A
PROJECT REPORT
ONEFFECTIVENESS OF TRAINING AND DEVELOPMENT FOR EMPLOYESS IN
ADIYA BIRLA GROUP
In Partial Fulfillment of the RequirementsFor the 2-years
full-time MBADEEPSHIKA COLLEGE OF TECHNICAL EDUCATION,
JAIPUR Submitted To Submitted By Swati Kumari Sonal Jain(HOD)
(MBA(2011-2013CERTIFICATE 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 PAGEThis report, entitled Effectiveness of
Training and Developmenet for Employees in Aditya Birla Group
prepared and submitted by SWATI, in partial fulfillment of the
requirement for the degree of POST GRADUATE DIPLOMA IN MANAGEMENT
is here by accepted.
(SONAL JAIN)
FACULTY GUIDE
PREFACEClassroom 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,
well-managed 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.DECLARATION BY THE STUDENT
I Swati Kumari student of MBA SEM IV(2012-2013) hereby declare
that I have completed a project
Under the subject Project Study(M-404) on the topic The
Effectiveness of Training and development for employees in aditya
birla group For the partial fulfillment of the degree of MBA
course.It is my original work and it has not been copied from
others.
PLACE: SWATI KUMARIDate:
Signature-
Date:ACKNOWLEDGEMENTThe 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 SWATI KUMARI for
providing me continuous
guidance for their valuable inputs during the course of
project.
I am indeed thankful to the Management of Aditya Cement to
permit me to carry out this Internship Project on HRD and Training
Systems at this prestigious Unit of Aditya Birla Group.
My special thanks to my Guide Shri Harshvardhan Pancholi, HOD-HR
and Manager, Aditya Cement, who has provided all support and
guidance to complete this project report. His focused approach and
in-depth understanding of the processes has been great source of
motivation and learning for me. I would also like to thanks to my
parents
whose support always gives me strength and power to face
challenges.
And finally I would like to thanks the entire faculty of
DEEPSHIKA COLLEGE OF TECHNICAL EDUCATION, JAIPUR. SWATI KUMARI
EXECUTIVE SUMMARY This project deals with the assessment of
EFFECTIVENESS OF TRAINING AND DEVELOPMENT For EMPLOYEES IN ADITYA
BIRLA GROUP. Training and development is the method of evaluating
the behavior of employees in work spot, normally including both
quantitative ad qualitative aspect of job.There are the 2 types of
training process, which is provided to the employees that is on the
job training and off the job training .In on the job training,
training is provided to employees in their working area ,where as
off the job training is provided out side their working area.
With the help of Questionnaire I analyze the effectiveness of
training and development for employees. I also identify that how
training and development increases the motivation of employees for
their work.All responded gave me great support while I were asking
them questions, they gave me all right and proper information which
is taken by me to them.
CONTENTS
I.CERTIFICATE OF ORIGINALITYII. APPROVAL PAGE
III. PREFACE
IV.AKNOWLEDGEMENT
V.EXECUTIVE SUMMARY
Serial No Topic
1. Introduction
1.1Overview,of,cement,industry
1.2Introduction,of,company
1.3Project,Profile
2.Review,of,literature
3Research,methodology
4Analysis,of,data
5Conclusion
6Suggestion
7Annexure
7.1Bibliography
CHAPTER 11.1). overview of Cement Industry
Cement is one of the core industries which plays a vital role in
the growth and expansion of a nation. It is basically a mixture of
compounds, consisting mainly of silicates and aluminates of
calcium, formed out of calcium oxide, silica, aluminium oxide and
iron oxide. The demand for cement, depends primarily on the pace of
activities in the business, financial, real estate and
infrastructure sectors of the economy. Cement is considered
preferred building material and is used worldwide for all
construction works such as housing and industrial construction, as
well as for creation of infrastructures like ports, roads, power
plants, etc. Indian cement industry is globally competitive because
the industry has witnessed healthy trends such as cost control and
continuous technology upgradation.
The Indian cement industry is extremely energy intensive and is
the third largest user of coal in the country. It is modern and
uses latest technology, which is among the best in the world. Also,
the industry has tremendous potential for development as limestone
of excellent quality is found almost throughout the country.
