1. INTRODUCTION

Goa shipyard Limited (GSL) established in 1957 is a leading ISO 9001 – 2008 certified

shipyard on the west coast of India, functioning under the administrative control of ministry

of defence, Govt. of India.

GSL is strategically located on the banks of river zuari in Goa, a major international tourist

destination well connected by its international airport & major port enroute all important

shipping lines.GSL begin with a barge building yard, it has garnered reputation as one of the

most sophisticated ship builders in the country.

For over four decades, GSL has designed .built & commissioned a wide range of

sophisticated vessels for varied applications in the defence & commercial sectors with

expertise in building modern patrol vessels of steel & aluminium hull structure.

GSL Strength is:

An ISO 9001 certified company.

World class CAD/Cam facility for basic design, simulation &

advanced outfitting.

State – of – art manufacturing facilities which include four slipways

with a maximum weight of 3000 tonnes & 180m long outfitting jetty.

Unique distinction of implementing ERP for all functions.

Steel preparation shop for priming & cutting of steel, aluminium

nonferrous plates.

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Corporate Objective :-

Production& utilization of resources –

To design & build sophisticated ships for Navy & coast guard

organisation with the aim of achieving self – sufficiency in this

vital technology.

To carry out Ship repairs.

To promote use of indigenous equipment such as computers,

radar, communication equipments, auxiliary machinery,

electrical fittings & domestic equipments.

To substitute gradually indigenous equipment’s in place of

imported equipment’s.

Social Objectives:–

To help build up a strong industrial base through development

of ancillaries.

To ensure that the ecology balance is not disturbed due to

industrialisation, through pollution control, wherever required.

Encourage SC/ Tribe persons by giving them preference in

employment in the company & in the promotion of SC/ST

employees as specified by the Government.

Export promotion & import substitution:–

Earn foreign exchange through shipbuilding & ship repair

Employee relations & welfare:–

To improve productivity by harmonious industrial relations

Promote welfare activities to raise morale of the employees.

Promote development of managerial and technical skills of the

Company’s employees through development programmes and

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technical training. Provide training to a large number of apprentices for

absorption in the Company’s own unit and in other industries.

To improve standards of safety with the help of a sound safety

organisation and training personnel at all levels in safety so as to

reduce accidents and loss of man hours.

VISION

“To be a global leader in building and repairing ships and GRP vessels in the

medium sized sector”.

MISSION

“To be a Global Shipbuilder and Ship Repair Organization in the high

technology sector and to diversify into other related products”

Organisation chart of Goa Shipyard limited:3

Services Offered:-

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GSL has the techno – commercial know – how in a whole range of marine products,

enabling it to offer comprehensive services which encompass almost every activity that is

connected with the total undertaking of shipbuilding contracts.

Products provided by GSL:-

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Offshore supply cum standby vessel

650 tonne oil tanker

300 passenger vessel

Defence products:-

105 M Advanced Offshore Patrol Vessel

90 M Offshore Patrol Vessel

105 M Naval Advanced Offshore Patrol Vessel

35 Knots High Speed FRP Interceptor Craft

40 Knots High Speed Interceptor Craft

Sail Training Ship

Missile Craft

Craft Landing

Fast patrol vessel

Advanced Offshore Patrol Vessel

Offshore Patrol Vessel

Extra Fast Patrol Vessel

Oceanic Hydro-graphic Survey Vessel.

Various departments in Goa Shipyard:-

Human resource Departments

Company secretariat & legal Departments.

Vigilance Department

Finance Department

Planning & outsourcing Department

Commercial department

Ship repairs & general Engineering service

Production Department

Quality assurance and reliability

Safety health and environment

EDP &ERP

ROLE OF HUMAN RESOURCE MANAGEMENT:-

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The term human resources at the macro level indicates the sum of all the components

(like skill, creative ability) possessed by all the people (employed, self- employed,

unemployed, employers, owners etc.) whereas the term personnel even at the macro level is

limited to employees of all organisations.

Human resources at the organisational level includes all the component Resources of

all the employees from rank & file to top management level, all the employers like managing

director, board of directors, persons who work on honorary basis, experts drawn from various

organisations, & those people (particularly family members) influencing the human resources

of the former group.

In short it includes the resources of all the people who contribute their services to the

attainment of organisational goals & others who contribute their services in order to create

hurdles in the attainment of organisational goals.

Human resources is much broader compared to the term personnel either at the

components level or at organisational level or even at the macro level. Human resources

management at organisational level does mean management of the dynamic components

(resources) of all the people (owner of employed or directly or indirectly related) at all levels

in the organisational hierarchy round the clock & throughout the year.

HRD SECTION’S CHART

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GM (P&A) – General Manager (Personnel & Administration)

CM(S&A) – Chief Manager (Security & Administration)

Manager (Human Resource Development/Training)

OIC (Trg.) - Officer-In-Charge (Training)

SCOPE OF HUMAN RESOURCES AT THE ORGANISATIONAL LEVEL:-

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GM (P&A)

CM(S&A)

Mgr (Trng/HRD)

Clerical staff

Office staff

GENERAL ASPECTS OF HUMAN RESOURCE MANAGEMENT

Human Resource Planning :-

It is the process by which an organisation should move from its current

manpower position to its desired manpower position through planning, right

number & right kind of people at the right time.

