Professional Documents
Culture Documents
PROJECT REPORT
ON
EFFECTIVENESS OF TRAINING AND DEVELOPMENT FOR
EMPLOYESS IN ADIYA BIRLA GROUP
Submitted To
Submitted By
Swati Kumari
Sonal Jain(HOD)
(MBA(2011-2013
CERTIFICATE OF ORIGINALITY
I,Swati Kumari having Enrollment No. of Batch 2011-2013, do hereby certify and
declare that this research report titled Effectiveness of Training and Developmenet for
Employees in Aditya Birla Group is the result of my own work. This report contains no
materials or information which has been previously submitted for any other academic
diploma or degree, expect where indicated otherwise.
`DATE:
Signature of student
SWATI KUMARI
APPROVAL PAGE
(SONAL JAIN)
FACULTY GUIDE
PREFACE
Classroom technique helps students by making conceptual base clear, but the summer
training or on job training is a way, which helps the students to get the applied
knowledge of the concept. Basically the students are not aware of the actual
requirement of practical field, keeping in view this fact, a system of summer training has
been established to make the students acquainted of actual difficulties that are to be
faced in the demanding corporate sector. Aditya Cement is highly equipped, wellmanaged and Multinational Corporation. This experience gave me a lot of confidence
and knowledge, which will help me in building the carrier in this field. Summer training,
has given me a great experience. I was required to prepare a training report on the
Topic The Effectiveness of Training and development for employees in aditya
birla group. The department of HRD gave me great support for making this report.
fulfillment of the degree of MBA course.It is my original work and it has not
been copied from others.
PLACE:
SWATI KUMARI
Date:
Signature-
Date:
ACKNOWLEDGEMENT
The role of HR Management is going a rapid change in the changing economic, social
and business environment. The human resources in any organization, being the most
important and valuable assets have to remain at the core of all the management
activities. HR management on one hand is expected to be a partner in evolving and
achieving organizational goals and objective and on the other hand, it has to be
Employee Champion.
I would like to thanks my project guide
continuous
SWATI KUMARI
for providing me
DEEPSHIKA
COLLEGE OF TECHNICAL EDUCATION, JAIPUR.
And finally I would like to thanks the entire faculty of
SWATI KUMARI
EXECUTIVE SUMMARY
CONTENTS
I.CERTIFICATE OF ORIGINALITY
II. APPROVAL PAGE
III. PREFACE
IV.AKNOWLEDGEMENT
V.EXECUTIVE SUMMARY
Serial
No
1.
1.1
1.2
1.3
2.
3
4
5
6
7
7.1
Topic
Introduction
Overview,of,cement,industry
Introduction,of,company
Project,Profile
Review,of,literature
Research,methodology
Analysis,of,data
Conclusion
Suggestion
Annexure
Bibliography
CHAPTER 1
The most important use of cement is the production of mortar and concrete used by the
construction and real estate sectors. The world production of hydraulic cement is
dominated by China (1.2 billion MT), followed by India and Brazil, with these 3 countries
contributing to over half of global production. There are a number of employment
opportunities within the sector such as site engineer, packaging engineer, surveyor,
geologist, contractor, and supervisor amongst others.
10
Typically, the industry is characterized by few large players due to the high entry
barriers such as economies of scale, high capital requirements, long gestational
period of over 3 years and the need for capacity augmentation in large increments.
These producers tend to have high bargaining power due to their limited numbers and
the lack of any substitutes for their product, which is quintessential for secondary
industries. The largest global players are Lafarge (France), Holcim (Switzerland)
and Cemex (USA). THE CEMENT INDUSTRY STRUCTURE
Presently the total installed capacity of Indian Cement Industry is more than 200 million
tones per annum, with a production around 184 million tones. The whole cement
industry can be divided into Major cement plants and Mini cement plants.
