Sttel

NAVA KARNATAKA STEELS 1 PVT.
LTD
Introduction of Project
Nature and Scope of Study: This study is undertaken to know Training & Development Methods & Tools used by Nava Karnataka Steels Ltd., to train their employees.
However, Training & Development is needed to all levels of employees to Train them for doing their Job effectively. So it is a program, which helps employees in doing their job it is must because the new employees are very fresher they cant do their job without Training so, it is necessary.
Statement of Problems : It is important tool of management it is needed at all levels of employees. It is needed for the growth of employees in organization. It is very vital aspect of very organization. It is concern with each & every aspect of employee.
But some employee says it is not necessary because they already well known with their work. So they think it as waste process rather than using it.
The project is taken to know employee is needed the Training or Company is Interested to Train their employees.
RK INSTITUTE OF MANAGEMENT & COMPUTER SCIENCE
NAVA KARNATAKA STEELS 1 PVT. LTD
Objectives of Study:
The main objectives of the study is given below. To know Training and Development methods or Tools used by company for Training their employees. To know weather the Training and Development Program is need by employee. To know how it helps to employees. To know use of it. To suggest ways & means if necessary to improve their Training and Development Program. Methodology : There are so many sources are their from which the for information has been collected. Methodology of Study: The questionnaire which consisted multiple choice were distributed to respondents on random basis. The following are Methods used by me for collection of data. Interview Discussion Observation

Sources of Data: 1. Primary Data: Collected through questionnaire interview, Discussion. 2. Secondary Data: Collected from published and unpublished records periodicals textbooks etc.
Statement of Problem:
As Training & Development constitute an important tool of Human Resources Management Employees at all level must go job Training their growth and also for organization. To have employees be Trained for doing their job many organization seeks it as a tool for growth of employee specially the new comers. It is vital aspect of every organization.
However it is necessary for new comers and existing employees because to get todays working skill are to be acquire. So it is necessary for all levels of employees.
Limitations:
Since the Training and Development reports are treated by the organization strictly confidential. The investigation could not get the actual and adequate data. The companies do not generally divulge information relating to the Training & Development records. However Investigation keeping in view this limiting factor could collect the data through

a Questionnaire, Discussion and Interview the study of blank Training and Development, forms used for Methods by employees.
Objectives of Study:
To gain knowledge of different types of Training Programs provided by organization. To evaluate the effectiveness of Executive Training Program to the employees in organization. To understand the relevance of Training and development activities for the employees. To know the involvement of Training Department is safety Training and emergency. To know the effectiveness of Training Department in achievement of company, objectives. To enhance the abilities and skill of the employee through different Training program. To evaluate the internal Training Program conducted by Nava Karnataka Steels.

Industry Profile
Wrought iron dates back to the ancient Egyptian Empire very small blooms of iron were produced in forges using charcoal. In 500 B.C. the Ecru scans were producing 10,000 pounds of iron per year on the western shore of Italy using short cupolas with bellows made from animal skin to produce the air source once the burn was complete the short furnaces made of stones were disassembled and the resulting Mass of iron and impurities were removed and further refined by heating and hammering the charcoal making process deforested most of western Italy. The iron ore was brought to the furnaces on sailing sky. The extraction method that the ecdysiast used was so poor would was to produce steel. Wrought iron was produced through out Europe in Late BC to A.D. in the management building of Greek and Roman the stone were held together with butterfly shaped pieces of iron coated with lead.
The 1st Steel was produced by the Celts, ca. AD 200. They cut Wrought iron into small strips and attacked the strips in a Wrought iron container with burnt bone and carbon and then heated the iron in a charcoal fired furnace for 10 12 hours at high heat. In the process carbon was absorbed into the surface of the Metal. They then forge welded the pieces together and produces blades. This was the funnel of pattern welded blades as we know them and which we erroneously call DAMASCUS.

Damascus steel was produced in Pakistan about the same time in the form of wood billets and sent to Syria to be made into Damascus blades. As heal as we can tell (since the exact process is unknown) Pure Iron Ore and Carbon were placed in a ceramic crucible and actually melted producing carbon steel containing about 1.5% carbon. The steel was very difficult to forge since it had to be worked at a red heat. Any hotter and it would shatter the Celts steel process was copied by the Villings and German to produce pattern. Welded Steel blade through about 1050 from then until about 1400 both countries produced steel blades by family protected secret processes.
During that time period they started making their furnace taller and taller. At this point they were no longer producing wrought iron. The iron finally melted and as it ran down through the charcoal it dissolved some of the carbon into the iron the resulting. Iron contained 3 4% carbon was not forgeable and was very brittle. It could only be used for castled items and was not useful for blade or wagon pacts. Also during this period most of the forest in England & Europe were disappearing because of building and charcoal making the king of England ruled at one point that the forest could no longer be cut for making charcoal. This forced the steel markers to come up with a process to make coke out of coal by deriving out of volatile oils.
To make steel thin rolled merchant bars were placed in a coal-fired soak pit covered with carbon and burnt bone and heated at a high temperature for several days. The carbon would be absorbed into the iron forming blister steel. The name Blister comes from the appearance of the bars when they were removed from the pit they were covered with

blisters. The bars were then folded over and re-welded together to be used as steel none of steel was of very good quality as it had iron silicate inclusions.
England needed good quality steel to make spring for timepieces so that their feet could navigate the oceans. One enterprising English man noticed that glassmakers were able to get very high temperature in their glass furnaces. He took pieces of Blister steel placed them in ceramic crucibles and set them in a glass furnace when steel melted iron silicate floated out and the carbon remain making good quality steel unfortunately for too many people observed the process and he was unable to keep it secret and there by profit from the discovery.
This process was further developed and produced quality steel called Cast Steel or crucible steel. It is still used today to produce small quantity of differing steel many old tools made in U.S.A. are marked Cast Steel some mistakenly believe that these tools were Cast as the name implies.
Steel making got its greatest boost when the Bessemer process was developed there is a great argument as to whether it was invented in England or the United States. Wrought iron was produced in quantity by Buyers Steel through 1950 and was used in large construction projects such as the grand coulee man because wrought iron is impressions to rusting it will only rust down to the iron silicate and then stop.

