Industrial Engineering /fertilizer Industry

Industrial Engineering /fertilizer Industry

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
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"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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"
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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,,,,
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
,
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&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.
.
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'
..
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
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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
."
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,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.
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