Recruitment:-

Recruitment refers to those sets of activities an organisation used to

attract job candidates possessing the appropriate characteristics to help the

organisation reach its objectives.

Selection :-

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Human Resources of employees,Experts of other Organisations

etc.

Human Resources of

those who Affect the Employee Negatively

Core of organisational

Resoures

Human Resources of those people

Who Affect the Employees Positively

Searching for prospective employees & stimulating them to apply for

jobs in an organisation, the management has to perform the function of

selecting the right employees at the right time.

Training :-

Training is the act of increasing the knowledge & skill of an employee

for doing a particular job.

Performance Appraisal :-

Performance Appraisal is a method of evaluating the behaviour of

employees in the work spot, normally including both the quantitative &

qualitative aspects of job performance.

Training

After an employee is selected placed and introduced he/she must be provided

with training facilities. Training is the act of increasing the knowledge and skill of an

employee for doing a particular job. Training is a systematic and short term

educational process by which employees learn technical knowledge and skills for

definite purpose. Training improves, changes, moulds the employees knowledge,

skill, behaviour and attitude towards requirements of the job and the organization.

Training bridges the difference between job requirements and employee’s present

specifications.

Employee training is different from management development or executive

development. While former refers to training given to employees in areas of

operations, technical areas, the latter refers to developing an employee in the area of

principles and techniques in the management, administration, and organisation.

Need for Training10

Every organisation should provide training to all employees

irrespective of their qualification, skills, suitability for the job etc. Training is

not done not only to new employees but also for updating the skills and

knowledge so as to retain the existing employees. Specific need for employees

arises due to following:

To match the employee specifications with the job requirements and

organizational needs

The management should find deviations between employee’s present

specifications and the job requirements and organizational needs and should

provide training to fill these gaps.

Organisational viability and the transformation process

To get adapted to the changes first it has to train the employees to

impart specific skills and knowledge in order to enable them to contribute to

the organizational efficiency and to cop up with the changing environment.

Technological advances

For survival every organisation should adopt the latest technology for

this organisation should train the employees to enrich them in the areas of

changing technical skills and knowledge from time to time.

Organisational complexity

With the emergence of increased mechanization and automation,

manufacturing of multiple products and by-products organisation of most of

the employees has become complex. This leads to the growth in number and

kind of employees and layers in organizational hierarchy. This in turn creates

the problems of coordination and integration of activities

Change in the job assignment

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Training is also necessary when the existing employee is promoted to

higher level in organization and when there is some new job or occupation due

to transfer.

TRAINING AND DEVELOPMENT OBJECTIVES

The principal objective of training and development division is to make sure the

availability of a skilled and willing workforce to an organization. In addition to that, there

are four other objectives: Individual, Organizational, Functional, and Societal.

Individual Objectives – help employees in achieving their personal goals, which in turn,

enhances the individual contribution to an organization.

Organizational Objectives – assist the organization with its primary objective by bringing

individual effectiveness.

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Technological advances

Organisational complexity

Job requirements

Top management support

Tearning principles

Personal functiuons

Process

Improved productivity

Prevention of obselence

Preparation for higher

level jobs

Improved morale

Functional Objectives – maintain the department’s contribution at a level suitable to the

organization’s needs.

Components of training and development

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2. Concept of Training and development

Training is basically systematic procedure for transferring technical knowhow to the

employees so as to increase their knowledge and skills to do a particular job. Training and

development (T&D) encompasses three main activities: training, education, and development.

Garavan, Costine, and Hearty, of the Irish Institute of Training and Development, note that

these ideas are often considered to be synonymous. However, to practitioners, they encompass

three separate, although interrelated, activities:

Training: - This activity is both focused upon, and evaluated against, the job that an

individual currently holds.

Education: - This activity focuses upon the jobs that an individual may potentially hold in

the future, and is evaluated against those jobs.

Development: - This activity focuses upon the activities that the organization employing

the individual, or that the individual is part of, may partake in the future, and is almost

impossible to evaluate.

Training is an essential part of the orientation programme for a new recruit in an

organization. If the selected employee is not trained appropriately, then the investment made

by the organization in recruiting the employees might not give the expected benefits. Every

organization, irrespective of its size or nature of operation, needs to provide training to its

employees at various stages of their career

Training procedure:-

The training procedure is as follows:

Preparing the instructor

Preparing the trainee

Getting ready to teach

Presenting the operations

Try out the trainee’s performance

Follow up

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Preparing the instructor:-

The instructor must know both the job to be taught and how to teach it. The

job must be divided into logical parts so that each can be taught at a proper time

without the trainee losing prospective of the whole

Preparing the trainee:-

The first step is to put the trainee at ease.

Getting ready to teach:-

This stage involves the following

Planning the programme

Preparing the instructor’s outline

Do not try to cover too much material

Keep the session moving along logically

Discuss each item in depth

Take the material from standardised tax when it is available

Teach about the standards for the trainee like quality, quantity, waste or

scrap etc

Presenting the operations:-

There are various alternatives ways of presenting the operation viz,

explanation demonstration etc. an instructor mostly use the method of explanation.

