A PROJECT REPORT ON

EFFECTIVENESS OF TRAINING AND DEVELOPMENT

AT ULTRA TECH CEMENT
(a unit of ADITYA BIRLA GROUP)

IN PARTIAL FULFILLMENT FOR THE AWARD OF PGDM

(2011-2013)

FACULTY GUIDE : MRS. SWATI SHARMA SUBMITTED BY: ROHINI SHEKHAWAT PGDM II SEM (2011-13)

COMPANY GUIDE : MR. HITENDRA JHA

MAHARISHI ARVIND INSTITUTE OF SCIENCE AND MANAGEMENT, AMBABARI CIRCLE, AMBABARI, JAIPUR

DECLARATION
I hereby declare that the project titled TRAINING AND DEVELOPMENT is an original piece of research work carried out by me under the guidance and supervision of Mr. Hitendra Jha. The information has been collected from genuine & authentic sources. The work has been submitted in partial fulfillment of the requirement of MAHARISHI ARVIND INSTITUTE OF SCIENCE AND MANAGEMENT.

Rohini Shekhawat

ACKNOWLEDGEMENT
The joy of ingenuity!!! This is doubtlessly what this project is about. Before getting to brass tacks of things. I would like to add a heartfelt word for the people who have helped me in bringing out the creativeness of this project. To commence with things I would like to take this opportunity to gratefully and humbly thank to Mr. B. M. Sahoo, Ultra Tech Cement, Rawan for being appreciative enough by giving me an opportunity to undertake this project in Ultra Tech Cement, Rawan. It would be my immense pleasure to thank project guide Mr. Hitendra Jha, Ultra Tech Cement, Rawan for his continuous encouragement and support, also I would like to thank Mr. Ajay Kumar Yadav for being a helping hand in completion of this project. Respected guide Mrs. Swati Sharma, Faculty Maharishi Arvind Institute of Science and Management, Ambabari, Jaipur for her undeterred guidance for the completion of the report. I also thank my friends and well-wishers, who have provided their whole hearted support to me in this exercise. I believe that this endeavor has prepared me for taking up new challenging opportunities in future.

EXECUTIVE SUMMARY
The game of economic competition has new rules. Firms should be fast and responsive. This requires responding to customers needs for quality, variety, customization, convenience and timeliness. Meeting these new standards requires a workforce that is technically trained in all respects. To survive and flourish in the present day corporate jungle, companies should invest time and money in upgrading the knowledge and skills of their employees constantly. Here arises the necessity of Training and Development since any company that stops injecting itself with intelligence is going to die. This article is intended to give an insight to one of the primary Human Resource function i.e. Training and Development being followed in ULTRA TECH CEMENT, RAWAN. The document begins with a brief overview, objectives of the study and goes on to elaborate on the need and significance of the study. It proceeds further with the methodologies being followed and how the data is collected, analyzed and interpreted. This is mainly is dealt with and the Company profile is elaborated followed by the Human Resource analysis, Statistical analysis and is concluded with Recommendations and suggestions. In this project, I have learned many things about training and development programs carried out at ULTRA TECH CEMENT, RAWAN.

INDEX

TOPIC: INTRODUCTION OBJECTIVE RESEARCH METHODOLOGY COMPANY PROFILE LITERATURE REVIEW DATA ANALYSIS SUMMARY RECOMMENDATIONS BIBLIOGRAPHY ANNEXURE

INTRODUCTION
The project is all about Training and Development of employees. Human resource management is the management of employees skill, knowledge abilities, talent, aptitude, creativity, ability etc. different terms are used for denoting Human Resource Management. They are labour management, labour administration, labour management relationship, employee employer relationship, industrial relationship, human capital management, human asset management etc. Though these terms can be used differently widely, the basic nature of distinction lies in the scope or coverage and evolutionary stage. ADITYA BIRLA GROUP has its own learning organization. The objective is to create a learning organization. For this, they have a dedicated an Education Center known as POORNATA. The trainings are identified based on the technical, soft-Skills training, management development programs, technology leadership programs and leadership development programs.

individual, organization and customer needs, with employees going in for

In simple terms, training is understood as the process of learning sequence of programmed behavior. Mainly post-employment and off job training is given in training and development.

TRAINING METHODS
Workshops. Video. E-Learning. Direct Discussion. Training Conference. Seminar Conference.

TRAINING PROCESS
PERFORMANCE APPRAISAL GROUP VISION AND STRATEGIES BUSINESS REALITIES

INDIVIDUAL TRAINING NEEDS

GROUP REQUIREMENTS

UNIT REQUIREMENTS

TRAINING NEED ANALYSIS

ANNUAL TRAINING CALENDAR

EXTERNAL TRAINING

BEHAVIORAL TRAINING FUNCTIONAL TRAINING SUPPORTIVE TRAINING

INTERNAL TRAINING

PRE TEST GYANODAYA THIRD PARTY PROGRAM

TRAINING SESSION

SHARING OF LEARNING

POST- TEST

FEED BACK

IMPLEMENTATION OF LEARNING

REVIEW OF TRAINING

QUARTERLY POST TRAINING EVALUATION

YES

GAP IDENTIFIED

NO TRAINING NO

OBJECTIVE OF STUDY
To critically analyze the Training and development program in ULTRA TECH CEMENT with regard:-

Primary Objective:1. To apply theoretical knowledge of Training & Development into practical aspect.