MAJOR CEMENT PLANTS:
Plants: 140
Typical installed capacity
Per plant: Above 1.5 mntpa
Total installed capacity : 195 mntpa
Production 08-09: 178 mntpa
All India reach through multiple plants
Export to Bangladesh, Nepal, Sri Lanka, UAE and Mauritius
Strong Marketing network, tie-ups with customers, contractors
Wide spread distribution network
Sales primarily through the dealer channel
MINI CEMENT PLANTS:
Nearly 300 plants located in Gujarat, Rajasthan, MP mainly
Typical installed capacity
Installed capacity around 9 mntpa
Production around : 6 mntpa
Mini plants were meant to tap scattered limestone reserves
11
Prospects for the industry remain bright over the coming years, given Indias dominance
of global markets and relatively low cost of production. Also, the overall economic
prosperity of the country, with a burgeoning middle class, growing infrastructure
demand, significant technological change and increasing government spending all bode
well for the future. On the flip side, some caution has to be maintained due to the
current demand- supply gap leading to over capacity and falling margins and prices.
Also, given the close linkages between them, the effect of a slowdown in global real
estate and infrastructure demand or hike in interest rates should also be evaluated.
Facts of Indian Cement Industry (1982 2009)
While it took 8 decades to reach the 1st 100 Mn.t capacity, the 2 nd 100 Mn.t was
added in just 10 years.
Statistics
May
2012
April
2012
12
May
2011
20122013
20112012
16.20
16.01
14.27
32.21
28.87
Cement
Despatches
16.26
15.50
14.20
31.76
28.58
Low-cost housing in urban and rural areas under schemes like Jawaharlal Nehru
National Urban Renewal Mission (JNNURM) and Indira Aawas Yojana.
Future Prospects
According to the recent surveys, one metric ton of cement generates job opportunities
for around 1.4 million people. In most cases, one needs to have some type of expertise
in architecture in order to get a good job in this sector. Given that most of the jobs for
qualified graduates have a good pay package with other benefits and perks coupled
with positive growth prospects, working in the cement industry is considered a lucrative
career option for new graduates, especially for those with an interest in architecture.
It is believed that in the coming years, more than 2.5 million people will be directly
employed by cement companies. To cater to this growing demand, a number of colleges
and educational institutes have introduced various courses and study programs related
to the cement industry such as a Post Graduate Diploma in Cement Technology .
13
Over 50 percent
of its
revenues flow from its operations across the world. The Groups products and services
offer distinctive customer solutions. Its 74 state-of-art manufacturing units and sectoral
services span India, Thailand, Laos, Indonesia, Malaysia, Phillippines, Egypt, Canada,
Australia, USA, UK, Germany, Hungary, Brazil, Italy, France, Luxembourg, Switzerland,
Malaysia and Korea.
In India, the Group has been adjudged The Best Employer in India and among the
top 20 in Asia by the Hewitt-Economic Times and Wall Street Journal Study 2007.
A premium conglomerate, the Aditya Birla Group is a dominant
sectors in which it operates. Among these are viscose staple fibre non-ferrous metals,
cement, viscose filament yarn, branded apparel, carbon black, chemicals, fertilizers,
sponge iron, insulators, financial services, telecom, BPO and IT services.
14
A metal powerhouse, among the worlds most cost-efficient aluminum and copper
producers. Hindalco, from its fold, is a Fortune 500 Company. It is also the largest
aluminum rolling company and one of the 3 biggest producers of primary aluminum
in Asia, with the largest single location copper smelter .
In World
The 11th largest cement producer globally and the 2 nd largest in India
Among the worlds top 15 BPO companies and among Indias top 3
In India
Rock solid in fundamentals, the Aditya Birla Group nurtures a culture where success
does not come in the way of the need to keep learning afresh, to keep experimenting.
Beyond Business
15
Reaching out to 7 million people annually through the Aditya Birla Centre for
Community Initiatives and Rural Development, spearheaded by Mrs.Rajashree Birla
Focus areas are : health care, education, sustainable livelihood, infrastructure and
espousing social causes
Group Vision
To be a premium global conglomerate with a clear focus on each business
Group Mission
To deliver superior value to our customers, shareholders, employees and society at
large.
Group Values
Integrity
commitment
Passion
Seamlessness
Speed
16
17
Aditya Cement is one of the latest cement divisions of Grasim Industries Ltd. and was
initiated in March, 1993, with a record time commissioning in 1995 in just 22 months
and is a green field one million tonne per annum cement unit. The plant is located at
Shambhupura in Rajasthan (15kms from Chittorgarh Railway Station). The second plant
was commissioned in March08 and with this the total capacity has gone to 5.2 million
tonnes per annum.
