summer internship project on Training Need Assessment for Industrial employees in Metal and Steel factory

A Study on Training Need Assessment
Of Industrial employees in “Metal & Steel
Factory ,Ishapore”
SUMMER INTERNSHIP PROJECT REPORT
SUBMITTED TOWARDS PARTIAL FULFILLMENT OF
MASTERS IN BUSINESS ADMINISTRATION
(Affiliated to MAKAUT)
(Approved by AICTE, Govt. Of India)
ACADEMIC SESSION
2016-2017
Submitted By :
Student name : Zubair Inam Barbhuiya
Stream : MBA ( HR)
Roll No : 10400915162
Batch : 2015-2017
Company Guide Faculty Guide
Name : P.K Pattnayak Name : Prof.Rameswar Datta
Designation : DGM/admin
Name of Comapany : Metal & Steel factory, Ishapore

INSTITUTE OF ENGINEERING AND MANAGEMENT
D1, Sector V, Salt Lake Electronics Complex
Kolkata 700091
This is to certify that the project work entitled “Training need assessmentof
Industrial employees in metal & Steelfactory, Ishapore” is a bonafide work
carried out by Zubair Inam Barbhuiya, a candidate of the MBA (Batch 2015-
17)
Institute of Engineering and Management, Kolkata under my guidance and
direction.
_____________________________
Signature
(Prof. Rameswar Datta)
IEM
Faculty of Management
Kolkata

Acknowledgement
Every project big or small is successful largely due to the effort of a number of wonderful
people who have always given their valuable advice or lent a helping hand. I sincerely
appreciate the inspiration; support and guidance of all those people who have been
instrumental in making this project a success.
I, Zubair Inam Barbhuiya, student of Institute Of Engineering &
Management (Management House) am extremely grateful to “Metal & Steel Factory” for the
confidence bestowed in me and entrusting my project entitled “Training Need Assessment
of Industrial Employees”
I am using this opportunity to express my gratitude to everyone who supported me
throughout the course of this MBA project. I am thankful for their aspiring guidance,
invaluably constructive criticism and friendy advice during the project work. I am sincerely
grateful to them for sharing their truthful and illuminating views on a number of issues
related to the project.
I express my warm thanks to Mr. P. k Pattnayak , DGM/Admin ,Mr. R.N Jha DGM & Mr
for their support and guidance at Metal & Steel Factory (A unit Indian Ordinance Board,
Ministry Of Defence) , Ishapore.
I express my gratitude to College Director, Prof. P.K Misra for arranging the summer
training in good schedule. I also extend my gratitude to my Project Guide Prof . Rameswar
Datta, who assisted me in compiling the project.
I would also like to thank all the faculty members of Institute Of Engineering &
management for their critical advice and guidance without which this project would not have
been possible.
Last but not the least I place a deep sense of gratitude to my family members and my friends
who have been constant source of inspiration during the preparation of this project work.
Thank you,
Zubair Inam Barbhuiya

ExecutiveSummary
The purpose of a training needs assessment is to identify performance requirements and
the knowledge, skills, and abilities needed by an agency's workforce to achieve the
requirements. An effective training needs assessment will help direct resources to areas
of greatest demand. The assessment should address resources needed to fulfil
organizational mission, improve productivity, and provide quality products and services.
A needs assessment is the process of identifying the "gap" between performance
required and current performance. When a difference exists, it explores the causes and
reasons for the gap and methods for closing or eliminating the gap. A complete needs
assessment also considers the consequences for ignoring the gaps. Every organization
needs to have well trained and experienced people to perform the activities that have to
be done. If current or potential job occupants can meet this requirement, training is not
important. When this not the case, it is necessary to raise the skill levels and increase the
versatility and adaptability of employees. It is being increasing common for individual
to change careers several times during their working lives. The probability of any young
person learning a job today and having those skills go basically unchanged during the
forty or so years if his career is extremely unlikely, may be even impossible. In a rapid
changing society employee training is not only an activity that is desirable but also an
activity that an organization must commit resources to if it is to maintain a viable and
knowledgeable work force.
The entire project talks about the training and development need assessment in
theoretical as well as new concepts, which are in trend now. Here we have discussed
what would be the input of training if we ever go for and how can it be good to any
organization in reaping the benefits from the money invested in terms like (ROI) i.e.
return on investment. What are the ways we can identify the training need of any
employee and how to know what kind of training he can go for, Training being covered
in different aspect likes integrating it with organizational culture. The best and latest
available trends in training method, the benefits which we can derive out of it. How the
evaluation should be done and how effective is the training all together. Some of the
companies practicing training in unique manner a lesson for other to follow as to how
to train and retain the best resource in the world to reap the best out of it.
Based on this as a student of MBA Hr I have done my summer internship in Metal
and Steel Factory, Isadora. The internship was for a duration of 2 month and it involved a lot
of learning activities all around. I was need to carry a research which involves the study of
training need assessment of industrial employees of Metal & Steel Factory to find out the
training and development need of industrial employees.

SN
Contents Page
N o.
1 CHAPTER 1
Introduction
List of tables
1-2
3
2 CHAPTER 2
Industry Overview 4-8
3 CHAPTER 3
Description And Objectives 10-17
4 CHAPTER 4
Research Methodology 18-19
5 CHAPTER 5
Data Analysis , Results and Interpretation 20-37
6 CHAPTER 6
Conclusions 38
7 CHAPTER 7
Limitations of the project 39
8 CHAPTER 8
Recommendations and Suggestions 40
9 APPENDIX
BIBLIOGRAHY
41
42