Secondary Objective:1. To critically analyze prevailing training and development program in ULTRA TECH CEMENT. 2. To understand the effectiveness of various training and development programs on employees. 3. To critically analyze training environment & personal relationship between trainer and trainee while training.

RESEARCH METHODOLOGY
In everyday life, every human being has to face many problems viz. social, economic, financial problems. These problems in life call for acceptable and effective solutions and for this purpose, research is required and a methodology applied for the solutions can be found out. Research was carried out at ULTRA TECH CEMENT to found out the Design of Training and Development program

Research objective: To find out the satisfaction of the employees with the training program. To identify areas of improvement in design of training and development program.

Data collection methods: Primary Data

Tools for collecting primary data are as follows: Structured Questionnaire Survey and Observation

Sample plan: The sample plan is a distinct phase of the research process. It refers to the technique or the procedure a research would adopt in selecting items for sample.

Sample population: Population consists of the total respondent.

Sampling technique: In the research random-cum-convenient sampling technique are being used

Sample size:To find out the design of training and Development program. Certain step has been taken which are as follows:-

A. Initial research: Sample size of 30 employees was selected. Parameters for Training and Development program were listed.

B. Preparing a structured questionnaire: Based on the initial research findings, structured questionnaire was prepared. Data was collected from employees with the help of questionnaire.

C. Final Analysis: Accumulate and generalize the data. Various factors. Ending of relationship.

COMPANY PROFILE

THE ADITYA BIRLA GROUP

I want to share with you the burden & anxiety that our success puts on our shoulders. We have a heavy responsibility, which fulfill judiciously. This we must fulfill, with the perception, that to continue to be successful we must remain ever vigilant, open to new ideas, do constant introspection, strengthen our system and our quality of management, inculcate the philosophy of creativity and innovation, think of constant up gradation of technology for cutting costs improving quality.

LATE SHRI ADITYA VIKRAM BIRLA

ABOUT THE GROUP

The Aditya Birla Group is India's 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$ 35 billion conglomerate, with a market capitalization of US$ 14 billion, it is anchored by an extraordinary force of 1,33,000 employees belonging to over 42 different nationalities. Over 60 per cent of its revenues flow from its operations across the world. The Group's products and services offer distinctive customer solutions. Its 72 stateof-the-art manufacturing units and sectoral services span India, Thailand, UAE, Bahrain, Bangladesh, Sri Lanka, Indonesia, Malaysia, Philippines, Egypt, Canada, Australia and China. A premium conglomerate, the Aditya Birla Group is a dominant player in all of the sectors in which it operates. Such as viscose staple fibre, non-ferrous metals, cement, viscose filament yarn, branded apparel, carbon black, chemicals, fertilizers, sponge iron, insulators and financial services. The Group has also made successful forays into the IT and BPO sectors Aditya Birla Group inherently believes in the trusteeship concept of management. Part of the Group's profits are ploughed back into meaningful welfare-driven initiatives that make a qualitative difference to the lives of marginalized people. These activities are carried out under the aegis of the Aditya Birla Centre for Community Initiatives and Rural Development, which is spearheaded by Mrs. Rajashree Birla

UNLOCKING VALUES: Value creation framework Core strength nurtured over the decades Institutionalize: adoption of best practices such as: VBM (Value Based Management system) EVA (Economic Value Added) WCM (World Class Manufacturing) TQM (Total Quality Management) BPR (Business Processing Restructuring) Six Sigma.

LANDMARKS: The Aditya Birla Group, India's first multinational corporation, traces its origins back to the tiny village of Pilani in the Rajasthan desert, where Seth Shiv Narayan Birla started cotton trading operations in 1857. Today, the Group's footprint extends to 42 countries and its revenues are US$ 35 billion.

THE CHAIRMAN OF THE ADITYA BIRLA GROUP

To me, training accelerates the learning process. It develops professional skills, gives greater job satisfaction, promotes Espirit de corps and enhances self-confidence. It will undeniably spawn leaders of tomorrow

Kumar Mangalam Birla Chairman

VISION, MISSION AND VALUES

A vision is an inspired dream that charts an organizations course. A mission defines the path. Values are the guiding principles that anchor an organization. The three are interdependent. Without vision, there is no destination, without mission there is no direction, and without values, there is little character.

Vision
To be a premium global conglomerate with a clear focus on each business.

Mission
To deliver superior value to our customers, society Shareholders, employees and society at large.

Values
Integrity, Commitment, Passion, Seamlessness and Speed.

ULTRATECH INDUSTRIES LIMITED

ULTRATECH Industries Limited, a flagship company of the Aditya Birla Group, ranks among India's largest private sector companies, with consolidated net revenues of Rs 102 billion (FY2006). Starting as a textiles manufacturer in 1948, today Ultratech Cement's businesses comprise Viscose Staple Fibre (VSF), Cement, Sponge Iron, Chemicals and Textiles in all of which the company holds a dominant position. In July 2004, ULTRATECH acquired a majority stake and management control in Ultra Tech Cement Limited, the de-merged cement business of Larsen & Toubro Limited (L&T). One of the largest of its kind, in the cement sector, this acquisition catapulted the Aditya Birla Group at the top of the league in India. The Group's combined capacity stands raised to 52 million tpa, making it top 10 producers of cement globally of which 17.0 million tpa capacity comes from UltraTech and 1.1 million tpa from Shree Dig Vijay Cement Co. Ltd, another subsidiary of Grasim. Between Ultra Tech Cement and its subsidiaries, the Group has 11 composite plants, seven split grinding units, four bulk terminals inclusive of one in Sri Lanka and 10 ready-mix concrete plants. Importantly, it gives the Group a strong national presence, with a leadership position in 17 states.