Aditya Cement is one of the most
modern
all its
major
equipments supplied by the world major and renowned Krupp Polysius of Germany and
18
quality control systems by Gamma Matrix of USA. Highlights of this plant also include
Energy efficient operations and it consistent quality. Its 82% of power requirements are
met through captive sources requirement is met with Thermal Power 50MW.
Aditya Cement has adopted the most modern and latest dry process precalcination
technology with sophisticated control instruments from internationally renowned firms
like Krupp Polysius & IBAU of Germany and Gamma Matrix of USA for ensuring the
manufacture of consistent and top quality cement. The entire manufacturing process is
made automatic, using highly sophisticated state-of- the-art technology, having on-line
process computers with color VDU control panels.
Aditya Cement took the lead in the country for energy conservation by installing High
Pressure Roller Press for raw material and cement grinding & vertical roller mills
Unit Head
imported from the world renowned KRUPP POLYSIUS & IBAU of Germany for coal
HOD
grinding.
For conservation
of environment
in and around
our unit
high efficiency
FH-Mines
FH-Technical
FH-HR
FH Commercial
FH-CPP
HOD-QC
Safety
Electrostatic Precipitators, Bag House & Bag filters have been installed in consonance
HOD-Operation
HOD- Mech
HOD-HR
HOD-Accounts
HOD-TPP
HOD-Materials
HOD DG
HOD IT
with the international standards. Intensive plantation has also been undertaken to keep
the environment
HOD-Electrical free from pollution.HOD ER
HODMaintenanace
HOD
Instrument
HOD
Admn//Sec/CSR
Aditya Cement
Organization Chart
HOD-Process
HOD Project
HOD-Technical
Services
/ WCM
HOD-Packing
Plant
HOD- Civil
19
Organization hierarchy is well defined with focus on functional approach. This has
facilitated organization to clarify role, responsibilities and delegation levels.
Product Range
Apart from manufacturing of regular products, major thrust is on value added products like
Sulphur Resistant Cement for Indian Railways. Aditya Cement also has capability to produce
other value-added products for specific use. Products, marketed under the brand name of
UltraTech Cement 43 & 53 Grade is leading brand commanding premium.
Profile of Competition
20
Cement industry is passing through major expansion for the last five years which has
resulted in stiff competition in the market. This has also resulted in higher demand.
Many Cement Companies are in expansion mode. Entry of MNC with deep pocket and
high knowledge has further aggravated the situation.
being two major cost drivers having around 60% impact on cost management, greater
focus is laid on cost reduction measures.
The present capacity of around 180 million tones may touch 230 million tonnes per
annum by 2010.
Customer Service
Internal - Unit has embarked on internal customer satisfaction by setting Internal
Service Standards with an objective to strengthen and institutionalize service
orientation in the unit.
IS Code
BIS Norms
Cement
OPC
Grade
43
8112
3days
23Mpa
43MPa
21
(MPA)
7days
28days
33MPa
OPC
53
12269
Grade
27MPa
37MPa
53MPa
Drawing Office, Packing Plant, Mines, Civil, P&A, HRD, Finance & Accounts, Materials,
Information Technology etc. are serviced by way of satisfying their manpower and
training requirements, internal customer satisfaction surveys, improving interdepartmental relations, etc. There is a documented and standardized Quality Service
Standards for each department specifying the standard parameters for service orientation to
their customers.
conducted for every department periodically which not only ensures adherence to quality
standards set but also revitalizes the commitment to internal customer service orientation.
To Conclude
Aditya Cement is largest cement plant at single location.
Aditya Cement has modern state-of-art plant with high automation.
Greater focus is laid on basic quality standards so s to maintain its premium position in
themarket.
Unit has track record of recognitions and rewards bestowed on it by national and international
organizations.
