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A PROJECT REPORT ON
TRAINING AND DEVELOPMENT
MANAGED BY CENTRAL COALFIELDS LIMITED
(From 15 - 12 - 2023 to 30 - 01 - 2024)
SUBMITTED IN THE PARTIAL FULFILMENT OF THE DEGREE OF
MASTERS OF BUSINESS ADMINISTRATION, SCHOOL OF MANAGEMENT STUDIES,
DSPMU, Ranchi.
Session- 2022 - 2024
Under the guidance of:
NIMISHA SINHA
Assistant Professor
School of
Management Studies
DSPMU
Submitted by:
Name: Pushpendra Kumar
Specialization: Human resource
Semester: 3
rd
Reg No: 2022M
Exam Roll: 22MB
Class Roll No.: 118
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CERTIFICATE
THIS IS TO CERTIFY THAT PROJECT ON TRAINING AND
DEVELOPMENT IN CCL, R A N C HI HAS BEEN CARRIED OUT
BY PUSHPENDRA KUMAR FROM 15. 1 2. 20 23 TO 30. 0 1. 20 24
UNDER MY SUPERVISION IN PARTIAL FULFILLMENT OF HIS MBA
(H.R) COURSE AT DR SHYAMA PRASAD MUKHERJEE UNIVERSITY,
RANCHI.
I AM SATISFIED WITH HIS SINCERE PERFORMANCE AND
STUDY CONDUCTED BY HIM AT CCL.
RASHMI DAYAL RAVI KUMAR
G.M (P&IR) MANAGER (P)IR-L
CCL, RANCHI CCL, RANCHI
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ACKNOWLEDGEMENT
The Project Report on various types of case studies and company’s
work, Rules offered a great learning experience. During the tenure
of this project, I was fortunate to have interacted with people who
are their own capacities have encouraged and have guided me.
It is an exhilarating experience to do my training at IR-L,
department of Central Coalfield Limited. I express my deep sense of
gratitude to CCL for the same.
On the very outset of this report, I would like to extend my sincere &
heartfelt obligation towards all the personages who have helped me
in this endeavor. I am ineffably indebted to MR. RAVI KUMAR for
conscientious guidance and encouragement to accomplish this
assignment.
I am extremely thankful and pay my gratitude to my faculty Miss
NIMISHA SINHA for her valuable guidance and support on
completion of this project. I extend my gratitude to DR SHYAMA
PRASAD MUKHERJEE UNIVERSITY, RANCHI for giving me this
opportunity. I also acknowledge with a deep sense of reverence, my
gratitude towards my parents, who has always supported me
morally as well as economically.
Thanking You
(PUSHPENDRA KUMAR)
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TO WHOM IT MAY CONCERN
THIS IS TO CERTIFY THAT PROJECT ON TRAINING AND
DEVELOPMENT IN CCL ,RANCHI HAS BEEN CARRIED OUT BY
PUSHPENDRA KUMAR FROM 15 .12.202 3 T O 30. 0 1. 2 02 4 U N D E R
MY SUPERVISION IN PARTIAL FULFILLMENT OF HIS MBA (H.R)
COURSE AT DR SHYAMA PRASAD MUKHERJEE UNIVERSITY,
RANCHI.
I AM SATISFIED WITH HIS SINCERE PERFORMANCE AND
STUDY CONDUCTED BY HIM AT CCL.
Sign of Director………………….. ……………………
(Dept. of MBA) External Supervisor
Sign of Co-Ordinator………………..
(Dept. of MBA)
Sign of Project Supervisor…………….
(Dept. of MBA)
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BOARD OF ORGANIZATIONAL SETUP
PERSON DESIGNATION
Sri P.M.PRASAD CMD, CCL, Ranchi
Sri. H.N.MISHRA Director (Personnel)
Sri. RAM BABU PRASAD Director(T)(Operation)
Sri. PAWAN KUMAR MISHRA Director(Finance)
Sri. B. SAI RAM Director (T)(P&P)
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CONTENTS
SERIAL
NO.
NAME OF THE TOPIC PAGE NO:
EXECUTIVE SUMMARY
OBJECTIVE OF THE STUDY
COAL INDIA LIMITED AT A GLANCE
VISION
MISSION
OBJECTIVE
CORPORATE STRUCTURE AND
SUBSIDIARY COMPANIES
CENTRAL COALFIELDS LIMITED
VISION OF CCL
MISSION OF CCL
OBJECTIVE OF CCL
CORPORATE STRUCTURE OF CCL
FEATURES OF TRAINING AND DEVELOPMENT
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SUGGESTION
LIMITATION OF THE STUDY
CONCLUSION
BIBLIOGRAPHY
LIMITATION OF THE STUDY
CONCLUSION
BIBLIOGRAPHY
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EXECUTIVE SUMMARY:
Coal India limited is one of the largest coal producing companies in the world. As of 30
th
April 2016, it
operated 470 mines in 21 major coal fields across 8 states in India including 164 opencast mines 275
underground mines and 31 mixed mines.