ULTRATECH CEMENTS, RAWAN, RAIPUR

ULTRATECH Cement Plant at Rawan, District Raipur is a new venture of ULTRATECH Industries Limited. The project was launched in the year 1989 and the production started in the year 1995. This plant is situated in the Chattisgarh State. ULTRATECH CEMENT has adopted the most modern and latest dry process pre-calcinations technology with sophisticated process control instruments obtained from internationally renowned firms.

The Rawan plant of Ultra Tech Cement was commissioned with a capacity of one million tonne per annum (mtpa), which was scaled up the very next year to 1.7 mtpa. The idea was to serve the eastern markets where demand far exceeded supply at that time. But when competition (other cement plants in the Bilaspur cluster) flooded the market with their products, the situation reversed; there was far more supply and not enough demand. In such a scenario, Grasim, though a modern plant with state-of-the-art technology, became a high-cost island. It started losing its competitive advantage and running up losses. Faced with a do-or-die situation, the team launched a revolutionary cost management concept. Ultra Tech Cement, Rawan is amongst the 25 per cent best cement plants in the world in power and fuel consumption. Today, the Ultra Tech Cement team at Rawan is charged to take on more challenges with renewed vigor and focus on the three Cs - cost, customer and competition.

Plant Location:

Location: Rawan 25 Km from Bhatapara and 70 km from Raipur, Chhattisgarh. Rated capacity: 2.06 Million Tons per annum with an upcoming brown field project of 3.45 MTPA capacity. Man power: 425 (180 staff & 245 workmen)

ORGANISATION STRUCTURE OF ULTRATECH CEMENT

UNIT HEAD

FH MINES

FH- TECH

FH- HR P&A

FH- F & C

FH- TPP

HOD- Q & EC

SFTY

HOD-OPN (MINES)

HODMECH

HOD- ER

HOD- F&A

HOD- PROJ.

HOD- HR HODMAINT. HOD(INST.) HODADM&SC HOD-. PROCESS

HODMATRLS.

HOD- TPP

HOD-I.T

HOD - DGPP

HOD-. ELECT.

HODCIVIL

HODPKG.PLT.

HOD-TS& WC

DEPARTMENT AND ITS FUCTIONS:

I. PERSONNEL DEPARTMENT: -

The personnel department plays a vital role in every big & small concern. In ULTRA TECH CEMENT the personnel department look after various important areas like labour or manpower management, interpersonal relationship between staff & workers, issuing identity card to employees of the company, providing help in conducting cultural programs, liaising with government bodies like City police, industrial safety officers etc. Personnel department also maintain the attendance sheet, leave and overtime, wages of plant employees as well as workers. It also maintains the workers welfare & continuously collecting & implementing the suggestions for the plant & employees betterment. Personnel department also deals with the welfare program for improving the living standard of villagers like blood test camp, Kishore Balika camp, family planning camp etc.

II. ADMINISTRATION DEPARTMENT: -

The administration department plays the essential role in every concern at Ultra Tech Cement. This department includes Administration, Security, and Rural Development, Horticulture as well as colony maintenance. In ULTRA TECH CEMENT the security department also looks after the transaction of transport section like arranging vehicle for guests, dispatching & routine checking of incoming & outgoing vehicles. In this department there are 15

persons who are direct employee of the company & up to 80 security officers are hired from security service named SIS. The responsibilities of these officers lie in monitoring the whole plant premises round the clock & maintaining the law & order. Because of this the environment of the whole plant is safe & fearless. The administration department maintains administrative activities for township and plant executes the colony maintenance and looks after club activities and cultural program. It is also responsible for STP operation and maintenance, health care and family welfare programs etc.

III. HUMAN RESOURCE DEPARTMENT :-

The concept behind HR in every organization is to develop the skills of the present human resources by motivating as well as to provide competent person at right place for right job. A good HR Manager uses tools like training and development to their employees in order to motivate them for better performance. In this organization HR is playing vital and stimulating role by following various activities: a) Recruitment and Selection and Induction. b) Training and development. c) Man Power requirement. d) Employee grievances handling. e) Management Information System (MIS). f) Talent Management. g) Occupational Health and Safety. h) Employee reward and recognition.

IV. COMMERCIAL DEPARTMENT:-

a) FINANCE & ACCOUNTS DEPARTMENT-

The Finance & Accounts Department deals with the cash transactions done in the plant. Under this the following activities are done: 1) Bill Passing 2) Employees payment 3) Contractor billing 4) Bank Cashing. 5) Costing. 6) Overhead expenses.

Apart from this Finance department also deals with Taxation & preparing MIS reports, which includes Balance sheet, project budgeting etc.

b) STORES DEPARTMENT: -

The functions of this department are: 1) Releasing indents to the purchase department received from the other department for the procurement of material after checking the desired requirement is available or not.