1.3).Project Profile
Culture building
Training Methodology
Focused Area
On-the-Job Training
Skill Upgradation
Apprenticeship, In-Plant Training
Craftsmanship Training
II
Simulating Situations
III
Laboratory Training
IV
Role Playing
In Basket Training, Workshops
Micro Labs
Sensitivity Training
Transactional Analysis, Meditation
Incidents, Case Method/Case
Studies
Root Cause Analysis
Why-why Analysis
Practicing Specific Skills
Reading and Written Assignments
Programmed Instruction
Mentoring, Counseling
Brain Storming
Task Forces, Group Discussion
Syndicate Method, Seminars,
Conferences
Conceptual Knowledge Transfer
Individualized Training or
Counseling
VI
Discussion Methods
VII
Training Evaluation
At the end of the programme, within feedback is taken from the participants in which
senior persons at the level of Departmental Heads / Functional Heads alongwith HR
Head also join the feedback. This is followed by written feedback.
The training department then compiles the feed back and does the evaluation.
24
Based on the effectiveness of the programme, whether further programme by the same
faculty is to be conducted or not, will be decided.
To assess whether the training objectives have been met and matched with the
identified organizational needs following methods are used:
Pre-Test and Post-Test Evaluation: An objective type questionnaire on the relevant
subject is administered before and after the training is administered, so as to measure
the learning retained by the participants. The test is designed to find out whether the
trainee has been able to conceptualize or has merely memorized. Further, in order to
assess the learning gained, the following formula for calculating the learning score, is
used :
Feedback from Shopfloor: Feedback is also obtained from the shopfloor manager in
terms of improvement in the performance of trainee. It is relatively easy to assess the
actual demonstration on the job by the superior as the skill level improvement by way of
higher performance standards is being set by the trainee himself.
Measuring Results of Training Effectiveness: The methods adopted for measuring
results of Training Effectiveness are given below :
Calculation of Overall Effectiveness (in %): Immediately after the training is imparted,
the respondents feedback is obtained on the feedback sheet, which in turn, is analyzed
25
in terms of participants ratings. The ratings (i.e. Excellent, Good, Fair, and Poor) are
further analyzed. Finally, the overall effectiveness % is calculated as under :
Obtained Score
Overall Effectiveness (OE%)
----------------------- X 100
Maximum Score
= Cost of Evaluation
Periodic Review: After six months review, a quick assessment is done by way of a
survey on the external learning events attended by executives. This survey facilitates
evaluation of performance improvement on the job, in addition to the practical relevance
of the learning event and its subsequent transfer to the job at hand.
Feed back from HODs: This method is more informal method of collecting data
and feedback on the results of training imparted. However, it has proved effective
particularly in case of behavioral / developmental training aimed at bringing change
in attitude and mindset of the participants.
models at the shopfloor, where the strong emotional feeling of the role model is
dominated by nothing is impossible to achieve or even beat the best.
.
Measures being taken to review and follow up feedback received from the
trainees:
Follow up feedback
Involvement
of
superiors
improvement areas
Action taken
in HODs made responsible for review
26
Shift the responsibility
development to individual
of
self
of
training
Other programmes:
Apart from the Functional / Behavioural needs, all employees are trained on the following
aspects:1. Safety Apart from the safety norms and safety systems, it is focused how to
imbibe a safety culture i.e. safety as a behaviour at all levels of employees.
2. Fire Fighting
3. World Class Manufacturing (WCM) how to link the WCM dimensions with the
business to extract the best results.
4. Quality Management Systems
5. Environment Management System
Target
Group
Workmen
Programme Name
Frequency
Monthly
Ek Kadam Aage
Monthly
Sanwad Ki Shakti
Monthly
27
Interpersonal Skills
Monthly
Supervisory Development
Once in two
months
Staff /
Professional Effective Communication &
Presentation Skills
Section
Heads
HODs &
above
Once in two
months
Managerial Effectiveness
Once in two
months
Once in two
months
Management Development
Programmes at Gyanodaya
28
Quarterly
programme.
Types of Training Program
There are mainily 2 types of training program given in the orgsnization
1) On the job training
2)off the job training
On the job training:
Demonstrtion
Coaching
Job rotation
Projects
30
Evaluation
Development
Trg. Need
Assessment
Appraisal System
Job Performance
Skill Assessment
Evaluation Training
Outcomes by -
Reactions
Learning Index
Learning principles
Characteristics of
learner
Developing training
materials/methods
Attitudinal Change
Organization Change
Conduct of Training
Job Efficiency
Following formats are being used to assess individual training needs at Aditya Cement.