Mixing of alloys with iron occurred in the easily 1900 R when maganesechrome nickel etc. were added in gas fixed open health furnaces the progress of alloying was very slow since it is a hit or miss experimental process. The real push for alloying metal occurred during well when greater strength alloys were required for the weapons of war. Since then great strides have been made in developing different steel. IRON: Wrought Iron: Wrought iron is pure iron mixed with iron silicate when rolled through the mills a few types its structure takes on the features of wood having a definite great structure. It is forged at yellow heat lower heats will result in the metal sheltering like a wood board unless it has been refined several fines if it does split it is easily welded together at a yellow heat. Iron silicate act as flux in this process. Holes drilled through wrought iron will split out length wise under load the end where the hole is drilled should be folded across the grain and forge welded. Since there is no carbon in wrought iron it will not burn like carbon steel even at yellow heat wrought iron is no longer commercially produced it can be still be found in structures built a century or more ago old bridges have been a good source of wrought iron. This section provides background information on the size geographic distribution employment production sales and economic condition of iron and steel industry. The type of facilities describe within the document are also describe in terms of their standard industrial classification (SIC) codes. Additionally this section contain a list of the largest companies in terms by sales.
NAVA KARNATAKA STEELS 1 1 PVT. LTD

Industrial Background in India: The iron and steel company was established in 1870 in our country. The first and big steel industry was established in 1907 i.e., TATA iron and steel company. During the second economic year plan the NKS Steel industry was established in creates god. In the year 1919 the steel industry was establish in west Bengal in Boranpur. In the year 1923 the Bhadravathi Steel industry was established in Karnataka. In the 2nd Economic year plan the Rurkela Steel industry was established in Orissa in year 1956. The Bokareo Steel Industry was establish in The Durgapur Steel industry was established at West Bengal in 1962. The Steel Authority of India Ltd., (SAIL) 1973 all steel industries authorize by SAIL. The Vishakhapatna Steel Industry was establish in 1975 in A.P. The Indian iron and Steel Corporation was established at West Bengal.

In India the 1st Steel industry was TISCO establish at Jamshedpur by JEMSETGI TATA. This is the biggest steel industry in India in India total steel plants are 1979 and product of iron and Steel ranking in international level in 3rd place. In these industries the man power is important more than the machines in India there are many people are unemployed buy these industries makes reduced in unemployment problem in this content man power is more effective role playing the steel industries in modern world we iscuss about the human resource development with effective training and its impact in the following chapters.

Company Profile
M/s Nava Karnataka Steel Ltd., Bellary was establish in year 1974 in the state of Karnataka. M/s. Basava Rajeswari was the man establish of this company it is started manufacturing M.S. in got by installing one electric are Furnace was installed in the year 1986 to increase the products and productivity of the plant.
After few years of operation the company started making cash losses due to steep like in power they cost of scary and other important inputs most of mini steel plant in country on ground of viability production of M.S. Ingots by electric are furnace route was declare to be unlivable the company was declared since in year 1989 by board of industrial are finance reconstruction (BIFR) after that M/s Bhuwalka group of company Bangalore took over the company in the year 1992 and tried implement the scheme envisaged by BFIR New Delhi the main condition of scheme were.
To dismantle one or the two are furnaces and install an induction furnace in its placed in its place in 1st place. To install second induction furnace to replace and 2nd are furnace in 2nd place. Now the company proper maintains M.S. Billet with an installed capacity of 5,000 MT/more to implement the guidelines ensured in the BIFR scheme an induction furnace or 7-ton heat capacity was installed in year 1992 in place of ARC furnace. A

suitable are pollution control equipment was propose and the same was approved by KSPCBB which is now working satisfactorily.
Nava Karnataka Steels was started as a mini steel plant and now the production of melting division M.S. Billels capacity 4,000 MTS for month through induction furnace. The furnace with capacity of TMTS and 8M Tons per heat and the rolling division production was 3,000 Mts.
The products of Nava Karnataka Steels: MS. Billet MS. Ingots Rounds Flat Angles
All these products are certificate with certificate for steel certificate. Board of Nava Karnataka Steels: Mr. Suresh Kumar Bhuwalka Mr. Ajay Kumar Bhuwalka Mr. Ankit Bhuwalka Mr. K.C. Kondaiah
Environmental Pollution Preventive Measures at Nava Karnataka Steels:

The Steel Plant was mentioned above comprises of induction furnace ladle setting furnace which could be introduce in future continuous casting and rolling this process route for steel making and rolling involves a minimum discharge of gaseous pollutants and there are no chemical affluence etc which are discharge out Iron Steel Plant.
Even the water cooling system mainly comprises of re-circulation system of water for conservation of water and there are no discharges which are evacuated from the plant.
Among various production unit engaged in above process at steel making it is only the induction furnace which produces certain gaseous pollutant.
Where as no such pollution are produce in continuous casting machine and rolling mills. In order to later case of the gaseous pollution from the induction furnaces pollution control equipment as approved by the board has been installed and working satisfactory.
The core values of Nava Karnataka Steels are : Concern commitment integrity and quality devotionally. Function of Human Resources development in Nava Karnataka Steels:The functions are as follows: Designing the methods and new Techniques for assessing of Training Need. Recruitment and Maintenance of Personal files.

