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Dissertation Project Report

On

“TRAINING AND DEVELOPMENT”

At

“TATA STEEL”

Submitted in the partial fulfillment of the degree of

Master of Business Administration

At

School of Commerce and Management

Corporate Guide: Faculty Guide:

Mr. Akhileswar Singh Dr. Urvashi Thakur

Designation: Operator Head at Designation: Associate Professor

TATA STEEL ARKA JAIN University

Submitted by:

POOJA KUMARI

Enrollment Number: AJU/200879

Roll No.- 48

2020-22

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School of Commerce and Management

Certificate by the Faculty Mentor

This is to certify that Mr./Ms. POOJA KUMARI, Enrollment Number. AJU/200879 , a student of
Master of Business Administration (M.B.A.) (2020-22), has undertaken the ‘Dissertation Project
titled “ TRAININD AND DEVELOPMENT” at TATA STEEL The Project report is hereby
submitted by the student for the partial fulfillment of requirement for the award of Master of
Business Administration, under my supervision. To the best of my knowledge, this project is the
record of authentic work carried out during the academic year (2021-22) and has not been
submitted anywhere else for the award of any Certificate/Degree/Diploma, etc.

Signature with date

Name of the Faculty Mentor

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School of Commerce and Management

Declaration by the Student

I, POOJA KUMARI, Enrollment no AJU/200879 hereby declare that the Project titled,
“TRAINING AND DEVELOPMENT ” has been carried out by me during the academic year
2020-22 and submitted for the partial fulfillment of the requirement for the award of Master of
Business Administration (2020-22). To the best of my knowledge, the project undertaken, has been
carried out by me, and is my own work. The contents of this report are original and this report has
been submitted to the said organization and to the ‘ARKA JAIN University’, Jharkhand and it has
not been submitted elsewhere, for the award of any Certificate/Diploma/Degree etc.

POOJA KUMARI

Roll No - 48

Enrollment No. – AJU/200879

M.B.A. Batch 2020-22

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ACKNOWLEDGEMENT

The opportunity I had with Tata steel was a chance for learning and development. It is my greatest
pleasure to acknowledge sincere gratitude towards Mr. Akhileswar Singh. Who gave me a chance
to work with them? Though it was for a very short period but it was very valuable. In order to
prepare this report, I have put in extensive effort and study. This report would never have been
possible without the consistent support and assistance of the people whom I approached during the
various stages of writing this report. Firstly, I would like to express my heartfelt gratitude to my
academic mentor Urvashi Thakur and Charu Ma’am, Programme Coordinator, M.B.A ARKA
JAIN University, for their valuable advice, encouragement, direction and assistance. Writing this
report would have been impossible without their guidance.

I would extend my gratitude towards Mr. Akhileswar Singh for his valuable time and expert insight
into the various components of the report and also for being involved with me through the process
and providing a lot of relevant documents and information that were vital in producing this report.
He has helped me understand the market better and gain more insight which was crucial in writing
this report. I am thankful for his aspiring guidance and friendly advice during the project work.

I also show my indebtedness to my institute ARKA JAIN University, Jamshedpur for giving
such an opportunity to take up this project.

And finally, I would like to thank all individuals involved in the process of making this report a
success.

Name: Pooja Kumari

Date:

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EXECUTIVE SUMMARY
Every organization needs to have well trained and experienced people to perform various activities
that have to be done. If current or potential occupant can meet the requirement, training is
important. It is necessary to raise the skills levels and increase the adoptability of the employees.
Employees are the assets of the organization. Training present the prime opportunity to expand the
knowledge of all the employees.

Training and development play an important role in the effectiveness of organisations and to the
experiences of people in work. Training has implications for productivity, health and safety at
work and personal development. All organisations employing people need to train and develop
their staff. Most organisations are cognizant of this requirement and invest effort and other
resources in training and development. Such investment can take the form of employing specialist
training and development staff and paying salaries to staff undergoing training and development.
Investment in training and development entails obtaining and maintaining space and equipment. It
also means that operational personnel, employed in the organisation's main business functions,
such as production, maintenance, sales, marketing and management support, must also direct their
attention and effort from time to time towards supporting training development and delivery. This
means they are required to give less attention to activities that are obviously more productive in
terms of the organisation's main business. However, investment in training and development is
generally regarded as good management practice to maintain appropriate expertise now and in the
future.

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Table of contents

S.NO. PARTICULARS PG.NO.