31
Lecture Course
Case Study
Role Play
Job Rotation
Programmed Learning
Coaching
Secondment
Development
While focus is given on training the employees, it is also equally important to retain the
talents. Hence, a well planned developmental planning is required in any Organization.
Aditya Cement is in the front in planning and implementing career development
initiatives.
Aditya Cement, in line with the Group, has the following career development initiatives:-
(1)
(2)
(3)
(4)
E-learning
(5)
(6)
Talent Management
(7)
Communication channels
(8)
(9)
Internal Recruitment System The Internal Recruitment System (IRS) was first
launched in 1998 with the objective of facilitating career development & internal
movement of employees within the Group.
The policy was made with the following objectives:-To speedily fill up positions and reduce the transition issues usually faced by new
employees hired from outside the Group
-To reduce the cost of hiring
-To leverage the Groups diversity and size to provide for career progression / talent
management for internal talent, thus ensuring their retention
-Provide an opportunity to employees to gain varied exposure in Group companies /
businesses
-Make use of expertise available internally leverage our human capital.
The advantage is Groups talent is available within the Group with highly motivated and
satisfied as they are getting career progression and exposure.
Job Rotation / Job enlargement Employees are given, in Aditya Cement, job
rotation / job enlargement in the relevant fields to make them multi-skilled and also
to prepare them for shouldering higher responsibilities.
Employee welfare & Motivational Schemes
Recently, the unit has revisited its suggestion scheme and modified the scheme to
improve employee participation. Also the canteen has been renovated.Employee
33
Satisfaction Survey was conducted 3 months back across all levels. The unit has
identified the areas of improvement and working in a very focused way.
E-Learning (through GVC)
The Group has Aditya Birla Institute of Management learning named Gyanodaya
which runs MDPs for senior managers of the Group. Gyanodaya is also running a
virtual campus which runs a lot of e-learning courses which helps employees to
improve their skills sitting at their working place.
Organizational Health Study (OHS)
The Group is measuring the Organizational Health, through outside consultant,
across the Group so that continuous improvements can be done to improve
employee satisfaction. The OHS scores of the last 3 OHS (years 2004, 2006 &
2008)are tabulated below :-
Parameters
Comparison
OHS - IV
OHS - V
OHS-VI
Overall
Satisfaction
73%
78%
68%
Advocacy
68%
71%
71%
Stability
73%
71%
68%
The Group has now introduced on-line OHS Survey and the survey will be conducted
every year henceforth instead of once in two years.
Talent Management
The Group has a well structured Talent Management System for identifying the high
potential candidates and grooming them up for holding higher responsibilities.The
system has different competency levels applicable to various levels of employees. The
employees after assessed by the Unit and an outside consultant, will undergo Individual
34
35
Chapter 2
Review of literature on performance appraisal
Referance Projectsformba.blogspot.comNATURE
2)
.To bring the distinction among training, education and development into sharp
focus, it may be stated that training is offered to operatives, whereas
developmental programmers are meant for employees in higher positions.
Training means investing in the people to enable them to perform better and to
empower them to make the best use of their natural abilities. The particular
objectives of training are to:
Develop the competences of employees and improve their performance;
Help people to grow within the organization in order that, as far as possible, its
future needs for human resource can be met from within;
Reduce the learning time for employees starting in new jobs on appointment,
transfers or promotion, and ensure that they become fully competent as
quickly and economically as possible. INPUTS IN TRAINING AND
DEVELOPMENTS Any training and development programmed must contain
inputs which enable the participants to gain skills, learn theoretical concepts
and help acquire vision to look into distant future. In addition to these, there is
a need to impart ethical orientation, emphasize on attitudinal changes and
stress upon decision-making and problem-solving abilities.SkillsTraining, as
was stated earlier, is imparting skills to employees.
Referance:www.Ishanfamily.com
Chapter 3.
37
Research Methodology
3.1 Project title
Effectiveness of training and development for employees in aditya birla group
3.2.Objective of Study:
1. Identify the effectiveness of training and development.
2. Identify that level at which training and development programs increase the
motivation of employees.