INTRODUCTION |CHAPTER 1
1.1 PROJECT DETAIL :
The primaryfocus of thistrainingneedassessment/analysisis todetermine the gapincapabilitiesof
skillsandknowledge of Industrial employeesof Metal andsteel factory.A trainingneedexistswhen
there isa gap betweenwhatisrequiredof apersontoperformcompetentlyandwhathe actual
knows.A “trainingneedsassessment”,or“trainingneedsanalysis”,isthe methodof determiningif a
trainingneedexistsandif itdoes,whattrainingisrequiredtofill the gap.The expectationof
knowledge,skillsandabilitiesof officialsatdifferentlevelsisdifferentsothere trainingneedsare
alsodifferent.Trainingneedsassessmenthastherefore tobe fordifferenttargetgroupsforexactly
knowingwhattrainingisrequiredforeachgroup.The purpose of conductinganeedsassessmentis
to validate the hypothetical judgmentwithactual trainingneedstoensure thatsolutionaddresses
the most neededsubjectsandeffectivelyfocusesthe appropriate resources,timeandefforttoward
targetedsolutions.Trainingneedassessmentistoidentifythe gapbetweenthe model situationand
the actual situationandthe wayin whichitcan be bridged.Asthe gaps are identified,theyare
evaluatedtodetermine the mannerinwhichthe gapscan be bridged.Some situationswill indicate
trainingneeds.Some mayneednon–trainingsolutions
1.2 OBJECTIVE OF THE PROJECT :
TrainingNeedAssessmentMethodologyKeepinginview the statusof skillsof Industrial employees
inthe metal & steel Factory andthe constraintsexpressedbythe authorities,followingstepswere
takenfor conductingtrainingneedsassessment..
1. The reasonsfordoingtrainingneedsassessmentis:
• To determinewhetheranytrainingisneeded
• To determinethe areasinwhichtrainingisneeded•Todetermine the gaptobe
bridged .
• To determinedesiredtrainingoutcomes .
• To provide abasisof monitoringandevaluationTrainingNeedAssessmentReport
2. TrainingNeedAssessmentSurveyamongIndustrial Employees
3. MSF AdministrationOpiniononIndustrialEmployeesTrainingNeeds
4. AnalyzingTargetGroupSpecificTrainingNeeds
5. Assessmentof InstitutionalCapabilitiestoprovide Training
6. Validationof TrainingNeeds
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1.3 SCOPE OF THE PROJECT :
The scope of the study covers in depth, the various Training needs of Industrial Employees
and practices, modules, formats being followed and is limited to the company Metal & Steel
Factory and its Industrial employees. The different training programmes
incorporated/facilitated in MSF through HRD, outside agencies or professional groups. It also
judges the enhancement of the knowledge & skills of employees.. and feedback on its
effectiveness.
1.4 METHODOLOGY OF THE PROJECT :
RESEARCH PLAN : The study involved both Exploratory and Descriptive Research .
DATA SOURCE :- Primary and Secondary Data.
RESEARCH INSTRUMENT :- Well-Structured Questionnaire
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LIST OF TABLES:
TABLE LIST PAGE NO.
Table
Training Need Assessment
FIG 3A
FIG 3B
15
16
Questionnaires table:
Q.No. 1-2
Q.No. 3-4
Q.No. 5-6
Q.No. 7-8
Q.No. 9-10
Q.No. 11-12
Q.No. 13-14
Q.No. 15-16
Q.No. 17-18
Q.No. 19-20
22
23
24
25
26
27
28
29
30
31
LIST OF FIGURES PAGE NO.
Organizational Hierarchy 9
FIG 5B
Bar Diagram representation of
number of responses given by the Industrial
Employees of the Metal & Steel Factory
21
Page|3

INDUSTRY OVERVIEW | CHAPTER 2
2.1 INTRODUCTION : “ मेटल का बढ़ता कदम, हौसला इस्पात का, बाजुओं में है दम ” Metal &
Steel Factory, Ishapore is the main producer of basic Ferrous and Non-Ferrous raw
material for military hardware. Present day military hardware requires use of metals of
high strength coupled with superior toughness.Combination of both these properties
requires use of alloy steel of Super-ultra clean quality. MSF has facilities for state-of-the-
art steel making in the form of Electric Arc Furnace, Ladle Furnace Vacuum Degassing &
Electro Steel Re-melting ensuring production of Ultra clean steel. A high capacity PLC-
Controlled 2650T Forging Press with fully integrate and double manipulators gives shape
to the products like Gun Barrels & other components of Artillery and Tank Guns. A state
of art CNC-Controlled Redial Forging Press of 1250T for each hammers can forge
various sections and profiles with high degree of isometric mechanical properties, near-
net finish and repeatability. The Factory also possesses a hot rolling mill, a high precision
2 hi / 4 hi combination cold rolling mill (setup in 2006) for making thin strips of ferrous
and non-ferrous material with online x-ray and mechanical gauging system. Precision
controlled heat treatment facilities impart high Mechanical Properties in the metal,
making it capable of performance under conditions of high stress. Such integrated
facilities for making, shaping & treating of Super-Ultra clean alloy steel-grades makes it
possible to cater to any metallurgical need. Production of steel cartridge cases starting
from making of deep drawing quality steel (HSLA Grade) for forming the finished
products is the major strength of the factory. MSF is the leader in this field. Electric
induction Brass Melting Furnaces produces high quality 60:40 with/without Pb Brass
Billets/Pigs, Mn-brass etc. Quality intelligence personnel with sophisticated machinery
consisting of Ultrasonography, Laboratory Chemical Testing, Computer aided
Spectrographic, XRF Spectrometry, Hydrogen Gas Analyser, and 3D coordinator for
precision dimensional measurement etc.
LOCATION
Metal & Steel Factory, Ishapore is situated in West Bengal on the Eastern Bank of River
Hoogly (Ganges) at a distance of 28 KM from Kolkata and is connected by Rail and Motor-
Road. Nearest Airport Terminal is Netaji Subhash Chandra Bose Airport, Dum Dum.
HISTORICAL BACKGROUND
The factory has its origin as part of Gun & Shell Factory at Cossipore - then known as
"Foundry and Shell Factory"- in the year 1872, when metallurgical operations by way of
melting and rolling of Cartridge Brasses were first taken up. Subsequently in the year 1892,
manufacture of steel was taken up when open-hearth steel making furnace was
commissioned. With this, the first authentic production of steel was introduced in India. The
Steel Rolling Mills were installed later on, in 1896. Further expansion of metallurgical
activities necessitated shifting of metallurgical plants to Ishapore.
Page|4