1 INTRODUCTION 7-8

2 OBJECTIVE 9

3 LITERATURE REVIEW 10-11

4 RESEARCH METHODOLOGY 12

5 DATA ANALYSIS AND FINDINGS 13-22

6 RECOMMENDATIONS 23

7 CONCLUSION 24

BIBLIOGRAPHY 25

ANNEXURE 26

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INTRODUCTION

Successful candidates placed on the job need training to perform their duties effectively Workers
must be trained to operate machines, reduce scrap and avoid accidents It is true for not only
workers but executives and supervisors as well, who need training in order to be capable of
performing skilled activities. Training and development constitute an ongoing process in any
organization. Training thus means to turn members into productive insiders. It is the second step
after recruitment, screening and selection. Thus how a person learns should be the guiding how a
person should be trained Thus the three important aspects of training process requires

 Practice
 Feedback
 Motivation to learn

Thus training is systematic and intentional basically involving the felicitation of the learning
process training enhances three broad classes of skills

 Motor skills: manipulation of physical environment based on certain patterns of bodily

movements
 Cognitive skills: inquisitional of mental and attitudinal functions
 Interpersonal skills: enhancing interactions with other people No organization has
unlimited resources, so training has to be done on the basis of identified resources in three
phases

1. PRE TRAINING Clear understanding of the situation that calls for more effective behaviour

2. TRAINING implementing the effectiveness in behaviour

3. POST TRAINING the management has to handle a person who is more confident, post training
A lot of adjustment is needed on both sides

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COMPANY PROFILE

Tata Steel was established in India and Asia’s first integrated private steel company in
1907. With this it also developed India, a first industrial city at Jamshedpur. Today the
leading global steel companies. Tata iron and steel company (TISCO) was founded by
Jamsetji Nusserwanji Tata and established by Sir Dorabji Tata on 26 August 1907. TISCO
started pig iron production in 1911 and began producing steel in 1912 as a branch of
Jamsetji Tata group. The first steel ingot was manufactured on February 1912.
During the world war (1914-1918),the company made rapid progress.

In 1920 the Tata iron and steel company also incorporated the tinplate company of India
ltd (TCIL),as a joint venture with then Burma shell to manufacture Tinplate. TCIL is now
Tata Tinplate and holds 70% market share in India.

By 1939, it operated the largest steel plant in the British Empire .The company launched
a major modernization and expansion program in 1951. Later, in 1958, the program was
upgraded to 2 million metric tonnes per annum (MTPA) project by 1970, the company
employed around 40,000 peoples at Jamshedpur, and a further 20,000 in the neighbouring
coal mines.

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OBJECTIVES

The fundamental aim of training is to help the organization. Achieve its purpose by adding value
to its key resource, the people, it employs. Training means investing in the people to enable them
to perform better and to empower them to make the best use of their natural ability. The particular
objectives of training are to:-
1. Leads to improvement in safety standards
2. To find out the impact in the performance of the individual after training.
3. Reduce the learning time for employees starting in new job on appointment, Transfer or
Promotion & ensure that they become fully competent as quickly & economically as
possible.

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LITERATURE REVIEW

1. Nunvi (2006), training programs are directed towards maintaining and improving current
job performance while development seeks to improve skills for future jobs.

2. Armstrong (1996), emphasized that training should be developed and practiced within the
organization by appreciating learning of theories and approaches, if training is to be well
understood. Training is a type of activity which is planned, systematic and it result I
enhanced level of skills, knowledge and competency that are necessary to perform work
effectively.

3. Abbas Z. (2014) training as an essential element to an employee for the development of

the companies because some of the employees have lack of knowledge skills and
competencies and failed to accomplish task on timely basis. Besides, training is a learning
activity directed towards the acquisition of specific knowledge and skills for the purpose of
an occupation or task. The focus of training is the job or task for example, the need to have
efficiency and safety in the operation of particular machines or equipment.

4. Shelley Frost, Demand Media training is a crucial component in preparing new

employees for their positions and keeping existing employees current on critical
information. To be effective, a training program needs a specific purpose with appropriate
training methods. Understanding the factors that influence training programs enables you
to develop or change your current employee’s education to make it fit the needs of your
business and your employees.

5. Henry Ongori (2011). Jennifer Chishamiso Nzonzo, training and development has
become an issue of strategies importance. Although many scholars have conducted
research on training and development practices in organizations in both developing and
developed economies, it is worth mentioning that most of the research has concentrated on
the benefits of training in general. The is however, limited focus on evaluation of training
and development practices in organizations.

6. Haslinda Abdullah (2009), the challenges faced by employers and organizations in the
effective management of Human resource training and development varied from concern
about the lack of intellectual HR professionals to coping with the demand for knowledge-
workers and fostering learning and development in the workplace. The core and focal
challenge in the lack of intellectual human resource development professionals in
manufacturing firms, and this suggests that employers viewed Human resource training
and development as a function secondary to human resource management and perhaps
considered it as being of lesser importance. This implication could lead to the

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Ineffective implementation of human resource training and development activities and

increase ambiguity and failure in effectively managing human resource training and
development as a whole.