After identification of Training need the functions of Human Resources Development Department is to conduct the Training program to employee. Taking feed back of Training program conducted for evaluation of the program.
Man power particulars: In Nava Karnataka Steels total man power average is 295 of which 40 are executive staff 192 all the melting staff. Which include shift in charge, furnace operators, ladle man shapes, file man, konde man, 13 are sub staff which include receptransit attender, computer operator, Messenger etc.
Executive Melting Rolling Sub-Staff
40 192 50 13 295
Conceptual Theory of Training & Development: Training is a learning process which brings relatively permanent change in an individual that will improve his ability to perform on the job. Training can involve in changing skill knowledge and attitude of employees. Date S. Beach, says that training is a organization procedure by which the people learn knowledge and skill for definite purpose.
According to Edwin B. Flippo
Training is the act of increasing the knowledge and skill of employee for doing a particular job training makes newly appointed workers fully production in minimum time training is necessary for existing employees also when ever new machines and equipments are introduced and there is change in the technique of doing things training becomes important training is continuous process. The managers are continuously engaged in training their sub-ordinates.

The development of potential workers with the support of continuous training and retaling now a days seen as a core element in the development of competition advantage of reorganization.

Objectives and Need of Training Development: 1) To develop new ability skill in systematic way in employees. 2) To prepare employees for promotion to higher jobs. 3) To impact new employees basic knowledge and skills. 4) To increase knowledge of employees in doing specific job. 5) To improve performance of employees. 6) To help employees to function more effectively in performing their jobs. 7) To change employees attitude towards others in organization. 8) To increase quality and quantity of output of organization. 9) To broaden outlook and mind of senior manager. 10) To prevent obsolece.
Need: 1) Technological changes: Modern days technology is changing at a fast rate. So, workers must learn new technique to make use of advance technology. 2) Organizational Liability: An organization can built up 2nd line of command through training in order to meet future need for human resource train staff are most valuable asset of company. 3) Changing task of customer: The task and needs of customers rapidly changing modern world in order to satisfy customer the quality products to be improved so company needs Training Development programs. 4) To increase Productivity: Effective training helps to increase productivity of workers.

5) Complexity of Organization: Company constantly searches for opportunity to improve organizational effectiveness. 6) To Match Employee with Organization: The management will find deviation b/w the employees present specification and job requirement and organizational needs. So, training is needed to fill the gap b/w present need of job with past. 7) Employee Promotion: Training is necessary to increase products so they are promoted. 8) Internal Mobility: Training is necessary to employees to move one job to another with in organization.
Principles of Training: Trainee must be motivated to learn. Information must be meaningful. Learning must be re-inforce. Distribution of learning period. Feedback on training.

Areas are provided to train employees. Company policies and procedure. Specific skill reserve for job. Human skill Problem solving skill Managerial and Supervisory skill. Type and Methods of Training: 1) Orientation Training 2) Apprenticeship Training 3) Job Training 4) Internship Training 5) Refresher Training 6) Safety Training Orientation Training: To orientation training is nothing but introduction of organization to newly employed person. It is very brief and informative training given to the newly appointed employees who seek to adjust to the work environment. It creates as feeling to insolvent in minds of newly employees. Induction training creates self-confidence in employees which is known as pretrained

2) Apprenticeship Training Apprenticeship Training is more informative of knowledge and skill in doing job or series of related job. Generally Apprenticeship Training organized by company to young workers who appointed newly. This type of training concern more educational than merely an vocational training. 3) Job Training It relates to specific job which the work has to be handle. It gives information about machines and process of production. It develops skill and confident among the workers to perform the job efficiently. It helps to reduce accidents wastage and inefficiency. 4) Internship Training It provides practical knowledge including educational and vocational to employees. It is usually a meant for such vocation where advanced theoretical knowledge is to be backed up by practical experience on job. 5) Refresher Training The basic purpose of Refresh training is to acquaint the existing work force with the latest methods and techniques.

It is designed to review and refresh the knowledge. It is necessary to update the skill of existing employees. These type of Training are conducted to avoid obsolesce of knowledge and skill. Some of the experience employees might have picked up appropriate methods and style of working with refresh course. 6) Safety Training Training provides to minimize accidents and damages to machinery known as safety Training. It involve instruction in the use of safety devices and in safety consciousness.
METHODS OF TRAINING AND DEVELOPMENT: I. On the Job Training Method: In this method employees are given training and placing them on regular job. This Trainees learn under Supervision of qualified employee. The for are some types.
1. Job Rotation: The trainees are periodically rotated from job to job instead of stick on one job so that they acquire general knowledge of different areas. However the job rotation of employee should not be done frequently he should allow to study on job for sufficient period.

2. Under Study: It prepares the subordinate to assume the responsibility of superior in case they leave the organization. The sub ordinary learn through experience and observation of their superior. Coaching: In this method the superior impacts knowledge and skill to their sub ordinates. They emphasis in coaching or instruct to their sub ordinate. It is very effective if the superior has sufficient time to provide coaching to their subordinate.
2. Committee Assignment: In this method five or six workers are formed as a trainee group and make them to learn how to solve problem and develop team work.
II. Off the Job Training Method: 1. Vestibule Training: All the material literatures relating to the job are provided to the trainees in class room where they actual work situation and condition are stimulated. The theory is related to practical class room.
2. Lecture Method: Training through special lectures is also known as class room training, which is more associated with impacting knowledge than with skills many organization are intuiting expects for special lecture to their employees on matters like productivity etc.

