BEML 88 23 Examples given during the training were mutually supportive 89 24 Level of motivations in learning the concepts of the program of training 90
  • 11.
    25 Maximum learningfrom the training program 91 26 Comparison to other people in learning 92 27 Knowledge 0f the material that the programme covers 93 28 Learning harder if concepts are not clearly understood 94 29 Prior Preparations 95 30 Duration of the T.P 96 31 T.P. helpful in long run 97 32 Training programs helpful in the personal growth 98 33 Applicability of training and deve1opment po1icy for a11 the workers 99 34 Supervisors encourage to share their views about the T.P with the colleagues 100 35 Regarding full-fledged T and D department manned with competent workmen 101 36 Bosses give emp1oyees chances t0 try 0ut their 1earnings on the job immediate1y 102 37 Co11eagues giving the support to the use 0f 1earning 0n the job 103 38 Regarding program boredom 104 39 Suggestions for Improvement 105
  • 12.
    1 | Pa g e CHAPTER 1. INTRODUCTION 1.1 INDUSTRY PROFILE The company operates in the following industries  Mining & construction  Defence  Rail & metro These will be briefly explained A) Mining and construction Mining is the process in which the certain value minerals are extracted from inside the earth as a significant rule from a body of an ore, some different kinds of stores, reefs etc., These stores make a shape a bundle of minerals that are of monetary advantage to the miners. Minerals recovered by mining fuse metals, limestone, chalk, estimation stone, shake salt, potash, coal, oil shale, gemstones and earth clay. Mining is required to procure any material that can't be produced through agrarian methodology, or made erroneously in an exploration office or plant. Mining in a more broad sense joins extraction of any non-reasonable resource, for instance, oil, vaporous oil like petroleum, or even H2O. Mining tasks for the most part make an effect which is natural and not positive, both in the midst of the mining development and after the mine has closed. Consequently, a vast part of the world's nations have passed controls to reduce the impact. Work prosperity has for a long while been a stress as well, and present day sharpens have through and through upgraded security wrt the world’s mines. The Mining business in India is an excellent financial or economical action that contributes fundamentally to the India’s economy. The Gross domestic product contributions as far as or rises from 2.2 to 2.5 per cent just however increasing by the Gross domestic product of the aggregate mechanical segment it gives abt 10% to 11%. Notwithstanding mining done on little scale contributes 6% to the whole cost of mineral creation. Indian mining industry gives openings for work to around seven lakh individuals.
  • 13.
    2 | Pa g e Fig 1. Mining industry structure and overview Source: Virginia Economic Development Partnership (VEDP) Report prepared by Feedback Business Consulting Services Pvt Ltd. July 2014 The Mining business in India is a magnificent monetary or temperate activity that contributes in a general sense to the India's economy. The Total national output commitments to the extent or ascends from 2.2 to 2.5 for each penny just anyway expanding by the Total national output of the total mechanical section it gives abt 10% to 11%. Despite mining done on little scale contributes 6% to the entire cost of mineral creation. Indian digging industry gives openings for work to around seven lakh people.
  • 14.
    3 | Pa g e It started in 2012, India is the biggest maker of sheet mica, the third biggest maker of ore of iron and the 5th biggest maker of bauxite on the earth. India's mining & metal industry is evaluated for being billion $ 106.4 in 2010. Regardless, the mining in India is moreover famous for human rights encroachment and biological or natural tainting. The business has been hit by a couple of unmistakable mining shock in late circumstances. Fig 2. Countries and their major reserves Source: Virginia Economic Development Partnership (VEDP) Report prepared by Feedback Business Consulting Services Pvt Ltd. July 2014 B) Defence
  • 15.
    4 | Pa g e Time has wanted India to get rid of the normal and take a jump to go for worldwide initiative in manufacturing. For Indian manufacturing to take off high and to reach at the best nosh level according to the worldwide benchmarks , " Make in India" (MII) has sufficiently given fillip to change over this into a reality . Like other manufacturing portions, Indian safeguard aspect being the same is anticipated to be one of the exceedingly venture looking for division in the MII battle. India has been quickly improving its spending on guard or defence year on year. By and by, India remains as the third biggest protection high-roller on the planet after US and China. Hardware or equipment spending by Service of Protection has expanded 15-20% in the course of the most recent five years and is anticipated develop at a much raised speed in not so distant future. In spite of the fact that, India is among the main ten military spenders on the planet. Notwithstanding, not at all like different topographies which have vast protection businesses to help their household needs , Indian prerequisites are principally met by government players into the space and imports. With bringing in almost USD 5.5 Billion worth of military equipment, India has developed as the biggest arms shipper in the globe bookkeeping about 15% of such imports globally. Consequently confidence to support the necessities of Indian safeguard or defence segment is of indispensable significance for vital and monetary reasons. Since the legislature has been steadily working after building the barrier manufacturing capacities throughout the years. In any case, to look past the standard bend, "Make in India" has set off the positive assumptions for making India to remain at standard with its worldwide partners as for its in house safeguard manufacturing skills. MII or Make in India has given a level playing field not exclusively to the domestic public division players and worldwide mammoths to work together however has opened open door entryways for the local private players too. This won't just essentially chop down the import load however will likewise expand the nearness of household players in the Indian defence manufacturing market. At present, around half of the barrier manufacturing in India is ruled by the worldwide players (through imports). With improving the investment of local players in the resistance space, the offer of imports is anticipated to dribble around 20-25% out of 4-5 years down the line.
  • 16.
    5 | Pa g e Fig 3. Market Size Estimations for Defence Equipment Manufacturing in India, FY’2015-16 Source: Enincon’s report upon “Defence Equipment Market & Manufacturing in India 2017” (April) Reducing the imports there by strengthening the domestic manufacturing sector wrt defence For India to assemble a solid defence manufacturing base in future, working together with develop and in addition creating markets is the need of great importance. Despite the fact that nations such France, Russia, UK and so on have been supporting India for its resistance necessities since long. Around half of the military imports of India were in total driven by France and Russia over the past numerous years. Be that as it may, it's the ideal opportunity for India to make a stride past the safe place by focusing down the imports and applying manufacturing ability spearheaded in these countries .Verifiably, India has constantly
  • 17.
    6 | Pa g e supported public division over the private players in the guard generation space. Be that as it may, the developing interest of military types of gear in the nation combined with the administration's vision to make India a pioneer in worldwide manufacturing is probably going to change the old track and give new pathways to private players to enter the safeguard or defence manufacturing space. The home private colleagues as well as the global root firms with aptitude in providing food the resistance necessities have excessively discovered a reproducing ground for growing their business inside the Indian fringe. Worldwide goliaths like Dassault, Rafael, and Airbus are anticipated to produce JVs with the Indian players so as to set up solid manufacturing capacities and Research and development bases for India's resistance area. It is significant that ventures to the tune of USD 1 Trillion or might be above are probably going to be influenced by means of JV to course. The significant household players as well as the SMEs too are anticipated to be the most noteworthy recipients of expanded barrier generation in the nation. Immense supply chains, agreeing to world class measures will come up around the manufacturing offices and would help the Indian SMEs to enter the worldwide production network of makers. Business case for defence equipment market & manufacturing in India 1. Government’s push for mii or “make in India” initiative. 2. The opening of the safeguard or defence division for private segment cooperation offering push to residential assembling. 3. India's developing engaging quality as a barrier sourcing center point. 4. Contractual counterbalance commitments worth around 4.53 $ billion in next 6 years 5. India’s enhanced focus for import substitution for defence equipment. 6. New classification of capital acquisition "purchase Indian" - iddm (indigenously outlined, created and fabricated) acquainted with empower indigenous plan, advancement and assembling of protection hardware 7. Provision for upkeep tot (exchange of innovation) to Indian industry accomplices. 8. Provisions to permit remote oems (unique hardware producers) to choose Indian assembling offices. 9. Easing off fdi policy to attract more foreign investments in the sector.
  • 18.
    7 | Pa g e Expert, Dan Gillian, VP (F/A 18 Program) says we are not looking at moving a current line to India yet about setting up a fresh out of the plastic new production line that will have every one of the lessons that we have learnt after some time. We will bring the best of present day manufacturing abilities to make a 21st century production line. It will be fit for delivering future stages also. Exclusive Selective F-16 generation in India would make India home to the world's just F-16 creation office, a main exporter of cutting edge warrior flying machine, and offer Indian industry the chance to end up a necessary piece of the world's biggest contender air ship store network Abhay Paranjape, National Executive Official (BD), Lockheed Martin Aeronautics speaks. C) Rail & Metro Leading industry which has the players in the country like 1.2 THEORETICAL BACK GROUND OF THE STUDY
  • 19.
    8 | Pa g e Any effective association has getting ready set up to guarantee delegates can play out his or her action. In the midst of the enrolment and assurance process, the perfect individual should be obtained in any case. In any case, even the perfect individual may require planning or getting prepared in how your association completes things. Nonattendance of getting ready can realize lost benefit, lost customers, and poor associations among specialists and boss. It can likewise result in disappointment, which implies maintenance issues and high turnover of the workforce. All these end up being prompt costs or misfortunes to the affiliation. Honestly, an examination performed by the 'American S0ciety for Preparing and advancement (ASTD) found that 41 percent of delegates at associations with poor arrangements needed to leave inside the year anyway in associations with exceptional getting ready, only 12 percent needed to take off. .Leigh Branham, The 7 Covered Reasons Why Labourers off (NYC; American Administration Affiliation, 2005), 112– 5. To lessen a few expenses related with not being trained or preparing or undertraining, improvement of projects wrt training can help with some of the hazard. This is the thing that this part will address. For compelling representative getting ready, there are four phases that generally happen. In the first place, the new illustrative encounters a presentation, and a while later he or she will get in-house planning on work specific domains. Next, the delegate should be designated a guide will's identity coaching the mentee in all angles be it expert or individual, and by then, as comfort with the movement commitments creates, he or she may take an interest in outside or outer trainings. Representative preparing and development is the way toward making a difference representatives build up their own and association aptitudes, learning, and capacities. The four basic steps involved and are extremely important when training is concerned are explained in brief: I. Orientation or Introduction or Induction of the employee The initial phase in training is the worker orientation. worker orientation is a process utilized to welcome recruits (new) in company. Worker’s orientation importance is two-overlay. To get started, the objective is for employees to take up a comprehension of the organization approaches and figure out how their particular occupation fits into the enormous or big picture. Employee orientation for the most part includes rounding out employee paperwork.
  • 20.
    9 | Pa g e The orientation’s goals are following listed below: 1. To diminish start-up costs. If an introduction is done well, it can help get the representative up to speed on various methodologies and frameworks, so the worker can start working instantly. It can in like manner be a way to deal with ensure all obtaining printed material is adjusted effectively, so the representative is paid on time. 2. To decrease uneasiness. Starting another occupation can be disquieting. One goal of an introduction is to lessen the weight and uneasiness people feel while going into a dark condition. 3. To diminish representative turnover. Worker turnover tends to be higher right when representatives don't feel regarded or are not given the gadgets and experts to perform. A worker introduction can exhibit that the association esteems the representative and gives mechanical assemblies essential to a productive area. 4. To save time for the boss & associates. A well-done introduction enhances for a prepared worker, which infers less time educating the representative. 5. To set wants and mind-sets. If workers know from the earliest starting point what the wants are, they tend to perform better. In like way, if representatives take in the characteristics and perspectives of the association from the beginning, there is a higher shot of a productive residency at the association. A couple of associations use representative introduction as a way to deal with show workers not simply to the association game plans and strategies yet moreover to the staff. II. In-House Training In-house preparing programs3 are learning openings made by the association in which they are used. This is for the most part the second step in the preparation procedure and oftentimes is advancing. In-house preparing activities can be preparing related to a specific business, for instance, how to use a particular kind of programming. In an amassing setting, in-house preparing may consolidate a worker making sense of how to use a particular kind of device. Numerous organizations give in-house training on different HR points too, which means it Doesn’t generally need to identify with a particular employment. A few cases of in-house training incorporate the accompanying: • Morals training
  • 21.
    10 | Pa g e • Inappropriate behaviour training • Multicultural training • Correspondence training • Administration training • Client benefit training • Task of exceptional gear • Training to carry out the activity itself • Fundamental abilities training As should be obvious by the rundown of points, HR may some of the time make and convey this training, however frequently a supervisor or director conveys the training. III. Mentoring Post orientation of the worker and internal training, Co’s take looks at the incentive in offering mentoring opportunities as this particular stage in training. fwew of the time a mentor might be doled out amid in-house training. A mentor4 is a trusted, experienced advisor who has coordinate interest in the development of an employee. A mentor might be a supervisor, however regularly a mentor is a partner who has the experience and identity to help manage somebody through procedures. While mentoring may happen informally, a mentorship program can help guarantee the new employee feels invited as well as is combined up with somebody who as of now knows the ropes and can help direct the new employee through any at work challenges. T0 work successfully, a mentoring system ought to wind up some portion of the 0rganization culture; at the end of the day, new mentors ought to get in-house training to be a mentor. Mentors are chosen in light of involvement, ability, and identity. IBM's Coordinated Production network Division, for instance, has effectively actualized a ment0rship program. The organization's division gloats 19001 workers and ½ of IBM's incomes, influencing administration of a mentorship to program testing. In any case, experienced mentors are prepared and put into a oven where new employees can look characteristics and qualities of respective mentors & pick the individual who nearly addresses their issues. At that point the mentor and mentee work together in development of the new employee. "We see this as a best practice," says Patricia Lewis-Burton, VP of HR, Incorporated Production network Division. "We see it as something that isn't left to HR alone. Actually, the program is imbedded in the way our gathering does business."Blyde Witt, "Genuine Initiative: IBM Constructs a Fruitful Mentoring System," Material Taking care of Administration, first of Dec, 2005, got to twenty fifth July, 2010, http://mhmonline.com/ workforce-arrangements/mhm_imp_4483/. A
  • 22.
    11 | Pa g e few organizations utilize short-term mentorship programs since they discover employees training different employees to be important for all included. Starbucks, for instance, uses this approach. When it opens another store in a new market, a group of experienced store chiefs and baristas are sent from existing stores to the new stores to lead the store-opening efforts, including training of new employees. Arthur Thompson, "Starbucks Corporation," July 24, 2011, got to July 29, 2011, http://www.mhhe.com/business/administration/ Thompson/11e/case/starbucks-2.html. IV. Outside Training Outside training or external incorporates any sort of coacing that is not performed in-house. This is normally the last advance in training, and it can be continuous. It can incorporate sending an employee to a workshop to enable further to create authority aptitudes or helping pay educational cost for an employee who needs to take an advertising class. To be a Ford car specialist, for instance, you should go to the Ford Resource Programme, which is an partnershp between Ford Motor Organization, Ford’s buyers, and select specialized schools. "Automotive Innovation/Ford Resource Course," Sheridan Specialized Centre, got to July 29, 2011, http://www.sheridantechnical.com/Default.aspx?tabid=692. These are the four major things to be considered while employee training is undertaken with the brief explanation Types of training programs offered within the organization There are different assorted sorts of preparing we can use to attract a worker. These sorts are ordinarily used as a piece of all methods in a preparation strategy (introduction, in-house, mentorship, and external preparing). The preparation utilized depends on the measure of benefits open for preparing, the sort of association, in addition, the need the association puts on preparing. Associations, for instance, The Cheesecake Manufacturing plant, a family restaurant, make preparing a high need. The association spends an ordinary of $2,000 per hourly worker. This fuses everyone from the dishwasher and executives to the servers. For The Cheesecake Manufacturing plant, this utilization has paid off. They measure the practicality of its preparation by taking a gander at turnover, which is 15 percent underneath the business normal. Gina Ruiz, "Cheesecake Manufacturing plant Composes a Thorough Worker Preparing Framework," Servers make up forty % of the strength and burn through two weeks training to acquire accreditation. After thirty days, they get development initiations, and when menu transforms,
  • 23.
    12 | Pa g e they get extra training. "Cheesecake Factory Concocts a Rigorous Employee Training Project," (Gina Ruiz,) How about we investigate a portion of the training we can offer our employees. As you will see from the sorts of training underneath, nobody write would be sufficient for the occupations we do. Most HR managers utilize an assortment of these sorts of training to create a comprehensive employee. a) Technological or Technical Training Specialized or Innovation Preparing Unforeseen projects upon the sort of occupation, specific preparing will be required. Specific preparing is a kind of preparing proposed to train the new worker the creative parts of the action. In a retail circumstance, specific preparing may fuse demonstrating to some individual best practices to use the PC system to ring up customers. In an arrangements position, it might fuse showing to some person best practices to use the customer relationship organization (CRM) structure to find new prospects. In a directing, business, specialized preparing might be used so the master knows how to use the system to include the amount of hours that should be charged to a client. In a diner, the server ought to be set up on the most capable strategy to use the structure to process orders. We should acknowledge your association has changed to the most current variation of Microsoft Office. This may require some specific preparing of the entire association to ensure everyone uses the advancement feasibly. Particular preparing is routinely performed in-house, yet it can in like manner be managed remotely. b) Quality Training Into creation focused business, quality preparing is urgent. Quality trainingi suggests adjusting representatives with the techniques for checking, perceiving, and taking out no quality things, as a rule in an association that creates a thing. In reality as we know it where quality can isolate your business from rivals, this sort of preparing outfits workers with the data to see things that are not up to quality standards and demonstrates to them what to do in this circumstance. Different associations, for instance, the All inclusive Association for Regulation (ISO), measure quality in perspective of different estimations. This association gives the stamp of significant worth underwriting for associations conveying considerable things. ISO has made quality benchmarks for moderately every field conceivable, thinking about thing quality and guaranteeing associations in environmental organization quality. ISO90008 is the arrangement of
  • 24.
