The Study was started with the analysis of the training programs and found that BEML at KGF unit conducts almost 300 training programs on an average in a year and hence it is a very good number. Almost all grades of the employees have attended training programs which includes various Supervisors, Engineers, Officers, Managers, Senior Managers, even General Managers level i.e. permanent employees from Grade I till VII as well. Also the contract employees also get a good chance to attend training programs. Adding on, the trainees like Diploma trainees, ITI trainees, Engineering trainees, Management trainees will have regular weekly based training classes. The major types of programs conducted by the company are Behavioural, Quality, Information, R & D, Management etc., which covers various concepts. Also Hindi learning is facilitated in the company as per central government policy. There are certain occasional trainings which are conducted for mind strengthening like Yoga etc. Both internal and external faculty have been utilized well. Internal faculty includes the Engineers, managers, senior managers, DGMs, GMs etc. as per their core competencies. Apart from EM division, the personnel from other departments like H & P division, Rail coach are also called to train the employees based on their expertise. External faculty are from various agencies and some prominent one’s which the company is calling on are Central Board for workers Education of Bangalore, Next link pvt ltd, Indus management consultants, Rexroth Hydraulics of Bangalore and some teachers from schools (for Hindi teaching). Based on the data, the survey was conducted to analyse in context with the employee welfare relating to the training and development part only. The survey was conducted using the structured questionnaire which was given to the different employees in sub divisions within the EM division like Dozer Assembly shop, Machine shops, Plate shop, HRD, Final Assembly shop etc., The employees in overall are satisfied with the training provided to them and are of the opinion that they are very eager to learn the new techniques in this competitive world which will help them both personally and professionally. It was found post survey that almost every one of the people working in the division are exposed to some or the other training programs be it the permanent work force or the contract workers. The good response is received regarding the Training and development department and the personnel working in it.

1. A STUDY ON WORKFORCE
WELFARE IN THE CONTEXT OF
DEVELOPMENT PROGRAMS AT
Mohammed Saqib
16YACMD114
Presidency College
MBA (2016-2018)

2. Introduction
Industry Profile
 Mining & Construction
 Defence
 Rail & Metro
Company Profile
Bharat Earth Movers Limited (BEML LIMITED)
 Established - May 1964 as a Public sector undertaking for make
Rail coaches and related Parts and Mining Hardware
Equipment at its Bengaluru Complex.
 The Organization has 54 % of aggregate value and rest 46
percent is held by People, Money or Finance related
Foundations, Foreign Institutional Financial specialists, Banks
and Workers.
Business Vertical Products
Mining and
Construction
 Dozers
 Dumpers
 Excavators
Defence  Products related to
defence sector
 Mobility vehicle –
High
Rail and Metro  Indian railway products
 Cars of metro

3. Objectives
1. To analyse the existing training and development programs in
depth and thereby study the effectiveness of the same towards
welfare of the employees
2. To understand the Employee satisfaction levels pertaining to
training methods employed and self-development
3. To determine if there is a need for the improvements towards
training and development methods
4. To design the new and effective development programs or to
modify so that maximum welfare can be provided

4. Research Methodology
Sampling Units Employees working in all the four divisions namely Earth movers
division, H and P divisions, Rail Coach unit – II and Heavy fabrication
unit were targeted
Sampling Technique Convenience Sampling was used
Sample Size 100 Respondents
Focus of the Study – Training and Development Programs (HRD-EM Division)
Primary data - Questionnaire was prepared for the sake of personal interviews
Secondary data – Company Library, Online sources, Social media, Current affairs etc.

5. Some Important Findings
No’s %
Attended 98 98
Not
Attended
2 2
TOTAL 100 100
Ratio of employees who have attended training programs
Attended
98%
Not
Attended
2%
Interpretation
Almost all of them have attended training programs.
Exception of 2%. In depth, that 2% are the lower grade employees (Below the supervisors).
Type of Programs conducted
Behavioural
Quality
IT
R & D
Management
Others

6. Relevance to the job in the company
Rank No’s Percentage
1 1 1.02
2 4 4.08
3 0 0
4 0 0
5 6 6.13
6 8 8.17
7 6 6.13
8 28 28.56
9 27 27.55
10 18 18.36
TOTAL 98 100
Interpretation
On considering the highest ranks i.e. 7 to 10, Together 79
respondents say that the training provided is relevant to the job
they do at BEML. Hence collectively the percentage comes to
almost 80.6%.
Hence 80.6 % of the people who attend the programs say that
the training provided is relevant to the job they do at BEML.