3. Role Play: This method of training involve in action doing and practice. The participant plays a role of certain features as production. Manager, Mechanical Engineer, superintendent quality control inspector, Foreman, Worker etc. it is most useful for developing interrelation and decision making abilities.
4. Discussion: Discussion has district advantage then the lecture method which involve 2 way communication and hence feed back is provide for this method small group discussion is better because participants feel free to speak.

Advantages of Training to Employees: Higher earnings Promotion Self confidence Personal Growth New Skill Adoptability Safety
Job induction training is given to employees as & when an employee enters into organization. It is also called orientation program to the newly selected it is given for 1-2 week to employee.
Organization conduct off the job training program also the training gives to the management candidate selected from different colleges to employees.
Nava Karnataka Steels is conducting operative training program to the newly recruited employee they also conduct training programs to their families on savings child care etc., for all employees safety training and also same training on health problems such as diabetes react problems etc., by bringing some expect Doctor and given free facility in some hospital to the employees and also their families.

Apprentice Act and in Nava Karnataka Steels: In Nava Karnataka Steels apprentices are mainly technical people like mechanics gas, cutters, filters, welder. The trainees are various. ITI institution and selected with written test is conducted for them.
In Nava Karnataka Steels the apprentices are having friendly relations with technicians they are getting good opportunities after completing their apprenticeship.
Altitudes: Training program in industry are aimed at holding employee altitude to achieve support for co-achieve support for co-activities and too obtain better co-operation and greater loyalty.
Knowledge: Knowledge in general about factory and Work Environment job content. Specific knowledge related to job job content. Knowledge related to quality and standard of product or quality of product.
Training Methods used in Organization: Nava Karnataka Steels is offering Training Method through lecture method audio-visual aid videocassette and other appliances.

Organization is following on the job training method. When an employee is absorbed as trainee then the training period will be 1 year which comes under on the job training programs.
Training and Development Activities at Nava Karnataka Steels: It is learning experience under which it is expected than an individual will improve his ability to perform on the job training involves the coaching skill knowledge attitude or social behavior. It is an Act if increasing knowledge and skill of an employee.
Development: It can be defined, as a systematic training is planes personal development so that the skills knowledge and attitude acquire can be applied in managing the organization effectively. It should produce change in behavior in which is more in keeping the organization goals than previous behavior.

Why Training is needed in Industry? : 1) The primary concern of organization is viability and hence its efficiency these is continuous pressure for efficiency. 2) It helps employee in holding with changing environment. 3) The company mainly depends on: 1. Skill of different employees. 2. Specially that of managerial staff. 3. To relate to environment. 4. To organize enterprises. 4) This would be condition by internal contain in enterprise such as company procedure. The organization structure the view of other changes on management team. 5) The cost of wrong decision in complex non-repetitive type of situation. So the organization written procedure is not necessary view as constant. 6) Actual output can be increase. 7) Changes in skill & knowledge. 8) To examine and improve existing Organization structure System Procedure & Factors that should be considered for training: Technical advancement: Organization complexity:

Human resources: Training Inputs: Skill: 1) Training activities now a days en compass activities ranging from the acquisition of simple motol skill to complens administration one. 2) Training an employees for a particular skill is undertaken to enalike him to before effective on the job.
I. Vestibule Training: Under this method the employees are impacting training under working condition that are similar to actual floor, sales of office conditions. An instructor or supervisor is assigning to over sees the training and trainee is not pressured by the requirement of actual work situation. The method has various advantages to follow the employees.
It emphasis on learning skill. It does not disturb the actual produced process. The training period is very shot.
II. Job Rotation / Job Enrichments: These method are the for of on the job individual training with emphasis on providing the trainee experience in various types of job location and development. This method is generally used for fresh recruits during their probation period to familiarize them the

board functional operation and processes of organization. This method is helpful in developing multi skilling operational flexibility providing satisfaction from routine jobs and broading of over all prospective. III. Task Force Assignment: Under this method the trainee are associated into problem solving group called committees or task force which are responsible for solving seal organizational problems with in the employees generally use Joe manager training.
IV. Staff Development Meeting: Nava Karnataka Steels is using this method for special staff meeting to discuss various aspects of each individual Jove and provide suggestion for improving job performance.
V. Under Study: In this method the trainee is prepared to fill the position of another. Employee the trainee in the coming period will take over the duties of the position currently held by the superior employee when he will separate from job because of transfer promotion retirement. VI. Lecture: Nava Karnataka Steels is using this method very popular in this method the instructed teachers the trainees. It is usually general theoretical in nature and is given in classroom atmosphere this method is used for different types of department.

VII. Conference: The conference is participative method that emphasizes small G.D. in which instructor guide rather than instructs trainees through a process of questions answer and discussion to design outcome. The objects of this method are develop problem solving and D.M. skill present new and complex material and modify altitude feed back on performance is and extremely important component of this method. VIII. Role Play: In this method when trainee plays the assign role he learns the way of interacting with others. IX. Case Analysis: In this method trainee is given a well description of situation. The trainee is instructed to identify the problem the advantage is to develop more learning and greater retention of learning. X. Senility Training: In this method awareness and sensitivity of ones own behavior through interaction of another.

Supervisor Training Center: Learner based training Gr0oup Discussion Practical Training is Model rooms and practical places. Seminar Case Study Method Role Play Method Guest Lecture.