2) Issuance of material after the inspection and maintain record f stock and scrap disposal. 3) Preparing Min Max report: This report is made in which the material includes that is required frequently in the organization. The order is placed on the following basis: (1) Re-order Level, (2) Safety Level & (3) Ideal level. 4) Making MIS reports.

c) PURCHASE AND RAW MATERIAL DEPARTMENT: -

The function of Raw Material department lies in procurement of raw material required for making cement & these are: 1) Fly ash 2) Coal 3) Slag 4) Gypsum 5) Iron ore fines

Coal is procured from SECL (South Eastern Coal Ltd.). We are taking bituminous type of coal for firing in the kiln. Iron ore fines are taken from Sponge Iron Plant

The functions of Purchase Department are: 1) Floating Enquiries to approved vendor list. 2) Receiving of offers & making comparative charts. 3) Approval for the purchase order of comparative chart by Management. 4) Placing orders and selection and performance monitoring of vendors. 5) Follow up of the material as per the delivery date from the supplier. 6) Checking of bills as per the supply & forwarding it to the accounts & finance department.

In our organization procurement is divided into three sections: 1) Central Purchasing 2) Raipur Office 3) Site Purchasing.

TECHNICAL DEPARTMENT

V) INFORMATION TECHNOLOGY DEPARTMENT: -

Information technology is key department in the organization. It plays a vital role in every organization as it plays in our organization, which results in paper less work. Apart from this IT department also take care of computers related jobs like H/W, S/W & Networking. In our plant there are 150 computers which are entertained by IT department. IT department provides the interconnectivity between the departmental PCs, Email facility. Apart from this IT department has helped in implementing the software SAP version 5.0 which has speed up the work of an individual. It helps in maintenance of al 140 p-4 systems (make HCL & Wipro) hardware and software.

VI. ELECTRICAL & DGPP DEPARTMENT: Electrical & DGPP is the heart of the whole plant. Here Electrical & DGPP department look after the power generation & distribution scheme in the plant, residential areas, mines & conveyor. In our organization the power requirement is 25 MW and ongoing expansion of 30 MW, which is being fulfilled by two ways:

1) Grid Supply 2) DG Sets

1) Grid Supply: In this our organizations have a contract with C.G.EB for the power supply of 17 MW & remaining power supply is being fulfilled by DG sets that is 6 MW. To take grid supply we have a separate switchyard from where we can take 132 KV supply & step down it to 6.6 KV using step down transformer. 2) (28MVA/32MVA). Here we have some H.T. Motors, Drives & Transformers that require direct 6.6 kV supply as an incoming supply. 3) DG Sets: We have three DG sets of 6 MW each. It is our secondary source of Power supply. These DG sets are placed in our DGPP section & at a time only two DG sets can be run simultaneously.

In this context the role of Electrical department lies in checking of correct unit of power supply & maintenance of DG sets. Maintenance of DG sets is carried out on the basis of predefined running hours. Apart from this, the electrical Department is carrying out maintenance of other electrical drive equipments. To maintain the electrical switchyard of Chhattisgarh Electricity Board.

VII. MECHANICAL DEPARTMENT: This department looks after the mechanical maintenance throughout the plant. It plans for preventive maintenance and execute it. It is also responsible for running all the machines in plant.

VIII. INSTRUMENTATION DEPARTMENT: Instrumentation is the integral part of the manufacturing process. Field instruments installed at different locations are to provide data to control room operator through DCS for the purpose of monitoring the process. Logics and limits predefined in DCS take the best decision about the health of the machine. This department is responsible for the repair and maintenance of the field of instruments. It is also responsible to look after the control system and various measurement devices used in plant at different location to make the process flow easy and controllable .

IX. PROCESS DEPARTMENT: This department maintains the planning and production of cement as per the Marketing Department. So looks after the quality of production with the help of Q & EC department. It also gives operating parameter to CCR for production. Thus, it operates plant machines in such a way, to get maximum production.

CEMENT MANUFACTURING PROCESS

MINES

RAWMILL

KILN AND PREHEATER

GYPSUM

POZZOLONA COAL MILL

COOLER CEMENT MILL (CLINKER)

PACKING PLANT

X. QUALITY CONTROL AND ENVIRONMENT DEPARTMENT: The Q & EC department maintains the statutory & regulatory requirement related with the environment & quality of plant product. To maintain the environment of the plant free of dust & suspended particles Electrostatic Precipitator, Bag filters in various areas in the plant & dust sampling, measuring & monitoring equipments in various points from where dust & very tiny particles can be spread are used. With the help of these we can measure, monitor & control the pollution in the plant. We have sewage treatment plant & at all most water taking points provided with water filtration equipments (Zero-B). In general Q & EC department look over the various section like wise:1) Quality Management 2) Environment Management 3) Material Handling 4) Interact with the market.

XI. PACKING PLANT DEPARTMENT: Packing plant is essential part of all the cement industry. They are responsible for packing of cement into bags. Electronic packers are used to fill bags, a number of brands have been manufactured in our plant and it is also responsible for maintenance of storage of cement in silos. Order booking is done through logistics department.

XII. CIVIL DEPARTMENT: In civil department there are five basic functions are performed. These functions are:1) Plant maintenance: Under this maintenance such as painting, repair of any damage structure. 2) Projects related work: In this plant experts monitor all type of huge civil construction but contractor does the work. 3) Plant Railway Track maintenance 4) Township & Mines: In this repair, maintenance & construction work of mines & township area are covered. 5) Fabrication & Extension: In this the extension work as well as fabrication work inside the plant or outside the plant are done and monitored by the civil personnel.