Try out the trainee’s performance:-

Trainee should now be asked to start the job independently. Some instructors

prefer that the trainee explains each step before doing it.

Follow up:-

Follow up system should provide feedback o training effectiveness and on

total value of training system

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Contributions of training:-

The contributions of imparting to a company should be readily apparent.

Increased productivity

Increased morale

Reduced supervision

Reduced accidents

Increased organisational stability

Increased productivity:-

An increase in skill usually results in an increment in both quality and quantity

of output.

Increased morale:-

Training helps employees to improve their knowledge .it enables them to

remain up-to-date.

Reduced supervision:-

The trained employee is one who can perform with limited supervision. Both

employee and supervisor want less supervision but greater independence which is not

possible unless the employee is adequately trainee

Reduced accidents:-

More accidents are caused by deficiencies in equipment and working

conditions. Proper training in both job skills and safety attitudes should constitute

towards a reduction in accident rate.

Increased organisational stability :-

The ability of an organisation to sustain its effectiveness despite the loss of

key personnel

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TRADITIONAL AND MODERN APPROACHS OF TRAINING

Traditional Approach – Most of the organizations before never used to believe

in. They were holding the traditional view that managers are born and not made.

There were also some views that training is a very costly affair and not worth.

Organizations used to believe more in executive pinching. But now the scenario

seems to be changing. The modern approach of training and development is that

Indian Organizations have realized the importance of corporate training. Training is

now considered as more of retention tool than a cost. The training system in Indian

Industry has been changed to create a smarter workforce and yield the best results.

Features

Training enhances the skills and capabilities of employees in the organisation.

The need for training can be emphasised in various work situations such as

harnessing skills for existing jobs planning out one’s future job profile.

For training to be successful employee has to be convinced of its utility and

effectiveness

A successful training program improves the performance of the employees

which in turn improves the organisational performance

Training should bring positive changes in knowledge skills and attitude of

employees

Training inputs

There are three types of inputs viz. skills, attitudes and knowledge. The

primary purpose of training is to establish a sound relationship between the

employee and his job.

Skills

Training activities encompass activities ranging from the acquisition of a

simple mechanical skill to a complex administrative one.

Attitude17

Through orientation programmes the organisation has to mould and build up

favourable attitudes of employees towards organisation and organisation goals.

Knowledge

Knowledge about the job the factory industry and its organisation in general

Specific knowledge about the job, knowledge relating to the quality and standards of

the products services and knowledge about the particular discipline relating to the

job.

Training and Development Objectives

The principal objective of training and development division is to make sure

the availability of a skilled and willing workforce to an organization. In addition to

that, there are four other objectives: Individual, Organizational, Functional, and

Societal.

Individual Objectives: – help employees in achieving their personal goals, which in

turn,

enhances the individual contribution to an organization.

Organizational Objectives: - assist the organization with its primary objective by

bringing individual effectiveness.

Societal Objectives: – ensure that an organization is ethically and socially

responsible to the needs and challenges of the society.

Training content for different categories of employees

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Supervisory training:-

Here the emphasis is generally on on-the –job training methods. course

contents of training to this category include production control, organisation

methods, work/activity control, method study etc.

Sales training :-

On-the-job as well as off-the-job training methods are followed in

training the sales personnel. Course content include job knowledge,

organisational knowledge, knowledge about the company products, customers

etc

Clerical training:

Training content includes organisation and methods, company policies,

procedures and programmes background knowledge of the company etc.

PRINCIPLES OF TRAINING

Motivation

The effectiveness of the employee depends on how well he is

motivated by management; the effectiveness of learning also depends on

motivation

Progress information

The trainer should not bombard trainee with excessive information that

can misinterpreted. The trainee has a desire to learn new skills to remain up-

to-date.in order to sustain his interest it is necessary to provide only right kind

of information.

Reinforcement

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The effectiveness of the trainee in learning new skills or acquiring new

knowledge should be reinforced by means of rewards and punishment.

Practice

A trainee should actively participate in the training programmes in

order to make the learning programmes an effective one.

Full vs. Part

It is better to desirable to teach employees the complete job at a stretch

or dividing the job into parts and teaching each part at a time.

Individual difference

Individual training is costly, and group training is economically viable

and advantageous to the organisation.

Areas of training

The organisation provides training to their employees in the following areas:-

Company policies and procedures:-

This area of training is to be provided with in order to make new employee

fully conversant with company rules, practices, procedures, traditions, management,

organisation structure, environment, products or services.

Training in specific skills:-

Training in specific skills would make the employees more productive and

effective on the job

Human relations training:-

Human relations training have got greater significance in organisation as

employees has to maintain human relations not only with other employees but also

with their customers.

Problem solving training:-

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Problems are common to employees some of the problems of different

managers have same root cause. Hence management may call together all

managerial personnel to discuss common problems so as to derive at effective

solutions across the table.

Managerial and supervisory training:-

Even the non-managers sometimes perform managerial and supervisory

functions like planning, decision making, organising, and maintaining interpersonal

relations. Directing and controlling.