FINANCE DEPARTMENT
The finance function deals with the procurement of money at the time when it is needed and its effective utilization in the enterprise. Money is the lifeblood to purchase of any enterprise, as it is required to purchase machines and materials to pay wages and salaries to employees and to allow credit facilities to customers. An important requirement for the success of any business organization is the provision of sufficient amount of funds or capital. It cannot work unless it has got sufficient amount at its disposal to purchase machine and materials, build premises, and meet day-to day expenses and for several other purpose. The event capital-intensive techniques has increased the importance of finance. The ambition plans of an industrial undertaking will remain mere dreams unless adequate finance is available to convert them into reality. Therefore it has become an important function of management to provide for adequate finance for the of the enterprise. For companies, which carry on production and distribution on a large-scale provision of adequate finance, is a very challenging task. It affects all the business decisions where money is involved, since the large commercial and industrial undertakings are set up in the form of companies, the problems of finance for modern business is for all practical purposes of the problem of corporate finance. All the important financial decisions are taken by the board of directors of company.
Objective of Financial Department Since financing is one of the functional are of any business enterprise, the objective of financial management must be in tone with the over all objectives of the enterprise. The objectives of the finance department should be so devised they contribute directly towards the achievement of the overall organizational objectives. Ensuring regular and efficient supply of capital to the business. Ensuring a fair rate of return on capital to the supplier. Ensuring better utilization of capital by following the principles of Liquidity, profitability and safety. Coordinating the activities of the finance department with those of the other dept. of the enterprise. Manager Accounts Finance and A/c managers: concerned with measurement of income/expenditure for specific periods of time such as month and year (income/expenditure statement) financial reports at the end of the period. Manager Costing It is concerned with determining relevant cost and performing other analysis like preparation of budgets and performance analysis based on budgets. Manager Finance This is responsible for overall financial planning and for raising capital he has following

functions to perform major activities are financial, forecasting, fund management and auditing capital budgeting.
Policies Accounts are prepared on historical cost and on going concern basis the company has adopted accurate concept in preparation of financial statements. Fixed assets are stated at costless depreciation. Expenditure during construction period is debited to the capital work in progress and the same will be allocated. Valuation of inventories like Raw materials stores and spares are valued at weighted average Method. Finished goods including traded goods are started at cost/net realizable value. Depreciation of fixed assets is provided straight-line method at the rates and in the manner specified in schedule XIV to the companies Act 1956 and the relevant accounting standards issued by the ICAI. Foreign currency transactions are recorded at the rate of exchange in force on the date of the transaction. Borrowing costs attributable to the acquisition and construction of assets are capitalized as part of the cost of such assets up to the date when such assets are ready for its intended use. Practice / Procedures Companies contribute to PF and super annual fund as per the rules of P.F. Act not excluding 12% of the basic salary. Gratuity will be limited to half a months salary for each completed year of service. The company has already implemented the code of corporate governance as required

by the listing agreement introduced by securities exchange board of India. Perquisites shall be evaluated as per IT rule wherever applicable and in absence of any such rule perquisites shall be evaluated at actual cost. The quarterly, half yearly and yearly financial result of the company are sent to stock exchange immediately after they are approved by the board. Shares sent for transfer is physical form are registered by company registrars and share transfer agents with in 30 days of receipts of the documents if documents are found in order shows under objection are returned with in two weeks. The company has given interest free loan and advance in the nature of loans of employees recovery are made according to the stipulated time. The stock of Finished goods, Raw materials, Stores & Spares are physically verifies every quarterly.
MARKETING DEPARTMENT INTRODUCTION
Marketing is indeed an ancient art: it has been practiced in one form or other since the days of Adam and eve. It emerges as a management discipline, however is of relatively. Shows period has gained so much importance and status that today must management thinkers and practitioner through out the world view it as the must importance of all management function is a business. Marker oriented strategic planning Is the managerial process of developing and maintaining a visible fit between the organization objectives skills, and resources and its changing market opportunities. The aim of strategic planning it to shape the companies business and products so that they yield target profit and growth. This plan is formulated by taking into consideration orders received. The orders are received by giving. Personal visit to Induction furnace. Through commission agent to Industrial customer like Rengaraaj Steels Limited sales at Karaikal. Mittal Ispat limited, Pond cherry.

The standard let for the marketing departments is to achieve the sales target of 60,000 tons per year once the main plan is formulated by top level management it is sent to each of its branch office for executing and also the head office located at Bellary sends new plans for each month to its branch office. In keeping touch with the main and each monthly plan, the marketing manager as branch office formulates dispatch plan dairy for the purpose of distribution of goods accordingly to the order received. The standard given to each branch office is to achieve the sales target of 2000 tons per month and 2000 tons per day. Purpose objectives of marketing planning is the purpose (or) objectives of marketing planning is, To enjoy profit To achieve set standard and To satisfy customer as it is buyer market. Especially in the case of NKS, directly get order from customers (party foundries industry). According to NKS the benefit of planning etc.
Marketing planning minimize the risk and uncertainty. Marketing planning helps to reduce the cost of production. Marketing planning hocuses attention on objectives. It encourages innovation and creativity. Marketing planning helps the manager in making decision. Marketing planning helps the managers to adopt strategies according to the changing market opportunity. Marketing planning helps to face fluctuations in the business environment, it facilitates control. Marketing planning improve competitive strength. Marketing planning helps to meet the demand. NKS - Customer Relation Management

