IFFCO has a deep-rooted belief and commitment to the enhancement of skills of employees on a continuous basis since their induction, by providing them on-site & off-site training.
}
At the induction level, the trainees go through the training & development process which provide them inputs with regard to the organization - its processes and businesses, introduction and interfacing with the relevant people which serves to facilitate inclusion and familiarization of the trainees with the values and culture of IFFCO. The training module has" been developed to act as a guideline for Train1ng Deptt., to providing training to GETs who have to take-up various responsibilities in the organisation.
"
.-
2
The Module is intended to regulate the training of Graduate Engineer Trainees with the key objectives to :
1.
Systematically introduce the Trainee to IFFCO's philosophy, culture and value system.. t .
2.
Provide necessary practical knowledge and skilt 'required for taking up the designated position in IFFCO.
3.
Nurture positive attitude and work culture.
4.
Give them exposure on cooperative structure in India.
5.
Develop communication and presentation skills.
6.
Bring about role darity among the trainees.
7.
Enlighten them about the management concepts and technologies.
3
~
The design of the 52 week training, programme has been carried out in a modular form with a view to give balanced and structured training. Trainees on placement at different units shall follow the following training schedule:
Induction Training at the Joining Unit (Class room session) Orientation training at FMDI, Gurgaon
2 WEEKS (common to all discipline) 1 WEEK (common to all discipline)
Integrated Class Room LectureCum - In-plant rotational training Communication & Presentation Skills. (with videography)
To acquaint trainees with IFFCO Units, Plant & Township Premises.
7 WEEKS (common to all discipline)
1 WEEK
To acquaint trainees with the functioning of various departments in corpor?lte office and interaction with top management officicils To acquaint trainees with plant processes &. procedures. This shall involve lectures & plant visits related to each lecture for better understanding of the subject. To improve upon communication and presentation skill of trainees.
At FMDI/Plant
4
IDj
..
33 WEEKS
To provide on the job knowledge and its application on shop floor in the Plant.
(specific
(
to discipline)
5 WEEKS
Training at other Units (including Paradeep)/ Mktg. Division, including visit to CORDET and IFFDC.
1
(common to all discipline) 1 WEEK
Training at VAMNICOM,Pune
h
.Managementat fMDI, Gurgaon
all disciplne)
To understand about cooperatives in India and its functioning which include visit to cooperative societies.
2 WEEKS
I To acquaint the trainees with
(common to .
Foundation Course in
To familiarize with the working at different Units and understand fertiliser marketing operations in the field.
(common to all the basics of management prin<:iplesand practices. I
.
.
Discipline)'
..
. ;.
5
.
MODULE-I :Induction Trainina at Joinin Objectives:
The main objective of induction tratning at the Unit shall be to make the trainees comfortable on joining IFFCO and guide them to adapt to IFFCO's work culture and other facilities at work place as well as township. .
Contents:
.
. . .
Introduction with Unit Head & key officials of the Unit. A general overview of IFFCO and working of the Unit.. Exposure to industrial environment through class room lectures on IFFCO organisation structure (departments/sections like Production ,Maintenance, Materials., P&A; F&A, Systems etc.).
Awareness to Environment, Fire &Safety at the Unit.
Latestcopv 'each of the IFFCO Service. Rules, Contractin.g & ProCurement' Procedure, IFFCO Bye-laws, &. Annual' Report be provided to each participant. In case pri,:,ted copies are not available, photo copies b~ provided, duly spiral bound.
6
/MODULE- 11: Orientation Training at PMDI, Gurgaon
~
This MODULE of training
shall be implemented-at
FMDI, Gurgaon.
Contents:
. . . . . .
. . .
Growth of IFFCO since inception, its vision and misSion. Fertilizer industry scenario - Ind'a Vs. Global Organisation structure & working. Functioning of various departments-at corporate level. Status of existing and new ventures of IFFCO within India and abr:oad. Overview of to Multi-State Cooperative societies' Act, IFFCO bye-laws, constitution of board and its meetings. 'Set up of marketing division, marketing of fertiliser, transportation, warehousing etc. Fertiliser pricing & subsidy. Interaction of top management officials with the Trainees.
7 '*
"I'
MODULE-Ill: Integrated Class Room Lectures-Cum-In-Plant Rotational trainina (7 Weeks Objectives: Under this module, the class room lectures in the forenoon followed by plant visit in the afternoon. ~hall provide trainee the knowledge of plant
processesand procedures.