XIII. TECHNICAL SERVICES AND WCM DEPARTMENT: Technical Services and WCM is a structured approach towards overall manufacturing and business excellence. Vision, Mission, Passion, Strategy, Leadership, Mindset, Culture, Team inspiration and Competition are main objectives of WCM. It sees that plant follows best practices like TPM, TQM etc. It also checks out the application of various policies for organizational development of plant like:

 ISO 9001: 2000 Quality and System. ISO 14001: Environment. OHSAS 18001: Occupational Health and safety. SA 8000: Social accountability. ISMS 27001

XIV. PROJECT DEPARTMENT: This department looks after all the project related works of the organization and improves the present capacity for better output. It plans for new projects, works n the existing and running projects in the direction of successful completion of the project. It implements the work with the suggestions and advices of the concerned department.

XV. MINES DEPARTMENT: Mines are the essential part of any cement plant, because to prepare cement we required mines fulfill limestone & that. In our plant, daily requirement of limestone is 4300 Tonnes, but due to some rejection percentage it is taken out 1.5 times more than what it is required. Here the quality of limestone is maintained at 106 & we have five benches having different values of LSF as listed below:

BED SR. NO. 8 BEBEF 7 9

DEPTH (MTR) 100 90-100 110-115

LSF 1 2 3

BED SR. NO,

100-102

To acquire the desired value of LSF we mix or blend the raw limestone in different percentage. Another factor is to maintain is the composition of different matters in blended raw material as below:
COMPOSITION % TAG

Cao
Sio2 Al2O3 Fe2O3

43.5
12.6 3.3 2.2

In mines area few key works are done with complete safety that are:

1) Remove O.B. (Over Burden) 2) Surface Leveling 3) Drilling 4) Blasting 5) Dozing 6) Transportation 7) Crushing.

XVI. SAFETY DEPARTMENT: Safety Department works for increasing the probability of man, material and equipments safety. It conducts safety rounds in the plant to monitor the usage of personal protective equipments. It also organizes training programs to educate employees on safety and safe work practices. It ensures safe work condition of employees their work practices and safety appliances.

ADITYA BIRLA GROUPs GLOBAL PRESENCE

GROUPS MANUFACTURING OPERATION SPREAD OVER 8 COUNTRIES NAMELY: AUSTRALIA CANADA EGYPT INDIA INDONESIA MALAYSIA PHILLIPINES THAILAND

GROUP TRADING OPERATION SPREADOVER ACROSS 12 COUNTRIES NAMELY:

CHINA DUBAI EGYPT ENGLAND HONGKONG

INDIA

MALAYSIA RUSSIA SINGAPORE SWITZERLAND UNITED STATES OF AMERICA VIETNAM

LITERATURE REVIEW

Meaning of HUMAN RESORCE MANAGEMENT

Human Resource plays a crucial role in the development process of the modern economics. ARTHUR LEWIS observed

There are great differences in development between countries which seem to have roughly equal resources, so it is necessary to enquire into the difference in human behaviors
Human resource management is the management of employees skill, knowledge abilities, talent, aptitude, creativity, ability etc. different terms are used for denoting Human Resource Management. They are labour management, labour administration, labour management relationship, employee employer relationship, industrial relationship, human capital management, human assent management etc. Though these terms can be used differently widely, the basic nature of distinction lies in the scope or coverage and evolutionary stage. In simple sense, human resource management means employing people, developing their resources, utilizing, maintaining and compensating their services in tune with the job and organizational requirements.

Functions of HUMAN RESOURCE Management

Administration:
Strategic planning, organizational evaluation, County Board relations, policy recommendations, supervision of department staff

Benefits:
Health insurance, dental insurance, life insurance, disability insurance, retirement benefits, vacation, sick leave, paid holidays, section 125 plan, donor program, educational incentive, uniform allowance, and others.

Compensation:
Salary and benefit surveys, job evaluation, job descriptions evaluation, job descriptions

Employee relations:
Disciplinary processes, incident investigations, complaint/grievance procedures, labor-management relations.

Employee services:
Enrollment in benefits, employee discounts for recreational spots, resolution of enrollment or claim problems, employee newsletter. Educational assistance, employee service awards

Fiscal:
Staffing budgets, departmental budget, accounts payable, insurance receivables, insurance fund management, total package costing.

Health and Safety:

Employee assistance, workers compensation claims, drug testing, safety compliance and training.

Leaves of absence:
State and/or Federal Family and Medical Leave rights, County approved leaves of absence, rights upon return to work, light duty assignments for temporary periods.

Payroll administration:
Computer- based or manual evaluation systems, supervisory training, compliance with timeliness standards.

Performance appraisal:
Employee files, litigation files, payroll records, safety records and other administrative files.

Record-keeping:
Job posting, advertising, testing administration, employment interviews, background investigations, post-offer employment testing.

Recruitment:
Recruitment is defined as a process to discover the sources of manpower to meet the requirement of the staffing schedule and to employ effective measures fir meet the requirement of the staffing schedule and to employ to employ effective measures for attracting the manpower in adequate numbers to facilitate effective selection of an effective workforce.

Selection:
After identifying the sources of human resources, searching for prospective employees and stimulation helps to apply for jobs in an organization, the and at the right time. management has to perform the function of selecting the right man at right job

Separations and terminations:

Rights upon termination of employment, severance benefits, unemployment compensation, exit interviews.