Direct customers will approach with the bulk of order for their utilization traders place the orders for resale and make profit out of it.
MARKETING CHANNELS The major demand for sponge iron is from Induction Furnace Units there is hundreds of Induction furnace units spread all over the country, which makes variety of steel. The present study reveals that there are 5 major marketing centers in the country. Hyderabad Coimbatore Bangalore Kochi Mumbai
SALES Any one company should have correct and clean sales plan and the same plan must be followed each and every time. Otherwise, the finished output remains blocked and the working capital cannot be obtained to perform the day to-day activities of the Firm. NKS

has the following sales plan to take the product from NKS to final users: The NKS gets the enquiry from the interested customer the enquires may be in the form of telephone, fax, letter, e-mail etc., regarding the availability of material (Stock) price, duty structure, sales tax applicable payment terms and etc., of the customer are satisfied with the term and conditions of NKS the order will be placed which includes quantity, quality of the products, mode of transport, terms of payment etc., placing of the orders fax after NKS reaching the purchase order the corresponding section of the sales department scrutinizes the purchase order and if the same is satisfactory. NKS sends the sales order according to the purchase order. Sale order is an arrangement between manufacturers and the customers, which confirms the purchase order. Two copies of sales order will be sent to the concerned customer. Between the two copies of the sales order one copy will be kept with the customer and another copy is duly signed and sent to the marketing department of NKS. This copy is maintained both by the customer side and by manufacturer side, to avoid further dispute regarding the purchase and sale of material. After receiving the sales order form the customer planning dispatch will take place. NKS makes the daily dispatch plan. There are two major components Transportation Warehousing
Transportation It is the first among the major function of physical distribution. It adds time and place utilities to the product. There are 6 types of transportation and manufacturer should know the relative costs of mode. Rail

Road In and water transport Coasted shipping Air Cargo Pipeline Transport The transportation mode of NKS is roadways. NKS chosen roadways because of following reasons: More accurate It eliminates the terminal cost Time take is less Cost is also low Roadways are very convenient to manufacture as well as buyer. Roadways helps to inventory cost retrieval and business turnover become faster.
NKS use trucks as the main vehicles for transportation. The transportation is on two-ways basis and free-in-rail basis. Warehousing Every company has to store finished goods. Until they are sold, because production and consumption cycles rarely match. As a matter of fact, warehousing management has two distinct and equally important parts. The physical job of creating and scanning the network of storage points. The managerial task of controlling the inventory level.
Advantages of maintaining warehouse To meet the demand To see the smooth running of production.

It ensure timely delivery It helps in balancing demands supply and in stabilizing the prices.
The product produced is dispatched to different place according to the orders received and the extra product is stores in the warehouse for further dispatch. In main warehouse of NKS at the production center, Bellary warehousing system once designed and put into operation is partly fixed and partly adjustable equity.
PRODUCTION DEPARTMENT Some of the major machineries used in the production are, MRM (Merchant Rolling Mill) BRM (Bar Rolling Mill) SID (Sponge Iron Division)
MRM is broadly classified in four ways or section Charging Bay FURNACE BAY MILL BAY DISPATCH BAY
Machineries in MRM

Re - heating furnace equipment Roll mill equipment Hot saw machine Cooling bed Cranes
BRM Shop can be classified into different sections. They are as follows Re-heating furnace Section Roll mill Section Cooling bed Section Twisting machine Section Work shop Section
ORGANISATION STRUCTURE OF PRODUCTION DEPARTMENT

GM - PRODUCTION
MANAGER - PRODUCTION
AM - PRODUCTION
AM - PRODUCTION
SE - PRODUCTION
SE - PRODUCTION
ENGINEER
ENGINEER
ENGINEER
ENGINEER
TECH.
TECH.
TECH.
TECH.
WASTE TREATMENT IN THE PLANT Every organization is structured around its products, services, technologies or a combination of them. As such, the organization may have different work culture and organization structure defines roles and responsibilities and accepted work behavior from the workman. The world has already undergone a vast change from the time when an industry could sell everything it produced meeting the ends of affluent society to a real competitive market were only fittest can survive, with a change in social values, industries are increasingly targeting its contributions to the society with a long term vision and is transforming to satiate the demands for increased profits achieved with

reduced level of wastage and higher capital productivity. This can improve productivity to a great extent just by reducing the wastage and for this right from the equipment design stage, the designers have to evolve such design by which products are subjected to appropriate usage similarly while working in the shop floor, all efforts are required to be taken by the shop floor and supervisory level staff for presentation and reduction as well as optimum utilization of resources. Earlier a little attention was accorded to the by products, which were thrown into the environment as waste, and cost was added with the product and recovered from the purchaser. By laying appropriate emphasis on reduction of wastages, we can have not only cost effective production but also improve quality and productivity. The options in dealing with waste are Waste reduction. Re-use of waste material Recycle and composing wherever permissible. Incineration with energy recovery. Landfill.
The production in wastages in an achievement and a march towards higher profits. A new and creative way of thinning is adoption of products and processes by the continuous application of strategies to minimize generation. The waste reduction can be in many fields viz. Reduction of wastages of stock in hand. Reduction of defective products. Reduction in waste of processing.

Reduction in waste of transportation Reduction in wasting time. Reduction in over production.
After exhausting the waste reduction potential at source attempt should be made to utilize the waste generated. Waste reduction and waste utilization are teamwork, which can well be organized collectively by all the concerned departments in the organization. Benefits of waste minimization Pollution control Energy conservation Non-availability of comprehensive knowledge and literature on waste minimization. In company like NKS, the waste has to be raised simultaneously on different fonts. NKS, corporate productivity group has already been working on various aspects for achieving improved productivity by waste reduction, the notable actions amongst them being taken. Scrap reduction. Optimal material utilization Improvement and computerization. Low cost automation including usage of e-mail for saving in paper and reducing load on postal system. Design and technology improvement/technology/development. Energy conservation.
Evaluation of Study
The main function of Human resources development department is to conduct training progress. The progress should be evaluated in Nava Karnataka Steels. The evaluation of the training progress is done by supplying the feed back. Paper to all employees who has attended to the training progress. The feed back sheets are collected and analyzed by the department. Ratings are given to the progress conducted and they take necessary steps to improve the progress and add the new topics required as per the evaluation. Evaluation is one of the most important but often the most neglected or least adequately carried out parts of the training process.
In order to assess the extent to extent to which training progress have achieved the purpose for which they were designated it is necessary to is evaluate various activities that have eliminated in the implementation of the training package. Such an evaluation exercise would provide relevant information not only about the effectiveness of training but also the future design of other training progress. In many respect this stage can be viewed as both simplistic and complicated. It can be seen as simplistic that is monitoring in a process where by information is glanced from the trainees and then the course and progress are amended in light of this comments.