.
t
Contents:
.
Technical / Engg. topics related to Fertiliser Industry:
a)
NPK/DAP, Ammonia & Urea Plant, Product Handling, PM Plant, Effluent Treatment Plant, Offsite utilities & Storage handling, Inert Gas Plant, steam generation & distribution etc.
b)
Mechanical topics related to pumps, compressors, fasteners, seals, gaskets, welding, maintenance procedures, inspection techniques, heavy machinery maintenance etc.
c)
Different engineering codes & standards related to fertiliser Plant and industry
d)
.
Electrical topics related to power supply & .distribution township,
in plant &
e)
Project Management & their details of ongoing projects
f)
Instrumentation
g)
Laboratory Tests / Analysis.
.
Rules, Regulations, various acts as applicable in fertiliser industry.
. .
Description
.
motors etc.
& Controls.
, of role / tasks done by Finance & Accounts.
Knowledge of LT. based productivity tools like: MS~Word, MS-Excel, Power Point, MI5, HRMS, PMMS, e-Procurement etc.
8
Under this module, sub-module of HR should include IFFCO Service Rules, Social Security & Welfare measures in IFFCO (PF, pension,
\f
~
gratuity etc), discipline, grievance procedure, preventive vigilance, Overview of Labour and industrial laws and regulations as applicable to IFFCO.
.
The FM module should include financial management, accounting policies, p&L A/cs, balance sheet, budget and budgetary control, taxation, working capital management, TA/DA rules, contracting and procurement procedure, powers of officers etc. t
Wherever required, the Integrated class room lectures should be followed by plant visit in the afternoon which will be specifically related to the topic covered in the forenoon. In-Plant
Rotation:
Objectives: To provide brief knowledge about the roles of each department / section and have a practical review of what the trainees have learnt in the classroom session. During this period, one rotational schedule shall be made for .
total batch of GETs. They may be deputed to each Section for 1-2 days as per requirement in a small group.
Contents:
.
Visit
. . .
Transportation, Maintenance, Materials, Technical, Systems, FM and PM. Discussions with plant personnel on the basis of class room lectures. To clarify all doubts/queries regarding the specific work location. To get familiarized with plant workingconditi.ons.-
to
different
department/sections
e.g.
.
Production,
PH &
9
MODULE IV
-
COMMUNICATION WITH VIDEOGRAPHY
&. PRESENTATION
SKILLS
Objectives:
To understand the dynamics of communication for personal growth as well as organizational effectiveness. t
Contents:
Introduction and Expectations Communication as a tool for personal growth. Effectivewritten communication Active listening Buildingassertiveness in communication Introduction on presentation Composition and broad steps of a good presentation. Deliveringa winning presentation. Effectivecontrol - body language etc.
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10
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MODULE - V:- On-the-Job Trainin Objectives:
33 Weeks
~
To provide on the job knowledge and its application at shop floor. This is the most important MODULE}during the training period and shall be used in develop skills necessary for accomplishment of the tasks on shop floor. A special focus has to be given to assess the performance of trainees during this period. In addition to the shop floor hands-on training to trainees, lectures on specifit subjects of relevance to respective plants may also be included. It must be ensured that the trainees should not be assigned routine work but they should be rotated at regular intervals. Monthly review is to be conducted for all GETs. Contents: TM
Plant Operation
a)
Study of Process Description and utilities in detail from training manual.
b)
Method of reading PFD'S and P&l diagrams and making P&IDdiagram from field by tracing of lines for respective sections and matching with standard P&l diagrams.. .
c)
Study of various equipments (operating and design conditions),catalyst details in different catalytic reactors, compressors, turbines & pumps.
d)
Understanding of design calculation related to specific energy consumption, steam balance, energy balance etc.
e)
Under~tanding the method of Charge / hand over / receiving at the start/end of each shift, reading of shift trainee log book, analysis book and taking round of plant.
11
f)
Understanding of weekly schedule jobs and routine maintenance jobs in the shift and logging of same in work diary.
g)
Understanding of safe handing over procedures, issuing of maintenance work requests, hot-work / cold work permits, providing safety tags on machinerie~.
h)
Understanding of the proper communication procedure between ~ontrol
room and field operators.
