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A

PROJECT REPORT
ON
EFFECTIVENESS OF TRAINING AND DEVELOPMENT FOR
EMPLOYESS IN ADIYA BIRLA GROUP

In Partial Fulfillment of the Requirements


For the 2-years full-time MBA
DEEPSHIKA COLLEGE OF TECHNICAL EDUCATION,
JAIPUR

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

This 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

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.

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 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

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.

DEEPSHIKA
COLLEGE OF TECHNICAL EDUCATION, JAIPUR.
And finally I would like to thanks the entire faculty of

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 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

1.1). 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.
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

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

May
2012

April
2012
12

May
2011

20122013

20112012

(April and May)


Cement
Production

16.20

16.01

14.27

32.21

28.87

Cement
Despatches

16.26

15.50

14.20

31.76

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 .

13

1.2 ).Introduction of company

Aditya 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.

14

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 2 nd 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
15

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
commitment

Passion

Seamlessness

Speed

16

Kumar Mangalam Birla

Chairman, 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

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

cement plants with

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.

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 Standards
Aditya Cement product quality standards are adjudged as the best in the industry as
per the cement strength standards shown below
Type of

IS Code

BIS Norms

Cement
OPC
Grade

43

8112

3days
23Mpa
43MPa
21

(MPA)
7days

28days
33MPa

OPC

53

12269

Grade

27MPa

37MPa

53MPa

Product Quality Complaints


Product Quality complaints have been zero for 2006-07 & 07-08

Excellence in Service Quality


Aditya 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,


22

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.

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 Profile

Training 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


23

Culture building

Training Methodology followed:

Training Methodology

Focused Area

On-the-Job Training

Skill Upgradation
Apprenticeship, In-Plant Training
Craftsmanship Training

II

Simulating Situations

III

Laboratory Training

IV

Sampling Real Life

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

The Lecture Method

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 :

Post-Training Score (%)


Learning

Pre-Training Score (%)

-----------------------------------------------------------(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
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

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
CC

= Cost of Planning for a Training Programme


= 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 feedback
Involvement
of
superiors
improvement areas

Action taken
in HODs made responsible for review
26


Shift the responsibility
development to individual

of

self

Shopfloor training for operatives


Regular
review
effectiveness

of

training

implementation of suggestions after


programmes
Integrated improvement areas with
KRAs & Goals
Aligned self development with Group
competency development model
OJT initiated for operators
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 System

Motivational Value Adding Training Programmes


Following motivational value adding training programmes are regularly conducted for workmen
and staff with the help of external faculty.

Target
Group
Workmen

Programme Name

Frequency

Bulandi Ki Aur Ek Safar

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

Leadership & Interpersonal Skills

Once in two
months

Management Development
Programmes at Gyanodaya

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

28

Quarterly

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 orgsnization
1) 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
29

30

Aditya Cement Approach to Training Need Assessment


Aditya Cement has evolved following systems model for training and development to achieve Unit Goals

Evaluation

Development
Trg. Need
Assessment

Appraisal System
Job Performance
Skill Assessment
Evaluation Training
Outcomes by -

Reactions

Design Training Objectives

Learning Index

Learning principles
Characteristics of
learner
Developing training
materials/methods

Attitudinal Change

Training Needs Formats

Organization Change

Conduct of Training

Job Efficiency
Following formats are being used to assess individual training needs at Aditya Cement.

31

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


32

(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 Schemes
Recently, the unit has revisited its suggestion scheme and modified the scheme to
improve employee participation. Also the canteen has been renovated.Employee
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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

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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

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Chapter 2
Review of literature on performance appraisal

A 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
higher
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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.
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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

3.3.Scope of the study

1). 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.

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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:

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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.

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.

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2).Do the employees are satisfied with training problem?

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

3).Do you attended all the training session provided to you?

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.

Analysis through pie chart

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5).Is the training program well structured?

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.

7).Which is the most suitable way of 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..

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9).Do you think training program is really effective?

Strongly agree

agree

disagree

Strongly

Dont know

18

disagree
2

Interpretation Training program is really effective for employees.

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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.

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