The most general sense of the word, cement is a binder, a
substance which sets and hardens independently, and can bind other
materials together. Cement used in construction is characterized as
hydraulic or non-hydraulic. Hydraulic cements (e.g. Portland
cement) harden even underwater or when constantly exposed to wet
weather while non-hydraulic cements (e.g. lime and gypsum plaster)
must be kept dry in order to gain strength.
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.
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 channelMINI 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
Most of the plants use vertical kiln technology
Production cost / tonne Rs 1,000 to Rs 1,400
Growth Potential 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)
The Industry recorded an exponential growth with the
introduction of partial decontrol in 1982 culminating in total
decontrol in 1989.
The capacity, which was 29 Mn.t in 1981-82, rose to 219 Mn.t at
the end of FY09.
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.
India ranks second in world cement producing countries.
It contributes to environmental cleanliness by consuming
hazardous wastes like Fly Ash (around 30 Mn.t) from thermal power
plants and the entire 8 Mn.t of slag produced by steel
manufacturing units.
As a part of Corporate Social Responsibility (CSR), the cement
Industry employs around 0.1 million people and takes care of the
social needs not only of the employees but also adopts several
villages around the factories providing free drinking water,
electricity, medical and educational facilities.
The cement Industry produces a variety of cement to suit a host
of applications matching the world's best in quality.
Exports Cement/Clinker to around 30 countries across the globe
and earns precious foreign exchange.
Statistics
Figures in Million Tonnes
Description May2012April2012May20112012-20132011-2012
(April and May)
Cement Production 16.2016.0114.2732.21 28.87
Cement Despatches 16.2615.50 14.2031.76 28.58
Key Drivers of Cement Industry
Buoyant real estate market
Increase in infrastructure spending
Various governmental programmes like National Rural Employment
Guarantee
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. 1.2 ).Introduction of companyAditya Cement Brief
Introduction
Aditya Birla Group Truly Indian MNC The Aditya Birla Group is
Indias first truly multinational corporation. Global in vision,
rooted in Indian values, the Group is driven by a performance ethic
pegged on value creation for its multiple stakeholders. A US$24
Billion conglomerate, with a market capitalization of US$23
billion, it is anchored by an extraordinary force of one lac
employees belonging to over 25 different nationalities. 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
player in all the 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.
Globally the Aditya Birla Group is
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
No. 1 in viscose staple fibre
The 3rd largest producer of insulators
The 4th largest producer of carbon black
The 11th largest cement producer globally and the 2nd largest in
India
Among the worlds top 15 BPO companies and among Indias top 3
Among the best energy efficient fertilizers plants.
In India
A premier branded garments player
The 2nd largest player in viscose filament yarn
The 2nd largest in the Chlor-alkali sector
Among the top 5 mobile telephony companies
A leading player in Life Insurance and Asset Management.
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 Working in 3700 villages
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
Run 45 Schools and 18 Hospitals ABG Vision, Mission & Values
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
commitmentPassion
Seamlessness
Speed
SHAPE \* MERGEFORMAT
Kumar Mangalam BirlaChairman, The Aditya Birla Group
Aditya Cement Vision
To be a Super Model Plant with focus on Technological
innovations, productivity, consistent quality, cost effectiveness,
employee satisfaction and social obligation.
Aditya Cement Brief Introduction
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 cement plants with all
its major equipments supplied by the world major and renowned Krupp
Polysius of Germany and 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 imported
from the world renowned KRUPP POLYSIUS & IBAU of Germany for
coal grinding. For conservation of environment in and around our
unit high efficiency Electrostatic Precipitators, Bag House &
Bag filters have been installed in consonance with the
international standards. Intensive plantation has also been
undertaken to keep the environment free from pollution.Aditya
Cement Organization ChartOrganization hierarchy is well defined
with focus on functional approach. This has facilitated
organization to clarify role, responsibilities and delegation
levels.Product RangeApart 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
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. Power and fuel consumption
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.
This has facilitated in qualitative improvement and better team
work across the organization.