Coal mining raises serious environmental and social concerns, including soil erosion, noise and water
pollution and impact on local bio-diversity. The environment and social issue related with coal exploration
and production such as displacement are of specific nature as the coal reserves are located in the river
basins such as Damodar, Mahanadi, and Barhani etc. which are rich in forest cover and are a habitat for
precious wildlife and indigenous tribal communities. CIL and its subsidiaries being profit making
companies have sufficient resources to discharge its responsibilities towards environment management,
community and peripheral development.
The performance audit of CIL and its subsidiaries was conducted with a view to assess whether the
company was able to fulfill their Corporate Social Responsibilities (CRS) in an effective and efficient
manner toward environment protection, safety requirement and occupational health of workers and
communities and peripheral development.
The Performance Appraisal System is a process of setting objective, making plans to achieve those
objectives and accomplishing the desired results. Reward and recognition are the end stagesof this process.
Organizations use this system to assess the performance of an individual, a team, a function and then the
organization as a total.
This project describes about the performance appraisal system which is followed in CIL. This project also
describes the development and implementation stages of the performance appraisal system. It also
elaborates Performance related pay distribution method.
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Coal India is a holding company with seven wholly owned coal producing subsidiaries companies and one mine
Planning and Consultancy Company. It encompasses the whole gamut of identification of coal reserve, detailed
exploration followed by design and implementation and optimization operations for coal extraction in its mines. The
producing companies are:
1. Eastern Coalfields Limited (ECL),Sanctoria, West Bengal
2. Bharat Coking Coal Limited (BCCL), Dhanbad, Jharkhand
3. Central Coalfield Limited (CCL), Ranchi, Jharkhand
4. South Eastern Coalfields Limited(SECL), Bilaspur, Chattisgarh
5. Western Coalfields Limited (WCL), Nagpur, Maharashtra
6. Northern Coalfields Limited (NCL), Singrauli, Madhya Pradesh
7. Mahanadi Coalfields Limited (MCL), Sambalpur, Orissa
8. Coal India Limited Africana Limited, Mozambique
9. The consultancy company is Central Mine Planning and Design Institute Limited(CMPDI), Ranchi,
Jharkhand
North Eastern Coalfield (NEC) a small coal producing unit operating in Margherita, Assam is under direct
operational control of CIL.
Apart from the above, Mahanadi Coalfield Limited (MCL) has 3 subsidiaries company viz.
(i) MJSJ Coal Ltd.
(ii) MNH Shakti Ltd.
(iii) Mahanadi Basin Power Ltd. and South Eastern Coalfield Ltd. has 2 subsidiaries companies viz.
a) Chhattisgarh East Railway Ltd. and
b) Chhattisgarh East-West Railway Ltd.
Coal India’s major consumers are Power and Steel Sectors. Others include Cement, Fertilizer, Brick Kilns
and small scale industries.
CENTRAL COALFIELDS LIMITED :
Central Coalfields Limited (CCL) is a subsidiary of Coal India Limited (CIL), an undertaking of the
Government of India. CCL manages the nationalization of the Coal Mines Authority, Central division. The
registered and corporate office is at Darbhanga House, Ranchi, Jharkhand.
Central Coalfields Limited is a category-I Mini-RatnaCompany since October 2007. Formed on 1
st
November 1975, CCL(formerly National Coal Development Corporation Ltd) was one of the five
subsidiaries of Coal India Ltd. which was the first holding company for coal in the country.
VISION OF CCL:
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“Committed to create eco-friendly mining”
The Mission of CCL is to produce and market the planned quantity of coal and coal products efficiently
and economically with due regards to safety, conservation and quality.
The main thrust of CCL in the present context is to orient its operation toward market requirements
maintaining at the same time financial viability to meet the resource needs.
MISSION OF CCL:
“To become a world class, innovative, competitive & profitable coal mining operation to achieve customer
satisfaction as top priority”
OBJECTIVE OF CCL :
Coal mining through efficiently operated mines.
Besides fulfilling coal needs of the customers in terms of quantity, focus on quality, value addition and
beneficiation to the satisfaction of the customers.
DEVELOPMENT AND IMPLEMENTATION OF BSC BASED PMS IN SAFETY
DEPARTMENT IN CCL, RANCHI
For developing a BSC based performance system in Safety Department, it is important to understand the
Mission, Goal and critical success factor over all four perspectives, that is, Financial, Customer, Internal
Processand Learning& Growth.
Mission : Safety of mines workers
Goal : To potentially create zero harm environments in all mines under CCL.