It is complex because there are other take holders in the process beside the trainee i.e., designer of the course the trainees and sponsors each have their own purpose aims and objectives and they must be clearly identified before evaluation can proc UTILITY OF ACADEMIC CONTENT When the respondents were asked to comment on the utility of academic content of the course their opinion as following: -
The opinion given by 20 trainees as follows:
No. of people 16 04
Percentage 80% 20%
Comments. It is academic Oriented Need more changes.
SUFFICIENCY OF TRAINING PERIOD 60% of employees are favorable that the direction of training given sufficient and 40% are said that the duration of training was not sufficient 60% of them. May be having serviced skill and capability but to improve them efficiently. 25% of them many be stressing on these programs. So they may have felt that the duration is not sufficient. Does the duration of the training gives is sufficient or not.
No. of people 12 08
Percentage 60% 40%
Comments. It is sufficient It could be increases

SUFFICIENCY OF TRAINING PERIOD The response to this question on an average each of respondents has attends at least 3 of internal training program. Where as a very negligible number of outside by program have been attended. This may be an indication that selection for outside program is strictly done on management does not forward its employees for outside training program.
Number of training program attended during last one year.
No. of people 12 08
Percentage 60% 40%
Comments. It is sufficient It could be increases.

EVALUATION OF TRAINING The response to this question on an average each of respondent has attends at least 3 of internal training program. Where as a very negligible number of outside by program have been attended. This may be an indication that selection for outside program is strictly done on management does not forward its employees for outside training program.
Do you feel evaluation of training program is done in sufficient manner?
No. of people 18 02
Percentage 90% 10%
Comments. Scientific manner Change of manner.
SATISFIED OF TRAINING PROGRAM 60% of the employees are satisfied which is providing the organization. For them the training programs they are acquire skill in technical 40% of employee are not satisfied with training program they want more modern technique.
Are you satisfied with the training program in the organization.
No. of people 12 08
Percentage 60% 40%
Comments. Satisfied the program Not satisfied
LATEST TRAINING PROGRAM

In this table respondent responded equally. The department is using latest technique in place way. But the same employee wants to increase the technique.
Do you feel training department is using latest training technique.
No. of people 11 10
Percentage 50% 50%
Comments. Latest technique. More latest wants.
REMUNERATION RECEIVED In this table 95% of employees responds that the organization is not given any money in training period a very percentage of employee getting the money overall the companies should adopt this remuneration to the employees in training program.
Do you receive any extra remuneration during the training program?
No. of people 01 19
Percentage 05% 95%
Comments. Received No received
HELP OF HUMAN RESOURCES DEVELOPMENT In this 65% of employees are responds on the training department is help to improve their skill and 35% of people are responds to be improved in impacting skills. Do you feel that HRD helps you in these training to improve skill?

No. of people 13 3 Percentage 65% 35% Comments. Full helping nature To improve
CONGENIAL ATMOSPHERE This table enables that the 85% of people said that the training department provide the congenial atmosphere for learning skills A % of 1.5 % responds that mainly department does not provides congenial atmosphere.
Do you feel that the training department provides you the congenial atmosphere of learning skill.
No. of people 17 3
Percentage 85% 15%
Comments. It is satisfied No satisfied.
IMPROVEMENT OF PERFORMANCE Do you find the any changes or improvement in your performance after attending training program?
No. of people 19 1
Percentage 85% 05%
Comments. Improved Not improved.
NECESSARY OF TRAINING PROGRAM Do you feel that the training program are necessary to employees in the organization?

No. of people 13 7 SAFETY TRAINING Do you feel the safety training impacted is really helpful? Percentage 65% 65% Comments. Very necessary Not necessary
No. of people 19 1 HEALTH PROGRAMS
Percentage 95% 05%
Comments. Very necessary Not necessary
Do you feel that the health program are sufficient?
No. of people 13 7
Percentage 65% 35%
Comments. Sufficient To be improved
This table shows a distributed but positive response towards the conduct of training program
How is the reading material supplied to you during the training program
No. of people
Percentage
Comments.

4 12 3 2 15% 60% 15% 10% Extent Very good Good Poor
SWOT ANALYSIS STRENGTHS NKS is ideally located near the major power generating stations both hydra and thermal like Raichur, Munirabad, Shalvathe, Kalinga. All this stations and connected to the grid at Munirabad about 72 kms from Bellary. The Grid also receives power from the Ramagedam thermal station of 10 TPC which serves as advantageous for NKS Signing of MOU with M/s. Shivganga International trade and Engineering Corporation. Beijing, China for Technological tie up for setting up a new ISP of 0.5 million TPA capacity. Commissioning the sponge iron plant has reduces the dependability on Scrap Non existence of labours unions, its reach through out South India. WEAKNESSES Less source of funds for diversification capacity at four divisions of the plant are not full utilized. Concentrated on South India Market and neglected the other parts. Cost of using electric is furnace cannot be reduced and due to high consumption of