External - Aditya Cement is We are dedicated to maintain
consistent premium quality and services for customers. Moreover,
regular feedback is taken from customers about their perception of
product and expectation of services. Based on the customer feedback
and subsequent remedial measures, Unit could bring down product
quality complaints to zero level and also improved our service
orientation.Product Quality StandardsAditya Cement product quality
standards are adjudged as the best in the industry as per the
cement strength standards shown below
Type of CementIS CodeBIS Norms
(MPA)
3days 7days 28days
OPC 43 Grade 8112 23Mpa 33MPa 43MPa
OPC 53 Grade 12269 27MPa 37MPa 53MPa
Product Quality Complaints
Product Quality complaints have been zero for 2006-07 &
07-08
Excellence in Service QualityAditya Cement is committed for
providing total customer satisfaction by supplying products meeting
regulatory requirements and required quality at the right time
& right place. This is achieved by continual improvement in
productivity, cost reduction, technological innovations, supplier
relations and the employee satisfaction. Highly competitive
customer driven market and neck to neck competition over quality
and cost with new technological challenges, the excellence in
service make us perceptible superior than others, where we are able
to market our product at a premium cost. The major training
customers are all the employees in Technical, Mines, Commercial and
HR Functions. All the different departments viz. Mechanical,
Electrical, Instrumentation, Process, Quality Control, D.P.H.,
Technical Services, Thermal Power, 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 inter-departmental relations, etc. There is a
documented and standardized Quality Service Standards for each
department specifying the standard parameters for service
orientation to their customers. Besides, in order to improve the
departmental working, a quality audit is 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 ProfileTraining is defined as an attempt to improve
employee performance on currently held job or related job by means
of knowledge, skill, attitudes or behavior. To be effective,
training should involve a learning experience as per identified
needs to meet individual and organization goals. Whereas
Development is defined as learning opportunities designed to help
employees grow the focus being long term.
The focus of training and development is
Enhancing human capital
Improving human efficiency
Aligning training with business goals
Culture building
Training Methodology followed:
Training Methodology
Focused Area
I
On-the-Job Training Skill Upgradation
Apprenticeship, In-Plant Training
Craftsmanship Training
IISimulating Situations Role Playing
In Basket Training, Workshops
IIILaboratory Training Micro Labs
Sensitivity Training
Transactional Analysis, Meditation
IVSampling Real Life
Incidents, Case Method/Case Studies
Root Cause Analysis
Why-why Analysis
VIndividualized Training or Counseling Practicing Specific
Skills
Reading and Written Assignments
Programmed Instruction
Mentoring, Counseling
VIDiscussion Methods Brain Storming
Task Forces, Group Discussion
Syndicate Method, Seminars, Conferences
VIIThe Lecture Method Conceptual Knowledge Transfer
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. 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 :
Post-Training Score (%) Pre-Training Score (%)
Learning =
------------------------------------------------------------
(100 Pre-Training Score (%) Development of Action plans by
participants: At the end of the training programme, an action plan
is prepared by each participant along with an overall action plan
formulated jointly by the Faculty and the participants with fixed
accountabilities. This is periodically monitored so as to ensure
continuous improvement in respective areas.
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 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
Calculation of Cost of Planning a Training Programme:The cost of
Planning a training programme is calculated as follows:
CP = CC+CTI+CE+CSO
Where CP = Cost of Planning for a Training Programme
CC = Cost of Consultant or Cost of Faculty
CTI = Cost of Training Need Identification
CE = Cost of Evaluation
CSO = Cost of Share overhead (for the Department) 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. It has helped develop several role 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 feedbackAction taken
Involvement of superiors in improvement areas HODs made
responsible for review implementation of suggestions after
programmes
Integrated improvement areas with KRAs & Goals
Shift the responsibility of self development to individual
Aligned self development with Group competency development
model
Shopfloor training for operatives OJT initiated for
operators
Regular review of training effectiveness TPM model for training
effectiveness being implemented
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 SystemMotivational Value Adding
Training Programmes Following motivational value adding training
programmes are regularly conducted for workmen and staff with the
help of external faculty.