    13 | Pa g e principles for quality administration, while ISO140009 is the arrangement of measures for natural administration. ISO has created 18,000 measures in the course of the last 60 years. “The ISO Story," With the increment in globalisation, these universal quality norms are highly important than any time in recent memory for business development. A few organizations decide to offer ISO training as outside web based training, utilising Co’s, for example, QAI to convey the training both on the web and in classrooms to employees. Training employees on quality guidelines, including ISO norms, can give them an upper hand. It can bring about cost funds underway and also give an edge in showcasing of the quality-controlled items. Some quality training can occur in-house, however organizations, for example, ISO additionally perform outer programmes. c) Aptitudes or abilities preparing Aptitudes preparing, the third sort preparing, fuses proficiencies anticipated that would indeed play out the action. For example, an administrative authority might be set up in how to get the phone, while a sales representative, most ideal situation Buy might be set up in examination of customer needs and on the most capable technique to offer the customer data to settle on an obtaining decision. Consider aptitudes preparing as the things you truly need to know to play out your movement. A representative needs to know not only the development to ring some person up anyway what to do if something is esteemed off course. As a rule, aptitudes preparing is given in-house and can join the use of a tutor. An instance of a kind of aptitudes preparing is from AT&T and Apple, Spear Whitney, "Apple, AT&T Allegedly Getting ready Staff for iPhone 5 Dispatch," CNET, July 26, 2011, got to July 29, 2011, who in summer 2011 asked for that their boss animate retail worker preparing on the iPhone 5, which was released to grandstand in the fall. Continuing with Preparing Matters a business visionary clears up the advantages of offering casual aptitudes preparing about new things. d) Soft abilities or Sensitive Aptitudes Preparing Our fourth sort of preparing is called fragile capacities preparing. Sensitive skills11 imply personality qualities, social graces, correspondence, and individual affinities that are used to depict relationship with different people. Sensitive capacities may fuse how to get the phone or how to be very much arranged and welcoming to customers. It could consolidate prurient conduct preparing and ethics preparing. In a couple of livelihoods, essential sensitive aptitudes may join how to goad others, keep up easygoing exchange, and set up affinity. In a retail or diner condition, fragile aptitudes are used as a piece of
  • 25.
    14 | Pa g e every relationship with customers and are a key portion of the customer experience. Honestly, as indicated by a Computerworld magazine examine, authorities say there is a growing necessity for people who have not quite recently the capacities and particular aptitudes to do work yet moreover the central sensitive aptitudes, for instance, strong tuning in and correspondence capacities. Thomas Hoffman, "Nine Non nerd Capacities That Utilizing Managers Wish You Had," Computerworld, November 12, 2007, got to July 26, 2010, various issues in associations are relied upon to a nonattendance of sensitive capacities, or social aptitudes, not by issues with the business itself. Appropriately, HR and chiefs should cooperate to strengthen these worker aptitudes. Sensitive aptitudes preparing can be controlled either in-house or remotely. e) Professional Preparing and Legitimate Preparing In a couple of occupations, capable preparing must be done on an advancing reason. Capable training12 is a sort of preparing required to be dynamic in one's own specific master field. For example, force laws change consistently, and in like manner, a clerk for H&R Square ought to get yearly master preparing on new obligation codes. Jeannine Silkey, "Cost Preparer Certifications," Suite 101, January 28, 2010, got to July 26, 2010. Lawyers require capable preparing as laws change. An individual health mentor will encounter yearly insistences to stay best in class in new wellbeing and sustenance data. A couple of associations have paid a staggering expense for not suitably preparing their workers on the laws relating to their industry. In 2011, Massachusetts General Specialist's office paid over $1 million in fines related to security courses of action that were not taken after. Julie Donnelly, "Mass. General to Pay $1M to Settle Security Cases," Boston Business Journal, February 24, 1011, got to February 26, 2011, Along these lines, the association has assented to make preparing for specialists on restorative security. The fines could have been checked if the association had outfitted the most ideal preparing regardless. Various types of legal preparing may join vulgar conduct law preparing and isolation law preparing. f) Team Preparing Do you know the movement in which a man is requested to close his or her eyes and fall back, and subsequently clearly the associates will get that person? As a teambuilding work out (and a disturbing one at that), this is an instance of gathering preparing. The goal of gathering preparing is to make cohesiveness among associates, allowing them to end up familiar with each other and empower relationship building. We can describe assemble training13 as a technique that connects with gatherings to
  • 26.
    15 | Pa g e improve decision making, basic reasoning, and gathering advancement aptitudes to achieve business happens. Frequently this sort of preparing can occur after an association has been modified what's all the more, new people are cooperating or possibly after a merger or securing. A couple of purposes behind gathering preparing fuse the going with:  Enhancing correspondence  Making the working environment more pleasant  Propelling a gathering  Becoming more familiar with each other  Getting everyone "onto a comparable page," including target setting  Instructing the gathering poise systems  Helping individuals to take in additional about themselves (characteristics and weaknesses)  Distinguishing and utilizing the characteristics of associates  Enhancing bunch gainfulness  Rehearsing intense joint exertion with partners Gathering planning can be overseen either in house or remotely. Unexpectedly, utilizing development, bunch getting ready never again anticipates that people will attempt and be in a comparable room. g) Managerial or Authoritative Preparing After some individual has contributed vitality with an affiliation, they might be perceived as a contender for progression. Right when this happens, regulatory training14 would happen. Subjects may fuse those from our fragile capacities region, for instance, how to stir and assign, while others may be had some expertise in nature. For example, if organization businesses a particular PC structure for booking, the main candidate might be in truth arranged. Some regulatory getting ready might be performed in-house while other planning, for instance, activity capacities, might be performed remotely. For example, Mastek, an overall IT game plans and organizations provider, gives a program called "One Inclination a Month," which engages chairmen to learn capacities, for instance, arrangement, educating, and giving info. The ordinary number
  • 27.
    16 | Pa g e of total getting ready days at Mastek is 7.8 for every worker Mastek site, got to July 30, 2011. Likewise, fuses managerial subjects and sensitive aptitudes topics, for instance, email conduct. The target of its getting ready projects is to extend benefit, one of the affiliation's inside characteristics. h) Safety Preparing Security training15 is a kind of setting up that hops out at ensure laborers are protected from wounds caused by business related accidents. Prosperity planning is especially basic for affiliations that use synthetic substances or distinctive sorts of dangerous materials in their age. Security getting ready can similarly fuse takeoff designs, fire bores, and workplace ruthlessness procedure. Security getting ready can moreover consolidate the going with:  Eye prosperity  Medical help  Nourishment advantage prosperity  Hearing security  Asbestos  Development prosperity  Hazardous materials prosperity The Word related Prosperity and Prosperity Administration16, or OSHA, is the essential Government office blamed for necessity of security and prosperity control in the Joined States. OSHA gives outside getting ready to associations on OSHA standards. A portion of the time in-house getting ready will in like manner cover prosperity planning. Summarizing  There are a couple of sorts of preparing we can oblige agents. Taking everything together conditions, a combination of preparing makes will be used, dependent upon the kind of work.  Specialized preparing tends to programming or distinctive activities that agents use while working for the affiliation.  Quality preparing is a kind of preparing that familiarizes all laborers with the best approach to make a not too bad quality thing. The ISO sets the standard on quality
  • 28.
    17 | Pa g e for most age and characteristic conditions. ISO preparing ought to be conceivable in-house or remotely.  Abilities or abilities preparing bases on the aptitudes that the delegate very to know to play out their action. A mentor can help with this kind of preparing.  Soft aptitudes are those that don't relate clearly to our action anyway are basic. Sensitive capacities preparing may set somebody up on the most capable technique to better confer and mastermind or give awesome customer advantage.  Professional preparing is consistently given remotely and may procure accreditation or specific information required about a getting to play out a work. For example, survey clerks ought to be remarkable on charge laws; this sort of preparing is every now and again external.  Group preparing or Group progression is a methodology that empowers gatherings to improve decision making, basic reasoning, and gathering headway aptitudes. Gathering preparing can help improve correspondence and result in more productive associations.  To set somebody up to go up against an organization part, administrative regulatory preparing might be given.  Safety preparing is indispensable to guarantee an affiliation is meeting OSHA standards. Security preparing can in like manner consolidate disaster orchestrating. 1.3 IMPORTANCE OF THE TOPIC Preparing is said to be the acquiring of learning of capacities, aptitudes and the abilities. It has specific destinations of upgrading one's data, aptitudes and their capacity, limit, execution and their productivity. It is said that onlookers of work exhibit has obviously stated, more than starting capacities for a work, to overhaul and revive capacities. Vivacious preparing what more is, progression should be three in the affiliation. Thusly the preparation and progression is the branch of human resource work. It is said that solitary preparing and headway is much basic since it prompts a most outrageous utilization of all the entirety of firm. Thusly the aptitudes which were utilized by the human resource of firm would increment be able to in yield, quality change at the association. Preparing and progression increase in profitability, augmentation of certainty of delegates, better human relatives, diminish in supervision, extended in various leveled commitment and versatility. Preparing is said that both physically, socially, rationally and rentally are extraordinarily essential in empowering the level of productivity, it moreover augment the
  • 29.
    18 | Pa g e change of individual in any relationship with that preparation is an exact change of the learning, aptitudes which is being required by agents to perform enough on a given task or a work. Preparing can happen by number of courses, at work at work. Grown-up (1995) watched and said that staff preparing and progression is a work or a development that makes a basic pledge to the general ampleness and advantage to the affiliation. The investigation will be directed in the KGF unit of BEML where in the exploration will look at in detail the present projects drove by the association to the extent preparing and improvement of its workforce is concerned and thus to check the viability of the same in setting with the welfare of the representatives. Preparing should give an exact method to manage individual. It clearly focuses on the hugeness and sufficiency of preparing and progression which expect a fundamental part in ampleness of affiliation and school. To enhance the workplace with the persuasive manner. Ensuring the sufficiency of instructional course with the revived techniques in sensitive aptitudes conduct approach. To Invigorate and check the general progression of the affiliation and the staff moreover. In outline, this significance and adequacy of training and improvement is noteworthy in light of the fact that it will be incredibly affect the college. In addition top notch execution is requested by college; thus we ought to run with the quick changes the terms of learning, innovation and scholarly assignments. The target of the training of viability is imperative since it sheds lights on numerous viewpoints. In any case, tragically in the present association, this system of training assessment ought to be contemplated. We need to ceaselessly embrace to suit our present needs this is how conceivable our training prompts compelling training. Many journals, papers etc., have been referred in order to get the clear picture about the training and development strategies in various industries or sectors and are incorporated in the review of literature so that it will be useful for the further developments in this detailed study. The examination at that point will endeavour to comprehend whether the workers are fulfilled by the strategies, techniques, forms, systems and so on which the organization is utilizing in order to give the training and whether the employees are developing in their professional as well as personal lives as per themselves. Henceforth after recognizable proof of the imperative and viability of training the following stages is to focus by and large goal of the examination paper is to fill the hole between existing training and get the imperative and compelling of training at college. Working up a convincing delegate preparing program is significant to the whole deal accomplishment of the school. Preparing undertakings will give diverse points of interest to specialists and the association,
  • 30.
    19 | Pa g e yet just if they are definitely organized and fittingly executed. Clear appreciation of methodologies, work limits, goals and companions thinking lead to extended motivation, certainty and productivity for laborers, and higher advantages for school. Preparing is a path to a specific end, so recalling targets in the midst of the change and use periods of your preparation framework will help making a clearly described and effective program. Davenport specified in his investigation that it's anything but difficult to actualize technique with the web or internet upheld programming. A portion of the Training hypotheses can be taking effect right now on the fate of the skills, aptitude and developmental improvements. The "substance" and the "entrance" are the genuine components for the procedure. It is a portrayal itself by the Entrance on fundamental perspective what is compelling to the received practice in training improvement. According to the current hypotheses to get to the information is evolving from generous in the conventional to convey the learning for the virtual structures to utilize the new significance of data with electronic learning use. There is a review affirmation for utilizing classroom to convey the training would drop drastically In this specific engaged and dynamic world, where nothing is static, reliably a headway which is extremely creative comes into the market. This affected the affiliation or organization to be dynamic in their business to process and keep completing the movements with the objective that they will be engaged in the market. In any case, in what capacity may you be forceful and win in the market? It's your representatives, who will help you to be aggressive in the market. The entrepreneur or HR supervisor should needs be dynamic and pay special mind to the different procedures which help the association to develop later on. Substantial associations for the most part give training to their representatives to better usage of their aptitudes or skills. Additionally, they know the importance of preparing and advancement impact on the affiliation. While if there ought to be an event of SME's they don't feel much benefit since they center around every single total spend on the business. In training and improvement process the representatives don't focus much on ventures keeping in mind the last G0al to go to the training sessions. That may postpone the due date for the tasks. In spite of this reality, a big company managers doesn't feel for that, on the grounds that as representatives get very talented the procedure would be considerably speedier and they can be focused in the market. With absence of talented representatives, the procedure and systems used will make the general procedure moderate and the quality may likewise get influenced. The interactions will be made with the workers i.e. the personal interviews will be made and also as a tool, structured questionnaire will be used for the same. Additionally, inside and out investigation will be made to fill the gaps between the current strategies used for the
  • 31.
    20 | Pa g e development to the enhancements or improvements required based on the survey findings. Then the recommendations with respect to essential alterations towards the current development programs and if possible, new strategies will be proposed which can deliver most extreme employee welfare. 1.4 NEED TO STUDY THE TOPIC Miller and Demarrias say that Normally the chiefs have the decision to choose the best training and improvement program for their staff however they generally need to hold up under as a primary concern that to build their odds of accomplish the objective they should take after the five focuses. Vision with respect to Training and development activities in BEML will be proactive key interventions, adding to strong specialty units' efficiency and upgraded singular abilities to meet current business needs and address the future difficulties of the Organization. Training Advisory Committees have been regulated in the Divisions/SBUs with a view to acquire the essential push in Learning & Development. Henceforth the requirement for this research study is to analyse the current training programs led in KGF unit of the company and to comprehend whether those trainings are powerful in relation with welfare of the employees. Adding on, if any enhancements, improvements or changes are needed, the investigation will centre towards upgrading the viability of trainings with the goal that the workforce will be profited to the most extreme. As we know that BEML is a huge organization, hence the training needs of the company are also huge. Hence the need to study this topic is very much needed at this stage. Hence the training in BEML is evolved considering the following:  To establish facilities for manufacturing of the equipment’s  For absorption of the technology transferred by the collaborators or developed in house  Training for higher levels of efficiencies by the workforce and the manufacture of quality products  To increase indigenization content for the sake of reduction of the cost  For the technology up gradation and the new products  Continuous training for improvement on production processes, inventory control and accounting systems
  • 32.
    21 | Pa g e  In house programs on production techniques, maintenance, material management, quality, marketing, HR, soft skills etc.,  Training on multi skill development  For ISO 9001 certification, systems development, online operations like ERP etc.,  Training under apprenticeship act  Management development programs for officers  General management programs for senior officers  Meeting training targets as fixed in the Moue with the government of India  Mentor training programs  Induction training programs for the new joiners  Hindi language training etc.,
  • 33.
    22 | Pa g e CHAPTER 2. REVIEW OF LITERATURE AND RESEARCH DESIGN 2.1 LITERATURE REVIEW Researchers have done gigantic work on work welfare and employment satisfaction. A few thinks about have decided the impact of work welfare offices on work satisfaction. Different investigations have explored the degree of occupation satisfaction experienced by workers (administrators and labourers) and the activity aspects that are capable in advancing occupation satisfaction. Moreover examinations have demonstrated that individual factors, for example, age, sex and experience impact work satisfaction. The audit of writing in this part will feature every single such examination and give an understanding into the factors affecting work welfare and occupation satisfaction. Furthermore, the literature review will focus on the training and development aspect. In this aggressive world, preparing expect a crucial part in the skilful and testing setup of business. Preparing is the nerve that does the trap, the need of commonplace and smooth working of work which helps in redesigning the idea of work life of delegates and various leveled improvement also. Improvement is a strategy that prompts subjective and moreover quantitative movements in the affiliation, especially at the administrative level, it is less considered with physical capacities and is more stressed over data, characteristics, perspectives and lead despite specific aptitudes. Thus, improvement can be said as a reliable strategy while preparing has specific districts and targets. 2.1.1 EMPLOYEE WELFARE Representatives contribute a vast segment of the basic vitality of their life in work put, recollecting this the truth affiliation's advance toward turning into their home a long way from home. Representatives, Financial specialists, Loan specialists, Suppliers, Government and distinctive accomplices affect various leveled sufficiency. Accomplices are vital for an affiliation; well if they are to be composed unmistakably workers undoubtedly top the once- over. Bringing an investigate their advancement and change in various circles they set forth a valiant exertion anyway the relationship up to the test in satisfying the workers are is an unavoidable issue. Representatives, workers, and workers! What's there in them? Do they really ought to be seen by affiliations? Clearly it's a focal issue in the minds of different people, anyway the suitable reaction will be a relentless YES.
  • 34.