Apprentice training

It provides training in basic skills and knowledge in specified trades to educate

unemployed/apprentices with a view to improving their employment opportunities or

to enable them to start their own industry

Training methods

On-the-job training:-

Under this method the individual is placed on a regular job and taught the

skills necessary to perform that job.

The different types of on-the-job training are:-

Job rotation

Coaching

Job instruction

Job rotation

This type of training involves the movement of the trainee from one job to

another. The trainee receives job knowledge and gains experience from supervisor or

trainer in each of the different job assignments.

Coaching

The trainee is placed under some supervisor who functions as a coach in

training the individual

Job instruction

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This method is also known as training through step by step. Under this method

trainer explains the trainee the way of doing jobs, job knowledge and skills and allows

him to do this job.

Off-the-job-training:-

Under this type of training, Trainee is separated from the job situation and his

attention is focussed upon learning the material related to his future job performance.

The different types of off-the –job training

Vestibule training

Role playing

Lecture method

Conference or discussion

Programmed instruction

Vestibule training

In this method, actual work conditions are simulated in the classroom.

Materials, files and equipments those are used in actual job performance are

used in training. This type of training is commonly used for training personnel

for clerical and semiskilled jobs.

Role playing

It is defined as a method of human interaction that involves realistic

behaviour in imaginary situations. This method of training involves action,

doing and practice. The participants play the role of certain characters such as

production manager, mechanical engineer, maintenance engineers. This

method is mostly used for developing in method is interpersonal interactions

and relations.

Lecture method

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The instructor organises the material and gives it to a group of trainees

in the form of talk. An advantage of lecture method is that it is direct and can

be used for large group of trainees.

Conference or discussion

It is a method in training the clerical, professional and supervisory

personnel. This method involves a group of people who pose ideas, examine

or share facts, ideas.

Programmed instructions:

The subject matter to be learned is presented in a series of Carefully

planned sequential units. These units are arranged from simple to more

complex levels of instruction.

Training effectiveness

Training aims at imparting knowledge ,im

Training aims at improving skills and developing attitudes. Though, evaluation of

transfer of knowledge and acquisition of skills is relatively easy to assess using qualitative

techniques, attitudinal development assessment is difficult to make. However evaluation must

aim at controlling and improving training in order to achieve desired objectives.

EVALUATION OF THE TRAINING PROGRAMME

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Trainee’s reaction to programme content and training process

Knowledge or skill acquisition

Behavioural change

Improvements in tangible outcomes such as turnover, accidents

After a training programme has been implemented, the organization should

evaluate the programme. This evaluation helps the organization identify the areas

for improvement, which can help in designing future training programmes. The basic

yardstick to measure the success of a training programme is the learning benefits that

have acquired to the trainees. The factors that can be used to evaluate a training

programme are:

Trainee’s Feedback on the content and process of training

Knowledge or learning acquired by the trainees as a result of the training

experience

Changes in job performance or behavior as a result of training

Measurable improvements or results seen in individuals or the organization like

lower turnover, decreased absenteeism or fewer accidents.

Setting

Evaluation

Criteria

Assessing

the

knowledge

prior to

training

Trained

or

developed

workers

Assessing

the

knowledge

after

training

Transfe

r to the

job

Follow-up

Studies

The methods to be used for evaluating the training programme has to be determined at

the planning stage it. Evaluation helps in auditing and redesigning a training programme.

The various steps in evaluating a training programme are explained in the above

figure. The process stats with setting the evaluation criteria, based on the objectives of the

programme. This is done before the beginning of the training programme. The

knowledge/skills level of the trainees is also tested before the programme.

The result of this test is compared with the results of a post-training test to assess the

learning from the training programme.

3. EXISTING SYSTEM IN GSL

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Objectives of training in GSL

To develop a cadre of competent.

Motivated and committed work force,

To develop the competence and skills of the work force continuously,

To impart training to the personnel for Deployment in higher and new technology

areas.

To ensure the workers to face any kind of scientific technical and organizational

challenges

Duties & Responsibilities of OIC (TRG.)

o He reports to SH (Administration).The OIC (TRG) is responsible for the

following.

o To organize suitable workshops/seminars/training courses etc. to equip the

employees with necessary knowledge and skills as per training needs

identified by the HODs.

o To prepare a budget for HRD Training programmes annually for

approval by Finance Dept.

o To organize all training programmes for employees within and outside

the country.

o To assess effectiveness of HRD plans through feedback of training

programmes

o To liaises with other department regarding training activities

o To maintain the HRD Class Room and Equipments in good order and

ensure optimum, utilization of HRD resources.

o To carry out all other duties assigned by the HOD (P&A) pertaining to HRD

activities.

Training policy

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In every organizations or so, it has its own a Training Policy which is being prepared

for organizing/conduction in-house training programmes and deputing personnel for

attending external training programme being conducted by reputed institutes all over India for

updating their skill, knowledge & make them acquainted an aware of latest advanced

technologies.

The training policy contains detailed guidelines and action plan for making expenses

towards financial provisions made for every financial year and no of personnel to be trained

every intervals that is monthly, quarterly, half yearly & yearly basis.