7. The percentage to which the faculty(s) interacted with
the participants and answered all the queries raised.
Percentage No’s %
< 25% 2 2.04
26 to 50% 14 14.28
51 to 75% 40 40.82
75 to 100% 42 42.86
TOTAL 98 100
Series1
0
10
20
30
40
50
< 25%
26 TO
50% 51 TO
75% 75 TO
100%
2.04
14.28
40.82 42.86
Interpretation
More than 82% of the respondents have rated that the questions they raised were answered by the
trainer and also the sessions were not just boring but were interactive enough.

8. Encouragement from Supervisors to share
their views about the T.P with the colleagues
Ratings No’s %
0 8 8.16
1 4 4.08
2 0 0
3 0 0
4 2 2.04
5 12 12.26
6 8 8.16
7 20 20.4
8 22 22.46
9 20 20.4
10 2 2.04
TOTAL 98 100
0 5 10 15 20 25
zero
one
two
three
four
five
six
seven
eight
nine
ten
8.16
4.08
0
0
2.04
12.26
8.16
20.4
22.46
20.4
2.04
Interpretation - 22.46% of respondents have given the rating as 8 which is a good number regarding the
encouragement from their supervisors to share their views regarding the program they have attended.

9. Conclusions
 The Study was started with the analysis of the training programs and found that BEML at KGF unit conducts
almost 300 training programs on an average in a year.
 Almost all grades of the permanent employees have attended training programs i.e. from Grade I to VII,
Contract Employees and trainees as well.
 Apart from the business related TPs, Hindi learning and personality development is also felicitated
 Both internal and external faculty have been utilized well to conduct the programs.
 The survey was directed at different employees in sub divisions within the EM division like Dozer Assembly
shop, Machine shops, Plate shop, HRD, Final Assy shop etc.,
 Participation and concentration level of the people who are getting trained is found to be good as personal visit
was made to Centre of Excellence, KGF where the classes are conducted.
 Most of the programs are job relevant and hence mutual benefits are obtained.
 Expectations of the trainees are met as the faculties answer to the queries raised by the employees effectively
which maintains the enthusiasm of the participants.
 Employees feel that the programs are really helpful in the long run and also the response is that not only
professional, but the programs are helpful in their personal growth.
 The good response is received regarding the Training and development department and the personnel working
in it.

10. Suggestions
 Many Programs should be conducted wrt Research and development as only 6% of the employees are attending those type of
programs. In this competitive world where technology is leading, it will be very helpful for the company to improvise their R
and D departments.
 Tie ups are to be made with certain renowned domestic as well as good International academic institutions to keep pace with
the new generation engineers and management professionals also assistance can be derived from the Industry rich experienced
faculties currently being the academicians.
 Collaborations with high end and emerging management universities to be made so that mutual benefits are obtained.
 Japanese agencies can be contacted for the conduct of Quality TPs as most of the quality gurus are from Japan.
 Various quality certifications can be received which will improve the company both in terms of the revenue as well as the
name.
 The Training and Development department can conduct workshops by using their personnel from their own departments so that
entire EM division is aware of the programs conducted and the employees can enrol themselves which will increase the
participation level and enthusiasm.
 All the T.Ps are done in the Centre of Excellence. Instead of just CoE, training programs can also be conducted outside the
campus i.e. in nearby resorts, good parks so that the different atmosphere facilitates good learning and employee attendance
will be maximum.
 Supervisors of the employees who have attended the programs can interact with them to take the views personally and same
can be conveyed to the HRD for improvisations
 Employees have suggested to HRD for conducting real time job oriented programs and the career development programs.
 Mentorship was seen to a minimum level and hence senior employees can be made as a mentor who will in various aspects of
life more than just the company stuff which will lead to employee loyalty towards the company.

11. Thank You