    23 | Pa g e The possibility of 'Worker welfare' is versatile and stands out for the most part from times, zones, industry, country, social characteristics and customs, the level of industrialization, the general social monetary change of people and political conviction frameworks winning at particular minutes. With everything taken into account the term work, laborer, worker or representative are out and out used to imply the wage winning human administrators in various endeavors and associations. The term welfare implies an exhibition of searching for physical, mental, moral and enthusiastic flourishing of a man. Regardless, the Work Welfare panel (1969) portrayed the articulation to imply, "Such offices and conveniences as sufficient containers, rest and entertainment offices, sterile and therapeutic offices courses of action for movement to and from and for settlement of specialists utilized at a separation from their homes, and such different administrations, courtesies and offices including standardized savings measures as add to conditions under which specialists are utilized." (Source: Work welfare board) As indicated by the customary or traditional financial hypothesis, work can be described as, "A factor of creation which involves manual and mental exertion and gets some entry in type of wages, pay rates or master charges" (Railcar, 1990). The Board of authorities on welfare workplaces for representatives constituted by the Worldwide Work Association (ILO) in 1963 has isolated the welfare measures in to intramural and extramural plans. The Intramural welfare extravagances are those given inside the premises of the establishments, for instance, clean workplaces, crèches, rest sanctuaries and cups, drinking water, repugnance of fatigue, prosperity organizations including word related security, administrative strategies, outfits and cautious clothing, move reward, et cetera. Director secures the upsides of high viability and low representative non-participation and minimum worker turnover. Offices like cabin, wellbeing points of interest and preparing workplaces help to extend proficiency of specialists. The extramural welfare accommodations are given outside the organization space, for instance, maternity advantage, social insurance measures, games and social activities, library or examining room, leave travel workplaces, laborers co-specialists including customers co- operator stores, co-operator credit social requests, programs for the welfare of women, youth and adolescents and transport help, et cetera. Along these lines, representative welfare is outstandingly expansive and handles practices gave by supervisors, State, trade affiliations and diverse associations to encourage specialists and their families to lead a lively work life. Welfare measures should be given by the associations, paying little mind to whether private or open part as it raises the assurance of workers, diminish danger and shakiness, abstain from
  • 35.
    24 | Pa g e turnover and truancy, and augmentation the age and effectiveness. Thusly, upgrading the idea of working life by giving the worker welfare focal points would go far in achieving the goals of the association. Manzoni and Grandeur (2011) inspected that the possibility of worker welfare has been used by various associations as a procedure of improving benefit of representatives; especially in the adaptable business since business related issues can incite poor individual fulfillment for workers and an abatement in execution. It is battled that, welfare organizations can be used to secure the work drive by giving real human conditions of work and living through restricting the hazardous effect on the life of the specialists and their relatives. Braked (2011) in an examination watched that movement satisfaction is influenced by a plan of elements, for instance, The nature of work, Pay, Progress openings, Organization, Work social affairs and Work conditions. It is one of the significant troubles for the present association. Occupation satisfaction addresses a mix of positive or negative feelings that specialists have towards their work. At that point, when a laborer used in a business association, conveys with it the necessities, needs and experiences which determinates wants that he has ousted. Business satisfaction addresses how much wants are and facilitate the honest to goodness respects. An examination consider in different associations by Watch (2012) recognized that the workers are assets or to be more exact the advantages of any association. The necessities of the worker must be satisfied with a specific end goal to meet the destinations of the association. Any association would be practical exactly when there is abnormal state of co-undertaking between the workers and their organization. Mena and Dangayach (2012) separated the worker satisfaction of Private Segment Banks and Private Segment Banks, Five banks were considered in which, three were Private division banks (State Bank of India, Bank of Baroda, and Punjab National Bank) and remaining two were private segment banks (ICICI Bank and HDFC Bank). It was found that satisfied representatives made positive responsibilities to the hierarchical sufficiency and execution. Parul and Ashok (2013) shut in regards to exhibiting that particular welfare courses of action provided for the representatives working in an association under Production lines Act, 1948 are having positive association with the worker satisfaction, in the wake of dismembering the relationship between's these two elements. The reason for this result is that these are the
  • 36.
    25 | Pa g e variables that incite satisfaction and if these workplaces are truant, it every so often prompts dissatisfaction. Ekta (2013) analyzed that staff success and their level of satisfaction and responsibility has been found to explicitly impact on hierarchical execution and finally authoritative accomplishment. It is a certain clarification anyway high worker satisfaction levels can lessen representative turnover. Nanda and Panda (2013) communicated that Rourkela Steel Plant has gotten an unrivaled kind of welfare practices which make the intense working condition and thusly better benefit. The different kinds of welfare designs like therapeutic reward, destruction help finance, insurance, lodging, transport, delight club stuff, et cetera. are given by the association to the workers to keep up better mechanical relations. Walking around the similar way Rajkuar (2014) opined that Representatives are significantly perishable, which require consistent welfare measures for their up degree and execution in this field, the social and money related parts of life of the laborers have facilitate impact on the social and monetary change of nation. Lalitha and Priyanka (2014) ideated that the welfare measures require not be in monetary terms just but instead in any kind/shapes. Representative welfare fuses observing of working conditions, development of present day concordance through establishment for prosperity, current relations and security against sickness, disaster and joblessness for the laborers and their families. Patrol (2015) in a comparable examination of welfare measures transparently and private division found that a workers' welfare office is the key estimation to smooth director representative relationship. These welfare workplaces upgrade the representatives' resolve and commitment towards the organization in this way growing their happiness, satisfaction and execution. Venkataramana and Lokanadha (2015) led inquire about with targets of welfare measures in South Focal Railroads and its effect on employee fulfilment. The investigation finished up on with premise of perceptions are Additional Painting especially on Sports, Social, Library, Perusing, Leaves on movement, Welfare Cooperatives, Professional, Welfare offices to Youngsters and Ladies, where as in Intra-wall painting especially defensive attire, crèches, restrooms and drinking offices are in poor state to enhance the rate of employee fulfilment.
  • 37.
    26 | Pa g e Chandra Sekhar Patrol, K.Madhu Kishore Raghunath, Dr. P.Venkata Rao found the possibility of representatives is really as old as human advance. As improvement keeps ticking so is the piece of worker and workplaces around him in an association. As nationals constitute a country so are the representatives for an association. The opportunity has already come and gone that organizations start understanding that 'No representative - No association' thought is pervasive therefore associations must put more endeavors in organizing worker needs first. The possibility of representative welfare have accomplished various achievements in improving the adequacy of representatives since business related issues compliment poor individual fulfillment for workers and a lessening in execution. The Welfare measures are perquisite for every worker, without welfare measures representative is bound in the association. The goals of the examination have been proficient ensuing to driving related quantifiable test and comes to fruition got. The associations are asked to be a primary purpose regarding these welfare workplaces in awakening the representatives and augmentation their work efficacies. 2.1.2 TRAINING AND DEVELOPMENT As indicated by the Michel Armstrong, "Training is deliberate improvement of the data, aptitudes and attitudes required by a man to perform attractively a given work or occupation". (Source: A Handbook of Human Resource Mnanagement Practice, Kogan Page, eighth Ed., 2001). As per the Edwin B Flippo, "Preparing is the showing of growing learning and aptitudes of a worker for finishing a particular occupation." (Source: Staff Organization, McGraw Incline; 6th Discharge, 1984) The term 'Training' shows the strategy related with improving the aptitudes, aptitudes and limits of the workers to perform specific occupations. Preparing helps in reviving old blessings and becoming new ones. 'Viable contenders put on the livelihoods expect preparing to play out their commitments suitably'. (Source: Aswathappa, K. Human resource and Personnel Organization, New Delhi: Farewell McGraw-Incline Appropriating Organization Constrained, 2000, p.189) the essential objective of preparing is to guarantee the openness of a skilled and willing workforce to the association. Despite that, there are four unique goals: Individual, Hierarchical, Utilitarian, and Social. Dr. Muhammad Aslam Khan, Raja Abdul Ghafoor Khan, Furqan Ahmed Khan (2011) says that Preparation and Improvement has valuable result on Authoritative Execution. Talk of all the come to about exhibit the hypotheses; H1: Preparing design has basic effect on the hierarchical execution, H2: At work preparing has enormous effect on the authoritative
  • 38.
    27 | Pa g e execution, H3: Transport style has imperative effect on the authoritative execution what's more, H4: Preparing and improvement has important effect on the authoritative execution. All these have positive results for the Authoritative Execution. It advances the Authoritative Execution. At work Preparing is extraordinarily suitable and it moreover saves time and cost. Preparing what more, Advancement, is grinding away Preparing, Preparing Blueprint what's more, Movement style have basic effect on Hierarchical Execution and all these have unequivocally impact the Authoritative Execution. It suggests it assembles the general authoritative execution. Miller and Demarrias (2007) say that Normally the chiefs have the decision to choose the best training and improvement program for their staff however they generally need to hold up under as a primary concern that to build their odds of accomplish the objective they should take after the five focuses. Pallavi V. Kulkarni (2013) found that Preparation and improvement programs accept a basic part in every association. These activities upgrade Representative Execution at working environment, it invigorates Worker Learning and enhances their own Aptitudes and it helps in keeping up a key separation from Regulatory Outdated quality. With the usage of these ventures, it is less requesting for the organization to evaluate the work execution and as needs be take decisions like worker Headway, rewards, pay, welfare projects, et cetera. These preparation programs in like manner help the directors in movement orchestrating, representative upkeep and motivation. It makes Beneficial and Intense workers in the Association. The necessity for preparing and improvement is managed by the worker's execution need, enrolled as takes after: Preparing and Advancement require the Standard execution and Genuine execution Preparing enhances the general execution of an association in various ways. The significant domains where representatives are regularly arranged in an association are Sensitive fitness Improvement, Personality Advancement, Social Relationship, Basic reasoning frameworks, Managerial and Supervisory Preparing Undertaking, quality change programs, specific strategies, quality circle programs, Time organization capacities, worker profitability advancement programs, violence balancing activity programs, administrative compliances, target setting and execution of ventures, work environment prosperity organization, working environment correspondence, and whatnot. Preparing engages the representatives to develop their capacities inside the association and thusly ordinarily grows the associations reasonably evaluated worth, winning vitality of the workers and business soundness of the workers.
  • 39.
    28 | Pa g e Preparing molds the representative's perspective and makes them achieve a predominant joint effort inside the association. Preparing and Improvement programs upgrade the idea of work- life by making a worker strong work environment. Davenport (2006), specified in his investigation that it's anything but difficult to actualize technique with the web or internet upheld programming. A portion of the Training hypotheses can be taking effect right now on the fate of the skills, aptitude and developmental improvements. The "substance" and the "entrance" are the genuine components for the procedure. It is a portrayal itself by the Entrance on fundamental perspective what is compelling to the received practice in training improvement. According to the current hypotheses to get to the information is evolving from generous in the conventional to convey the learning for the virtual structures to utilize the new significance of data with electronic learning use. There is a review affirmation for utilizing classroom to convey the training would drop drastically, (Meister, 2001). Aidah Nassazi (2013) in the proof from Uganda presumes that the significance of preparing and advancement in the corporate world is extremely essential. In this manner, it is essential to break down any issues related to preparing and advancement in any business part. The explanation behind this examination is to investigate the effects of preparing on representative execution inside the communicate correspondences industry in Uganda. Additionally, sub goals are made to empower an indisputable achievement of the purpose behind the examination. These fuse (1) what preparing programs exist in the communicate correspondences part, (2) what are the preparation goals, (3) what methodologies are used and do these procedures meet the preparation objectives, finally (4) examine the effects of preparing on representative execution. The case of the examination relies upon the three biggest media transmission associations working in Uganda. The revelations detailed in this examination suggest that preparation and advancement influence the execution of workers as for their occupations. This result is broadly solid with earlier organization composing on preparing and advancement. M V a L. Narasimha Rao and P. Nischithaa (2014) say that we had watched that through training, employee morale and fulfilment, organization efficiency and benefit quality made strides. HR divisions ought to accelerate the importance of training projects to its organization's prosperity. Despite the fact that training projects might be lessened or disposed of, basic must stay in place to keep away from future issues. Training projects can turn out to be more creative
  • 40.
    29 | Pa g e in the midst of financial flimsiness using innovation and self-cooking programs that employees monitor themselves. Organizations can likewise include employees with the development of training projects to maintain a strategic distance from superfluous spending of training spending plans. Inns can likewise take a gander at other ventures for thoughts when growing new training programs as an approach to have an aggressive advantage. Inns ought to likewise create training programs with its business targets, core esteems what's more, vital objectives as a primary concern. Ultimately, to guarantee the accomplishment of training programs in the inn business, projects ought to be assessed routinely to monitor the Accomplishment of the projects. HR Divisions ought to underline the importance of training projects to its organization's prosperity. Despite the fact that training projects might be decreased or dispensed with, basic must stay in place to dodge future issues. 2.2 STATEMENT OF THE PROBLEM This study wants to analyse in detail the present programs conducted by the company in terms of training and development of its workforce and hence to check the effectiveness of the same in context with the welfare of the employees. The study then will try to understand whether the workers are satisfied by the methods, processes, techniques etc., which the company is employing in order to provide the training and whether the employees are developing as per themselves. Also, in depth analysis will be made to fill the gap between the existing methods and improvements needed. Finally suggestions regarding necessary modifications towards the existing development programs and if possible new methods shall be proposed which can lead to maximum employee welfare. 2.3 NEED FOR THE STUDY Vision with respect to Training and development activities in BEML will be proactive key interventions, adding to strong specialty units' efficiency and upgraded singular abilities to meet current business needs and address the future difficulties of the Organization. Training Advisory Committees have been regulated in the Divisions/SBUs with a view to acquire the essential push in Learning & Development. Henceforth the requirement for this research study is to analyse the current training programs led in KGF unit of the company and to comprehend whether those trainings are powerful in relation with welfare of the employees. Adding on, if any enhancements, improvements or changes are needed, the investigation will centre towards upgrading the viability of trainings with the goal that the workforce will be profited to the most extreme.
  • 41.
    30 | Pa g e 2.4 SC0PE 0F THE STUDY The study will be conducted in the KGF unit of BEML where in the research will examine in detail the present programs led by the organization as far as training and development of its workforce is concerned and consequently to check the effectiveness of the same in setting with the welfare of the employees. Many journals, papers etc., have been referred in order to get the clear picture about the training and development strategies in various industries or sectors and are incorporated in the review of literature so that it will be useful for the further developments in this detailed study. The examination at that point will endeavour to comprehend whether the workers are fulfilled by the strategies, techniques, forms, systems and so on which the organization is utilizing in order to give the training and whether the employees are developing in their professional as well as personal lives as per themselves. The interactions will be made with the workers i.e. the personal interviews will be made and also as a tool, structured questionnaire will be used for the same. Additionally, inside and out investigation will be made to fill the gaps between the current strategies used for the development to the enhancements or improvements required based on the survey findings. Then the recommendations with respect to essential alterations towards the current development programs and if possible, new strategies will be proposed which can deliver most extreme employee welfare. 2.5 OBJECTIVES OF THE STUDY 1. To analyse the existing training and development programs in depth and thereby study the effectiveness of the same towards welfare of the employees 2. To understand the Employee satisfaction levels pertaining to training methods employed and self-development 3. To determine if there is a need for the improvements towards training and development methods 4. To design the new and effective development programs or to modify so that maximum welfare can be provided 2.6 RESEARCH METHODOLOGY The research will be directed in the KGF unit of BEML where in the exploration will look at in detail the present programs carried out by the organization with respect to training and development of its workforce is concerned and subsequently to check the viability of the same in connection with the welfare of the employees. Numerous journals, papers and so on. have been alluded in order to get the reasonable picture about the training and development
  • 42.
    31 | Pa g e methodologies in different enterprises or sectors and are incorporated in the literature review so it will be helpful for the further developments in this point by point study. The examination by then will endeavour to study whether the workers are satisfied by the methodologies, procedures, forms, frameworks et cetera which the organization is using in order to give the training and whether the employees are developing individually both professionally and personally according to themselves. The interactions will be made with the workers i.e. the individual meetings will be made and furthermore as a tool, organized survey questionnaire will be utilized for the same. The greatest advantage of one to one meet is the human connections that happens, the technique is intentionally chosen so the analyst would effectively cooperate and talk to the workers or employees. Hence the meeting are the one of the most straightforward device for get-together data about the training significance and adequacy. Considering the nature of the present examination, organized meeting technique was utilized as a part of request to gather pertinent data from the sample of 100 employees and workers. Moreover, all around examination will be made to fill the gaps between the present procedures utilized for the development to the improvements or enhancements required based on the findings from the survey. Adding on, the recommendations with respect to essential alterations towards the current development programs and if possible, new strategies will be proposed which can deliver most extreme employee welfare. 2.7 SAMPLING Sampling Units The sample units for the dissertation project will be the employees / workers working in KGF unit of the company. There are four divisions in KGF namely Earth movers division, H and P divisions, R (rail) C (coach) unit – II and H (heavy) F (fabrication) unit. Hence employees working for these divisions will be approached. Sampling Technique Convenience Sampling will be used to identify prospective respondents
  • 43.
    32 | Pa g e Sample Size 100 Respondents working in the above listed divisions in KGF unit. 2.8 TOOLS FOR DATA COLLECTION 1. Primary data Questionnaire prepared for the study are Structured Questionnaire, personal interviews 2. Secondary data: Internet, Emails, Online sources, Social media etc. 2.9 PLAN OF ANALYSIS The collected data will be tabulated and represented in the form of tables, graphs, charts etc. Statistical and mathematical techniques will be considered to analyse the info and interpret the same. Note: The welfare here refers to the utility or advantages the employees are gaining with reference to only the training programs. As to how the training programs are helpful in their work life as well as the personal life. Welfare here doesn’t refer to the generalized term as it is used. In this project, welfare just means how the training programs are helpful to the employees of BEML in their professional as well as their personal lives. 2.10 LIMITATIONS OF THE STUDY  Entering into the company i.e. to get permissions to do the project at BEML is a herculean task  As the company is under central government, Mobiles, Laptops, PCs etc. are not allowed inside the campus.  To get the questionnaire filled by the employees as part of the survey especially from the lower grade employees, each point has to be explained in detail in the local language and then the questionnaire is to be filled.  Employee details like Name, Contact number etc. from the respondents cannot be taken because of security reasons as company comes under nation’s defence sector,
  • 44.
    33 | Pa g e  Speed of any work to be done is not so fast as in privates  Bossism persists to a larger extent  Online data not available. Everything is in the files from which taking data is a tedious task
  • 45.