7. Bates and Davis (2010), Usefulness of training programme is possible only when the
trainee is able to practice the theoretical aspects learned in training programme in actual
work environment. They highlighted the use of role playing, cases, simulation, mediated
exercises, and computer based learning to provide exposure to a current and relevant body
of knowledge and real world situation.

8. Cheng and Ho (2001) discuss the importance of training and its impact on job
performance. While employee performance is one of the crucial measures emphasized by
the top management, employees are more concerned about their own productivity and are
increasingly aware of the accelerated obsolescence of knowledge and skills in their
turbulent environment.

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RESEARCH METHODOLOGY

It is the plan; structure of investigation conceived so as to obtain answer to research question is

the specification of methods and procedures for acquiring the information needed.

Kind of research
Exploratory Research The kind of research has the primary objectives of development of insights
into the problems. It studies the main area where the problem lies and also tried to evaluate some
appropriate courses of action.

SAMPLE SIZE
The sample consist of 50 employees

DATA COLLECTION
The data for the survey will be conducted from primary sources.

PRIMARY DATA
Using personal interview technique the survey the data will collect by using questionnaire. The
primary data collection for his purpose is supposed to be done by judgment sampling conversation
sampling. Questionnaire havens formatted with both open and close structure questions.

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DATA ANALYSIS AND FINDINGS

1. The Training Was Necessary To Meet The Organization Recruitments.

Responses Percentage No. of respondent

Strongly agree 28% 14
Agree 42% 21
Disagree 18% 9
Strongly disagree 10% 5
Can’t say 2% 1
Total 100% 50

1. The Training Was Necessary To Meet The

Organization Recruitments.

10% 2%
28%
18%
Strongly agree
Agree

42% Disagree
Strongly disagree
Can’t say

Analysis: Out of 50 respondents 21 people agreed that training is important for the
fresher, 14 people are also strongly agree for the training is necessary for all the
organization.

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2. This Training Is Helpful In Increasing The Production.

Responses Percentage No. of respondent

Strongly agree 26% 13
Agree 46% 23
Disagree 12% 6
Strongly disagree 12% 6
Can’t say 4% 2
Total 100% 50

2. This Training Is Helpful In Increasing The

Production.

4%
12% 26%
Strongly agree
12%
Agree
Disagree
Strongly disagree
46%
Can’t say

Analysis: Out of 50 respondents 72% employees either agreed with the point that
training is helpful in increasing the production.

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3. Training was useful for personal improvement.

Responses Percentage No. of respondent
Strongly agree 30% 15
Agree 36% 18
Disagree 14% 7
Strongly disagree 18% 9
Can’t say 2% 1
Total 100% 50

3. Training was useful for personal

improvement.

2%
18%
30% Strongly agree
agree
14%
disagree
Strongly disagree
36%
Can’t say

Analysis: 66% employees either agreed with the point that training was useful
for personal improvement.

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4. Training was helpful in improving interpersonal skills.

Responses Percentage No. of respondent

Strongly agree 22% 11
Agree 40% 20
Disagree 24% 12
Strongly disagree 14% 7
Can’t say 0% 0
Total 100% 50

4. Training was helpful in improving

interpersonal skills.

14% 0% 22%
Strongly agree

24% agree
disagree
40% Strongly disagree
Can’t say

Analysis: 62% employees are agreed with the training was helpful for Improving interpersonal
skills.

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5. Training was free from disturbances.

Responses Percentage No. of respondent

Strongly agree 18% 9
Agree 44% 22
Disagree 26% 13
Strongly disagree 12% 6
Can’t say 0% 0
Total 100% 50

5. Training was free from disturbances.

12% 0% 18%
Strongly agree
26% Agree
Disagree
44% Strongly disagree
Can’t say

Analysis: 62% employees are agreed with the training was free from disturbances and 26% are
disagree.

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6. Training was Interactive.

Responses Percentage No. of respondent
Strongly agree 32% 16
Agree 44% 22
Disagree 16% 8
Strongly disagree 6% 3
Can’t say 2% 1
Total 100% 50

6. Training was Interactive

6% 2%
16% 32%
Strongly agree
Agree
Disagree
Strongly disagree
44%
Can’t say

Analysis: 76% employees are agree and strongly agree with the training was interactive.

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7. Introduction part of training an overall idea communicated properly.

Responses Percentage No. of respondent

Strongly agree 28% 14
Agree 40% 20
Disagree 16% 8
Strongly disagree 12% 6
Can’t say 4% 2
Total 100% 50

7. Introduction part of training an overall

idea communicated properly.