It is at the responsibility of the Officer-In-Charge & at the discretion of the

management whether to depute a employee or an officer or whether conduct in-house training

programme in the GSL’s premises which may benefit the organization in terms of finance &

benefit to more employees.

As on date there is a Training Policy following guidelines for smooth functioning of

training activities. However the HRD Section is implementing & following the management’

instructions for organizing / conducting / deputing employees for attending various training

programmes

Government guidelines for training programmes

In addition to the management’s decisions, sanctions & approvals for deputing

employees or organizing in-house training programme there need to depute various

committees, associations, union members prevailing in the organization following the

guidelines of Government of India.

The some of the committees, associations like Safety Committee, SC/ST Association,

and various Unions Members etc. need to be sent for training programmes. This is not

related to skills & knowledge development but it is the part of the training activities which

need to be kept for deputing members for various training programmes. The specialized

training programmes are not available for conducting in-house but it need to depute the

employees outside the premises of the organization, so that they get knowledge, shared

experiences of other union about this activities.

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ISO-9001:2000 Implementations & Training

It is the pride of GSL that in the year July 2002, GSL has been awarded with changed

version of ISO i.e. ISO-9001:2000. All the departments are been covered & interlinked with

the ISO implementation & functioning

Classification/ Types of Training Programmes

During the past few years’ greater attention is being paid to the improvement in

production and efficiency of the employees at every level. It can be observed that the great

importance has been given for training and development activities in GSL.

Types of training programme are being conducted/considered in GSL are:

In-house Training Programmes

External Training Programmes

Abroad Training programmes

Apprenticeship Training

Vocational Graduate Engineering Training

Training to Institutional Trainees/students

Pre-sea Engineering Training (M.O.T. Training)

In-house Training Programmes

The training programmes which are conducted in the premises of the organization

are titled to be In-house Training Programme.

On receipt of Training Needs Identified recommended through ACRs & HRD

Plan of the respective departments, a consolidated chart is being prepared by HRD

Section and accordingly ‘Annual Training Calendar” is prepared for implementation.

Depending up on the no personnel identified for training needs is more and the no of

participants are more the 10 or above, a decision is being taken by the OIC (Trg.) for

conducting the subject programme at GSL’s premises that in-house training programme.

Once it is decided to conduct in-house training programme, a communication is being

made to the leading institutes who conduct the respective training needs identified.

Quotations are obtained taking details like fees, faculty details, their allowances,

lodging/boarding arrangements, traveling details, study material to the participants etc.

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The proposal submitted by the institutes whichever is reasonable and feasible submitted

for approval of the management and accordingly convenient dates are fixed.

Once the dates are fixed, HRD Section has to liaison with internal department for

making internal communication for in-house arrangements like, Canteen Section for

arrangement of tea, Administration Section for lodging/boarding, lunch arrange to the

faculty members, refreshments, contract assistant for assistance during training

programme, other department for LCD Projector, Laptop for the faculty members etc.

for future reference. So also Internal Communication / Circulars are made to the

concerned department where the particular employees are working so that his Officer-In-

Charge and Section Head have to relieve to attend the training programme.

Once the programme is over records of attendance is updated in the PC where the

records of training programmes attended by employees are maintained.

External Training Programmes

Any employees who are deputed to attend outside the premises of the

organization are titled to be External Training Progrmmes.

For deputing an employee for any type of training outside the premises of GSL,

it needs to seek the approval of CMD before deputing the employee. In the case of

external training programme, training brochures/calendars are received in HRD Section

every often. After receipt of brochures compiling the training programme with the

training needs identified with HRD Plan/ACR recommendation made for training

programme are done, if the similar programme is available a proposal is put for

approval through proper channel viz Section Head (Security & Administration), HOD

(Personnel & Administration), HOD Finance, Director Finance & finally to CMD who

is the approving authority for any type of training programmes.

Once the approval is obtained, a correspondence is made to the respective

institute for confirming the nomination of the recommended employee. After receipt of

confirmation of nomination from the institute, Office Order and Movement Order is

issued to the concerned employee through his OIC for information, so that the OIC

should relieve his to attend the subject training programme.

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Abroad Training programmes

The officers/employees are deputed aboard for attending training programme

which are not available within India on various subject concerned. Sometimes new

machinery/advancement of technology updates is required and also attending

repairs/services to the ships which being commissioned by GSL.

This involve major task of activates in obtaining individual passport, visa,

currency, air tickets, lodging/boarding arrangements etc. & communication with the

concerned institute are to be done well in time to depute the concerned personnel in

attending training programme at foreign countries.

Other Types of Training Programmes:-

The other types of training programme conducted/organized/placement

made for students of various institutions like, Industrial Training Institute pass-out

students, College/Institutional students for undergoing ‘In-plant/Industrial/On-the-Job

Training’ & ‘Project Studies’ as a part of their curriculum. Students of Marine

Engineering School are also undergoing ‘Pre-Sea-Training’ in GSL, which are

categories as follows:

Apprenticeship Training (For ITI Pass-out Students)

Vocational Graduate Engineering Training (Graduate Pass-out Engg.