3. Identify the number of training program which is provided to employees in a year.
The study basically catches attention towards the effect of training program on the job
performance of employees in aditya birla group.
It was done with the help of questioner,survey and current information of company
3).Provide help to identify the problem of employees and give them appropriate solution.
38
3.4 Duration of the Project: During the Summer internship program with Aditya birla
group(Grasim Cement) from 11th June 2012 to 26th July 2012.
3.5Type of Research:
Type of research : Analytical
3. 6 DATA SOURCE
Research included gathering both primary and secondary data.
Primary data is the first hand data, which are selected a fresh and thus happen to be
original in character. Primary Data was crucial to know various retailers views about
cement and to calculate the choice of this brand in regards to other brands.
Secondary data are those which has been collected by some one else and which
already have been passed through statistical process. Secondary data has been taken
from internet, newspaper, magazines and companies web sites.
3.7 Sample Size:
30
39
Chaper.4
Analysis of Data
Analysis through graph
1). Is training and development program motivates you?
Strongly Agree
Agree
Disagree
Strongly
disagree
Dont know
10
Interpretation: Most of the employees are agree that training and development
program provide helps in increasing their motivation , but some employees are not
agree with this statement.
40
Strongly agree
Agree
Disagree
Strongly
Dont know
11
disagree
3
Interpretation: Most of the employees are satisfied with the training program which is
provided in aditya birla group but some are disagree with it.
41
yes
22
no
3
Sometime
5
Interpretation most of the employees attended all the training session provided to
them.
42
4).Is the training program gives you knowledge related to your job profile?
Strongly Agree
Agree
Disagree
Strongly
Dont know
16
Disagree
0
Interpretation Most of the employees are agree that the training program given to them
is related to their job profile and also gives knowledge to them which help in their job.
43
Strongly agree
agree
disagree
Strongly
Dont know
19
Disagree
1
Interpretation most of the employees are agree that the training provided to them is
well structured.
6).Is your supervisor/superior gives you proper feedback during training program?
44
Strongly agree
3
agree
5
disagree
Strongly
Dont know
11
disagree
9
Interpretation the superior of employees does not gives proper feed back during the
training program.
45
Class room
6
Demonstration
4
Job rotation
8
Computer based
2
Projects
10
Interpretation Job rotation and projects both are the most suitable way of training
program.
46
8).Is training program helps in increase the skills and attitude towards the job?
Strongly agree
agree
disagree
Strongly
Dont know
12
disagree
2
Interpretation Training program helps in increase the skill and attitude of employees
but some employees think that the training program does not helps in increase their skill
and attitude..
47
Strongly agree
agree
disagree
Strongly
Dont know
18
disagree
2
48
Chapter.5
Conclusion
-Being the most modern cement plant, Aditya Cement has taken series of initiatives to
constantly upgrade knowledge and skills of its employees in technical, behavioural and
attitudinal areas.
-There is a structured Training Need Assessment(TNA) process to identify individual
training needs with effective linkages to achieve organization goals.
-It has been observed that TNA is systematic a objective and goal driven process at
Aditya Cement. Superiors and Sub-ordinates are actively involved in the TNA process.
-Training and Development programmes are evaluated to understand its impact on
knowledge, skills, attitude and culture building.
-Superior of the employees does not gives proper feed back during the training program
and it can give negative impact to employees.
-The program has help the employees to achieve their goal.
-The program succeed in fulfilling their need,
-The program has affected their job behavior positively.
-The program was helpful in increasing employees effectivevness,\.
49
-The program was helpful in affecting personal growth and development of the
employees.
Chaper.6
Suggestion
1). Many employees are not satisfied with the training session of the aditya birla
group,so that management have to identify, what are the reason of their unsatisfaction.
2). Some employees do not attend all training session provided to them, so that there is
need for strict order for all employees that they will attend all training session.
3). Number of employees in each session should be decrease so that every employees
can pay attention.
4). The way of training should not be similar.
5). Superior have to give proper response to their subordinate.
6).Training program should be well planed and executive.
7). Employees should be made aware of the objective of training program.
8). Training program should also focus on polising employees in the quality.
9) training program should also include suggestion from the employees.
50