Relocated to its new site at Ishapore in the Year 1905, the Factory continued to function as a
part of the Gun & Shell Factory, Cossipore. In 1920 it became an independent unit in the
family of Ordnance Factories and had come to be known as "Metal & Steel Factory, Ishapore
(MSF)"
MSF has been the cradle of military-metallurgy in India. The facilities & expertise available
in carrying out development of products and investigation of failures by the attached
inspectorate led to the formation of Technical Development Establishment (Metals) in the
year 1951 which was upgraded in the year 1956 to the Defence Metallurgical Research
Laboratory (DMRL) within its premises. DMRL was later on shifted to Hyderabad in the
year 1963 after bifurcation into DMRL and CI (Metals)
2.2 PRODUCT PROFILE :
MSF is strategically placed considering its product profile. The main products are listed
below.:
1. Large, Medium & Small forgings
2. (i) ESR Slugs
(ii) Torsion Bars
(iii) All kind of steel and forgings for defence application
3. Ammunition Items :
(i) Medium Caliber steel Cartridge Cases etc.
(ii) Steel & Brass Blanks for Cartridge Cases for different caliber.
(iii) Steel & Brass Rods for ammunition hardwares.
Products:
Core Competency Area
1) Gun Barrels and Forged Gun Components
2) Rolled Steel Bars/Rods of Ultra Clean Steel
3) Brass Rods
4) Steel Cartridge Cases of Medium Calibre
Civil Trade
The Ordnance Factories have undertaken Civil Trade since July 1986 for optimal utilization
of capacities. It has been impressed upon the factories to undertake Civil Trade wherever
capacities are available, since this would also lessen dependence on budgetary support. The
Factory diversified into civil trade with a view to utilizing its spare capacity.
Page|5

2.3 PRODUCTION FACILITIES :
The development of new weapon systems calls for stringent metallurgical property
requirements for the special Alloy Steels and Non-ferrous Alloys that go into making of
weapon systems. Special characteristics of the Defence Materials are the multiplicity of
specifications, adherence to high quality standards and special metallurgical properties.
Quantity of supply ranges from fifty Kilograms to hundreds of MT. In fulfilling these
requirements, MSF has played a unique role in quick development and productionisation of
new armaments in the country. In addition, MSF has taken adequate care and advance action
in order to not only be competent but also to be at the forefront in quality standards and latest
in technological advantages by developing core competencies in the following areas :
Manufacture of highly specialised steels through the latest technology i.e. ESR & LF-VD for
tank gun barrel like T-72, 130mm, 155mm and all types of steel blanks required for sister
factories for various types of cartridge cases for 30mm Sarath, 23mm Schilka, 73mm,
76.2mm and 125mm ammunition. This factory has established the capability for the
manufacture of the specialised forgings for Arjun Tank.
Various types of steel cartridge cases and blanks.
In addtion to above, MSF has got the following Production facilities :
Steel Making:
 Melting : 15 Ton & 2 Ton Basic Electric Arc Furnace with cored-wire Ca-Si
Injection, Argon purging and Slide Gate Teeming, Bottom Pouring facilities.
 Secondary Steel Refining : 20 Ton capacity Ladle Furnace - Vacuum
Degassing (LF-VD) and 10 Ton capacity Electro Slag Re-melting (ESR) units
in conjunction with 15 Ton EAF.
Press Forging: 2650 Ton ZDAS Forging Press, with rail bound manipulator for heavy
forgings.
Hammer Forging: 5 Ton MASSEY pneumatic Hammer and battery of other Pneumatic
Hammers (1Ton, 10 CWT) for medium and smaller section forgings and tools.
Rolling: 28 inches 2-high reversing LAMBERTON make Bar Mill with Manipulator and
Roller
Tables. 3 High 550 mm X 1500mm MORGARDSHAMMER Billet Rolling Mill, Double
Duo Rod
Rolling Mill of 10 inches diameter stands. Bright bar processing facilities.
Upset Forging: 1200 ton Horizontal Forging Machine.
Page|6

Hollow Forging: Battery of 280 Ton and 150 Ton vertical Forging presses for hollow
forgings upto 125 mm dia and 550 mm length with one or both ends open.
Drop Stamping: 10 Ton double acting forging machine, battery of Drop Stamp Hammers
(1Ton, 15 CWT, 7 CWT).
Heat Treatment: Bogie-hearth Electric Annealing and normalizing Furnaces. Pit type
Electric Furnace with quenching facilities for hardening and tempering.
Brass Melting: Battery of Electric Induction Brass Melting furnaces comprising of: 2 Nos.
540 kgs.
GEC make Brass melting furnaces, Four Nos. 300Kgs and three nos. 500Kgs AJAX Watt
medium frequency melting furnaces.
Cold Rolling: Cold Rolling Mills for rolling of brass slabs.
Extrusion: 1250 Ton Hydraulic Direct Extrusion Press for brass rods/tubes and Draw
Benches.
Cupping and Deep Drawing: Cupping and Deep drawing of Brass and Steel, Chemical
Passivation and finishing.
2.4 MISSION & VISION :
MissionStatement
Production of State of the Art Battle Field Equipments.
Vision Statement
1. To equip our Armed Forces with modern Defence and Battle Field Equipments.
2. To continuously modernize our production facilities.
3. To train and motivate personnel.
4. To equip ourselves with technologies through acquisition, synergy and in-house R&D.
5. To continuously improve quality.
6. To achieve highest level of customer satisfaction.
7. To increase customer base in defence, non-defence and export markets and establish global
presence
________________________________________________________________
_ iem.sip Page|7