Students)

Training to Institutional Trainees/students (College/Institutional

Students)

Pre-sea Engineering Training (M.O.T. Training) (Marine Engineering

Students)

Training to New Recruits/Transferred/Promoted personnel

If any new recruitment is made at any level, an ‘Induction/Familiarization/

Orientation programme is made so that the new recruit gets acquainted with the

organization, organizational culture, rules, regulations, various departments, about the

activities of the organization & the atmosphere & working conditions of the

organization where he has to work. Once the said programme is over he has been

allotted certain duties and responsibilities to perform his duties.

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If any of the employee/officer is transferred from one department to other or

from one job to other, he is very new to the transferred department. He/she needs

certain training about the new assignment. If he has little knowledge or acquaints

himself with the function of the transferred department he need not has to be given

training. But, if he is very new to the assign duties/job, it is the responsibility of the

concerned OIC/SH/HOD to depute him for making familiar/ training.

When an employee/officer is promoted to next higher grade sometimes he

needs to be acquainted, oriented and imparted with required training. This factor may

motivate the promoted personnel in discharging more responsibilities and perform

effectively. Most of the time promoted personnel is not considered for any type of

training as they have already attended various training programme before promoted.

In certain cases they are being considered for specialized training programme or as

recommended by his OIC/SH/HOD.

Heads of Training Programmes

The training programmes which are conducted in-house/deputed personnel

external are counted on the below ‘Training Heads’ for financial accountability. The

some of the classification of training made are given below which are called to be

‘Heads of Training’ in GSL

1. Corporate Management Programmes

2. General Management Programmes

3. Behavioural Science Programmes

4. Technical / Functional Management Programmes

5. Skills Up gradation Programmes

6. Current Trends Programmes

7. Others – Seminars/Workshops/conferences/Conventions etc.

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Selection/Identification of Personnel for Training Programmes

The Officer-In-Charge of every individual officer/employee identifies the

training needs depending upon their skills, knowledge, intelligence, positive approach

towards the job. The training needs identified is forwarded through HRD Plan of

respective department to HRD Section. Some times in the technical field or the

administrative side new technologies, new machineries, due to advancement in the

present functioning the need of awareness and acquaintance is required and so

employees are deputed by the OIC/HODs for attending training programmes which

are on current trends. In some of the cases some technical expertise is required to

perform certain job or may be that particular skills is not identified in the employees

then OIC/HODs recommend personnel for attending training programmes. Training

needs is also recommended/forwarded through ACRs of the individual employees for

training programmes.

Once the training needs on priority basis is identified by the OIC, it is

forwarded through his concerned SH & HOD to HRD Section through P&A

Department. Necessary action is initiated to depute a concerned employee or officer

to the training institute.

Annual Training Plan of HRD Section

On receipt of training needs identified for individual employees from HODs

under HRD Plan & ACR recommendation from the entire department a consolidated

Calendar is prepared for organizing/conducting/deputing the individual employees.

After primarily observation evaluation an “Annual Training calendar” if prepared for

implementation.

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PROCEDURE OF IMPARTING TRAINING TO OFFICER/ SUPERVISORS / EMPLOYEES

HODs of various departments identify the training needs for officers and all

Section In Charges identify the training needs for Staff and Workmen under them

HODs themselves identify / CMD identifies the training needs on the basis of the

Information on various training courses offered by different institutions

Training Plan is prepared based on the input received from ACR and also identified

by the sections / Departments through Circular

As and when a training brochure is received, training section sends to HODs for

nomination of their personnel for the required training

An annual budgetary provision is made for training purpose and is put up through

HOD (P&A) for financial approval

A list of all GSL personnel with details of training courses attended is maintained

For new entrants, an induction familiarization programme is arranged and

information regarding the same is forwarded to OIC TRG for records.

HODs identify the training needs of officers in their departments annually and also

whenever necessary for specific jobs. Information regarding specific training

imparted/arranged by HOD is to be immediately forwarded to HRD for records

The details of training programmes contained in the Brochure/

Literature/Catalogue/Letters are sent to HODs concerned for nomination of

candidates in Form No. 04/QSF/01. After identification of suitable candidates by

the HODs send the Form No. 04/QSF/01 to HRD Section

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The respective institution is intimated for confirmation of nominated candidates

and records are maintained after obtaining the acceptance of nomination, Approval

is sent to the Finance Department for preparation of Demand Draft/Cheque for the

fees, to be sent to the Institution.

After due confirmation of nomination from the Institute, the officers concerned are

informed individually about the training along with a copy of the

Brochure/Leaflet/Catalogue/Letter, CMD/HOD’s approval and feedback . The copy

of the above circular is also sent to HOD, CGM & CMD for information.

For personnel other than officers an office order and a temporary duty movement

order for attending the above training programme are issued, the copy of above

circular is also sent to OIC, HOD concerned & CGMO for information.

A Feedback Form with a covering letter enclosing Demand Draft/Cheque is sent to

the Institution asking to give us a feedback on the candidate’s performance during

the training programme

In case of cancellation of training programme either by the Institution or by GSL due

to exigency of work, the same is intimated to the candidate concerned and

acknowledgement is obtained, and if required the intimation is also sent to institutes

concerned about the cancellation due to exigencies of work.