    34 | Pa g e CHAPTER 3. PROFILE OF THE SELECTED ORGANIZATION AND RESPONDENTS 3.1 ORGANIZATION PROFILE – BEML LIMITED Bharat Earth Movers Limited which is now known as BEML LIMITED was set up in May 1964 as a Public sector undertaking for make of Train (RC) Rail coaches and related Parts and Mining Hardware Equipment at its Bengaluru Complex. The Organization has 54 percent of aggregate value and rest 46 percent is held by People, Money or Finance related Foundations, Foreign Institutional Financial specialists, Banks and Workers. BEML, a 'Miniratna-Category 1', assumes a significant part and serves India’s centre areas like Defence, Rail, P0wer, and Mining & Infrastructure. The Organization works under 3 noteworthy Business divns verticals viz., Mining and C0nstructi0ns, Defence and Rail & Metr0. The 3 verticals are adjusted by nine assembling units situated at Bengaluru, K0lar Gold Fields (KGF), Mysuru, Palakkad and Auxiliary - Vignyan Businesses Limited in Chikmagalur Area. Every Business vertical is going by a Chief or Director who reports to the Chief 0f the organization who is Chairman and Managing Director. This Dissertation Project is being done in KGF unit, EM Division’s HRD. Products manufactured at BEML
  • 46.
    35 | Pa g e Table 1: Products Manufactured at BEML Source: Company website (http://www.bemlindia.in/profile2.aspx) BEML’s Vision Statement To BeC0me a market leader, as a diversified C0mpany, supplying quality pr0ducts and services t0 sectors such as Mining & C0nstruction, Rail & Metro, and Defence & Aerospace and t0 emerge as a prominent international player.
  • 47.
    36 | Pa g e BEML’s Missi0n  Enhance competition through coordinated effort, vital organizations together and joint endeavours, to manage and upgrade piece of the pie in item bunches BEML works.  Develop beneficially by forcefully seeking after business and market openings in household and worldwide markets by seeking after at least 10% of offers in sending the products out of the country.  Reception of cutting edge advancements and acquire new items through Exchange of Innovation and in-house Research and development.  Proceed to broaden and develop tending to new items and markets with turnover from in-house Research and development created items at 60%.  Pull in and hold individuals in a fulfilling and rousing condition by cultivating innovativeness and advancement with wearing down levels under 5%.  Offer innovation and financially savvy add up to answers for upgraded consumer loyalty. BEML’s Value statement
  • 48.
    37 | Pa g e Table 2: BEML’s Value statement Source: Company Website (http://www.bemlindia.in/Vision_Mission.aspx) BEML Research and development took birth in mid-7o's, with a command to outline and grow new items and bolster indigenisation endeavours. An undeniable Research and development focus was built up at K0lar G0ld Fields amid 80's, with Auxiliary Building and Electrical cable Lab, alongside Liquid Power Lab, Material Science Lab and Configuration focus with present day computer aided design/CAE instruments. This Research and development focus has complete scope of offices to advance new item configuration, including total level outline including plan of Transmissions, Axles, and Power through pressure, and Gadgets. Research and development offices are truly outstanding in the nation and empower total leve1 and gear 1evel testing & assessment through an broad foundation accessible n the labs and test tracks. Research and development foundation is likewise being utilized ,as a nati0nal 0ffice by different players in the M&C part r certified by NABL and is c0ntributing t0wards general improvement of M&C segment in the nation. A group of in excess of 225 Research and development engineers are chipping away at plan, advancement of new items, up-degree of ebb and flow items, and furthermore on indigenisation of items made under innovation authorizing assertions. Research and development consumption is to the tune of around 2.5% to 3% which is in accordance with the business standard for the designing business. Research and development in carefully empowered Condition: BEML Research and development is receiving the computerized plan and virtual approval approach with the guide of computer aided design and CAE devices for speedier item improvement. Present day programming devices like Enterprise resource planning (ERP) and Product Life Cycle Management (PLM) are completely utilized for coordination of Research and development with client voice catch and market needs, arranging, buy, creation, tooling, quality and administration capacities. Consistent interface with assembling shops and also providers is empowered through PLM condition and guarantees constant trade of information in advanced shape while guaranteeing best in class security and classification of guidelines/details.
  • 49.
    38 | Pa g e Preparing: Following the way of BEML Research and development throughout the years, numerous means were taken t0 fortify the inf0rmation and aptitude base 0f Research and development engineers. It has been influenced conceivable by at first W0rking with worldwide innovation to accomplice and bit by bit engrossing the learning to indigenise the items/totals in India. A large portion of alternate items have been produced through in-house Research and development endeavours. Focuses of Perfection have been set up to refresh and overhaul the specialized aptitudes of the labour. Industry The scholarly community interface: ,BEML has likewise worked/working intimately with the scholarly community like IIT's and Tata Institute or IISC to help enhance the items in complex spaces like vibrations & t0rtions, clamour decrease and so on. Global advisors were occupied with building up certain high esteem items, where space skill was not accessible inside the nation Client interface: Quality capacity sending for growing new items, and advancements and testing them in h0use and furthermore at client destinations helped in understanding the complexities , defeating field problems and items we’re consummated by redesigning them ceaselessly. BEML has been fabricating Items through innovation exchange and transfer of the technology and has experienced numerous changes with a specific end goal to stay aggressive and develop, by building up the ability of the outline know-why, and have methodically indigenised or indianized or localized the items throughout the years. Know-why created in-house brought about the capacity to overhaul the items and improvement of new items. The Organization has fortified and set up as a noteworthy player in a space that is ruled by the MNCs. `Make in India' is a crusade propelled by PM of the country Modi, to empower India accomplish a huge development in Gross domestic product and change India to be a worldwide monetary power. The vision is to develop and change India into an intense economy of the world. "Make In India" battle of GoI is a goliath venture forward toward this path empowering indigenisation, to advance competiveness, limit and capacities of Indian assembling industry
  • 50.
    39 | Pa g e & is a big advance 2 spur organizations, to secure f0cused edge via Research & development activities & grow new & leap forward advances, and move towards the objective of "pushing the 1imits with advancement and innovation & indigenisation". BEML - an exceedingly enhanced organization working in the assembling of Protection types of gear, Mining and Development types of gear and Rail and Metro segments & `Make in India' is a major lift for us. BEML rivals MNCs and secure requests against extreme rivalry with an item being balanced w r t contender items. More than 8o% of 0ur business is on rivalry mode & half 0f our business is from our own internal-house Research and development created items. BEML has sent out its items to more than 67 nations. Research and development and indigenisation in this manner, have been the way to these variables and the Organization has utilized them in full. The Imaginative component in Research and development items or patents have been protected and till date 20 licenses have been documented and six have been enlisted. Level of Localization or Indigenization Business Vertical Products Percentage Mining and Construction  Dozers  Dumpers  Excavators 90 90 90 Defence  Products related to defence sector  Mobility vehicle – High 90 75 Rail and Metro  Indian railway products  Cars of metro 90 65 Table 3: Localization in the company Source: Company website (www.bemlindia.in/BEML_Indigenisation.aspx) Overview of the Business verticals in BEML
  • 51.
    40 | Pa g e 1. Defence Sector BEML, under its Defence business sector, offers High Portability and Recuperation or recovery Vehicles, Extension Frameworks, Vehicles for Rocket Ventures, Milrail Wagons, Tank Transportation Trailers, Mining Furrows, Crash Discharge tenders, Airplane T0wing Tractors and Flying machine Weap0n Stacking Trolley, BMP transmissions and so forth. Indigenisation level is full in Barge Scaffold Framework, Wind create T0wing tractor, Air Art Weapon 1oader, 5oT Trailer, Wagons, (BMP) Transmit and Eject0r Air Cleaner Get together (EJ & air conditioning) and more than 80% indigenous ability accomplished in regard of High Portability Substantial Obligation Trucks. In house created items incorporate 8X8 SMERCH, 10 by 10 SMERCH Vehicles - first historically speaking Composed & Created with extra steerab1e back wheels, Arjon Reinforced Armoured Repair Recuperation Vehicle and 6/16 Truck Mounted Crane vehicle. Late items 0ffered through joint effort incorporate the Track Width Mining Furrow accompanying 1ndigenous substance. Fig 4: BEML’s Defence business products
  • 52.
    41 | Pa g e Source: Company website (http://www.bemlindia.in/BEML_Indigenisation.aspx) Defence sector serves the following major clients:  Gun Carriage Factory, Jabalpur  Ordnance Factory, Medak  Aeronautical Development Agency, Bangalore  Indian Space Research Organization (ISRO), Bangalore  H1ndustan (H) Aernautics (A) Ltd (L)  Bharath Electr0nics Ltd  Bharath Dynamics Limited, Hyderabad  Brahmos Aerospace Pvt Ltd, Hyderabad  Larsen & Toubro Limited, Talegaon  Ministry of Defence (Indian Army, Navy, Air Force)  Indian Railways  Vehicle Research & Development Establishment (VRDE), Ahmed nagar  Combat Vehicle Research & Development Establishment (CVRDE), Chennai  Electronics and Radar Development Establishment (LRDE), Bangalore  Research & Development Estt. (Engineers) (R&DE(E)), Poone  Heavy Vehicles Factory, Avadi  Thales India Pvt Ltd 2. Mining and Construction sector BEML Constrained has a prevailing nearness in the mining apparatus division in the nation with over half of the nation’s coal creation returning of BEML produced machines. Real items are Crawling D0zers, Graders, Dumpers, loaders, Excavators, Scoops, also bolster hardware like H2o sprinklers, Tire handlers, Piping Layers, Wheel D0zers. Broad item go - in excess of 59+1 item models to oblige the total needs 0f development & mining part. The indigenisation level accomplished is more than 90% in these items.
  • 53.
    42 | Pa g e The extraordinary commitments of BEML in the current past incorporate improvement 0f, best in class items for mining area like, BE18ooE – 180000 greatest ever eco agreeable electrical Excavator, Bl150E – l50 Ton Dumper and BH2o5E – 205000 greatest ever electric drive dump trucks outlined, created and produced without precedent 2 India, which fills in as import substitution and advances a reason for green mine & would spare mass, remote trade investment funds. Fig 5: BEML’s Mining and construction business products Source: Company website (http://www.bemlindia.in/BEML_Indigenisation.aspx) Mining and construction sector serves the following major clients:  National Mineral Deve1opment C0rporation (NMDC),  National A1uminium Company (NALC0),  Singareni Collieries Company Limited (SCCL),  Steel Authority 0f India Ltd (SA1L),  National Thermal P0wer Corporation (NTPC)  Cement companies,  Power generation companies in the private sector,  Private institutional and personal contractor  Coal India and its subsidiaries such as o Bharat c0king c0al 1imited (bccl),
  • 54.
    43 | Pa g e o Central coalfie1ds 1imited (ccl), o Eastern coalfie1ds 1imited (ecl) o Northern coalfie1ds 1imited (ncl), o Mahanadi coalfie1ds 1imited (mcl), o South eastern coalfie1ds 1imited (secl), o Western coalfie1ds 1imited (wcl) 3. Rail and Metro sector BEML - chief, metro auto maker of India. BEML was only principal Organization in India to produce all Steel Essential Traveller Rai1 Mentors & other moving stock t0 meet the prerequisites of Country’s Railroads. In light of the involvement in Rail Items for more than 50 years, BEML has wandered into assembling cutting edge Stainless Stee1 Metro autos since 2oo2 onwards. Till now in excess of l200 metro autos have been made and provided t0 driving Metro 0rganizations like DMRC, BMRC, Jaipur Metro and have packed away the request from Kolkata Metro too. Advance BEML is 1ikewise executing the request for M/s Hyundai R0tem as a subcontractor for non-driver metro autos to Delhi metro. Throughout the course, BEML viz its ceaseless push and centre has indigenised Auto body, Bogie and different totals which were commonly sourced from MNCs. Facilitate BEML did energize significant tota1 producers ex: M/s Melco, Faiveley Transport, Bonatrans, Knorr Bremse and so forth for setting offices in India in our undertaking to disputable "M11" and increment the 1ndigenisation 1eve1 in Metro assembling to more than 65%.
  • 55.
    44 | Pa g e Fig 6: BEML’s Rail and metro business products Source: Company website (http://www.bemlindia.in/BEML_Indigenisation.aspx) Rail and metro sector serves the following major clients:  BMRCL  KMRCL  DMRC  Ansaldo STS  L&T Construction  L&T Metro Rail, Hyderabad  Mumbai Railway Vikas Corporation  Mumbai Metro  Indian Railways  Chennai metro  Jaipur metro  Rail Vikas Nigam BEML’s International Business
  • 56.
    45 | Pa g e BEML has been assuming a critical part in supporting the development of Global economy. BEML has sizable piece of the overall industry in send out market with in excess of 1200 units of mining and development hardware to 68 nations over the globe Continent Countries Asia Bangladesh, UAE, Jordan, Oman, Bahrain, Iran, , Slovakia, China, Taiwan, Vietnam, Yemen, Syria, Saudi Arabia, New Guinea, Philippines, Malaysia, Russia, Armenia Kuwait, , Myanmar, Thailand, Indonesia, Singapore, Vanuatu, Iraq, Qatar, Israel.Sri Lanka, Bhutan, Afghanistan, Papua Africa DR Congo, Algeria, Togo, Tunisia, Libya, Sudan Malawi, Zambia, Tanzania, Kenya, Morocco, Senegal, Nigeria, Benin, Rwanda, Uganda, Gabon, , Angola, South Africa, Zimbabwe, Ghana, Ethiopia, Mali, Europe Turkey, , Belarus, Netherlands, Cyprus, Italy, Bulgaria, UK, Greece North America USA, Nicaragua, Canada. Honduras, South America Suriname. Brazil, Table 4: Countries served by the company Source: Company Website
  • 57.
    46 | Pa g e Fig 7: Company’s Map showing the countries it serves Source: Company website Human Resources at BEML Vision of Human Resources department HR is a Dynamic, Expert Dynamic and Key Business Accomplice to empower BEML to keep up its initiative position in all its Business Spaces. Mission of HR Department  To constantly advance, assess and realign HR hones with the earth, business systems/headings and representative desires to keep up pertinence and to draw in, sustain and hold ability.
  • 58.
    47 | Pa g e  To encourage a soul of inventiveness and advancement among the representatives by encouraging formation of a fulfilling, rousing and motivational authoritative atmosphere.  To go about as a champion of progress and dealing with the general population ramifications of authoritative changes. Strategies used by the HRD  Adjust all HR exercises to the Association's Business Systems o Lead and oversee hierarchical changes o Organization of competency based HR Frameworks/Procedures o Building Worker duty o Building Empowering frameworks  Worker Strengthening o Construct proprietorship o Acknowledgment of thoughts o Empowering Supervisors to take choices inside the arrangement structure o Give input and resolve issue  Create Initiative Ability o Distinguishing basic authority skills o Making a setting for initiative advancement o Formative training and execution input o Support authority ability o Set up improvement frameworks, progression designs, preparing, projects and activities, tutoring openings and administration survey groups  Oversee Whittling down and Maintenance of Key Work force o Differential reward strategy o Formation of an execution culture for sustaining key gifts o Recognizing cutting edge pioneers o Vocation advancement program o Building administration duty o Support to model representatives o Increment in factor pay part in light of execution
  • 59.
    48 | Pa g e  Proficient and Compelling Administration Conveyance o Guarantee proficient and compelling administration conveyance o Institutionalization and improvement of HR forms and frameworks o Robotisation of routine administrations (e-HR Administrations) o Associate with representatives and clients offers o Outsourcing o Cost Lessening/Streamlining  Create Proactive Methodologies on Representative Relations o Cultivating a culture of Train and Overseeing Control o Proactive Modern Relations (IR) Administration o Corporate Social Duty Training and development at the company – FOCUS OF THE STUDY The different business verticals of the Organization block uncommon concentration zones for every vertical particularly in improvement of specialized abilities. The need to sharpen existing abilities on one hand and to create mastery on extra aptitudes to provide food for mechanical progression in the field on the other to go up against wild rivalry from MNCs shape the foundation of non - official and junior and centre level engineers' improvement activities. Particular preparing mediations are required for each group of senior administration, centre administration and junior administration to fill the preparation holes. The pioneers are given chances to hone their utilitarian learning particularly through cutting edge outer projects that would empower pioneers to keep pace with the most recent happenings in their general vicinity of useful ability or projects that incorporate components of general administration and best administration hones from crosswise over different enterprises over the world. It is additionally important to configuration, create and send high effect programs on Basic leadership, Vital Arrangements and Key Reasoning remembering BEML's worldwide activities yearning. Given the circumstance that BEML works with cooperation over the globe and the pioneers interface with a wide assortment of group of onlookers, it is useful if pioneers are given periodical workshops on official nearness and business decorum’s. Why Training at BEML?
  • 60.
    49 | Pa g e The operations at BEML started in 1964 when the Rail coach division was transferred from HAL (Hindustan Aeronautics Limited) At the KGF unit where the project is being carried out, the operations here started for the manufacture of crawler tractors and wheeled earth moving equipment’s For this purpose, the collaboration with the two players was made namely 1. M/s Komatsu Ltd, Japan 2. M/s WABCO, USA As stated already that the company began its operations as the rail coach division was separated from HAL. Hence, the company had trained workforce for only rail coaches. Training need The company had to start the training for the following purposes: 1. Adoption of the technology 2. Innovative production processes for mainly the mining equipment’s manufacture 3. As sophisticated machinery was installed in the manufacturing plants, so training was extremely important Profile of the training policy Areas concentrated and excelled:  Adoption of the technology  Adoption of the sophisticated and the difficult manufacturing processes  Development of the indigenous products  Indigenization programs to reduce the imports  Preparedness of the human resources department for carrying out tasks assigned to the company from time to time. Results of the training Manufacturing of the defence products like TATRA trucks, ARV, HRV, BMP transmission and other defence aggregates in addition to manufacturing of the world class Metro coaches. How was training given? In the initial stages training needs were met through arrangements with the collaborators.