Objectives:
1. The prime objective is to make quality steel forging and feed sister ordnance factories in
the form of PYT gun barrels, cartridge cases, shell bars and miscellaneous bar products.
2. To manufacture non-ferrous rods, blanks, strips as well as Die casting.
3. To maintain and strengthen the factory core competence of producing and supplying high
technology product.
4. Growth based on the optimal utilization of available infrastructure with further judicious
investment.
5. To increase the productivity by continual quality improvement measures, R&D efforts and
increased efficiency of all plants and processes.
6. To effect the delivery of products as per time schedule.
7. To perpetually strive for cost reduction.
8. To scale up civil trade activities to exploit sizeable opportunities in civil sector and to
expand customer base globally.
9. To diversify product range and develop new products through Research and Development.
10.To improve the working environment by improving shop layouts and construction of new
shops & civil works, which will increase productivity through better handling of materials,
intermediaries.
2.5 Production & Quality Control Facilities / Resources:
Quality Policy
We the employees of Metal & Steel Factory are committed to meet the customers enhanced
requirements through continual improvement of our products. Our testing laboratories are
accredited by NABL etc.
Safety Policy
We the employees of Metal & Steel Factory, Ishapore are committed to ensure safe practices.
Safe working condition and Healthy Environment for every employees as also anyone
working within the premises.
 2HI-4HI COLD ROLLINGMILL
 ELECTRO SLAG REMELTING
 GUN HEAT TREATMENT
 HEAVY DUTY LATHES
 NEW GUNFORGE
 RADIAL FORGINGSHOP
 STRAIGHTENINGPRESS
 LADLE FORGE
 AUTO GUAGE
 EDM WIRE CUT MACHINE
 MVC-006F
 MVC-025F
Page|8

DESPRIPTION & OBJECTIVES | CHAPTER 3
HUMAN RESOURCE DEVELOPEMENT (HRD) DEPARTMENT
3.1 DESCRIPTION:
Human Resource Development (HRD) is the framework for helping employees develop their personal
and organizational skills, knowledge, and abilities. Human Resource Development includes such
opportunities as employee training, employee career development, performance management and
development, coaching ,mentoring, succession planning, key employee identification, tuition
assistance, and organization development.
The focus of all aspects of Human Resource Development is on developing the most superior
workforce so that the organization and individual employees can accomplish their work goals in
service to customers.
Human Resource Development can be formal such as in classroom training, a college course, or an
organizational planned change effort. Or, Human Resource Development can be informal as in
employee coaching by a manager. Healthy organizations believe in Human Resource
Development and cover all of these bases.
,
3.1.1 OBJECTIVES OF HRD DEPARTMENT:
. 1. Equity:
Recognizing every employee at par irrespective of caste, creed, religion and language, can
create a very good environment in an organization. HRD must ensure that the organization
creates a culture and provides equal opportunities to all employees in matters of career
planning, promotion, quality of work life, training and development.
2. Employability:
Employability means the ability, skills, and competencies of an individual to seek gainful
employment anywhere. So, HRD should aim at improving the skills of employees in order to
motivate them to work with effectiveness.
3. Adaptability:
Continuous training that develops the professional skills of employees plays an important role
in HRD. This can help the employees to adapt themselves to organizational change that takes
place on a continuous basis.
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3.1.2 INDUSTRIAL RELATION :
Definition of Industrial Relations
Industrial relation is defined as relation of Individual or group of employee and employer for
engaging themselves in a way to maximize the productive activities.
In the words of Lester, “Industrial relations involve attempts at arriving at solutions between
the conflicting objectives and values; between the profit motive and social gain; between
discipline and freedom, between authority and industrial democracy; between bargaining and
co-operation; and between conflicting interests of the individual, the group and the
community.
Need for Industrial Relation
Need of Industrial Relation has arisen to defend the interest of workers for adjusting the
reasonable salary or wages. It also helps the workers to seek perfect working condition for
producing maximum output. Workers/employees are concerned with social security measures
through this. Industrial Relations is also needed for achieving the democracy by allowing
worker to take part in management, which helps to protect human rights of individual.
Salaries in India are much more attractive in Indian subcontinent. As India is having
flourishing economy, the job opportunities are emerging and there is huge scope of
expansion. The salary pattern of India is also growing. Even, the seventh pay commission is
also spreading the way to coming soon. The Salaries of private sector is also in the upswing
mode with the increase of 11% annually. Although, Inflation is one of the major factor which
nullify the increase in the salary. But still, the inflation is lower than the increase in the
salary. So, this can be seen as increase in the salary.
ABOUT INDUSTRIAL EMPLOYEES (IES) OF METAL & STEEL FACTORY
A person working in a factory or Industry is known as industrial Employee. In Metal & Steel
Factory there are more than 2000 industrial employees who work in different Sections. There
are total 47 trades and each trade has again 5 grades. The lowest grade is the Semi-skilled or
Unskilled labour and the Highest grade of IES is Master Craftsman. The labour Bureau a
department of Metal & Steel factory looks after the Industrial Employees. Human Resource
Development another department of metal & Steel factory arranges training for the Industrial
employees. Industrial Employees are highly skilled and are literate. They are directly
recruited to semi skill grade and promoted accordingly trade test. The industrial employees
have to pass a trade test which contains both theoretical and practical knowledge to get
promoted to next grade. All the detail of recruitment of industrial employees are mentioned in
S.R.O (Statutory Regulatory Order) Of the organisation. According to 6th Central Pay
Commission Group D has been abolished so Industrial Employees now comes under only
Group C.
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FIG:3 A- GRADE CHART OF INDUSRTIAL EMLOYEES
Grade Pay Band Grade Pay Qualification Experience Trade Test
MCM 9,300 – 34,800/- 4200/- By promotion
(same as HS I)
HS II- 7years
HS I- 3 years
Written+
Practical
(Followedbya
trainingof 15-20
days)
Total:10years
HS I 5,200 – 20,200/- 2800/- By promotion
(Same as HS II)
HS II-3 years Written+
Practical
(Followedbya
trainingof 15-20
days)
HS II 5,200 – 20,200/- 2400/- By promotion
(Same as SK)
SK- 3years Written+
Practical
(Followedbya
trainingof 15-20
days)
SK 5,200 – 20,200/- 1900/- BY Promotion
(Same as SSK)
SSKAnnexure
A(2years)
SSKAnnexure
B(3years)
Written+
Practical
(Followedbya
trainingof 15-20
days)
SSK 5,200 – 20,200/- 1800/- Essential :
passed – Vth
Class
Desirable –
Matriculate
No experience By Direct
Recruitment
AfterAdjustment
of Surplus
Page|15