Receipts of the training fees from the Institution or Refund Amount (Demand

Draft/Cheque) is sent to Finance Dept. in Form

For assessment of effectiveness of the training programme, an annual feedback in

Form from the respective HODs is obtained and put in personal file of the officer

33

FLOW CHART OF TRAINING PROCESS

Identification of Training Needs

Receive Training Needs Through ACR/HRD Plan/

Training Brochures as desired by Mgmt

Preparing consolidated training calendarbased on training needs received

Liasioning with various Institutes/Faculties

for conducting/organizing training

Financial concurrence/approval is obtained

from CMD after recommendations

of HODs in Principle

Liaising with concerned Institutes

for confirmation of nominations

Training needs identified to transferred officers/

employee nominees in Form

Financial approval in form will be sent to

Finance dept. for issuing DD/Cheque

as the cost of training in Form

34

Annual Feedback is obtained from HODs

for the training programme attended

by nominee in Form

Record of training programmes attended by

Officers / Employees nominees

is maintained. in Form

35

After receiving the confirmation of nomination,

Office Order/I.C. along with related documents

& financial approval are given to the nominee

with Feedback Form

and Movement Order issued in case

of employee nominee in Form

After Training programme attended by Nominee

Feedback on Training collected from

Nominee in Form

Evaluation on Training Programme Attended

The evaluation of training imparted is being done by the immediate officer-In-

Charge of the respective employee. It is the responsibility of the immediate officer to

send the evaluation on training programme attended by employees on his skill

improvement, knowledge gained, attitude towards holding higher responsibilities,

improvement in doing the present duties etc. However, HRD Section is sending an

“Annual Feedback Form” to the respective HODs for effectiveness of training, who

fill the form and send to HRD Section. The said form is then enclosed with the

ACRs of the respective officer for CMD’s perusal

Feedback System

Every individual employee has to submit his feedback on the training

programme attended by him. So also, Feedback form from Institute is also obtained

and an annual feedback on the evaluation & assessment made by SH/HOD is obtained

for evaluation purpose of the employee by HRD Section. The annual feedback

received of the respective officers is enclosed with the ACRs of the respective officer

for CMDs perusal whether the concerned personnel has improved in his skill, working

knowledge or not.

36

4. Conclusion

It is observed that more & more importance is given to training programme in

GSL in deputing officers/supervisors, ministerial staff, employees for improving their

skill, knowledge, technical/functional responsibilities, making them familiar with the

latest technologies, current trends etc. & in all round programmes.

Employees are also imparted training on important subjects like, safety, health

& environment, self development, towards shouldering higher responsibly,

motivation, leadership, communication, behavioural sciences, towards participation

in the management etc.

The executive/management personnel are also trained on the above subjects

too. They are deputed to attend programme on various topics like corporate

Management, General Management, Functional/Technical Management, and Skills up

gradation, Current Trends & other programmes like workshops, seminars,

conferences, conventions etc.

Carrier opportunities are also offered by the management to all the personnel

at every level.

More emphasis is being given to ‘In-House Training” programmes to cover

maximum personnel for attending training programmes.

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Suggestions

In order to make training programmes more effective and interesting one to

learn the participants the following suggestions are offered by the employees :-

Training programmes to be taught in local languages like Konkani, Marathi, and

Hindi etc.

Role Play, Games, Quiz, Individual presentation be included in training

programmes

Minimum duration of the programme should be 3-5 days

Programmes to be conducted outside the premises so that full attention can be

paid during training programmes

Study material should be given in local as well as English language

Personnel to be considered from a same department so that team leadership and

spirit of working together be done

After conducting classroom lecture/theory class in the morning session, shop floor

workshop is conducted immediately evening so that physical exposure can be

gained & difficulties be solved in front of faculty members.

Certificated be issued to every individual participants

5. ANNEXURE

38

FORMS USED FOR TRAINING PROGRAMMES

File No. ________________________ Date: ___________

FORM NO.1

NOMINATION FOR TRAINING PROGRAMME

Kindly find enclosed herewith a Brochure, detailing ____________________________

_________________________________ conducted by _______________________________

From ____________ to ____________ at ______________________.

Nominations, if any may please be forwarded to HRD Section for further action on or before

_______________.

OIC (TRG.)

(Please check for names, as mentioned below

recommended through ACR/HRD Plan/by HOD/OIC)

File No. ________________________ Date: ___________

FORM NO.2

PROPOSAL FOR DEPUTING PERSONNEL FOR TRAINING

Programme Title : __________________________________________________________________

39

Organized/conducted by : _____________________________________________________________

Location : _________________________ Category : _______________________

Fees (Per Head) : Rs. ___________________ Residential/Non-residential

Duration: __________ days Period from ___________to __________

Si.No. Candidate Name Emp. No. Emp. Type Department Name

1

2

3

4

5

By : AIR / TRAIN / OTHERS

Expenses on the Programme

Budget Amount forwarded Rs.

Total Fees Rs. HOD (F)

Total TA Rs.

DA & Others Rs. D (F)

Total Expenses Rs.