4%
12%
28%
Strongly agree
16% Agree
Disagree
Strongly disagree
40%
Can’t say

Analysis: 68% employees are agreed with the introduction part of the training an overall idea
communicated properly.

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8. Intention behind the training was convincing.

Responses Percentage No. of respondent
Strongly agree 36% 18
Agree 38% 19
Disagree 14% 7
Strongly disagree 12% 6
Can’t say 0% 0
Total 100% 50

8. Intention behind the training was

convincing.

12% 0%
14% 36% Strongly agree
Agree
Disagree

38% Strongly disagree

Can’t say

Analysis: 74% employees are agreed with the intention behind the training was convincing.

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9. It was a Motivational Training.

Responses Percentage No. of respondent

Strongly agree 30% 15
Agree 36% 18
Disagree 20% 10
Strongly disagree 12% 6
Can’t say 2% 1
Total 100% 50

9. It was a Motivational Training.

12% 2%
30%
Strongly agree
20% Agree
Disagree
Strongly disagree
36%
Can’t say

Analysis: 66 % employee agreed that training is motivational and rest of the employee thinks
that the training is not motivational.

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10. Response of Trainees towards training was positive.

Responses Percentage No. of respondent

Strongly agree 32% 16
Agree 32% 16
Disagree 20% 10
Strongly disagree 14% 7
Can’t say 2% 1
Total 100% 50

10. Response of Trainees towards training

was positive.

14% 2%
32% Strongly agree

20% Agree
Disagree
Strongly disagree
32%
Can’t say

Analysis: 64% employees agreed with the response of trainees towards training was positive.

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SUGGESTIONS
The training and development can be made effective and successful if the following points need
to be followed:
1. Top management supports and their active involvement is essential to make training &
development for the employees to work in a smarter way
2. Rewarding the trainee for the better performance.
3. Take Feedback from the employees after training and development so that the human
resource department has a better understanding of the needs of the employee and design
and structure of the training Programme.

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CONCLUSION
The future of employees training and development is not completely known whether the
company, Industries or any organization hire the top talents or not, it is important to keep
training and development for the employees so that the company keep running successfully. And
the cost of training is high and training and development is important for the employees so that
they can be work in smarter way. Employees are in habits of growing and learning, learning is a
lifelong journey.
Employees development will help the employees for capable of taking a challenges tasks and
employee training will help in better skilled. Therefore both are equally important.

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BIBLIOGRAPHY
Barrett, G. (1994), “Training Evaluation: A Case for Hard Measures”, Management Training,
Vol., pp. 34–36.
Bassi, L.J., Benson, G. and Cheney, S. (1996), “The Top Ten Trends”, Training and
Development, Vol. 50 (11), pp. 28–42.
Brinkerhoff, R.O. (1981), “Making Evaluation More Useful”, Training and Development
Journal, Vol. 35 (10), pp. 66–70.
Brinkerhoff, R.O. (1988), “An Integrated Evaluation Model for HRD”, Training and
Development Journal, Vol. 42 (6), pp. 66–68.

Websites:
www.tatasteel.co.in
www.google.com

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ANNEXURE
QUESTIONNAIRE
1. The Training Was Necessary To Meet The Organization Recruitments.
(a) Strongly Agree. (b) Agree. (c) Disagree
(d) Strongly Disagree (e) Can’t Say

2. This Training Is Helpful In Increasing The Production.

(a) Strongly Agree. (b) Agree. (c) Disagree
(d) Strongly Disagree (e) Can’t Say

3. Training was useful for personal improvement.

(a) Strongly Agree. (b) Agree. (c) Disagree
(d) Strongly Disagree (e) Can’t Say

4. Training was helpful in improving interpersonal skills.

(a) Strongly Agree. (b) Agree. (c) Disagree
(d) Strongly Disagree (e) Can’t Say

5. Training was free from disturbances.

(a) Strongly Agree. (b) Agree. (c) Disagree
(d) Strongly Disagree (e) Can’t Say

6. Training was Interactive.

(a) Strongly Agree. (b) Agree. (c) Disagree
b. (d) Strongly Disagree (e) Can’t Say

7. Introduction part of training an overall idea communicated properly.

(a) Strongly Agree. (b) Agree. (c) Disagree
(d) Strongly Disagree (e) Can’t Say

8. Intention behind the training was convincing.

(a) Strongly Agree. (b) Agree. (c) Disagree
(d) Strongly Disagree (e) Can’t Say

9. It was as a Motivational Training.

(a) Strongly Agree. (b) Agree. (c) Disagree
(d) Strongly Disagree (e) Can’t Say

10. Response of Trainees towards training was positive.

(a) Strongly Agree. (b) Agree (c) Disagree
(d) Strongly Disagree (e) Can’t Say

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