3.2 ABOUT THE TOPIC
A Training Need Assessment provides information on the training and skills development
requirements of all members of your network. It is one of the key steps in preparing a
training plan and will provide you with information on which to base your networks training
plan. It enables you to:
 Identify the gap between current and required levels of knowledge, skills and attitude
 Identify what the general content of training should be
 Form the foundation of a training plan
 Provide a baseline for the evaluation of a
 training plan
 Ensure that appropriate and relevant training is delivered
 Maximise use of scarce resources
Overall Purpose of Training Needs Assessment and Analysis
A training analysis is conducted ultimately to identify what areas of knowledge or behaviors
that training needs to accomplish with learners. The analysis considers what results the
organization needs from the learner, what knowledge and skills the learner presently has and
usually concludes with identifying what knowledge and skills the learner must gain (the
"performance gap").
Usually this phase also includes identifying when training should occur and who should
attend as learners. Ideally, criteria are established for the final evaluation of training to
conclude if training goals were met or not.
Depending on the resources and needs of the organization, a training analysis can range from
a very detailed inventory of skills to a general review of performance results. The more
complete the training analysis, the more likely that the employee's training will ultimately
contribute results to the organization.
BENIFITS OF TRAINING NEED ASSESSMENT
 Identifies performance goals and the knowledge, skills and abilities needed by a
companys workforce to achieve those goals
 Identifies gaps in training provision in sectors and or regions
 Helps direct resources to areas of greatest priority
 Addresses resources needed to fulfil the organisational mission, improve
productivity, and provide quality products and services
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3B Steps Of Training NeedAssessment
DIFFERENT TYPES OF TRAINING METHODS CONDUCTED FOR
INDUSTRIAL EMPLOYEES IN METAL & STEEL FACTORY:
 Induction Training
 Safety & Health Hazard Training
 Quality ControlTraining
 Workman Training on Multi Skilling
 Fire fighting Training
 Kaizen & Total ProductionManagement Training
 Environment Management Training
 On Job Training on different Trade
PAGE|17

RESEARCH METHODOLOGY | CHAPTER 4
4.1 RESEARCH PLAN
The study involved exploratory and descriptive research process. A research plan should
include the following information topic, background , objectives, methods, data and
execution. It should also demonstrate that author is familiar with his/her topic and related
research.
Few instructions are to be followed while writing research plans-
 A research includes two parts- an abstract and an actual research plan.
 In the introduction, a brief introduction should be presented about the
topic to the readers, reasons for selecting that topic should be stated
and the objectives of the study should be specified.
 The topic should be presented and stated clearly why it is important to
study it. Good reason include a lack of previous research, social
significance, practical needs, etc.
 The key theoretical premises and main concepts of your study should
be introduced.
 Research problem and related research questions should be formulated
in as much detail as possible, i.e, what are being actually studied?
 Research questions should be formulated in such a way that we can
answer them.

4.1.1 DATA COLLECTION :
The data was collected mainly from primary sources. A well-
structured questionnaire was designed for this purpose. It contains both open ended and close
ended questions, where most of the questions were directed towards getting information
about effectiveness of training methods conducted in METAL & STEEL FACTORY,
ISHAPORE. The data was also collected from secondary resources like company report and
records .
4.1.2 QUESTIONNAIRE DESIGN :
The primary data were collected with the help of well-structured
questionnaire. The questionnaire contains both multiple choice and open ended questions.
The questions were framed as per requirement of the study purpose.
4.1.3 SAMPLE SIZE :
The sample were selected on the basis of non-probability sampling.
The sample size was 20. Four Trade of Industrial Employees of Metal & Steel Factory were
chosen. Each trade have five grade so 5*4=20 employees are selected.
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4.1.4 STASTICAL TOOL USED :
Bar Diagram
4.1.5 FIELD WORK :
The collection has been done through personal visit to Factories
Sections Head and also Respondents from which valuable information has been gathered.
During the session , respondents mentioned some points regarding their satisfaction and
expectation level.
4.1.6 ANALYSIS :
The data collected from the respondent were analyzed by using
statistical tools and techniques and accordingly recommendations were made on the basis of
this analysis and observations of the collected data from the respondents.
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DATA ANANLYSIS AND FINDINGS | CHAPTER 5
As per as the Questionnaire filled up by the Industrial Employees, The following Data has
been collected and analysed:
No of Respondents = 2 trade from 2 section , again each trade having 5 grade
So total respondent = 2 sec * 2trade * 5grade = 20 Industrial Employees
Fig 6.1
ACS Section (IES) CCS section(IES)
Trade Grade Trade Grade
Mechanist
MCM
HS I
HS II
S.K
S.S.K
Mechanist
MCM
HS I
HS II
S.K
S.S.K
Fitter
MCM
HS I
HS II
S.K
S.S.K
Fitter
MCM
HS I
HS II
S.K
S.S.K
Table 6.1
As per the questionnaire, marks allotted to the four parameters are as follows:
Strongly Agree= 3 marks
Agree = 2 marks
Somewhat agree = 1 mark
Disagree = 0 mark
There are 20 questions and 20 respondents, therefore total marks for –
 Strongly Agree = 3 * 20 questions = 60 marks
 Agree = 2 * 20 questions = 40 marks
 Somewhat agree= 1 * 20 = 20 marks
 Disagree = 0 * 20 = 0 marks
Page|20

Hence total range for 20 respondents = maximum marks * 20 respondent= 3 * 20 = 60
And minimum marks * 20 respondents = 0 * 20 =0 so the range is in between 0 and 60.
Let us assume 30 to be the mid range i.e results more than 30 as the total marks means
positive results i.e training is effective and below 30 marks means that the result is negative,
i.e training is not effective
Graph Representationthe no of Responses GivenBy the Industrial
Employees of Metal& SteelFactory.
Fig 6.2 BAR DIGRAM REPRESENTATION OF NUBER OF RESPONSES GIVEN BY
THE EMPLOYEES OF THE ORGANISATION
Page|21
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Q1 Q2 Q3 Q4 Q5 Q6 Q7 Q8 Q9 Q10Q11Q12Q13Q14Q15Q16Q17Q18Q19Q20
Total
somewhat agree
Agree
Strongly Agree