Balance Carried forward Rs. CMD

sd/-

OIC (Trg.)

File No. ________________________ Date : ___________

FORM NO.3

Sub: TRAINING PROGRAMME PAYMENT

40

1. Title : __________________________________________________

2. Institute : __________________________________________________

3. Duration : From to (Residential/Non-residential)

(_______ day(s)

4. Fees : Rs. ___________ (Per head) (Rs.________ X ________

= Rs._____________

5. Venue & Place : __________________________________________________

6. Nomination(s) : 1. ___________________________________________________

2. ___________________________________________________

3. ___________________________________________________

7. Enclosures : Original Proposal No._________ dtd. ____________ along with Brochure/Leaflets

8. Kindly issue a Cheque/Demand Draft in favour of _________________________________________________________ Payable at __________________________

and send the same to HRD Section before ________________ so as to enable us to

Dispatch it to the above Institute in time.

__________________

Encl : a/a OIC (TRG.)

To,

HOD (F) :

File No. ___________________________ Date : __________

FORM No.09

FORMAT FOR TRAINING TO TRANSFERRED OFFICERS/EMPLOYEES

41

NAME OF THE OFFICER/EMP. : ______________________________________________________

EMP.No. : ____________ DESIGNATION : _________________________________________

TRANSFERRED FROM ____________________ TRANSFERRED TO _______________________

TRAINING REQUIRED : YES / NO

IF YES, TYPE OF TRAINIG REQUIRED :

(a) ON THE JOB

(b) TRAINING BY OUTSIDE AGENCY

(Details to be indicated)

HOD (NEW DEPT.)

DETAILS OF TRAINING ATTENDED :

(As below/separate sheet enclosed)

HOD (P&A)

File No. ________________ Date : ___________

FORM No.05To,

Name : _______________________________________

Emp. No. _______________________________________

42

Designa & Dept : _______________________________________

MOVEMENT ORDER

You are hereby detailed to proceed on Company’s official duty as under :-

Nature of Duty ________________________________________________________________

Journey period (to & from) ______________________ days

Number of days on duty _______________________ days

Date & time of departure ___________________________

Date & time of reporting for duty at GSL ___________________________

Mode of travel Train/Bus/Taxi/any other (specify)

Route _______________ , ___________________ , _____________________

You are required to strictly follow the above schedule.

Signature ________________

Designation of Officer ________________

File No. ________________ Date : _________

FORM No.07

To,

The OIC,

Account Section,

Finance Dept.

SUB : RECEIPT / REFUND OF PAYMENT

43

Kindly find enclosed herewith a RECEIPT / REFUND

No. ____________________ dtd. __________ for an amount of

Rs. _________ (Rupees _________________________________________) paid by GSL to M/s. ______________________________________ being the training programme course fees (Residential / Non-Residential (vide Demand Draft /Cheque No. ______________ dtd. _____ of ____________________________ , Vasco-Da-Gama) for attending _______________________________________ at (venue) _________________ w.e.f. _____________ to ________________ for Shri/Smt/Miss _____________________________of ______________ Dept.

Kindly acknowledge receipt of the above.

_______________

OIC (TRG.

Encl : Original Receipt/Cheque/Demand Draft No._____________ dtd. _______

of __________________________________ Rs. ____________.

Feedback Forms

44

File No. ________________________ Date : ___________

FORM NO.04

FEEDBACK ON TRAINING COURSES/SEMINARS/WORK SHOP ETC.

Kindly arrange to return the ‘Feedback Form’ duly completed (with HODs/SHs Remarks) & send to HRD

Section (P&A), at the earliest, for our records.

Nature of Course : ______________________________________________________________

Organized By : ______________________________________________________________

Venue : ______________________________________________________________

Duration : From _____________ to ______________ No. of Days _______________

1. Was the training materialprovided, clear & informative Yes No NA

2. What was your opinion about the Belowfaculty in terms of knowledge Excellent Very Good Good Expectations

& instructional techniques

3. What was your opinion Belowof the course contents ? Excellent Very Good Good Expectations

4. Did you find the CourseRelevant to your needs? Immediate needs Future needs

4a) If yes, what are those

1. Please elucidate in few sentences your view on the course

2. Please list suggestions based on knowledge gained, for application

in your area of work/Dept. & in GSL.

Name of Participants: Emp. No. : Designation :

Dept./Section Signature & Date of Participant

HODs/SHs Remarks Signature & Date

OIC (TRG.)

Format-5

45

File No. ________________________ Date : ______________

FROM No.08

ANNUAL FEEDBACK FROM HODS REGARDING EFFECTIVENESS OFTRAINING PROGRAMMES

Select Employee : __________________________________________________________________

Training Programme : __________________________________________________________________

Institute : __________________________________________________________________

Venue : ________________________________ From : ___________ to ____________

No. of Days _______

HODs/SHs evaluation of effects of training on skills, attitude & achievements :

_____________________________________________________________________________

_____________________________________________________________________________

_____________________________________________________________________________

_____________________________________________________________________________

Sign of HOD

Dist : 1. Original for Officer’s ACR File (CMD/P&A) Date :

2. HRD Section

_______________

OIC (TRG.)

46