Training and development:

County-wide needs assessment, development of supervisory and management skills, employee training and workshops. Benefits orientation for new and transferring employees, Supervisory newsletter.

Salary and benefits:

Salary/wage plans, employee benefits.

Importance of Human Resource Management

1. Attract highly qualified and competent people. 2. Ensure thats the selected candidate stays longer with the company. 3. Make sure that there is match between cost and benefit. 4. Helps the organization to create more culturally diverse workforce.

Whereas, the poor quality of selection means extra cost on training and supervision. Further in more, when recruitment fails to meet organizational needs traditional wages and salary relationship in organization, resulting in for talent, a typically response is to raise entry level pay scales. This can distort unavoidable consequences. Thus the effectiveness of the recruitment process can HR activates and their ultimate success.

play a major role in determining the resources that must be expended on other

HUMAN RESOURCE DEVELOPMENT

This department looks after the needs and Requirement of the present employees. This department includes number of functions which are as follows:-

1. Training and Development it includes technical, soft skills and process related training.

2. Process and policies it contains all the rule and regulations that need to be followed by the employees.

3. Appraisal and increment- it is in the formal feedback to the employees about their performance and the conduct of work.

4. Induction-involves the information to the new employees about the company, job, departments etc. 5. Motivational activities and entertainment- involves motivating the employees to improve their productivity.

6. Roles and responsibilities-that every individual employee needs to fulfill. 7. Key Result Area (KRA) it is the measurement quantifiable of output for the roles of responsibilities.

8. Employee separation- includes resignation and dismissal. 9. Joining formalities- take place when a new employee joins the company. 10. Computerization. 11. Helpdesk. 12. Employee verification-take place at the time of joining of the new employee. 13. Surveys 14. Project trainees 15. Counseling and grievance handling-both are different as counseling is basically helping out in personal problems whereas, grievances handling involves the handling of the complains that the employees has towards the management

All the above head are included in the human resource development and involves the overall development of individual employees

TRAINING AND DEVELOPMENT

Every organization needs to have well trained and experienced people to perform meet this requirement training is not important but when that is not the case if it

the activities that have to be done. If the current or potential job occupant can is necessary to raise the skills levels and increase the versatility and adaptability development are not only an activity thats desirable but also an activity thats an work force.

of employees. As the job becomes more complex, the important of employees organization must commit resources to if it is maintain a viable and knowledge

You can have the grains, the greatest business model in the world and the best system, but if your people cant handle the growth, you will not find that they have got a good training program and it is a part of their culture. Historically, training and development in many organizations have had relatively short term aim of enhancing current on the job performance with the important exception of succession planning arrangement for the potential senior managers

of the future. More recently, however, changes in the product market environment, the introduction of new technology and changes in the organization characteristics have all had the effect of raising the profile of training and development in both the HRM literature and practice.

Training is always a means to an end and not an end to itself. Unless it leads to resources, these valuable resources are in terms of fundamental importance.

the effective performance of work it inevitably incurs a waste of valuable

In other words training improves, changes, molds the employees knowledge skills behavior aptitude and attitude towards the requirement of the job and organization. Training refers to the teaching and learning activities carried on for

the primary purpose of helping member of an organization, to acquire and apply the knowledge, skills, abilities and attitude needed by a particular job and organization.

Organization and individuals should develop and progress simultaneously for

their survival and attainment of mutual goals. So every modern management has to develop the organization through human resource development. Employee training is the important sub- system of human resource development. Employee training is a specialized function and is one of the functional operative functions for human resource management.

Meaning
After an employee is selected, placed and introduced he or she must be provided with training facilities. Training is the act of increasing the knowledge and skill of an employee doing a particular job. Training is short-term educational process and utilizing a systematic and organized procedure by which employee learns technical knowledge and skill for a definite purpose.

According to DALE S. BEACH:The organized procedure by which people learn knowledge and skills for a

definite purpose

In other words training improves; changes mold the employees knowledge skill, behavior aptitude, and attitude towards the requirement of the job and organization. Training refers to the teaching and learning activities carried on for

the primary purpose of helping members of an organization, to acquire and apply the knowledge, skills , abilities and attitudes needed by a particular job and organization.

According to JOHN P. JKENNY

Training an individual means helping him to learn how to carry his present job satisfactorily. Development can be defined as preparing the individual for a future

Thus, training and development bridges a gap between job requirement and our character could be build up and character plays quite a vital role in shipping which could be attributed some significant meaning in the following manner:

employees present specification. It is exactly on the foundation of the studies that our career and destiny. The word training consists of eight letters, to each of

T - Talent and tendency (strong and determined) R - Reinforcement (something positive to be reinforced into memory and system again and again, until it becomes a spontaneous affair) A - Awareness (with which one can easily take long strides progress) I - Interest (which is invariably accompanied by excitement and enthusiasm)

N Novelties (the new things, the like of which would sustain our interest and fill our heart with thrills and sensation)
I Intensity (the training instilled into trainees mind must acquire experience oriented intensity) N Nurturing (it does refer to incessant nurturing of talent, which otherwise would remain latent and dormant) G Grip (a fine grip over the situation solve multiple problems and enables on to acquire a practical and programmatic approach along with all tricks and tactics to achieve success after success in ones endeavors). Thus training bridges the difference between job requirement and employees present specification.