Let us know & analyze the 20 questions one by one as follows:-
Q.No 1.Enough time is given to the trainees during the training program for learning and
implementing new knowledge and skills.
Options Strongly Agree
(3)
Agree (2) Somewhat
Agree (1)
Disagree
(0)
Total
Response
Obtained
13 5 2 0 20
Marks Allotted
after
Calculation
39 10 2 0 51
From the above analysis, it is seen that out of 20 Industrial Employees , 13 Strongly agree
that the trainees are given enough time for learning and implementing new knowledge and
skills during the training program while 5 agree, 2 are somewhat agree and none of the
employees disagree with the above statement. Thus it can be interpreted that as the total
marks come out to be 51(Range 0-60) so majority of the employees agree with the statement.
Q.No 2 The training session conducted in Metal and Steel Factory is useful for performing
task
(3)
Agree (2) Somewhat
Agree (1)
Disagree
(0)
Total
Response
Obtained
15 4 1 0 20
Marks Allotted
after
Calculation
45 8 1 0 54
From the above analysis, it is seen that out of 20 employees, 15 strongly agree that the
training session conducted in Metal & steel factory is useful for performing specific task,
while 4 agree, 1 somewhat agree and no one disagree with the above statement. Thus it can
be interpreted that as the total marks comes out to be 54( Range 0-60) so majority employees
agree with the statement.
Page|22

Q.No.3 You are able to communicate/Interact with the trainer or HRD department when
needed.
(3)
Agree (2) Somewhat
Agree (1)
Disagree
(0)
Total
Response
Obtained
18 2 0 0 20
Marks Allotted
after
Calculation
54 4 0 0 58
From the above analysis, it is seen that out of 20 industrial employees, 18 strongly agree that
they are able to communicate/ interact with the trainer when needed, while 2 agree and none
of them somewhat agree or disagree with the above statement. Thus, it can be interpreted that
as the total marks comes out to be 58 (Range 0-60) so majority of the industrial employees
strongly agree with the statement.
Q.No.4 The work place of training is well equipped and designed .
From the above analysis, it is seen that out of 20 industrial employees 15 strongly agree that
the work place of training is well designed and well equipped, while 4 agree and 2 somewhat
agree and none of them disagree with the above statement. Thus, it can be interpreted that as
the total marks comes out to be 51 (Range 0 to 60) so the employees strongly agree with the
statement.
Page|23
(3)
Agree (2) Somewhat
Agree (1)
Disagree
(0)
Total
Response
Obtained
15 2 3 0 20
Marks Allotted
after
Calculation
45 4 2 0 51

Q.No.5 Industrial Employees are provided training before trade test.
(3)
Agree (2) Somewhat
Agree (1)
Disagree
(0)
Total
Response
Obtained
20 0 0 16 20
Marks Allotted
after
Calculation
60 0 0 0 60
the Industrial employees are provided training before trade test, while none of them agree,
somewhat agree or disagree with the above statement. Thus, it can be interpreted that as the
total marks comes out to be 60 (Range 0 to 60) so the employees strongly agree with the
statement.
Q.No.6 Industrial Employees are given training after Trade Test..
(3)
Agree (2) Somewhat
Agree (1)
Disagree
(0)
Total
Response
Obtained
0 0 4 16 20
Marks Allotted
after
Calculation
0 0 4 0 4
From the above analysis, it is seen that out of 20 industrial employees, no one strongly agree
that training is provided after Trade test, while 0 agree and 4 of them somewhat agree and 16
industrial employees disagree with the above statement. Thus, it can be interpreted that as the
total marks comes out to be 4 (Range 0-60) so majority of the industrial employees disagree
with the statement.
Page|24

Q.No.7 Industrial Employees are provided with Induction training, Safety Training and
Quality management Training.
(3)
Agree (2) Somewhat
Agree (1)
Disagree
(0)
Total
Response
Obtained
20 0 0 0 20
Marks Allotted
after
Calculation
60 0 0 0 60
the industrial employees are provide induction training, safety training & Quality
management training, while 0 of them agree, 0 somewhat agree and 0 disagree with the above
statement. Thus, it can be interpreted that as the total marks comes out to be 60 (Range 0 to
60) so the employees strongly agree with the statement
.Q.No.8 Trainees performance is measured before, during and after a training program.
(3)
Agree (2) Somewhat
Agree (1)
Disagree
(0)
Total
Response
Obtained
8 10 2 0 20
Marks Allotted
after
Calculation
24 20 2 0 46
From the above analysis, it is seen that out of 20 industrial employees only 8 strongly agree
that the trainees performance is measured before, during and after a training program while
10 of them agree, 2 somewhat agree and 0 disagree with the above statement. Thus, it can be
interpreted that as the total marks comes out to be 46 (Range 0 to 60) so the employees agree
with the statement
Page|25

Q.No.9 Training improves the skill, Knowledge & sense of responsibility of an employee.
(3)
Agree (2) Somewhat
Agree (1)
Disagree
(0)
Total
Response
Obtained
17 3 0 0 20
Marks Allotted
after
Calculation
51 6 0 57
the training improves the skill, knowledge & sense of responsibility of an employee while 3
of them agree, 0 somewhat agree and no one disagree with the above statement. Thus, it can
be interpreted that as the total marks comes out to be 57 (Range 0 to 60) so the employees
strongly agree with the statement.
Q.No.10 Training has a measurable increase in the ability of industrial employees in
performing his/her existing job.
(3)
Agree (2) Somewhat
Agree (1)
Disagree
(0)
Total
Response
Obtained
14 5 1 0 20
Marks Allotted
after
Calculation
42 10 1 0 53
the training has a measurable increase in the ability of industrial employees in performing
his/her existing job, while 5 of them agree, 1 somewhat agree and no one disagree with the
above statement. Thus, it can be interpreted that as the total marks comes out to be 53 (Range
0 to 60) so the employees strongly agree with the statement.
Page|26