  • 61.
    50 | Pa g e Trainers used to come from the foreign place where in BEML purchased the machinery. BEING SPECIFIC TO KGF UNIT – Training was given by the suppliers of the machinery Also, Training with respect to the software development for sophisticated products to the personnel of the technology division was given. Training set up at KGF 1. Training centre – Apprenticeship act 2. Service training centre – a. to the representatives of the customers for the operation, repairs and maintenance of the equipment’s b. In house training programs 3. Training department in HRD – a. To conduct the in house training programs b. Induction c. Assessment of the training needs Internal Programs 1. Training centre  Trains ITI  JOC  Diploma Types of training programs In house External
  • 62.
    51 | Pa g e  Engineers  Other graduates 2. Service training centre  Customers in operation repairs  Maintenance of the equipment’s supplied by the company Note: Calendar of events is prepared for this every year 3. Induction training  Done by the concerned departments to the new recruits 4. Career prospects improvement  Conversion of unskilled to skilled labours or employees 5. Mentor training  One to one training in the target areas Table 5: Internal training programs in BEML, KGF unit Source: HR Service manual, Chapter 8 Assessment after returning from the training programs:  Reports on the ‘Transfer of learning’ (Annexure 4 in the chapter 8 of HR service manual)  Feedback form (Annexure 5 in the chapter 8 of HR service manual) External programs 1. External training agency  Handled by the training department of the corporate office in Bangalore 2. Collaborators plant training  Provided at the plants abroad  Also by the agency under the Colombo plan 3. Stress management or conditioning of the mind and body  Provided by Vivekananda yoga Kendra 4. Computer training  By renowned agencies
  • 63.
    52 | Pa g e 5. Hindi language training  As per the central government policies  Exams are also conducted i.e. pragya, Praveen Table 6: External training programs in BEML, KGF unit Source: HR Service manual, Chapter 8 BEML Training scheme for ITI / Diploma holders [IOM no. KI/926/06/206 dated 31-03-2006]  Selection based on: Written test and viva – voce  ITI stipend for 2 years training o Rs. 3000 per month for 1st year o Rs. 3500 per month for 2nd year  Diploma stipend for 1 year o Rs. 4000 per month  Performance assessment: On quarterly basis  Post training for above listed stuff o Contract basis engagement  ITI – 2 years  Rs. 5000 per month for 1st year  Rs. 5500 per month for 2nd year  Diploma – 2 years  Rs. 6000 per month for 1st year  Rs. 7000 per month for 2nd year  For both training and contract – ESI and PF applicable  Then permanent appointment o ITI – Wage group “B” o Diploma – Wage group “C”
  • 64.
    53 | Pa g e Training need identification at BEML Memo Dated 26-03-2018 [EKH/HRD/02/9203] Every year the various training needs are identified by the Training department which is under the HRD and the memo is circulated to all the departmental heads so as to identify which person requires which type of training and there by the training programs will be designed. The company believes that strength & the success 0f the 0rganization 1ies in its people. In a heavy engineered industry like BEML, people are not just the key assets, but a1so key differentiators. Opportunities are provided t0 work in various specia1ized fields & diversified projects facilitating planned professiona1 and career deve1opment. Growth opportunities are based on well-defined career path, multi skilling and capability building in each 1evels. “Learning and capability building” is taken as a mission by fixing specific targets for training of the human capital of the company every year. Types of specific training programs conducted at the company Sl. No. Behavioural Training programs 1. Communication for success 2. Transforming the work culture 3. Goal setting, planning and execution 4. Time management 5. Managerial effectiveness 6. Strategic leadership 7. Equip self / emotional intelligence 8. Assertiveness and positive attitudes 9. Initiation and ownership 10. Negotiation skills 11. Creativity and lateral thinking 12. Supervisory skills 13. Managerial effectiveness through self-awareness 14. Medicine free life 15. Retirement workshop 16. Attitude management
  • 65.
    54 | Pa g e 17. Building emotional intelligence 18. Creative thinking and problem solving 19. Work life balance 20. Workplace wellness 21. Anger and stress management 22. Developing the self-potential 23. Team work 24. Positive thinking 25. Leadership and motivation 26. Interpersonal relations 27. Conflict management 28. Advance communication skills 29. Change management 30. Total customer satisfaction 31. Supervisory development program 32. ISO 9001:2008 awareness 33. ISO 14001:2004 awareness 34. Project and operations management Sl. No. Quality based training programs 1. Welding process and snag analysis 2. Training on NDT-UT/RT/MPT 3. SQC-statistical quality control 4. FMEA – failure mode deductive analysis 5. Modern painting technology 6. Advanced precision measurement 7. Advanced material testing 8. Application of problem solving tools – Q7 and M7 9. Design of experiments (DOE) 10. Value engineering and cost reduction 11. Hydraulics basics and analysing circuits 12. Awareness program on ISO 14001:2001
  • 66.
    55 | Pa g e 13. Calibration – jigs and fixtures 14. TQM 15. Quality circles 16. Calibration of instruments and gauges 17. 5S and 6 sigma 18. Kaizen technique of quality – control / lean Sl. No. IT 1. SAP – SCM – SRM training 2. SAS – FPO training 3. SAP - functions specific training 4. MS office suite Sl. No. Technical (Production, Maintenance, material, planning) 1. Auto Cad – 2d/3d modelling 2. Low cost automation 3. Tooling automation 4. Mig/mag/tig welding/advance welding tech 5. Advance heat treatment process 6. CNC machining tooling and applications 7. Cutting tools application 8. Training on 80 2d and ELIC programming 9. Lean manufacturing 10. Latest techniques in assembly 11. Application of laser in machine cutting 12. Transmission technology 13. Advance gear technology 14. Training on power line 15. Engine, transmission and axle trouble shooting techniques 16. Overhauling of engines and transmissions 17. Advance training on Euro second standards 18. Project managements
  • 67.
    56 | Pa g e 19. Value analysis 20. SMED techniques 21. Sheet metal tech 22. E-procurement 23. Supply chain management 24. Integrated material management 25. Advance program on bearings 26. Total productivity maintenance 27. Cost reduction through energy conservation Sl. No. R and D 1. Mobile hydraulics 2. Fluid power training 3. Advanced tooling 4. Gear technology 5. 1 Process management techniques 6. Work study 7. Work management techniques 8. Statistical data analysis 9. Manufacturing methods and special methods 10. CNC systems and drives at Siemens, Fanuc 11. Electrical circuits and controls 12. Awareness on ISO 9001:9008 13. Low voltage switch gear maintained by L and T 14. Energy management systems 15. Drivers and PLC controls at Siemens 16. Electronics devices Sl. No. Finance 1. Advance auditors program 2. Analysis of budget & cost reduction 3. Financial analysis
  • 68.
    57 | Pa g e 4. Direct and indirect taxation 5. Total cost management (ABC Costing) 6. VAT 7. Negotiation, drafting and managing commercial contracts Sl. No. Marketing 1. CRM 2. Logistics and SCM 3. Foreign trade management 4. EEPC/Exim bank/CII/ECGC organized programs 5. Managing marketing of services 6. Market research and demand analysis 7. Warehousing and inventory control Sl. No. HR 1. HR sensitization – through eminent personnel 2. Performance management system 3. Art of public speaking 4. Retention of talent 5. HR for non HR 6. Human sigma (Behaviour economics) 7. Leverage HR through IT applications Table 7: Types of specific training programs conducted at the company Source: Note No. EKH/HRD/02/9203 dated 26-03-2018 3.2 RESPONDENTS PROFILE – BEML LIMITED The Respondents for the survey are the employees working in the organization in Earth Movers division located in Kolar Gold Fields. Some of the profiles or designations of the employees in the division who are focused and interactions are made are as follows:
  • 69.
    58 | Pa g e a) Senior Supervisors b) Supervisors c) Joint supervisors d) Deputy supervisors e) Grade I to III officers f) Engineers g) Welders, Turners, fitters etc., h) Technicians i) Apprenticeship Trainees The above listed people may be permanent employees, contract employees, trainees etc., working in various offices in EM division like HRD, Marketing division, maintenance, Shops like machine shops, dozer assembly shop, plate shop etc.,
  • 70.
    59 | Pa g e CHAPTER 4. DATA ANALYSIS AND INTERPRETATI0N 4.1 ANALYSIS 0F THE TRAINING PROGRAMS CONDUCTED AT BEML, KGF COMPLEX IN 20l8 Training program on Quality Management Type of Program External Date and Timing 12-01-2018 and 8 am to 3 pm Faculty(s) or Trainer(s) or Agency(s) M/s Central Board for workers Education, Bangalore Trainees Sr. Supervisors, Supervisors, Dy Supervisors Venue Centre of Excellence, EM Division, KGF complex Reference Note No. EKH/HRD/CBEWE/16/5803 Dated 02-05-2017 Training program on Quality Management Type of Program External Date and Timing 16-01-2018 and 8 am to 3 pm Faculty(s) or Trainer(s) or Agency(s) M/s Central Board for workers Education, Bangalore Trainees Sr. Supervisors, Supervisors, Dy Supervisors, W- GP Venue Centre of Excellence, EM Division, KGF complex Reference Note No. EKH/HRD/CBEWE/16/5803 Dated 02-05-2017 Training program on Hydraulics Type of Program External Date and Timing 01 & 02-02-2018 and 8 am to 4 pm Faculty(s) or Trainer(s) or Agency(s) M/s Rexroth Hydraulics, Bangalore Trainees Grade II to VII officers, GP-B Venue Centre of Excellence, EM Division, KGF complex Reference Note No. EKH/HRD/36(B)/6147
  • 71.
    60 | Pa g e Training program on Network analysis Type of Program Internal Date and Timing 07-02-2018 and 9 am to 12 pm Faculty(s) or Trainer(s) or Agency(s) EPL Trainees Grade I to V officers Venue Centre of Excellence, EM Division, KGF complex Reference Note No. EKH/HRD/36(B)/6160 Training program on Vendor management and retention Type of Program Internal Date and Timing 08-02-2018 and 12.30 pm to 2.30 pm Faculty(s) or Trainer(s) or Agency(s) HP Trainees Grade I to V officers Venue Centre of Excellence, EM Division, KGF complex Reference Note No. EKH/HRD/36(B)/6162 Training program on Prabodh / Pragya / Praveen HINDI TRAINING Type of Program External Prabodh April – 2,5,9,12,17,20 (2 sessions) April – 23, 26 (3 sessions) Praveen April – 3,6,10,16 (2 sessions) April – 21, 24, 27 (3 sessions) Pragya April – 4,7,11,19 (2 sessions) April – 25,28,30 (3 sessions) Faculty(s) or Trainer(s) or Agency(s) Smt. Anitha, Hindi teacher Trainees Grade I to V, Supervisors (Sr, Dy, Jt), Managers, Engineers etc., Venue Service training centre, KGF complex Reference EKH/HRD/49/9200
  • 72.
    61 | Pa g e Training program on Fire Safety A special program as a part of Fire Service Week - 2018 Type of Program Internal Date and Timing 16 & 17-04-2018 and 8 am to 12 pm Faculty(s) or Trainer(s) or Agency(s) EKP Trainees Supervisors(Jt & Dy), Tech welders, turners, electricians, mech, fitters Venue Centre of Excellence, EM Division, KGF complex Training program on Welding A Major program Type of Program Internal Date and Timing 23 to 25-04-2018 and 8 am to 3 pm Faculty(s) or Trainer(s) or Agency(s) Listed below Trainees Contract operator Welders Venue Centre of Excellence, EM Division, KGF complex Reference EKH/Welding/2017/9224 Syllabus-Session wise Session I Date 23-04-2018 Faculty Praveen – QEH Subjects  Introduction to welding processes  Understanding MWAM, MIG/MAG, TIG and Submerged welding processes Session II Date 23-04-2018 Faculty 1. KC Raju, DGM 2. Karthik, Gr III Subjects  Basic types of weld points and terms  Welding positions  Understanding welding symbols as per AWS and ISO standards
  • 73.
    62 | Pa g e Session III Date 23-04-2018 Faculty TTS Rao, DGM Subjects  Welding defects  causes and remedies  WPS, PQR  Destructive and NDT of welded joints  Welders qualification Session IV Date 23-04-2018 Faculty Kulkarni-QEL Subjects  Weldebility of materials  Carbon equivalent pre heating and Post heating  Welding consumables – AWS and company stds Session V Date 24-04-2018 Faculty Murani and Manjunath - EPT Subjects  Residual stresses  Stress relieving  Distortion and its control  Welding fixtures and manipulation Session VI Date 24-04-2018 Faculty TTS Rao, DGM Subjects  Maintenance of welding machines  Welding safety practices Session VII Date 24-04-2018 Faculty Praveen – QEH
  • 74.
    63 | Pa g e Subjects  Fatigue and Fatigue life improvement  Weld joints techniques  Case studies Session VIII Date 24-04-2018 Faculty Praveen – QEH Subjects  Case study on welding field failures Session IX Date 25-04-2018 Faculty QEH, QEW and Training centre faculty Subjects  Practical training  Conclusion Overall Description – A 2 day theory and 1 day practical, Major programme on welding resulting in best utilization of the personnel in the company’s welding activities Training program on First Aid Type of Program Internal Date and Timing 24 & 25-04-2018 Faculty(s) or Trainer(s) or Agency(s) Training centre faculty Trainees Supervisors, technicians, fitters, welders Venue Centre of Excellence, EM Division, KGF complex Reference EKH/HRD/36(B)/9225 Training program on Creativity and Lateral thinking Type of Program External Date and Timing 24 & 25-04-2018 and 8 am to 4 pm Faculty(s) or Trainer(s) or Agency(s) M/s Indus management consultants Trainees Managers, Asset & Sr managers Venue Centre of Excellence, EM Division, KGF complex Reference EKH/HRD/36(B)/9228
  • 75.
    64 | Pa g e Training program on Work life balance Type of Program External Date and Timing 25-04-2018 and 8 am to 4 pm Faculty(s) or Trainer(s) or Agency(s) M/s Indus management consultants Trainees Managers, Asset & Sr managers Venue Centre of Excellence, EM Division, KGF complex Reference EKH/HRD/36(B)/9300 Training program on Communication skills Type of Program External Date and Timing 26 & 27-04-2018 and 8 am to 4 pm Faculty(s) or Trainer(s) or Agency(s) M/s Indus management consultants Trainees Supervisors(Dy, Jt), Clerk, Sr technicians Venue Centre of Excellence, EM Division, KGF complex Reference EKH/HRD/36(B)/9300 Training program on Leadership and Motivation Type of Program External Date and Timing 26-04-2018 and 8 am to 4 pm Faculty(s) or Trainer(s) or Agency(s) M/s Indus management consultants Trainees Managers, Asst. & Sr managers Venue Centre of Excellence, EM Division, KGF complex Reference EKH/HRD/36(B)/9310 Training program on Hydraulic Assembly Practices A Major Program Type of Program Internal Date and Timing 04 & 05-05-2018 and 8 am to 3 pm Faculty(s) or Trainer(s) or Agency(s) Internal
  • 76.
    65 | Pa g e Trainees Supervisors(Jt & Dy), Welders, tech, Crane operators, machinist, fitters etc., Venue Centre of Excellence, EM Division, KGF complex Reference EKH/HRD/36(B)/9241 Syllabus-Session wise Session I Date 04-05-2018 Faculty Sreekanth, Senior Manager Subjects  BEML and KOMATSU stds Hydraulics Session II Date 04-05-2018 Faculty Subramanyam, DGM - GHH Subjects  Hydraulics components Session III Date 04-05-2018 Faculty Venkataramana, DGM - GTH Subjects  Hydraulics circuits of dozers  Troubleshooting Session IV Date 04-05-2018 Faculty Satish Chandra, DGM - GDC Subjects  Hydraulics circuits of loaders  Troubleshooting Session V Date 05-05-2018 Faculty Dasaratha, DGM, SE-1 Subjects  Introduction of Hydraulics Session VI Date 05-05-2018 Faculty Subramanyam, DGM - EBA Subjects  Hydraulics circuits  Troubleshooting
  • 77.
    66 | Pa g e Session VII Date 05-05-2018 Faculty Prakash Ballal – EXC Assy Subjects  Hydraulics circuits and components in excavators  Troubleshooting Session VIII Date 05-05-2018 Faculty Venkataramana – EE1 Subjects  Practical  Conclusion Training program on Advance communication for success Type of Program External Date and Timing 04 & 05-05-2018 and 8 am to 3 pm Faculty(s) or Trainer(s) or Agency(s) M/s Next Link Pvt Ltd, Bengaluru Trainees Asset Managers, Engineers, Store officers Venue Centre of Excellence, EM Division, KGF complex Reference EKH/HRD/36(B)/9432 Training program on QMS / EMS Type of Program Internal Date and Timing 10-05-2018 and 8 am to 12 pm Faculty(s) or Trainer(s) or Agency(s) QE Trainees Supervisors(Jt, Dy), turners, electricians, welders, fitters etc., Venue Centre of Excellence, EM Division, KGF complex Reference EKH/HRD/36(B)/9468 Training program on 5S and Kaizen
  • 78.