Target GroupProgramme NameFrequency
WorkmenBulandi Ki Aur Ek SafarMonthly
Ek Kadam AageMonthly
Sanwad Ki ShaktiMonthly
Interpersonal SkillsMonthly
Staff / ProfessionalSupervisory DevelopmentOnce in two
months
Effective Communication & Presentation SkillsOnce in two
months
Section HeadsManagerial EffectivenessOnce in two months
Leadership & Interpersonal SkillsOnce in two months
HODs & aboveManagement Development Programmes at
GyanodayaQuarterly
Methods used for Faculty development :
(a) Direct Method
Classroom coaching under trained facilitator
Providing course material
Working as a co-faculty
Hands-on-experience
Shop floor exposure in problem analysis
(b) Indirect Method Deputation as a Guest Faculty
Motivational Incentive Scheme
Knowledge Integration Visits
Training Need Assessment at Aditya Cement
Before the training programmes are conducted, it is necessary
that the training needs are identified. Training Manager should
know what training inputs are required by its employees.Training
Need Assessment(TNA) is a systematic procedure to identify
individual needs which will help to establish effective linkages
between individual and organization performance for achieving
goals
Training needs are assessed through (a) Appraisal System (b) Job
Performance (c) Skill Inventory and (d) organizational analysis.
The Training in-charge compiles the data and identify common
training areas as well as individual specific needs.
Aditya Cement approach to training need assessment is an
integral part of human resource planning. Training need assessment
is a systematic, objective and goal driven process at Aditya
Cement. The HOD-HR presents these findings to Sr. Management Team
and after approval Training Calendar is formulated for Technical,
Behavioural and General Training and Development Programme. Sample
is given below for such programme.Types of Training Program
There are mainily 2 types of training program given in the
orgsnization1) On the job training 2)off the job training
On the job training: Demonstrtion Coaching Job rotation Projects
Off the job training
Distance learning,Block release course, computer based
training
Aditya Cement Approach to Training Need Assessment
Aditya Cement has evolved following systems model for training
and development to achieve Unit Goals
Training Needs Formats
Following formats are being used to assess individual training
needs at Aditya Cement.Techniques of Training Used
Following techniques of training are used at Aditya Cement
Lecture Course
On the job simulations
Case Study
Role Play
Task Force Understanding Assignments
Job Rotation
Audio Visual Aids
Programmed Learning
Coaching
Secondment
Training Evaluation is discussed in details in the next chapter
Training and Development Programmes and their Evaluation
Focus of Training and Development
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) Internal Recruitment System
(2) Job rotation / Job enlargement
(3) Employee welfare / Motivational schemes
(4) E-learning
(5) Organizational Health Study
(6) Talent Management
(7) Communication channels
(8) Structured Induction programme
(9) Competitions and Awards
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
SchemesRecently, the unit has revisited its suggestion scheme and
modified the scheme to improve employee participation. Also the
canteen has been renovated.Employee 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 :-
ParametersComparison
OHS - IVOHS - VOHS-VI
Overall Satisfaction73%78%68%
Advocacy68%71%71%
Stability73%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 Development Plan (IDP) exercise which ensures structured
development of the individual.Communication Channels The unit holds
Mass Communication Meeting once in a month in which employees
present their departmental performance. This is again for
developing them on communication and presentation skills. This is
also used as a forum for awarding the eligible employees under
various schemes.
Induction Programme
The unit has modified its induction programme to make it more
meaningful for the new entrants in the unit to familiarize them in
the unit. They become comfortable before they take charge in their
departments. Mentoring
For the entrants as GETs / DETs, the Group is running mentoring
process which helps the trainee to be comfortable in the group and
ensure getting proper guidance.Competitions and Awards The Group is
running group wide competitions in which employees can participate.
There are competitions for the units also.
The winners are awarded by the Chairman during Chairman Award
Function celebrated once in a year.
The Awards are for different categories as follows:-
1).Young Professional
2).Distinguished Achiever
3).Exceptional Contributor
4).Outstanding Leader Chapter 2 Review of literature on
performance appraisalA project report on training and development.