Q.No.11 Appropriate feedback is provided to trainees based on their evaluation results.
(3)
Agree (2) Somewhat
Agree (1)
Disagree
(0)
Total
Response
Obtained
10 7 3 0 20
Marks Allotted
after
Calculation
30 14 3 0 47
appropriate feedback is provided to trainees based on their evaluation results, while 7 of them
agree, 3 somewhat agree and no one disagree with the above statement. Thus, it can be
interpreted that as the total marks comes out to be 47 (Range 0 to 60) so the employees
strongly agree with the statement
Q.No.12 Training has an important role in improving the overall behaviour of employees.
(3)
Agree (2) Somewhat
Agree (1)
Disagree
(0)
Total
Response
Obtained
16 4 0 0 20
Marks Allotted
after
Calculation
48 8 0 0 56
Training has an important role in improving the overall behaviour of employees, while 4 of
them agree, 0 somewhat agree and no one disagree with the above statement. Thus, it can be
Page|27

Q.No.13 The content of the training is prepared according to trainees’ job profiles.
(3)
Agree (2) Somewhat
Agree (1)
Disagree
(0)
Total
Response
Obtained
18 2 0 0 20
Marks Allotted
after
Calculation
54 4 0 0 58
the content of the training is prepared according to trainees’ job profiles, while 2 of them
agree, 0 somewhat agree and no one disagree with the above statement. Thus, it can be
Q.No.14 A sufficient amount of both theoretical and practical content is included in training
programs.
(3)
Agree (2) Somewhat
Agree (1)
Disagree
(0)
Total
Response
Obtained
15 2 3 0 20
Marks Allotted
after
Calculation
45 4 3 0 51
From the above analysis, it is seen that out of 20 industrial employees 15 strongly agree that a
sufficient amount of both theoretical and practical content is included in training programs,
while 2 of them agree, 3 somewhat agree and no one disagree with the above statement.
Thus, it can be interpreted that as the total marks comes out to be 51 (Range 0 to 60) so the
employees strongly agree with the statement
Page|28

Q.No.15 Feedback from trainees is captured before, during and after the training.
(3)
Agree (2) Somewhat
Agree (1)
Disagree
(0)
Total
Response
Obtained
2 6 1 11 20
Marks Allotted
after
Calculation
6 12 1 0 19
feedback from trainees is captured before, during and after the training while 6 of them agree,
1 somewhat agree and 11 disagree with the above statement. Thus, it can be interpreted that
as the total marks comes out to be 19 (Range 0 to 60) so the employees disagree with the
statement.
Q.No.16 The trainees are found to be more confident after completion of training programs.
(3)
Agree (2) Somewhat
Agree (1)
Disagree
(0)
Total
Response
Obtained
17 3 0 0 20
Marks Allotted
after
Calculation
51 6 0 0 57
the trainees are found to be more confident after completion of training programs while 3 of
Page|29

Q.No.17 You feel training helps in bridging the gap between superiors and subordinates.
(3)
Agree (2) Somewhat
Agree (1)
Disagree
(0)
Total
Response
Obtained
16 4 0 0 20
Marks Allotted
after
Calculation
48 8 0 0 56
you feel training helps in bridging the gap between superiors and subordinates while 4 of
Q.No.18 You feel trainers have adequate communication and teaching skill.
they feel training helps in bridging the gap between superiors and subordinates while 0 of
Page|30
(3)
Agree (2) Somewhat
Agree (1)
Disagree
(0)
Total
Response
Obtained
20 0 0 0 20
Marks
Allotted after
Calculation
60 0 0 0 60

Q.No.19 You feel it is highly useful attending such training programs and it adds value to
your overall performance and technical skills.
they feel it is highly useful attending such training programs and it adds value to your overall
performance and technical skills while 3 of them agree, 0 somewhat agree and no one
disagree with the above statement. Thus, it can be interpreted that as the total marks comes
out to be 57 (Range 0 to 60) so the employees strongly agree with the statement
Q.No.20 The training need assessment of Industrial Labour is recorded regularly and training
is provided on regular basis based on training need assessment report of IES.
The training need assessment of Industrial Labour is recorded regularly and training is
provided on regular basis based on training need assessment report of IES, while 5 of them
agree, 12 somewhat agree and 3 disagree with the above statement. Thus, it can be interpreted
that as the total marks comes out to be 22 (Range 0 to 60) so the employees somewhat agree
with the statement
Page|31
(3)
Agree (2) Somewhat
Agree (1)
Disagree
(0)
Total
Response
Obtained
17 3 0 0 20
Marks
Allotted after
Calculation
51 6 0 0 57
(3)
Agree (2) Somewhat
Agree (1)
Disagree
(0)
Total
Response
Obtained
0 5 12 3 20
Marks
Allotted after
Calculation
0 10 12 0 22

MAJOR FINDINGS
 Training has been able to build up confidence of the Industrial Employees.
 Training helps in the gap between the superiors and sub-ordinates
 Training has been highly useful in improving the overall capability and attitude
towards work of the Industrial Employees.
 Training has been helpful in increasing the skill, knowledge and sense of
responsibility of the employees.
 Training helps in improving the overall behavior of the Industrial employees.
 The company focuses more on workmen training on Multi skilling.
 The Respondents are satisfied with the training program.
Page|32

TRAINING NEED ASSESSMENT QUESTIONAAIRE FOR
INDUSTRIAL EMPLOYEES
(Metal & Steel Factory, Ishapore)
(For Purpose of Research & MBA SummerInternshipProject only)
Personal Details :-
Name : ______________________ _________________________ __________________________
Age : years
Sex : M / F
Any Physical Disability:Yes / No, If yesthen :
_____________________________________________
Designationin MSF : Labour/ Semi skilled/Skilled/HS II/ HS I/MCM/Chargeman
Trade name : __________________________________
Sec name : __________________________________
Date Of JoiningThe Organisation : _______________________
Education Details:-
HighestQualification: Matriculation / H.s/ Diploma / Graduation/ Post Graduation
Institute Name : ________________________________________________________________
Institute Location : __________________
Garde/ Percentage : __________________
Other Industrial Course/ Training : Yes/ No , If yesthen :
Training Institute Name : _______________________________________
Course Name : ________________________________________
Duration : ______________ days/months/Years
Any Experience Before JoiningMSF:- Yes/No, If Yesthen :
Company name : _______________________________________________________________
Designation : _____________________
Grade : ______________________
Page|33