    67 | Pa g e Type of Program Internal Date and Timing 15 & 16-05-2018 and 8 am to 12 pm Faculty(s) or Trainer(s) or Agency(s) QE Trainees Supervisors(Tech, Jt, Dy), turners, Jamedars, MST(W/T/M) Venue Centre of Excellence, EM Division, KGF complex Reference EKH/HRD/36(B)/9496 Training program on Assertiveness and positive attitude Type of Program External Date and Timing 17 & 18-05-2018 and 8 am to 12 pm Faculty(s) or Trainer(s) or Agency(s) M/s Indus management consultants Trainees Managers, Asset Managers, Engineers Venue Centre of Excellence, EM Division, KGF complex Reference EKH/HRD/36(B)/9261 Training program on Excel in career Type of Program Internal Date and Timing 16-10-2017 and 8 am to 4 pm Faculty(s) or Trainer(s) or Agency(s) Suresh Babu - EPI Trainees Grade I to IV officers Venue Centre of Excellence, EM Division, KGF complex Reference EKH/HRD/36(B)/6064 Extra (Feedback Form) The Feedback form of Mr. S.F.Rahman, Asset Manager, Rail Coach Unit-II-Attached Training program on 5S, Quality Improvement, Kaizen Type of Program External Date and Timing 12-01-2018 and 8 am to 3 pm Faculty(s) or Trainer(s) or Agency(s) M/s Central board for Workers Education, Bangalore
  • 79.
    68 | Pa g e Mr. Menthol Kumar Trainees Supervisors(Sr, Dy, Jt), W-GP(E,C,B) Venue Centre of Excellence, EM Division, KGF complex Reference EKH/HRD/36(B)/6064 Extra (Feedback Form) The Feedback form of Mr. Ravi Chander-HST, EM Division-Attached Training program on Equipment Electrical System Type of Program Internal Date and Timing 16-12-2017 and 8 am to 3 pm Faculty(s) or Trainer(s) or Agency(s) Naveen Solkar, AGM – GEP Trainees Joint Supervisors, WGP-B, Contract operators Venue Centre of Excellence, EM Division, KGF complex Reference EKH/HRD/36(B)/6456 Extra (Feedback Form) The Feedback form of Mr. Dayananda I, Deputy Supervisor, EM Division-Attached Table 8. Training Programs conducted at BEML, KGF in recent times Source: Company files, Interactions, Notice boards, various others
  • 80.
    69 | Pa g e 4.2 DATA ANALYSIS AND INTERPRETATION– AS PART OF SURVEY The survey was conducted at BEML, KGF complex to understand the following:  The overall Impressions about the training programs conducted in the company  The generalized opinions about the faculties or trainers who train the employees or officers (Both external and internal faculty)  The content or syllabus of the training programs  Before and After training programs impressions  Suggestions for improvements also were taken This was done by using a structured questionnaire and on basis of this survey, the programs are be analysed as to how are these training programs helpful to the people working in the company in context with the welfare in terms of their personal and professional lives. Note: The welfare here refers to the utility or advantages the employees are gaining with reference to only the training programs. As to how the training programs are helpful in their work life as well as the personal life. Welfare here doesn’t refer to the generalized term as it is used. In this project, welfare just means how the training programs are helpful to the employees of BEML in their professional as well as their personal lives. The Numbering here is w.r.t the Questionnaire used for the survey. The questionnaire is attached in the annexure. The Sample size is 100.
  • 81.
    70 | Pa g e Q.b) No. of years of employment at BEML LIMITED Duration No’s Percentage Less than 5 years 20 20 5-10 years 38 38 10-15 years 14 14 More than 15 years 28 28 TOTAL 100 100 Table 9 & Graph 8. No. of years of employment at BEML LIMITED Interpretation The employees / officers who have been approached have been employed for different durations in the company. As shown in the above chart, the highest is 38% i.e. the employees have been employed between 5 to 10 years & least is 14% i.e. between 10 to 15 years 20% 38% 14% 28% Less than 5 years 5-10 years 10-15 years More than 15 years
  • 82.
    71 | Pa g e Q.1) Ratio of employees who have attended training programs No’s Percentage Attended 98 98 Not Attended 2 2 TOTAL 100 100 Table 10 & Graph 9. Ratio of employees who have attended training programs Interpretation Almost all of them have attended either of the below listed training programs. Exception of 2%. In depth, that 2% are the lower grade employees (Below the supervisors). Attended 98% Not Attended 2%
  • 83.
    72 | Pa g e Q.2) Type of training programs conducted at BEML Type No’s Percentage Behavioural 18 18 Quality 12 12 IT 20 20 R & D 6 6 Management 24 24 Others 18 18 Not Attended 2 2 TOTAL 100 100 Table 11 & Graph 10. Type of training programs conducted at BEML Interpretation Various types of trainings are conducted by the company as shown in the above chart and table. The management programs tops the list as 24% professionals have attended those kind of programs. The IT programs are the next with just the difference of 4% from the top. Hence it can be concluded that the company is focusing mainly on the management programs followed by the technology to cater to the emerging technology era. And only 2% of the employees have not attended any program. 18 12 20 6 24 18 2 Behavioural Quality IT R & D Management Others Not Attended
  • 84.
    73 | Pa g e Q.3) the percentage of knowledge gained from the programs which is worth remembering Percentage No’s Percentage < 25% 14 14.28 26 to 50% 17 17.34 51 to 75% 41 41.84 75 to 100% 26 26.54 TOTAL 98 100 Table 12 & Graph 11. The percentage of knowledge gained from the programs which is worth remembering Interpretation Almost 42% of the respondents are of the opinion that 51 to 75% of the knowledge gained from the training programs is worth remembering. This initial reaction shows that the company is doing well in terms of the content of the training programs. Also it is to be noted that 14.28% of them tell that the knowledge gained from the programs is not worth. Hence this is a point of notice because 14.28 % is not a small count. 0 5 10 15 20 25 30 35 40 45 < 25% 26 to 50% 51 to 75% 75 to 100% PERCENTAGE OF RESPONSES PERCENTAGEOFKNOWLEDGE
  • 85.
    74 | Pa g e Q.4a) Participation level of the employees in the training programs Rank No’s Percentage 1 0 0 2 0 0 3 4 4.08 4 0 0 5 9 9.20 6 7 7.15 7 16 16.33 8 20 20.40 9 22 22.44 10 20 20.40 TOTAL 98 100 Table 13. Participation level of the employees in the training programs Interpretation On considering the highest ranks i.e. 7 to 10, Together 78 respondents have ranked their own participation. Hence collectively the percentage comes to almost 80%. Hence 80 % of the people who attend the programs show a very good participation. Q.4b) Understanding level of the trainees Rank No’s Percentage 1 0 0 2 2 2.04 3 0 0 4 0 0 5 1 1.03 6 4 4.08 7 22 22.45 8 24 24.49 9 27 27.55
  • 86.
    75 | Pa g e 10 18 18.36 TOTAL 98 100 Table 14. Understanding level of the trainees Interpretation On considering the highest ranks i.e. 7 to 10, Together 91 respondents have ranked the level of understanding. Hence collectively the percentage comes to almost 93%. Hence 93 % of the people who attend the programs get a very good understanding. Q.4c) Relevance to the job in the company Rank No’s Percentage 1 1 1.02 2 4 4.08 3 0 0 4 0 0 5 6 6.13 6 8 8.17 7 6 6.13 8 28 28.56 9 27 27.55 10 18 18.36 TOTAL 98 100 Table 15. Relevance to the job in the company Interpretation On considering the highest ranks i.e. 7 to 10, Together 79 respondents say that the training provided is relevant to the job they do at BEML. Hence collectively the percentage comes to almost 80.6%. Hence 80.6 % of the people who attend the programs say that the training provided is relevant to the job they do at BEML. Q.4d) Maintenance of interest of the participants through the sessions
  • 87.
    76 | Pa g e Rank No’s Percentage 1 0 0 2 3 3.06 3 4 4.08 4 0 0 5 2 2.04 6 8 8.17 7 12 12.25 8 30 30.62 9 14 14.28 10 25 25.50 TOTAL 98 100 Table 16. Maintenance of interest of the participants through the sessions Interpretation On considering the highest ranks i.e. 7 to 10, Together 81 respondents have ranked the level of interest in the T.P. Hence collectively the percentage comes to almost 82.65%. Hence 82.65 % of the people who attend the programs get a very good understanding and hence their interest level is maintained. Q.4e) Knowledge of the trainer wrt the subject he is teaching Rank No’s Percentage 1 2 2.04 2 4 4.08 3 0 0 4 1 1.03 5 3 3.06 6 2 2.04 7 8 8.17 8 32 32.65 9 26 26.53 10 20 20.40
  • 88.
    77 | Pa g e TOTAL 98 100 Table 17. Knowledge of the trainer wrt the subject he is teaching Interpretation On considering the highest ranks i.e. 7 to 10, Together 86 respondents are of the opinion that the faculty has the good subject knowledge. Hence collectively the percentage comes to almost 87.8%. Hence 87.8 % of the people who attend the programs have a good opinion about the faculty’s subject knowledge. That means the company gets good faculty to train their employees. Q.4f) Creation of the appropriate learning climate by the faculty Rank No’s Percentage 1 2 2.04 2 0 0 3 0 0 4 5 5.10 5 9 9.20 6 4 4.08 7 10 10.20 8 28 28.57 9 22 22.45 10 18 18.36 TOTAL 98 100 Table 18. Creation of the appropriate learning climate by the faculty Interpretation On considering the highest ranks i.e. 7 to 10, Together 78 respondents are of the opinion that the faculty creates good learning atmosphere. Hence collectively the percentage comes to almost 80%. Hence 80 % of the people who attend the programs have a good opinion about the faculty regarding the learning atmosphere. That means the company gets good faculty to train their employees.
  • 89.
    78 | Pa g e Q.5) Satisfaction level of the program as per the expectations of the participants Percentage No’s Percentage < 25% 2 2.04 26 to 50% 21 21.43 51 to 75% 53 54.09 75 to 100% 22 22.44 TOTAL 98 100 Table 19 & Graph 12. Satisfaction level of the program as per the expectations of the participants Interpretation Almost 54% of the respondents are of the opinion that 51 to 75% is the satisfaction level as per their expectations of the T.P. Also it is to be noted that 23% of them tell that the program is not satisfactory as their opinion is <50%. Hence this is a point of notice because 23 % is not a small count. 0 10 20 30 40 50 60 < 25% 26 to 50% 51 to 75% 75 to 100% PERCENTAGE OF RESPONSES PERCENTAGEOFSATISFACTIONOFTP
  • 90.
    79 | Pa g e Q.6a) Faculty Type Type No’s Percentage In house (Internal to the company) 28 28.57 External (Outsourced) 70 71.43 TOTAL 98 100 Table 20 & Graph 13. Faculty Type Interpretation Maximum of the training programs have been handled by the external or outsourced faculty (71%) 29% 71% In house (Internal to the company) External (Outsourced)
  • 91.
    80 | Pa g e Q.6b) Name of the faculty (If the respondents remember) Note: this question was asked deliberately, so that if the people extremely liked the program, they would tend to remember the name of the faculty Graph 14. Name of the faculty 58% of the respondents didn’t remember the name of the faculty who handled the training programs. Hence training programs were not so high level of satisfied as well. 42% 58% Remember Didn’t Remember
  • 92.
    81 | Pa g e Q.7) Knowledge of the Faculty and actual performance of job matching the objectives of the program No’s Percentage Strongly Disagree 4 4.08 Disagree 2 2.04 Neutral 9 9.18 Agree 57 58.16 Strongly Agree 26 26.54 TOTAL 98 100 Table 21 & Graph 15. Knowledge of the Faculty and actual performance of job matching the objectives of the program Interpretation 83% of the trainees agree on the fact that Knowledge of the Faculty and actual performance of job matched the objectives of the program. Hence this is a huge positive response regarding the faculty. 0 10 20 30 40 50 60 Strongly Disagree Disagree Neutral Agree Strongly Agree 4.08 2.04 9.18 58.16 26.54
  • 93.
    82 | Pa g e Q.8) whether the trainer was able to maintain the problem solving atmosphere and the enthusiasm throughout the program No’s Percentage Strongly Disagree 2 2.04 Disagree - - Neutra1 l3 13.27 Agree 57 58.18 Strong1y Agree 26 26.51 TOTAL 98 100 Table 22 & Graph 16. Problem solving atmosphere and the enthusiasm throughout the program Interpretation 85% of the respondents are of the opinion that trainer was able to maintain the problem solving atmosphere and the enthusiasm throughout the program. And only 2% of them disagree with the statement. Hence can be neglected 0 10 20 30 40 50 60 Strongly Disagree Disagree Neutral Agree Strongly Agree 2.04 0 13.27 58.18 26.51
  • 94.
    83 | Pa g e Q.9) Relevance of the subjects thought by the faculty to the actual job in BEML No’s Percentage Strongly Disagree 0 0 Disagree 7 7.14 Neutral 13 13.26 Agree 50 51.02 Strongly Agree 28 28.58 TOTAL 98 100 Table 23 & Graph 17. Relevance of the subjects thought by the faculty to the actual job in BEML Interpretation 80% of the people say that the syllabus of the training program was very much relevant to the job they are doing in BEML. Hence this is what the company wants and hence the TPs are successful. 0 10 20 30 40 50 60 Strongly Disagree Disagree Neutral Agree Strongly Agree 0 7.14 13.26 51.02 28.58
  • 95.
    84 | Pa g e Q.10) Cooperative attitude of the faculty with the trainees No’s Percentage Strongly Disagree 2 2.04 Disagree - - Neutra1 5 5.1 Agree 59 60.2 Strong1y Agree 32 32.66 TOTAL 98 100 Table 24 & Graph 18. Cooperative attitude of the faculty with the trainees Interpretation The trainer was cooperative enough in handling the program and also this relates to the fact that the employees will be keen enough to attend more and more training programs in future as well as people like the trainers who have the cooperative attitude. 93% is the very high response what is been recorded as the part of survey. 0 10 20 30 40 50 60 70 Strongly Disagree Disagree Neutral Agree Strongly Agree 2.04 0 5.1 60.2 32.66
  • 96.
    85 | Pa g e Q.11) the percentage to which the faculty(s) interacted with the participants and answered all the queries raised. Percentage No’s % < 25% 2 2.04 26 to 50% 14 14.28 51 to 75% 40 40.82 75 to 100% 42 42.86 TOTAL 98 100 Table 25 & Graph 19. Faculties Interactions with the participants and answers to all the queries raised. Interpretation More than 82% of the respondents have rated that the questions they raised were answered by the trainer and also the sessions were not just boring but were interactive enough. 0 20 40 60 < 25% 26 to 50% 51 to 75% 75 to 100% 2.04 14.28 40.82 42.86
  • 97.
    86 | Pa g e Q.12a) Lecture sessions highlighted the key concepts No’s Percentage Strongly Agree l3 13.26 Agree 5l 52.04 Neutral l4 l4.28 Disagree l4 l4.28 Strong1y Disagree 6 6.l4 T0TAL 98 l00 Tab1e 26 & Graph 20. Lecture sessions highlighting the key concepts Interpretation 65.3% of the respondents are agreeing with the fact that the key concepts were highlighted by the faculty. And more than 20% of them are against it. Hence mixed responses have been received regarding this as 14% of them have given the neutral response. 0 10 20 30 40 50 60 Strongly agree agree neutral disagree Strongly disagree 13.26 52.04 14.28 14.28 6.14
  • 98.
    87 | Pa g e Q.12b) Course material added clarity to the concepts No’s Percentage Strongly Agree 14 14.28 Agree 48 48.97 Neutral 18 18.36 Disagree 12 12.24 Strongly Disagree 6 6.15 TOTAL 98 100 Tab1e 27 & Graph 21. Course material added clarity to the concepts Interpretation The material provided during the sessions was good enough as over 50% of the respondents support the statement. 0 10 20 30 40 50 Strongly agree agree neutral disagree Strongly disagree 14.28 48.97 18.36 12.24 6.15
  • 99.
    88 | Pa g e Q.12c) Helped in your actual job / role No’s Percentage Strongly Agree 8 8.16 Agree 52 53.06 Neutral 19 19.38 Disagree 13 13.26 Strongly Disagree 6 6.14 TOTAL 98 100 Tab1e 28 & Graph 22. Help in actual job at BEML Interpretation 60% of the people say that the syllabus of the training program was very much relevant to the job they are doing in BEML. Hence this is what the company wants and hence the TPs are successful. And point to be noted is that around 20% of them say that the training programs were out of their job context. 0 10 20 30 40 50 60 Strongly agree agree neutral disagree Strongly disagree 8.16 53.06 19.38 13.26 6.14
  • 100.
    89 | Pa g e Q.12d) Examples given during the training were mutually supportive No’s Percentage Strongly Agree 10 10.2 Agree 53 54.08 Neutral 13 13.27 Disagree 12 12.25 Strongly Disagree 10 10.2 TOTAL 98 100 Tab1e 29 & Graph 23. Examples given during the training were mutually supportive Interpretation Only theoretical sessions make the training sessions boring. Hence when asked about whether the faculty gave the live examples. More than 64% of the respondents have agree with the statement. 0 10 20 30 40 50 60 Strongly agree agree neutral disagree Strongly disagree 10.2 54.08 13.27 12.25 10.2
  • 101.
    90 | Pa g e Q.13a) Level of motivations in learning the concepts of the program of training No’s Percentage Strong1y Agree 16 16.32 Agree 46 46.94 Neutra1 14 14.28 Disagree 12 12.26 Strongly Disagree 10 10.2 TOTAL 98 100 Tab1e 30 & Graph 24. Level of motivations in learning the concepts of the program of training Interpretation 63% of the respondents say that, once they are nominated to attend any program, they will be M0tivated t0 1earn the concepts which will be thought in the learning program. Also more than 20% will not be motivated. This means that they attend the programs just for the sake of it. 0 10 20 30 40 50 Strongly agree agree neutral disagree Strongly disagree 16.32 46.94 14.28 12.26 10.2
  • 102.
    91 | Pa g e Q.13b) Maximum learning from the training program No’s Percentage Strongly Agree 31 31.6 Agree 29 29.62 Neutral 18 18.36 Disagree 12 12.24 Strongly Disagree 8 8.18 TOTAL 98 100 Tab1e 3l & Graph 25. Maximum learning from the training program Interpretation 61% of the respondents say that, once they are nominated to attend any program, they will try to gain the maximum learnings from the program they are going to attend. 0 5 10 15 20 25 30 35 Strongly agree agree neutral disagree Strongly disagree 31.6 29.62 18.36 12.24 8.18
  • 103.