IMPORTANCE OF TRAINING

The importance of human resource management to a large extent depends on human resource development. Training is the most important technique of human resource development. No organization can get candidates who exactly important to develop the employees and make him suitable to the job.

match with the job and the organizational requirements. Hence training is

Job and organizational requirement are not static they are changed from time to quality and productivity management (TQPM) the objectives of the TQPM can be achieved only through training as training develops human skills and efficiency. Trained employees would be valuable assets to an organization. Organization training. Organization objective like viability, stability and growth can also be of management control.

time in view of technology advancement and change in the awareness of total

efficiency, productivity, progress and development to a greater extent depend on achieved through training. Training is important as it constitute significant part

BENEFITS OF TRAINING
For Organization:
o Leads to improved profitability and or more positive attitude towards profits orientation

o Improves the job knowledge and skills at all level of the organization o Improves the morale of the workforce o Helps people to identity the organizational goal o Helps to create a better corporate image o Faster authenticity, openness and trust o Improves the relationship between boss and subordinate o Aids in understanding and carrying out organizational policies

Benefits to individual:

o Helps the individual in making better decision and effective problem solving.

o Through training and development, motivational, variables of recognition, achievement, growth, responsibility and advancement and internalized and operationalized.

o Aids in encouraging and achieving and self-development and selfconfidence.

o Helps to handle stress, tension, frustration and conflict. o Increase job satisfaction and recognition. o Move a person towards personnel goal and development of skills. o Benefits in personnel and human relationship. o Improves communication between groups and individual. o Aids in orientation for new employee and those taking new job through transfer and promotion.

o Improves interpersonal skills. o Improves morale. o Builds cohesiveness. o Provide a good climate for learning growth and coordination. o Makes organization better place to work and live.

NEED FOR TRAINING

Every organization big or small productive or non-productive, economic or social, old or newly established should provide training to all employees organization can choose whether or not train employees . irrespective of their qualification, skills, suitability for the job etc. thus no

Training is not something that is done once to new employees it is used continuously in every well run established. Further technological changes automation require up dating the skills and knowledge. As such an organization reasons:

has to retrain the old employees. The need of training arises due to following

1. To match the employee specification with the job requirement and organizational needs.

2. For organizational viability and transformation process. 3. It is good for technological advancement. 4. Decreases organizational complexity. 5. Improves human relations.

FOLLOWING FLOW CHART SHOWS WHAT TRANSFORMATION WE TRY TO ACHIEVE THROUGH TRAINING:-

What is?
Corporate or functional results. Knowledge or skill possessed. Actual performance of individual.

What should be?

Corporate of functional standards. Knowledge and skill required. Targets of standards of performance.

LITERATURE REVIEW

METHODS OF TRAINING
There are various methods of training. The choice of any training methods

depend upon several factors like cost of training, number of worker, depth of

knowledge required, background of the trainees, purpose of training and so on.

The training methods may be divided into two groups: On the job training Off the job training

On the job training: The most important type of training is training on the job. The experience of the actually doing something makes a lasting impression and has reality that other types cannot provide this training is for everybody from clerk to company president.

INTERNSHIP AND APPRENTICESHIP

VESTIBULE SCHOOL

ON THE JOB TRAINING

COACHING

JOB ROTATION

SIMULATION

ON THE JOB TRAINING IS DIVIDED INTO DIFFERENT GROUP They are as:

Vestibule training: This method attempts to duplicate on the job situation in accompany classroom. It is classroom training, which is often imparted with the help of the equipment and machine, which are identical with those in use in the place

of work. It is very efficient method used to train semiskilled personnel, particularly when many of the employees have to be trained for the same kind of work at same time. It is also save costly machines from being damaged by mishandling of the untrained workers.

 Apprenticeship training: Apprenticeship training programme tends towards more education than on the job training or vestibule training here major part of the training time is spent on the job productive work. Each apprentice is given a programme efficient training and skills.

of assignment according to a predetermined schedule, which provides for

Simulation: It is extension of vestibule training. The trainee works in the closely the job practice is expensive, might result in serious injury and a costly error.

duplicated real job condition. This is essential in cases in which actual on

Demonstration and examples: Here the trainer describes and demonstrates how to do a certain work. He why, how and what of what he is doing.

performs the activity himself going through a step-by-step explanation of the

Coaching: Under this method the supervisor imparts job knowledge and skill to his subordinate. The emphasis in coaching is on learning by doing.

 Under study: The supervisor gives training to a subordinate as his under study or assistant.

The subordinate learn through experience and observation. It prepares the subordinate to assume the responsibility of superior job in case superior leave the organization.

Job rotation: The purpose of position rotation is to broader and background the trainee in various job. The trainee is periodically rotated from job to job instead of sticking to one job only so that he acquires practical knowledge of different

job that is diversified knowledge. Job rotation is thus used by many organizations for all-round personality development of worker and more adaptability in them.

Off the job training are as follows:-

Lectures:-

It is regarded as one of the simplest ways of imparting knowledge to the trainee, solving abilities are to be taught, lectures are supplemented with discussion, film shows, case studies, role playing etc.

especially when facts, concepts or principles attitude, theories and problem

Case Study:Under this method, a real business problem of the situation demanding solution, is presented to the group and members who are to be trained to identify the problems present, they must suggest various alternatives for tackling them, solution.

analyze them and find out their comparative suitability and decide .The best

Conference and Seminars: A conference is basic to most participative group centered method of matter and on the active participation of the members involved.

development. It led emphasis on small group discussions on organized subset

DESIGNING A TRAINING PROGRAMME

IDENTIFICATION OF TRAINING NEEDS Organizational analysis Task analysis Human resource analysis

SETTING TRAINING OBJECTIVE

ORGANIZATION OF TRAINING PROGRAMME Trainee & instructor Period of training Training methods & material

EVALUATION OF TRAINING RESULTS

DIFFERENCE BETWEEN TRAINING AND DEVELOPMENT:TRAINING:1. Training means learning skills and knowledge for doing a particular job. It increases job skills.