.~
i)
Understand the job follow up method with maintenance group.
j)
Study of control room operations, trip logic and ESDS in detail and discussion with shift trainee for any clarifications.
k)
Understanding of Standard Operating Procedures (SOP), start up and shut down procedures in detail and participation at the time of shutdown for taking hands on experience.
I)
Understanding of working at panel and field at the time of emergency.
m)
Study and analysis of cause of emergency, method for handling it and
troubleshooting for the future.
.
n)
Understanding of calculation related to specific energy consumption" steam balance, energy balance etc.
0)
Understanding superiors.
p)
Understanding of ISO-9001, ISO-14001 and OHSAS-18001 systems and their auditing requirements.
q)
Understanding of planning preparation for shut down.
TM
Plant Maintenance
to write log books and reporting
for annual
"
of the same to
turnaround
and
job
list
a) Planning & Organising maintenance jobs.
12
b) Understand Computer based Plant Maintenance Management System (PMMS). c) Understand processes of respective plants. d) In depth koowledge of various mechanical items like pumps, compressor, turbine, mechanical seal, gaskets an,d o-rings couplings, fasteners, -welding process, lubrication oil, gland packing " pipe and fittings, filters & strainers, expansion joints, valves etc. ~
e) Gain knowledge of material of construction and the material used in plant maintenance. f) Gain knowledge of corrosion process and protection. g) Gain knowledge of short term maintenance checklist. and'
h) Understand the maintenance maintenance jobs.
reports
i) Understand valves etc.
of pumps,
repair
methodology
record
keeping
compressors,
~~Of'
turbines,
j) Acquaintance to various standards applicable to pumps, turbines, gearbox, compressors, pressure vessels etc. k) Acquaintance of IBR requirements. I) Understand communication Maintenance departments.
procedures
between
Operation
&
between
Operation
&
m) Manpower Planning for maintenance jobs. n) Understand communication Maintenance departments.
procedures
0) Study of practical aspects and problems involved in day to day
maintenance.
.
p) Understanding the codification schemes of items and knowledge of materials section.
13
MODULE-VI: Rotational Trainin at other Units Marketin Division, IFFDC, CORDET(5 Weeks Objectives: This MODULE shall provide a platform different IFFCO units including -
facilitate
to interface with the relevant people of marketing division and shall serve to
inclusion and familiarization
IFFCO.
with the values and culture of
'(
Objective:
.
To learn the functioning of other Units and Marketing Division.
Contents will. inter-alia. include:
. .
.
.
. . .
Agricultural & Promotional Programmes. Handing and transportation of fertiliser Inventory management Soil & Nutrients Meeting with Farmers Visit to FSC, warehouse, cooperative society, rake point etc. Marketing network, functions of key officials in marketing
~
The rotational training at other Units should be worked out in such a way that' all the other Units and Marketing Division are covered within the
specified period.
'
The Zonal Offices allocated for rotational training in Marketing Division are as under: G KALOL UNIT KANDLA UNIT PHULPUR AONLA UNITS PARADEEP UNIT
NORTH ZONE WEST ZONE NORTH-CENTRAL ZONE EAST ZONE
The training can be imparted at one of. the nearby Zonal/State office as decided by the Zon.al Head in consultation with the Unit Training Head in a convenient batch of 4-5 trainees at one location.
14
/ ~ERIOD OF TRAINING: (OTHER THAN UNIT OF POSTING) AT KALOL, PHULPUR, AONLA
-
5 days each
AT PARADEEP,KANDLA AT MARKETING
5 days each f 5 days
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15
,,,,
MODULE-VII:
TRAINING
AT VAMNICOM,
PUNE (1 week
OBJECTIVES:
To provide detailed insight into the cooperative structure in India vis-a-vis world, its evolution, journey ana present scenario. CONTENTS:
.
. . . . . . . . .
Cooperative identity, principles and values. History of cooperative movement. Hierarchy of cooperative institutions. Special features of cooperative organizations. Cooperative management with special reference to IFFCO Salient features of multi-state cooperative societies Act Agriculture input, supply and marketing strategies of IFFCO. IFFCO's role in the promotion of cooperatives. Role of cooperatives in the rural development. Visit to cooperative societies.
~
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MODULE-VIII.: TRAINING AT FMDI, GURGAON (1 week OBJECTIVES:
To provide basic management input, principles and practices of m'anagement, planning, organizing, coordinating, controlling etc. CONTENTS:
. .