    92 | Pa g e Q, 13c) Self rating when compared to others for output of a T.P No’s Percentage Strong1y Agree 10 10.2 Agree 45 45.92 Neutra1 31 31.62 Disagree 8 8.18 Strong1y Disagree 4 4.08 T0TAL 98 l00 Tab1e 32 & Graph 26. Comparison to other people in learning Interpretation 56% of the respondents say that, once they are nominated to attend any program, they will try to gain the maximum learnings from the program when compared to the colleagues who are attending the same program together. 0 10 20 30 40 50 Strongly agree agree neutral disagree Strongly disagree 10.2 45.92 31.62 8.18 4.08
  • 104.
    93 | Pa g e Q.13d) lmprove self-knowledge 0f the materia1 that this T.P. covers in a nut shell No’s % Strong1y Agree 15 15.3 Agree 55 56.12 Neutral 12 12.25 Disagree 10 10.2 Strongly Disagree 6 6.13 TOTAL 98 100 Table 33 & Graph 27. Knowledge 0f the material that the programme covers Interpretation More than 70% of the respondents say that they will study the material provided to them and try to get the more output possible and hence improve their knowledge and which will be helpful in terms of their personal and professional lives. 0 10 20 30 40 50 60 Strongly agree agree neutral disagree Strongly disagree 15.3 56.12 12.25 10.2 6.13
  • 105.
    94 | Pa g e Q.13e) if can't understand tough parts of the T.P, Shall try to learn No’s Percentage Strongly Agree 10 10.2 Agree 37 37.76 Neutral 26 26.54 Disagree l5 l5.3 Strong1y Disagree 10 10.2 TOTAL 98 l00 Tab1e 34 & Graph 28. Learning harder if concepts are not clearly understood Interpretation Over 40% of the respondents say that if they do not understand, they will try harder to learn by using various means. 0 5 10 15 20 25 30 35 40 Strongly agree agree neutral disagree Strongly disagree 10.2 37.76 26.54 15.3 10.2
  • 106.
    95 | Pa g e Q.13f) Prior Preparations No’s Percentage Strong1y Agree l0 l0.2 Agree 36 36.74 Neutral 38 38.77 Disagree 6 6.13 Strong1y Disagree 8 8.16 TOTAL 98 l00 Table 35 & Graph 29. Prior Preparations Interpretation Around 40% give the neutral opinion for the prior preparations to the training program 0 5 10 15 20 25 30 35 40 Strongly agree agree neutral disagree Strongly disagree 10.2 36.74 38.77 6.13 8.16
  • 107.
    96 | Pa g e Q.14) Duration of the T.P. No’s Percentage Strongly Disagree 0 0 Disagree 14 14.28 Neutral 13 13.26 Agree 63 64.3 Strongly Agree 8 8.16 TOTAL 98 100 Table 36 & Graph 30. Duration of the T.P Interpretation 72% say the duration of the program is good. 0 10 20 30 40 50 60 70 Strongly disagree disagree neutral agree strongly agree 0 14.28 13.26 64.3 8.16
  • 108.
    97 | Pa g e Q.15) T.P. helpful in long run No’s Percentage Strongly Disagree 2 2.04 Disagree 3 3.06 Neutral 8 8.16 Agree 59 60.21 Strongly Agree 26 26.53 TOTAL 98 100 Table 37 & Graph 31. T.P. helpful in long run Interpretation 85% of the respondents say that the programs help in long run 0 10 20 30 40 50 60 70 Strongly disagree disagree neutral agree strongly agree 2.04 3.06 8.16 60.21 26.53
  • 109.
    98 | Pa g e Q.16) Training programs helpful in the personal growth No’s Percentage Strongly Disagree 4 4.08 Disagree 4 4.08 Neutral 9 9.18 Agree 55 56.12 Strongly Agree 26 26.54 TOTAL 98 100 Table 38 & Graph 32. Training programs helpful in the personal growth Interpretation 82% of the respondents say that the programs help in their personal lives 0 10 20 30 40 50 60 Strongly disagree disagree neutral agree strongly agree 4.08 4.08 9.18 56.12 26.54
  • 110.
    99 | Pa g e Q.17a) Applicability of training and development policy for all the employees Ratings No’s Percentage 0 2 2.04 1 2 2.04 2 0 0 3 4 4.08 4 1 1.02 5 6 6.12 6 2 2.04 7 3 3.06 8 22 22.45 9 22 22.45 10 34 34.7 TOTAL 98 100 Table 39 & Graph 33. Applicability of training and deve1opment po1icy for a11 the workers Interpretation Regarding the Applicability of training and deve1opment policy for a11 the workers, 34.7% of the respondents have rated 10 which is the highest rating. 0 5 10 15 20 25 30 35 zero one two three four five six seven eight nine ten 2.04 2.04 0 4.08 1.02 6.12 2.04 3.06 22.45 22.45 34.7
  • 111.
    100 | Pa g e Q.17b) Encouragement from Supervisors to share their views about the T.P with the colleagues Ratings No’s Percentage 0 8 8.16 1 4 4.08 2 0 0 3 0 0 4 2 2.04 5 12 12.26 6 8 8.16 7 20 20.4 8 22 22.46 9 20 20.4 10 2 2.04 TOTAL 98 100 Table 40 & Graph 34. Supervisors encourage to share their views about the T.P with the colleagues Interpretation 22.46% of respondents have given the rating as 8 which is a good one for the response regarding the encouragement from their supervisors to talk about the program they attended to their colleagues i.e. sharing the views. 0 5 10 15 20 25 zero one two three four five six seven eight nine ten 8.16 4.08 0 0 2.04 12.26 8.16 20.4 22.46 20.4 2.04
  • 112.
    101 | Pa g e Q.17c) Views regarding fu11-f1edged 1earning & department and its concerned authorities Ratings No’s Percentage 0 6 6.12 1 2 2.06 2 2 2.06 3 1 1.04 4 4 4.1 5 9 9.18 6 10 10.2 7 10 10.2 8 20 20.4 9 24 24.44 10 10 10.2 TOTAL 98 100 Table 41 & Graph 35. Regarding full-fledged T and D department manned with competent workmen Interpretation 24.44% of the respondents have rated 9 and hence they feel that BEML has the fu11-f1edged 1earning & dept with the good personnel working in it 0 5 10 15 20 25 zero one two three four five six seven eight nine ten 6.12 2.06 2.06 1.04 4.1 9.18 10.2 10.2 20.4 24.44 10.2
  • 113.
    102 | Pa g e Q.17d) Bosses give emp1oyees chances t0 try 0ut their 1earnings on the job immediate1y Ratings No’s Percentage 0 4 4.08 1 2 2.04 2 2 2.04 3 0 0 4 1 1.02 5 14 14.25 6 8 8.26 7 20 20.4 8 24 24.42 9 14 14.3 10 9 9.19 TOTAL 98 100 Table 42 & Graph 36. Bosses give emp1oyees chances t0 try 0ut their 1earnings on the job immediate1y Interpretation 24.42% of the respondents have rated 9 and hence they have good perceptions towards their bosses allowing them to implement in their jobs what they gained from the training program 0 5 10 15 20 25 zero two four six eight ten 4.08 2.04 2.04 0 1.02 14.25 8.26 20.4 24.42 14.3 9.19
  • 114.
    103 | Pa g e Q.17e) Co11eagues giving the support t0 the use 0f 1earning 0n the job Ratings No’s Percentage 0 2 2.04 1 2 2.04 2 0 0 3 2 2.04 4 4 4.08 5 5 5.05 6 8 8.1 7 22 22.34 8 16 16.15 9 24 25.06 10 13 13.1 TOTAL 98 100 Table 43 & Graph 37. Co11eagues giving the support t0 the use 0f 1earning 0n the job Interpretation 25.06% 0f the respondents have rated 9 towards their colleagues as they say that they help them learn in their actual job what they gained in the training program they attended. 0 5 10 15 20 25 30 zero one two three four five six seven eight nine ten 2.04 2.04 0 2.04 4.08 5.05 8.1 22.34 16.15 25.06 13.1
  • 115.
    104 | Pa g e Q.17f) the program was really boring and of no worth Ratings No’s Percentage 0 16 16.32 1 14 14.28 2 10 10.2 3 3 3.06 4 6 6.12 5 16 16.36 6 4 4.08 7 8 8.16 8 8 8.16 9 6 6.12 10 7 7.14 TOTAL 98 100 Table 44 & Graph 38. Regarding program boredom Interpretation Only 7.14% of the employees feel that the program, was really boring as they have rated 10. Downwards, 6.12% have rated as 9. Hence many of the employees feel that the programs are not boring. 0 2 4 6 8 10 12 14 16 18 zero two four six eight ten 16.32 14.28 10.2 3.06 6.12 16.36 4.08 8.16 8.16 6.12 7.14
  • 116.
    105 | Pa g e Q.18) Suggestions for Improvement of training programs No’s Percentage Suggestions Given 64 65.3 Suggestions not given 34 34.7 TOTAL 98 100 Table 45 & Graph 39. Suggestions for Improvement Interpretation 35% of the respondents have answered to the open ended question regarding any suggestion for improvement. 65% 35% Suggestions given Suggestions not given
  • 117.
    106 | Pa g e CHAPTER 5. FINDINGS, CONCLUSI0NS AND REC0MMENDATIONS 5.1 SUMMARY 0F FINDINGS  Employees / officers who have been approached have been employed for different durations in the company. The highest is 38% i.e. the employees have been employed between 5 to 10 years & least is 14% i.e. between 10 to 15 years  Almost all of them have attended training programs. Exception of 2%. In depth, that 2% are the lower grade employees (Below the supervisors). Hence everybody from supervisors to Grade V to VII employees have attended either of the programs.  Various types of trainings are conducted by the company. The management programs tops the list as 24% professionals have attended those kind of programs. The IT programs are the next with just the difference of 4% from the top. Hence it can be concluded that the company is focusing mainly on the management programs followed by the technology to cater to the emerging technology era. And only 2% of the employees have not attended any program.  Almost 42% of the respondents are of the opinion that 51 to 75% of the knowledge gained from the training programs is worth remembering. This initial reaction shows that the company is doing well in terms of the content of the training programs. Also it is to be noted that 14.28% of them tell that the knowledge gained from the programs is not worth. Hence this is a point of notice because 14.28 % is not a small count.  Together 78 respondents have ranked their own participation. Hence collectively the percentage comes to almost 80%. Hence 80 % of the people who attend the programs show a very good participation. In the training programs and hence it shows their interest.  Together 91 respondents have ranked the level of understanding. Hence collectively the percentage comes to almost 93%. Hence 93 % of the people who attend the programs get a very good understanding of whatever is been conveyed  Together 79 respondents say that the training provided is relevant to the job they do at BEML. Hence collectively the percentage comes to almost 80.6%. Hence 80.6 % of the people who attend the programs say that the training provided is relevant to the job they do at BEML.
  • 118.
    107 | Pa g e  Together 81 respondents have ranked the level of interest in the T.P. Hence collectively the percentage comes to almost 82.65%. Hence 82.65 % of the people who attend the programs get a very good understanding and hence their interest level is maintained.  Together 86 respondents are of the opinion that the faculty has the good subject knowledge. Hence collectively the percentage comes to almost 87.8%. Hence 87.8 % of the people who attend the programs have a good opinion about the faculty’s subject knowledge. That means the company gets good faculty to train their employees.  Together 78 respondents are of the opinion that the faculty creates good learning atmosphere. Hence collectively the percentage comes to almost 80%. Hence 80 % of the people who attend the programs have a good opinion about the faculty regarding the learning atmosphere. That means the company gets good faculty to train their employees.  Almost 54% of the respondents are of the opinion that 51 to 75% is the satisfaction level as per their expectations of the T.P. Also it is to be noted that 23% of them tell that the program is not satisfactory as their opinion is <50%. Hence this is a point of notice because 23 % is not a small count.  Maximum of the training programs have been handled by the external or outsourced faculty (71%)  83% of the trainees agree on the fact that Knowledge of the Faculty and actual performance of job matched the objectives of the program. Hence this is a huge positive response regarding the faculty.  85% of the respondents are of the opinion that trainer was able to maintain the problem solving atmosphere and the enthusiasm throughout the program. And only 2% of them disagree with the statement. Hence can be neglected  80% of the people say that the syllabus of the training program was very much relevant to the job they are doing in BEML. Hence this is what the company wants and hence the TPs are successful.  The trainer was cooperative enough in handling the program and also this relates to the fact that the employees will be keen enough to attend more and more training programs in future as well as people like the trainers who have the cooperative attitude. 93% is the very high response what is been recorded as the part of survey.
  • 119.
    108 | Pa g e  More than 82% of the respondents have rated that the questions they raised were answered by the trainer and also the sessions were not just boring but were interactive enough.  65.3% of the respondents are agreeing with the fact that the key concepts were highlighted by the faculty. And more than 20% of them are against it. Hence mixed responses have been received regarding this as 14% of them have given the neutral response.  The material provided during the sessions was good enough as over 50% of the respondents support the statement.  60% of the people say that the syllabus of the training program was very much relevant to the job they are doing in BEML. Hence this is what the company wants and hence the TPs are successful. And point to be noted is that around 20% of them say that the training programs were out of their job context.  Only theoretical sessions make the training sessions boring. Hence when asked about whether the faculty gave the live examples. More than 64% of the respondents have agree with the statement.  63% of the respondents say that, once they are nominated to attend any program, they wi11 be motivated to 1earn the concepts that wi11 be covered in the T.P. Also more than 20% will not be motivated. This means that they attend the programs just for the sake of it.  61% of the respondents say that, once they are nominated to attend any program, they will try to gain the maximum learnings from the program they are going to attend.  56% of the respondents say that, once they are nominated to attend any program, they will try to gain the maximum learnings from the program when compared to the colleagues who are attending the same program together.  More than 70% of the respondents say that they will study the material provided to them and try to get the more output possible and hence improve their knowledge and which will be helpful in terms of their personal and professional lives.  Over 40% of the respondents say that if they do not understand, they will try harder to learn by using various means.  Around 40% give the neutral opinion for the prior preparations to the training program  72% say the duration of the program is good  85% of the respondents say that the programs help in long run
  • 120.
    109 | Pa g e  82% of the respondents say that the programs help in their personal lives  Regarding the Applicability of training and development policy for all the employees, 34.7% of the respondents have rated 10 which is the highest rating.  22.46% of respondents have given the rating as 8 which is a good one for the response regarding the encouragement from their supervisors to talk about the program they attended to their colleagues i.e. sharing the views.  24.44% of the respondents have rated 9 and hence they feel that BEML has the full- fledged training and development department with the good personnel working in it  24.42% of the respondents have rated 9 and hence they have good perceptions towards their bosses allowing them to implement in their jobs what they gained from the training program  25.06% of the respondents have rated 9 towards their colleagues as they say that they help them learn in their actual job what they gained in the training program they attended.  Only 7.14% of the employees feel that the program, was really boring as they have rated 10. Downwards, 6.12% have rated as 9. Hence many of the employees feel that the programs are not boring.  35% of the respondents have answered to the open ended question regarding any suggestion for improvement. 5.2 CONCLUSION The Study was started with the analysis of the training programs and found that BEML at KGF unit conducts almost 300 training programs on an average in a year and hence it is a very good number. Almost all grades of the employees have attended training programs which includes various supervisors like joint supervisors, Deputy supervisors, Senior supervisors, Engineers, officers, managers, senior managers, even General Managers level i.e. permanent employees from Grade I till VII as well. Also the contract employees also get a good chance to attend training programs. Adding on, the trainees like Diploma trainees, ITI trainees, Engineering trainees, Management trainees will have regular weekly based training classes. The major types of programs conducted by the company are Behavioural, Quality, Information, R & D, Management etc., which covers various concepts. Also Hindi learning is facilitated in
  • 121.
    110 | Pa g e the program as per central government policy. There are certain occasional trainings which are conducted for mind strengthening like Yoga etc. Both internal and external faculty have been utilized well. Internal faculty includes the Engineers, managers, senior managers, DGMs, GMs etc. as per their core competencies. Apart from EM division, the personnel from other departments like H & P division, Rail coach are also called to train the employees based on their expertise. External faculty are from various agencies and some prominent one’s which the company is calling on are Central Board for workers Education of Bangalore, Next link pvt ltd, Indus management consultants, Rexroth Hydraulics of Bangalore and some teachers from schools (for Hindi teaching). Based on the data, the survey was conducted to analyse in context with the employee welfare relating to the training and development part only. The survey was conducted using the structured questionnaire which was given to the different employees in sub divisions within the EM division like Dozer Assembly shop, Machine shops, Plate shop, HRD, Final Assy shop etc., The employees in overall are satisfied with the training provided to them and are of the opinion that they are very eager to learn the new techniques in this competitive world which will help them both personally and professionally. It was found post survey that almost every one of the people working in the division are exposed to some or the other training programs be it the permanent work force or the contract workers. The Management based programs are conducted in good number henceforth the concentration can be put on the something like R and D. Participation and concentration level of the people who are getting trained is found to be good. Apart from the survey, personal visit was made to Centre of Excellence, KGF where the classes are conducted. A part of the class was attended to see how the training was conducted, the faculty from Indus management consultants who is also an adjunct faculty of Symbiosis B School was handling the program, it was observed that good interaction was going on between them and subjects were very well thought by him with the live examples. Most of the programs are job relevant and hence mutual benefits are obtained. Adding on faculty who has good industry experience are conducting trainings and there by good ratings are obtained for the faculty as creation of the appropriate learning climate is done and the trainers show the cooperative attitude towards the trainees. Hence expectations of the trainees are met as the faculties answer to the queries raised by the employees effectively which maintains the enthusiasm of the participants. Adding on, the material given to the participants
  • 122.