TRAINING AND DEVELOPMENT
In simple terms, training and development refers to the
imparting of specific skills, abilities and knowledge to an
employee. A formal definition of training &development is it is
any attempt to improve current or future employee performance by
increasing an employees ability to perform through learning,
usually by changing the employees attitude or increasing his or her
skills and knowledge. The need for training & development is
determined by the employees performance deficiency, computed as
follows: Training & Development need = Standard performance
Actual performance. We can make a distinction among training,
education and development. Such distinction enables us to acquire a
better perspective about the meaning of the terms. Training, as was
stated earlier, refers to the process of imparting specific skills.
Education, on the other hand, is confined to theoretical learning
in classrooms. Furthermore, no training programme is complete
without an element of education. In fact, the distinction between
training and education is getting increasingly blurred nowadays. As
more and more employees are called upon to exercise judgments and
to choose alternative solutions to the job problems, training
programmers seek to broaden and develop the individual through
education. For instance, employees in well-paid jobs and/or
employees in the service industry may be required to make
independent decision regarding there work and their relationship
with clients. Hence, organization must consider elements of both
education and training while planning there training
programmes.Development refers to those learning opportunities
designed to help employees grow. Development is not primarily
skill-oriented. Instead, it provides general knowledge and
attitudes which will be helpful to employees in higherReferance
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.comChapter
3.Research Methodology3.1 Project title
Effectiveness of training and development for employees in
aditya birla group3.2.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 company3.3.Scope of the study1). Help in
increase the motivation of employees.2).Provided sufficient
knowledge to employees if any changes is going on in the company
related to technology and others.3).Provide help to identify the
problem of employees and give them appropriate solution.
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 : Analytical3. 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 3.8 Limitation of Study
1. Research work was carried out in one unit of aditya birla
group so that we cant say
that it applied on all employees of aditya birla group.2. The
sample size was small.3. Shortage of time is also reason for
incomprehensiveness.
4. The views of the people are biased therefore it doesnt
reflect true picture.
Chaper.4Analysis of DataAnalysis through graph1). Is training
and development program motivates you?Strongly
AgreeAgreeDisagreeStrongly disagreeDont know
861060
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.2).Do the employees are satisfied with training
problem?Strongly agreeAgreeDisagreeStrongly disagreeDont know
119632
Interpretation: Most of the employees are satisfied with the
training program which is provided in aditya birla group but some
are disagree with it.3).Do you attended all the training session
provided to you?yesnoSometime
2235
Interpretation most of the employees attended all the training
session provided to them.4).Is the training program gives you
knowledge related to your job profile?Strongly
AgreeAgreeDisagreeStrongly DisagreeDont know
169203
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.Analysis through
pie chart5).Is the training program well structured?Strongly
agreeagreedisagreeStrongly DisagreeDont know
719211
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?
Strongly agreeagreedisagreeStrongly disagreeDont know
351192
Interpretation the superior of employees does not gives proper
feed back during the training program.7).Which is the most suitable
way of training program?
Class roomDemonstrationJob rotationComputer basedProjects
648210
Interpretation Job rotation and projects both are the most
suitable way of training program.8).Is training program helps in
increase the skills and attitude towards the job?Strongly
agreeagreedisagreeStrongly disagreeDont know
128325
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..9).Do
you think training program is really effective?
Strongly agreeagreedisagreeStrongly disagreeDont know
418620
Interpretation Training program is really effective for
employees.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,\.
-The program was helpful in affecting personal growth and
development of the employees.
Chaper.6Suggestion1). 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.
Unit Head
FH-Mines
FH-Technical
FH-HR
HOD- Mech
FH Commercial
FH-CPP
HOD-Operation
HOD- Maintenanace
HOD-HR
HOD ER
HOD-Accounts
HOD-Materials
HOD IT
HOD-TPP
HOD-QC
HOD-Electrical
HOD Instrument
HOD-Process
HOD Project
HOD-Technical Services
/ WCM
HOD-Packing Plant
HOD Admn//Sec/CSR
HOD- Civil
HOD Safety
HOD DG
Evaluation
Development
Trg. Need Assessment
Evaluation Training
Outcomes by -
Reactions
Learning Index
Attitudinal Change
Organization Change
Job Efficiency
Appraisal System
Job Performance
Skill Assessment
Learning principles
Characteristics of learner
Developing training materials/methods
Design Training Objectives
Conduct of Training
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