.
. .
. . . . . . . . .
'f
Basic leadership skills, Self motivation. ' -.~ Decision making skills Goal setting Interpersonal relationships Working in team Problem solving skills. Conflict management Time management
Positive attitude . . Creativity and innovation at workplace. .
Information and communication technology Basics of Finance, financial statements etc. Managing health
,
17
&tJ1~~~i1!;i~~i~~:j~[1:~j~C~rilii~~J~~jm~~~~~7m@l~~JJ;1ittlll The monitoring of "training and evaluation ;f performance of the trainees during the period of training shall be carried out on a continuous basis in
different phases as per the following:
1. 2. 3.
.
EvahJation report for each trainee. 1 Regular interaction of trainers with the trainees.
Monthlymeeting with the Unit Head
.
The objective of monitoring and evaluation o( training of GETs shall be to: 1.
Link and integrate the performance assessment with the organizational objectives.
2.
Ensure objective assessment of performance of tratnee during the perjod of training.
3.
Differentiate betwe~n the differing levels of performance of trainees.
4.
Identify development needs of trainees.
5.
,
Identify road blocks, if any.
The following elements shall comprise the evaluation procedur~ for assessing the trainees: 1
The Objective test should contain each questions of 1 mark.
2
The Descriptive test should comprise 10 questions of 5 marks each
3
The duration of written test shall be 2 hours each. ..
18
4. 5. .
7.
The Mentor will assess the trainee on the basis of his general behaviour. The 'general behaviour' of the trainee may include etiquettes, body language, dress code, communication skill, interpersonal relatioflships etc. '"
Feedback of the performance will be shared with the trainee after every module and will be done by apprising them in terms of grades on the following p"ttern MARKS SECURED
GRADE
ABOVE 70%
A B C D
61 % TO 70% 50% TO 60% BELOW 50%
8.
'
Interview committee
will be constituted by the Unit Head. The' interview committee will assess the trainee jn terms of job knowledge, initiative,communication skills~ creativity, team work, safety consciousness, computer knowledge, commitment, sense of responsibility, interpersonal skills, ~xtracurricular
activitiesetc::.).
Detailed description
.
'.
.
of tests are given in Annexure 1.
~
Learning Diary:- Trainees will maintain learning diary describing lecture notes and knowledge gathered in day to day work. Trainees shall get it checked from reporting officer once in a fortnight. The format of learner's diary is enclosed.
2.
,Periodic Written Test : Periodic written test snail be conducted from time to time to assess the learn.ing of trainee.
J:.
Interview: An interview shall be conducted periodically to assess the knowledge gained by trainee.
4.
Presentation Collo uium: Trainees shall prepare a speCial study / presentation on some particular plant topic and then present the same before a Committee. The Committee as nominated by the competent
19
authority
shall assess the trainee in terms of content, delivery, confidence, subject knowledge etc. This shall help in reinforcing the ideas learnt during training and enhance communication skills of individuals. The report shall be submitted individually.
6. Training Head's Assessment: Training In-change shall evaluate the trainees on the basis of their punctuality, diary.
behaviour, dis<;:ipline, work
7. Assessment by Mentor: The r1'}entorwill also assess the trainee on the basis of his general behaviour during the period of training.
The trainees will be divided into small convenient groups and may be given., some topic for group discussion. The topic may also pertain to current economic/political issue. The individual may be evaluated by the facilitator/moderator on criteria like taking initiative, knowledge on,;the . topic, expression, delivery, confidence etc.
The trainees
will be asked to study latest features
related to any subject and';
prepare 1-2 pages. The trainees will be divided into small sub-groups. Each group will then present their paper thro~gh audio-visual aid (approx. 10 minute duration) in front of internal experts. .
In order to ensure that the Trainee possess requisite ski.lls .in writing reports, a 3-5 days module shall be developed by each Unit to teach them how to prepare and submit a report in an effective manner to the seniors. Test of report writing should also be conducted. .
20
'
..
I'
ANNEXURE I
SUMM'ARY OF TESTS/INTERVIEW .,
/'
ETC.