    111 | Pa g e is also designed very well which is very much crisp thus adds on to the effectiveness of the programs. Once the respective employees are nominated to attend the programs, the response which is received is that they get motivated to learn the concepts, and also good amount of people say that when compared to their fellow mates, they will try harder to get most output form the training and if any concepts are out of their reach of mind, they will try harder to learn by using various means available and hence they feel that the programs are really helpful in the long run and also the response is that not only professional, but the programs are helpful in their personal growth. The good response is received regarding the Training and development department and the personnel working in it. 5.3 SUGGESTIONS TO THE ORGANIZATION It is suggested to the company that they should conduct many programs w.r.t the Research and development as only 6% of the employees are attending those type of programs. As we are in the competitive world where technology is leading the world, it will be very helpful for the company to improvise their R and D departments. Hence training is the initial step for the same. This is very important as it is mutually helpful to the company and employees resulting in the overall development of the country as BEML is under the Defence sector and hence very crucial. Adding on, for the technology and R and D training related stuff, many foreign external agencies can be contacted to get exposure to the technology developing specially in the west. Tie ups are to be made with certain renowned domestic as well as good International academic institutions to keep pace with the new generation engineers and management professionals also the experienced faculties who will have rich industrial experience as well as the academic expertise can be invited on the regular basis to conduct more and more training programs which will mutually benefit both the company and the academics. Regarding the Management programs, the best in class management colleges and emerging universities can be of very good use. Mutual benefits are possible if the initiatives are made by the company. Excellent exposures can be achieved by the company as the big management schools themselves will have the collaborations with certain government as well as private institutions.
  • 123.
    112 | Pa g e As quality is the main concern for big customers and some private customers will be ready to pay well for quality both in terms of the physical product and services, hence to improve the quality department, quality trainings can be conducted. Japanese agencies can be contacted for the same as most of the quality gurus are from Japan. Various quality certifications can be received which will improve the company both in terms of the revenue as well as the name. To make employees aware, The Training and Development department can conduct workshops by using their personnel from their own departments so that entire EM division is aware of the programs conducted and the employees can enrol themselves which will increase the participation level and enthusiastic employees if given the sufficient amount of relevant trainings, then they will become the real assets of the company. This will increase the loyalty towards the company hence forth the employee turnover can be kept to minimum. As the analysis is made, almost all the T.Ps are done in the Centre of Excellence, instead of just CoE, training programs can also be conducted outside the campus i.e. in nearby resorts, good parks so that the different atmosphere facilitates good learning and employee attendance will be maintained. Once the employees come up to the training venue, to keep up their concentration level, the faculty will play a crucial role. Supervisors of the employees who have attended the programs can interact with them to take the views personally and same can be conveyed to the HRD for improvisations. Also they can themselves give suggestions so that the expert opinion can be taken into considerations. Also the supervisors have to let their sub ordinates to implement what they have learnt as part of their programs which will help other employees working with them and who haven’t attended that particular program. This will lead to the discussions among the workforce and hence everyone will be benefited. It was seen that, in the training programs scheduled for two days, the strength of participation reduces on second day. Hence to keep up the attendance, some views and measures should be taken by the company. The programs to be designed in such a way that it will help the personnel in their actual job role and hence it will be very helpful for the company and the employee as well. Instead of just the class room trainings, the programs should be designed in such a way that there will be the practical stuff involved into it. Role plays and activity based learning can be conducted adding the value to the programs.
  • 124.
    113 | Pa g e Employees have suggested to HRD for conducting real time job oriented programs and the career development programs. This will be very useful in terms of the promotional procedures and if the promotional criteria are communicated properly to the employees on regular basis, then the employees can work on that grounds towards their career development. Technical programs have to be conducted in more numbers to cope up with the emerging technological trends. Mentorship was seen to a minimum level and hence senior employees can be made as a mentor who will assist their respective mentees in various aspects of life more than just the company stuff which will lead to employee loyalty towards the company.
  • 125.
    114 | Pa g e BIBLIOGRAPHY BOOKS 1. Armstrong, M. (2006). A handbook of human resource management practice. Kogan Page Publishers. 2. Schmitz, Andy. (2012). Beginning management of human resources (Vol. 1) [1]. Retrieved from http://2012books.lardbucket.org/ 3. BEML. HR Service Manual (Chapter. 8) 4. Government of India. (1969). Report of the Committee on Labour Welfare. India: Ministry of Labour & Employment. 5. International Labour Organisation. (1963). Asian Regional Conference. Labour laws and legislation, 5-6 6. BEML training scheme for ITI and diploma holders. IOM No. KI/926/06/206 dated 31/03/2006 7. BEML trade trainee scheme. IOM No. KHD/I/106/03/08/127 dated 06/03/2018 8. BEML Service training calendar for customers. Note No. SE/SST-24/4283 dated 20/12/2007 9. Communication file 2018-19, Training and Development department, EM division, EKH 10. Davenport, T. H., Leibold, M., & Voelpel, S. (2006). Strategic management in the innovation economy. Strategy Approaches and Tools for Dynamic Innovation Capabilities. Erlangen: Publics Publishing and Wiley-VCH. JOURNALS 11. Khan, R. A. G., Khan, F. A., & Khan, M. A. (2011). Impact of training and development on organizational performance. Global Journal of Management and Business Research, 11(7). 12. Kulkarni, P. P. (2013). A literature review on training & development and quality of work life. Researchers World, 4(2), 136. 13. Falola, H. O., Osibanjo, A. O., & Ojo, S. I. (2014). EFFECTIVENESS OF TRAINING AND DEVELOPMENT ON EMPLOYEES'PERFORMANCE AND ORGANISATION COMPETITIVENESS IN THE NIGERIAN BANKING INDUSTRY. Bulletin of the Transilvania University of Brasov. Economic Sciences. Series V, 7(1), 161.
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    115 | Pa g e 14. Nassazi, A. (2013). EFFECTS OF TRAINING ON EMPLOYEE PERFORMANCE.: Evidence from Uganda. 15. Venkata Rao, P & Patro, Chandra & Raghunath, K. (2015). EMPLOYEE WELFARE IS THE KEY: AN INSIGHT. International Journal of Business and Administration Research Review. 3. 40-47. 16. Nischithaa, P., & Rao, M. L. N. (2014). The importance of training and development programmes in hotel industry. International Journal of Business and Administration Research Review, 1(5), 2348-0653. 17. Manzini, H. S., & Gwandure, C. (2011). The Provision of Employee Assistance Programmes in South African Football Clubs: A Case Study. Journal of Social Sciences, 27(2), 75-83. 18. Patro, C. S. (2012). Employee Welfare Activities in Private Sector and Their Impact on Quality of Work Life. International Journal of Productivity Management and Assessment Technologies (IJPMAT), 1(2), 19-30. 19. Bhati, P. P., & Ashokkumar, M. (2013). Provision Of Welfare Under Factories Act & Its Impact On Employee Satisfaction. Journal of Business Management & Social Sciences Research, 2(2), 57-69. 20. Nanda, N., & Panda, J. K. (2013). Challenges and effectiveness of industrial relation environment in Indian Industries study on Rourkela Steel Plant. Raurkela Odisha. India. International Jour. of Financial Services and management Research, 2(6), 163-174. 21. Patro, Chandra. (2015). Employee Welfare Measures in Public and Private Sectors: A Comparative Analysis. International Journal of Service Science, Management, Engineering, and Technology. 6. 22-37. 10.4018/ijssmet.2015010102 22. Ganesh, M., & Indradevi, R. (2015). Importance and Effectiveness of Training and Development. Mediterranean Journal of Social Sciences, 6(1), 334. 23. Miller, D., & Desmarais, S. (2007). Developing your talent to the next level: Five best practices for leadership development. Organization Development Journal, 25(3), P37. NEWSPAPERS AND MAGAZINES 24. Virginia Economic Development Partnership (VEDP) Report prepared by Feedback Business Consulting Services Pvt. Ltd. (July 2014) 25. Enincon’s report upon “Defence Equipment Market & Manufacturing in India 2017” (April 2017)
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    116 | Pa g e WEBSITES 26. Husys “Importance of Training & Development in Organizations” accessed on 12/05/2018 at https://husys.com/blogs/importance-of-training-development-in- organizations/ 27. BEML Limited “Company website” accessed on 30/04/2018 at http://www.bemlindia.in/Default.aspx 28. BEML Limited “Company website” accessed on 13/05/2018 at http://www.bemlindia.in/profile2.aspx
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    122 | Pa g e QUESTIONNAIRE – Used for Survey at BEML LIMITED Dear Sir / Madam, I am Mohammed Saqib, with a Bachelor’s degree in Electrical and Electronics Engineering and currently Pursuing MBA in Presidency College, Bangalore. As a part of my curriculum, I am doing my Final year Dissertation Project titled A STUDY ON WORKFORCE WELFARE IN THE CONTEXT OF DEVELOPMENT PROGRAMS AT ‘BEML LIMITED’, in HRD, EM Division, KGF Complex. Please give me your opinions or views to the questions below regarding Training and Development in your organization. Do not think much and answer, remember that first impressions are important. The Questionnaire is designed to assess your initial reactions about the programs hence, be frank in your answers. This may take just 8-10 minutes of your valuable time. The information provided by you will not be disclosed at any cost and will be kept strictly confidential and will be used by only me purely for the academic reasons. Thank you PART – 0 a) Personal Details (As per your wish) b) How long have you been employed in BEML LIMITED? Duration Encircle the Respective Less than 5 years 1 5-10 years 2 10-15 years 3 More than 15 years 4
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    123 | Pa g e PART – A (Overall Impressions) 1. Have you attended any training program? Yes 1 No 2 2. Please tell me which type of training program did you attend in recent? Type Encircle the Respective Behavioural 1 Quality 2 IT 3 R & D 4 Management 5 Others 6 3. The percentage of knowledge gained from the program which you feel is worth remembering Percentage Encircle Your response < 25% 1 26 to 50% 2 51 to 75% 3 75 o 100% 4 4. Please rate the program in terms of the following criteria. Rate in terms of 1 to 10 where 1 means lowest and 10 is highest rating. 4a Your participation 4b Your understanding 4c Relevance to your job in the company 4d Maintained your interest 4e Trainer’s knowledge of the subject 4f Creation of the appropriate learning climate 5. The percentage to which the training program satisfied your expectations Percentage Encircle Your response
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    124 | Pa g e < 25% 1 26 to 50% 2 51 to 75% 3 75 to 100% 4 PART – B (Regarding the Faculty or Trainer) 6. Please tell me who was the faculty who conducted the program? In house (Internal to the company) 1 External (Outsourced) 2 Please write the Name / Agency if you remember. If more than one faculties handled the program, then mention the most impressive faculty’s name (Only 1) ______________________________________________ 7. Was the Knowledge of the Faculty and actual performance match the objectives of the program Strongly Disagree Disagree Neutral Agree Strongly Agree 1 2 3 4 5 8. Whether the trainer was able to maintain the problem solving atmosphere and the enthusiasm throughout the program? Strongly Disagree Disagree Neutral Agree Strongly Agree 1 2 3 4 5 9. The subjects thought by the faculty were relevant to your Job in BEML? Strongly Disagree Disagree Neutral Agree Strongly Agree 1 2 3 4 5 10. The faculty had the cooperative attitude with the candidates
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    125 | Pa g e Strongly Disagree Disagree Neutral Agree Strongly Agree 1 2 3 4 5 11. The percentage to which the faculty(s) interacted with the participants and answered all the queries raised? Percentage Encircle Your response < 25% 1 26 to 50% 2 51 to 75% 3 75 to 100% 4 PART – C (Regarding the Content) 12. Tell me the extent to which you agree or disagree with these statements Strongly Agree 1 Agree 2 Neither Agree Nor Disagree 3 Disagree 4 Strongly Disagree 5 Lecture sessions highlighted the key concepts 1 2 3 4 5 Course material added clarity to the concepts 1 2 3 4 5 Helped in your actual job / role 1 2 3 4 5 Examples given during the training were mutually supportive 1 2 3 4 5 PART – D (Before Training Program) 13. Assume that you are nominated for a training and development programme by your department. Please read each of the following statements and for each item, indicate how strongly you agree or disagree by selecting the number that best matches your thoughts using the scale below:
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    126 | Pa g e Strongly Agree 1 Agree 2 Neither Agree Nor Disagree 3 Disagree 4 Strongly Disagree 5 I am motivated to learn the concepts that will be covered in the training programme 1 2 3 4 5 I will try to learn as much as I can from the training programme 1 2 3 4 5 I will get more out of the programme than most people. 1 2 3 4 5 I want to improve my knowledge of the material that this programme covers 1 2 3 4 5 If I can't understand some part of the programme , I will try harder 1 2 3 4 5 I am genuinely interested in the content of this programme and I have done pre preparations before going 1 2 3 4 5 PART – E (Post Training Program) 14. Do you agree that training is of sufficient duration? Strongly Disagree Disagree Neutral Agree Strongly Agree 1 2 3 4 5 15. Are training programs helpful in long run? Strongly Disagree Disagree Neutral Agree Strongly Agree 1 2 3 4 5 16. Are the training programs conducted by the company helping you in personal growth? Strongly Disagree Disagree Neutral Agree Strongly Agree 1 2 3 4 5
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    127 | Pa g e 17. Please rate the following statements in terms of 1 to 10. Where 1 means lowest and 10 is highest rating My organisation has a training and development policy applicable to all employees When employees arrive from training, supervisors encourage them to share what they have learned with other employees My organisation has full-fledged training and development department manned with competent professionals Supervisors give employees the chance to try out their training on the job immediately Colleagues support the use of learning on the job The program was really boring and of no worth 18. Suggestions for Improvement (If any) & If willing to recommend the program to your colleagues, Please Mention the details. ****End of the Questionnaire****
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    128 | Pa g e Mohammed Saqib <[email protected]> "Progress Report - 1, Presidency College, 16YACMD114" 1 message Mohammed Saqib <[email protected]> Mon, May 14, 2018 at 4:02 PM To: [email protected] Cc: uma can't <[email protected]> MBA DISSERTATION PRESIDENCY COLLEGE -1ST PROGRESS REPORT SL.NO PARTICULARS DETAILS 1 Name of the Student MOHAMMED SAQIB 2 Registration Number 16YACMD114 3 Name of College Guide Ms. UMA CHINCHANE 4 Name and contact number of the Co-Guide/ External Guide (Corporate). Mr. BENEDICT ALWIN Manager – HR (Department of Welfare) +91 8153 263020 (Extension-9046) 5 Title of the Dissertation. “A STUDY ON WORKFORCE WELFARE IN THE CONTEXT OF DEVELOPMENT PROGRAMS AT ‘BEML LIMITED” 6 Name and Address of the Company/Organization where project is undertaken with Date of starting Dissertation. BEML LIMITED Earth Movers Division Kolar Gold Fields Complex BEML Nagar, Kolar Gold Fields-563 115. Karnataka, India. Date of Starting of project: 25-04-2018 7 Progress report: A brief note reflecting: Number of meeting with Guides, places visited. Libraries website, books referred, meeting with persons. Activities taken up, preparations done for collection of information and facts etc...) As a part of preparation for the project, I visited my guide 3 times till date. I referred books such as Beginning management of human resources by Schmitz Andy, Armstrong M’s A handbook of human resource management practice etc., Company’s website - http://www.bemlindia.in/ along with some others like https://husys.com/ have been referred. For literature review, various research papers, journals, books have been referred. Visited Company Library as well. And also met external guide, Alwin to take suggestions regarding the dissertation. And constant interactions are being made with the company employees to get the necessary inputs. Have started with the preparation of questionnaire as a part of the Survey and the first chapter of the report is already done. Date: 14/05/2018 Signature of the Student Signature of the Guide
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    129 | Pa g e Mohammed Saqib <[email protected]> "Progress Report - 2, Presidency College, 16YACMD114" 1 message Mohammed Saqib <[email protected]> Thu, May 31, 2018 at 1:49 PM To: [email protected] Cc: uma can't <[email protected]> MBA DISSERTATION PRESIDENCY COLLEGE -2ND PROGRESS REPORT SL.NO PARTICULARS DETAILS 1 Name of the Student MOHAMMED SAQIB 2 Registration Number 16YACMD114 3 Name of College Guide Ms. UMA CHINCHANE 4 Name and contact number of the Co-Guide/ External Guide (Corporate). Mr. BENEDICT ALWIN Manager – HR (Department of Welfare) +91 8153 263020 (Extension-9046) 5 Title of the Dissertation. “A STUDY ON WORKFORCE WELFARE IN THE CONTEXT OF DEVELOPMENT PROGRAMS AT ‘BEML LIMITED” 6 Name and Address of the Company/Organization where project is undertaken with Date of starting Dissertation. BEML LIMITED Earth Movers Division Kolar Gold Fields Complex BEML Nagar, Kolar Gold Fields-563 115. Karnataka, India.Date of Starting of project: 25-04- 2018 7 Progress report: A brief note reflecting: Number of meeting with Guides, places visited. Libraries website, books referred, meeting with persons. Activities taken up, preparations done for collection of information and facts etc...) As a part of preparation for the project, I visited my guide 7 times till date. Discussion was done for the finalization of Questionnaire & was approved by guide and survey is completed. I referred books such as Research methodology by Kothari. Company’s website - http://www.bemlindia.in/ along with some others like https://journalofbusiness.org/index.php/GJMBR/ article/view/546 have been referred. Visited Company Library as well. And also met external guide on regular basis to take suggestions regarding the dissertation. And constant interactions are being made with the company employees to get the necessary inputs. Chapter 1,2 and 3 are completed. And currently working on data analysis and interpretation. Approaching the project completion. Date: 31/05/2018 Signature of the Student Signature of the Guide
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