PARAMETERS RESPONSE REMARKS
Strongly
agree (3)
Agree
(2)
Somewhat
agree (1)
Disagree
(0)
1.Enough time is given to the
trainees during the training
program for learning and
implementing new knowledge
and skills
2.The training session conducted
in Metal and Steel Factory is
useful for performing task
3.You are able to
communicate/Interact with the
trainer or HRD department when
needed
4.The work place of training is
well equipped and designed
5 Industrial Employees are
provided training before trade
test.
6.Industrial Employees are given
training after Trade Test
7.Industrial Employees are
provided with Induction training,
Safety Training and Quality
management Training.
8.Trainees performance is
measured before, during and
after a training program
9.Training improves the skill,
Knowledge & sense of
responsibility of an employee
10. Training has a measurable
increase in the ability of
Page|34

industrial employees in
performing his/her existing job
11.Appropriate feedback is
provided to trainees based on
their evaluation results
12.Training has an important role
in improving the overall
behaviour of employees
13.The content of the training is
prepared according to trainees’
job profiles
14. A sufficient amount of both
theoretical and practical content
is included in training programs.
15.Feedback from trainees is
captured before, during and after
the training.
16.The trainees are found to be
more confident after completion
of training programs
17. You feel training helps in
bridging the gap between
superiors and subordinates
18.You feel trainers have
adequate communication and
teaching skill
19.You feel it is highly useful
attending such training programs
and it adds value to your overall
performance and technical skills.
20.The training need assessment
of Industrial Labour is recorded
regularly and training is provided
on regular basis based on
training need assessment report
of IES.
Page|35

Training & Development Details :
SL
No
Training name Duration Skill level Remarks
Before
Training
After
Training
1.
2.
3.
4.
5.
Fill up the following:
Sl no Training Duration Feedback(Good/Satisfactory/Poor)
1
Induction Training
2
Safety training
3
Quality Management
Training
Indicate the area where wastage control has beenmade effective inthe floorshop
1.
2.
3.
4.
Page|36

Indicate four specific area inwhich knowledge ifacquired by you will helpyou to work more
effectivelyandefficiently:
1.
2.
3.
4.
Indicate four specificarea in which improvedskillsifacquired by you will helpyou to work more
effectivelyandefficiently:
1.
2.
3.
4.
Indicate Below the Courses/Training programmesin which your opinionwill be useful foryou in
overall developmenttofunctionas a team memberof the organisation.Please give your valuable
suggestionregardingimprovementof Training & DevelopmentSystemofMSF:-
Ans-
Page|37

CONCLUSION |CHAPTER 7
After going through the study it was found that the overall training program conducted by
METAL & STEEL FACTORY is good. The Industrial Employees are satisfied with the
training programs rendered by the industry though some modifications are required.
Training program should be conducted more frequently not only for the fresher but also for
the existing Industrial employees in order to improve their skills and motivate them so that
they can perform in a much better way which will not only benefit them but also the
Organization. At the same time more improve techniques and training methods should be
used to train them. Training must be conducted not only before trade test but also after trade
test. More training must be provided to the industrial employees who fails the trade test and
continuous assessment report should be generated and kept into record. Organisation must
collect monthly assessment report from all the industrial employees and based on these report
training must be conducted. Training should not only be given in concerned section of factory
but the trainees should also have adequate knowledge of all other sections of the factories.
Thus though the overall performance of METAL & STEEL FACTORY is good in every
aspect with certain modification it can reach to a greater height. Hope this findings and
recommendations benefit the Organization and full fill the required objectives.
Page|38

LIMITATIONS OF THE PROJECT |CHAPTER 8
The information has been collected from both Primary and Secondary data
sources. The data’s are collected very carefully to avoid any kind of shortcomings in the
collection, so that I can present an unbiased project report. In spite of my effort there are
certain limitations which may slightly affect the result to certain extent. Some of the
limitation include:
 The first limitation in the project work is the shortage and limitation of
time. Keeping in the mind the time limit the sample size was confined to
20 only.
 The feedback given by Industrial employees is based on their experience
and perception and may suffer some biasness.
 Free interactions with the employees are not possible due to their packed
working schedule.
 Some information’s are kept confidential for security purpose.
 Lack of interest of respondents may have allowed biasness to creep this
report
 Lack of proper report of Industrial employees.
Page|39

RECOMMENDATION & SUGGESTIONS |CHAPTER 9
o Performance Assessment report of Industrial Employees must be recorded on daily or
monthly basis.
o Industrial Employees must be given training before and after trade test.
o Training should be conducted on quarterly or monthly basis in order to motivate the
employees.
o More time should be given to the trainees accordingly to their requirement and needs.
o Try to identify the problems of Industrial employees and provide counseling
accordingly.
o Re-Training should be given to the workers who are not performing well.
o The trainees should be provided handouts where every details of their work are given
for better understanding.
o The trainer should be given equal importance to both pre and post training analysis of
the industrial employees.
o The trainee should be provided appropriate feedback based on the evaluated results at
frequent intervals.
Page|40

APPENDIX
Dear Sir/Madam,
I am a student of MBA 3rd semester under MAKAUT . As an integral part of our
course curriculum, I am conducting a project on the topic titled “ A Study on Training Need
Assessment of Industrial Employees in Metal & Steel Factory, Ishapore”. I am requesting
you to kindly extend your cooperation in filling this Questionnaire which would be enable me
to attain the objectives of my study. I assure you this information will be kept confidential
and will be used for academic purpose only.
Zubair Inam BArbhuiya
MBA 3rd Sem, IEM Kolkata
Page|41

BIBLIOGRAPHY / REFERENCES
Books Referred :
 Ordinance factory learning institute handbook
 Research Methodology : Method and Techniques, C.R Kothari
Sites Referred :
 www.msf.gov.in
 http://ofb.gov.in/units/index.php?unit=msf
 www.google.com
 www.Ofb.gov.in
Page|42

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