NO. OF TESTS &. MARKS No. of Tests
GENER AL ASSES SMENT Upto MODULE III During MODULE V
IIII MODULE During
I
I
I
2 4 1
Interview (marks)
Descriptive Test (marks)
. Objective Test (marks)
Presentation skill (marks)
TOTAL (marks)
I
25
I
56
I
50
I
50
I
350
I
25
I
50
I
50
I
50
I
700
I
50
I
I
I
I
I
I
I
I
,',
VIII I
riiOo
TOTAL
GENERAL ASSESSMENT
1 2
3
Group Discussion Syndicate
No. of assessments 2
Work
Report Writinq Skills
2
2
M'arks
Total Marks
50 50
100 100
'
:
50
100
'
TOTAL
"if7, ,
.'
300
ASSESSMENT BY THE HEAD OF TRAINING DEPARTMENT
t'-
1 2 3
Marks 50 50
Maintenance of Learning Diary Punctuality, Reguiarity, Attendance & Discipline General Behaviour TOTAL
50 150
ASSESSMENT BY MENTOR
1
General Behaviour of the Trainee
Marks 50
GRAND TOTAL .
1600
21
~
TRAINING DEPARTMENT: "
The concerned Training Departments shall prepare day to day .programme schedule covering all' functions, systems, departments with duration. They must keep complete day to day record of the training activities undergone by the Trainees. Utmost care must be'taken for development of young professionals by the Head of Training Department at each Unit, who will act as a Training Coordinator for ongoing one year training. He will get assistance and guidance from all departmental/sectional heads for designing day to day schedule. '-,,,
Nodal Officer: Respective HODs/Sectional Head at the Unit will, himself or such officer as identified by him, act as a Nodal Officer who will chalk out day to day schedule of the trainees pertaining to his department and coordill'ate with the Head of Training Department. . TRAINER:
Each
unit will, identify internal resource persQns from all the Departments/Sections who will act as change agents, facilitators and' trainers for the trainees.
MENTOR: E;ach Unit will identify offIcers in Gra(j~ F & aboVe to act as Mentor for the newly inducted Trainees for a period of 2 years. A group of 2F3 GETs will be attached with each Mentor. The role of mentor will include providing requisite support, guidance and assistance to the. trainee~
The mentoring process is an link of experienced person (mentor) with a less experienced person (mentee) to help foster the career development and professional growth of the mentee. It is therefore imperative for the mentor to cultivate. overall development of the me.ntee by being teacher, guide,
22
'\I
counselor, motivator and advisor for the mentee. He should extend all help ~
and assistance to the mentee pertaining to his professional and personal field. Mentor should:
. .
. . . . .
Share experjence, knowledge, skills and ideas with the mentee Create a positive counseling relationship and climate. for. open communication. Help mentee identify problems and solutions. Lead mentee through problem solving processes. Keep the eyes open for things that could help the mentee. Offer constructive criticism in a supportive way. Support the mentee in taking the initiative.
Mentee should:
. . .
Keep in regular contact with the mentor. Listen to mentor's advice. Share goals and expectations with the mentor.
"
The following shall be duties & responsibilities of the Trainees:
1, 2. 3. 4.
5. 6.
To take keen interest in learning. To keep proper record of learning. To obey the timings of training, instructions and directions as given by the IFFCOfrom time to time. To not to indulge himself in any activities which is/are detrimental/prejudice to the interest of IFFCO. To not to disclose any secrecy or information occured or gathered during
the period of training and thereafter.
.
To abide by all other instructions which are not specifically mentioned hereinabove.
23
~
f~~;~1t~J~~;~j~"I~t~~~~@ii~~Thj~'W1J1I2\tV~11ID~.~f
gri!~~~I~~1~~m1t~~{~fi}
The Interview Committee should be constituted by the concerned Unit Head consisting of such number of members as may be deemed fit by him.
The Unit Head shall constitute Test Committee number of officials as may- be deemed fit by him.
consisting of such
." 24
,t
Travel Plan The travel plan of the trainees to the other Units may be communicated to the concerned official well in advance to enable them to ma~e necessary arrangements for training. Rotational Schedule:
,
The day to day rotational training schedule may be drawn in advance by the concerned officials in such a way that major functions are thoroughly covered. TALDA While on tour, the trainee will be entitled to TA/DAas applicable to him as per the TA/DA Rules. During rotational training, the travel plan should preferably be prepared in such a way that the journey is undertaken-'on
weekends.
;
Boarding & Lodging during Rotational Training: -'.
Training during Shut down During the period of shut down, the trainee should remain at their respective Unit as experience gained during the shut down will be more beneficial for them.
*********************************
25