Critical Success Factor:
1) Finance:
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“There is nothing training cannot do. Nothing is above its reach. It can turn bad
morals to good; it can destroy bad principles and recreate good ones; it can lift men to
angel-ship.” - Mark Twain Training is the most important activity, which plays an
important role in the development of human resources. To put the right man at the
right place with the trained personnel has become essential in today’s globalized
market. No organisation has a choice on whether or not to develop employees.
Nowadays training has become an important function of Human Resource
Management.
Human Resources are the lifeblood of any organization. Only through well-trained
personnel, can an organization achieve its goals. Human Resource Management refers
to the policies, practices and systems that influence employees’ behaviour, attitudes, and
performance. Human resource practices play a key role in attracting, motivating,
rewarding and retaining employees. Other human resource management practices
include recruiting employees, selecting employees, designing work, compensating
employees and developing good employer-employee relations. The importance placed on
‘Training’ is great on comparison to other human resource management practices. To be
effective, training must play a strategic role in supporting the business. Increasingly,
training and development is playing an important and strategic role in the economic
success of business organizations. Business organizations recognize that they now
operate in a new global economy. It is an economy that involves the use of advanced
technologies and increased responsiveness to customers’ needs. Global economy requires
greater and greater innovation and flexibility in production, service delivery and
market know-how. Business organizations realize more than ever that employee
knowledge gained through training and development has become a strategic necessity
and more and more the sources of strategic advantage. It is interesting to see how the
terms training and development differ. Oxford dictionary defines the two terms as
follows: Train: to instruct and discipline in or for some particular art, profession,
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occupation or practice, to make proficient by such instruction and practice. Develop: to
unfold more fully, bring out all that is potentially contained in. The basic difference
between training and development is that 'Training' focuses on specific job knowledge
and skill is to be applied in the short run. On the contrary, 'Development' focuses on
broad knowledge and insights that may be required for adaptation to environmental
demands in future. It is a process by means of which an individual attains overall
improvement in ability and competence, makes progress towards maturity and
actualization of personality.
There needs to be a coherent and well-planned integration of training, and continuous
development in the organization if meaningful growth at individual and
organizational level is to be achieved and sustained. It is vital to make training and
development serve the ends of the business as well as promoting the growth of
individuals; and it is essential to think and act strategically instead of continually
reacting in an ad hoc fashion to the most obviously pressing needs of the
moment.Obviously, there is need for developing systematic approach to training and
development.
FEATURES OF TRAINING AND DEVELOPMENT
Training isn’t a one size fits all, so there isn’t one simple answer, but there are a few
things that are consistently present in all the best training programs. Below you’ll find
the top characteristics that we’ve seen in the most successful programs.
1. Effective program management - A high quality training program starts with a
person with a champion. We all call this person the program manager. An ideal
training program manager is inherently curious, open minded, motivated and invested
in developing employees’ skills to help them reach their potential. Additionally, this
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with a logo or mascot can add a level of fun and familiarity as the program continues.
Other creative ploys could include seasonal themes and contests.
7. Marketing and communication - Having a marketing is an integral part of the
implementation and an essential component of a successful learning and development
program. A successful marketing plan includes not only initial launch activities, but
also strong ongoing efforts throughout the program. Any communication sent out to
employees should include not only an overview and clearly defined expectations, but
also how an employee what’s in for them.
Types of training and development
Methods of training There are mainly two types of training.
- On-the-job training
- On-the-job training- when employees are trained while they are performing the job
then it is known as On-the-job training. Under this method the employees learn by
doing. This method is suitable only for technical jobs and the advantage of this method
is employees can learn the practical problems while working on the job. The biggest
disadvantage of On-the-job training is that it results in the wastage of resources.
Whenever employees are dealing with expensive and sophisticated machinery then On-
thejob methods of training should be avoided.
- Off-the-job training- Off-the-job training means training the employees by taking
them away from their work position which means employees are given a break from the
job and sent for training. This method for training is more suitable for managerial job
positions as conferences, seminars, are held to train the managers.
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On- the - job training Off- the- job training
1) Apprenticeship /programme training 1) Conference or classroom lectures
2) Job rotation 2) Vestibule training
3) Internship 3) Films
4) Coaching 4) Case study
5) Induction or orientation training 5) Computer modelling and programmed
instruction
NEED AND BENEFITS OF TRAINING AT THE INDIVIDUAL, OPERATIONAL
AND ORGANIZATIONAL LEVELS.
Training has become a necessity for all the organization in today’s dynamic business
environment. It helps the employees to perform their jobs more efficiently and
effectively resulting in long-term benefits for both the employees as well as the
organizations. Training can be multi-dimensional. It can be specifically used to develop
skills and knowledge that may be used at an Individual, Operational, Organizational
level.
Need for individual training:- Individual skills include self management,
communication and interpersonal abilities needed to successfully perform in the