power NKSs pricing strategy is not very effective to that of its competitors. The Progress of Automobile Industry has also reduced the demand for sponge iron.
OPPORTUNITIES Major automobile units have come up on South India like TOYOTO, VOLVO etc. Efforts are on for reducing the power cost, which is key element in the process of steel manufacture. Steel industries such as Jindal, Kalyani, and Mukund have come up in Bellary region from which demand for steel will increase. Karnataka Govt. is implementing various dam constructions along Krishna and Cauvery time and subsequent lengthy canal work for irrigation purpose. Coal based directly reduced sponge iron is in full demand among all induction furnace. MNGOT manufactures throughout India. THREATS Not able to get the grants form various financial institutions.
Day by day the employees are hopping their j
FINDINGS & SUGGESTIONS
Finding of the study: Training programs are not going to be successful in any organization some more time to come for that matter they cant be successful anywhere if they indicators of success are 100% timely return of forms & 100% satisfaction on the part of employees with their training programs. As long as Training and development programs are given certain amount of subjectively can never eliminated.
As no 2 person would be the same there always likely to be difference in training and development programs even when the training and development programs are same. Hence there cant be 100% satisfied there is urgent need management to change their altitude this is the light of training and development at present.
In view of these the investigation has been taken up by this area for doing project report.

The employees are evaluated on the basis of criteria on point scale but study disclosed certain deficiencies in the systems.
It is seen through investigation that the appraisal is not done with seriousness expect filling the forms. It is seen that only newly appointed candidates are met with training and development methods into existing employees even it is also negligible in case of higher authorized. It is also clear that the investigation that it has been used organization as a tool for controlling employees.
Suggestions for Nava Karnataka Steels: 1) To get updated with the latest technical know how industries visit may be increased. 2) Company should project more an interval programs and need Joe external training programs should be carefully examined be fore diverting for it as the trend of employee satisfaction is more towards internal rather than. 3) The superior feed back to subordinate regarding training performance has given 20% negative response which may provide counseling session to the superior to better than situation. 4) Program such as automation of industry i.e., application of computer awareness programs should be increased. 5) Programming knowledge also impacted.

6) Theory and practical knowledge should side by side and then it will be very much helpful for trainees. 7) More stress is recruited for operation subjects. 8) Guest lecture may be called to improve the awareness of the working systems to trainees. 9) The duration of course is to be increase by another couple of weeks at least. 10) Training program should properly schedule. Permanent instructor to be posted for each subject.ob

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NAVA KARNATAKA STEELS 1 PVT.

RK INSTITUTE OF MANAGEMENT & COMPUTER SCIENCE

NAVA KARNATAKA STEELS 1 PVT. LTD

RK INSTITUTE OF MANAGEMENT & COMPUTER SCIENCE

NAVA KARNATAKA STEELS 1 PVT. LTD

RK INSTITUTE OF MANAGEMENT & COMPUTER SCIENCE

NAVA KARNATAKA STEELS 1 PVT. LTD

RK INSTITUTE OF MANAGEMENT & COMPUTER SCIENCE

NAVA KARNATAKA STEELS 1 PVT. LTD

RK INSTITUTE OF MANAGEMENT & COMPUTER SCIENCE

NAVA KARNATAKA STEELS 1 PVT. LTD

RK INSTITUTE OF MANAGEMENT & COMPUTER SCIENCE

NAVA KARNATAKA STEELS 1 PVT. LTD

RK INSTITUTE OF MANAGEMENT & COMPUTER SCIENCE

NAVA KARNATAKA STEELS 1 PVT. LTD

RK INSTITUTE OF MANAGEMENT & COMPUTER SCIENCE

NAVA KARNATAKA STEELS 1 PVT. LTD

RK INSTITUTE OF MANAGEMENT & COMPUTER SCIENCE

NAVA KARNATAKA STEELS 1 1 PVT. LTD

RK INSTITUTE OF MANAGEMENT & COMPUTER SCIENCE

NAVA KARNATAKA STEELS 11 PVT. LTD

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Environmental Pollution Preventive Measures at Nava Karnataka Steels:

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Executive Melting Rolling Sub-Staff

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According to Edwin B. Flippo

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NAVA KARNATAKA STEELS 11 PVT. LTD

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NAVA KARNATAKA STEELS 11 PVT. LTD

RK INSTITUTE OF MANAGEMENT & COMPUTER SCIENCE

NAVA KARNATAKA STEELS 11 PVT. LTD

RK INSTITUTE OF MANAGEMENT & COMPUTER SCIENCE

NAVA KARNATAKA STEELS 11 PVT. LTD

RK INSTITUTE OF MANAGEMENT & COMPUTER SCIENCE

NAVA KARNATAKA STEELS 11 PVT. LTD

RK INSTITUTE OF MANAGEMENT & COMPUTER SCIENCE

NAVA KARNATAKA STEELS 11 PVT. LTD

RK INSTITUTE OF MANAGEMENT & COMPUTER SCIENCE

NAVA KARNATAKA STEELS 11 PVT. LTD

RK INSTITUTE OF MANAGEMENT & COMPUTER SCIENCE

NAVA KARNATAKA STEELS 11 PVT. LTD

RK INSTITUTE OF MANAGEMENT & COMPUTER SCIENCE

NAVA KARNATAKA STEELS 11 PVT. LTD

RK INSTITUTE OF MANAGEMENT & COMPUTER SCIENCE

NAVA KARNATAKA STEELS 11 PVT. LTD

RK INSTITUTE OF MANAGEMENT & COMPUTER SCIENCE

NAVA KARNATAKA STEELS 11 PVT. LTD

RK INSTITUTE OF MANAGEMENT & COMPUTER SCIENCE

NAVA KARNATAKA STEELS 11 PVT. LTD

RK INSTITUTE OF MANAGEMENT & COMPUTER SCIENCE

NAVA KARNATAKA STEELS 11 PVT. LTD

RK INSTITUTE OF MANAGEMENT & COMPUTER SCIENCE