2. The term training is generally used to denote imparting specific skills among operative workers and employees.

3. Training is concern with maintaining and improving current job performance. Thus, it has short-term perspective.

4. Training is job centered in nature. 5. The role of trainer or supervisor is very important in training.

AREA Content

TRAINING Technical skills and knowledge

DEVLOPMENT Managerial and behavioral skills and knowledge Conceptual and general knowledge Long term Mostly for managerial Personnel

Purpose

Specific job related

Duration For whom

Short term Mostly technical and nonmanagerial Personnel

DEVELOPMENT:1. Development means the growth of an employee in all respects. It shapes attitudes.

2. The term development is associated with the overall growth of the executives. 3. Executive development seeks to develop competence and skill for future performance. Thus it has a long-term perspective.

4. Development is career centered in nature. 5. All development is self-development. The executives have to be internally motivated for self-development.

Benefits of Training: Training creates a feeling of confidence in the minds of workers. It gives a feeling of safety and security to them at work place.

Training develops skill, which serves as valuable personal asset of worker. It remains permanently with the worker himself.

Training provides opportunity for quick promotion and sells development. Training helps in earnings higher remuneration and other monetary benefits to the workers as their productivity increases.

Training develops adaptability among workers. They dont worry when work procedures and methods are changed.

Trained workers handle machines safely. They also know the use of various safety devices in the factory. Thus, they are less prone to accidents.

Minimizes learning cost. Increases the commitment of employees by encouraging them to identify with the mission and objectives of the organization.

Provides higher levels of service to the customer. Help to develop a positive culture in the organization, one for example, that is oriented towards performing improvement.

HOW TO MAKE TRAINING EFFECTIVE?

Action on the following lines needs to be initiated to make training practice effective:-

1. Ensure that the management commits itself to allocate major resources and adequate time to training.

2. Ensure that training contributes to competitive strategies of the firm. Different strategies need different HR skills for implementation. Let training helps employees at all levels acquire the needed skills.

3. Ensure that a comprehensive and a systematic approach to training exist, and training and retraining are done at all levels on a continuous and ongoing basis.

4. Make learning one of the fundamental values of the company. Let this philosophy percolate down to all employees in the organization.

5. Ensure that there is proper linkage among organizational, operational and individual training needs.

6. Create a system to evaluate the effectiveness of training.

Legal aspect of Training:

Confirm claims of skill & experience for all applicants.

Reduce the risk of harm by extensive training of employees who work with dangerous equipment, materials or process.

Ensure that the training includes procedure to protect third parties health and safety (including that of other employees).

Evaluate the training activity to determine its effectiveness in reducing negligence risk.

DATA ANALYSIS

Q.1. Have you been imparted any training during last three years?
30 25 20 15 10 5 0 Yes No

Series1

Interpretation:-

24 employees among 30 agreed that they have been imparted training during last three years and 6 people said that they have not gone through any training sessions.

Q.2. a) Training courses available at ADITYA DISHA (e- learning) is instrumental for skill up-gradation/learning.

18 16 14 12 10 8 6 4 2 0 Can't Say Strongly Disagree Disagree Agree Strongly Agree

Series1 Series2

Interpretation:-

13 employees agree that the E- Learning available at ADITYA DISHA is instrumental for skill up gradation whereas 17 employees strongly agree upon it.

Q.2. b) Improved employee orientation/ induction of the organization due to training.

14 12 10 8 6 4 2 0 Can't Say Strongly Disagree Disagree Agree Strongly Agree Series1 Series2

Interpretation:-

4 employees strongly disagreed that training improves employee orientation/ induction of the organization, 12 employees disagreed to it whereas 8 employees strongly agreed to it and 6 employees didnt give any opinion on this.

Q.2. c) Effectiveness of the training is being exhibited in the work place after imparting the training.

30 25 20 15 10 5 0 Can't Say Strongly Disagree Disagree Agree Strongly Agree Series1 Series2

Interpretation:-

25 people agreed that after imparting training its effectiveness is being exhibited in the work place whereas 5 employees disagreed upon it. Q.2.d) Highly satisfied with the safety initiatives and training plan.

16 14 12 10 8 6 4 2 0 Can't Say Strongly Disagree Disagree Agree Strongly Agree Series1 Series2

Interpretation:-

4 employees strongly disagreed upon the satisfaction with the safety initiatives and training plan and 14 employees agree upon it whereas 12 employees strongly agree upon it.

Q.2.e) Team spirit and team management have been improved due to training.
18 16 14 12 10 8 6 4 2 0 Can't Say Strongly Disagree Disagree Agree Strongly Agree Series1 Series2

Interpretation:-

2 employees strongly disagreed that training improves team spirit and team management , 2 employees disagree upon it, 16 employees agree upon it whereas 4 employees strongly agree upon it and 6 employees didnt give any comment upon this.

Q.2.f) Leadership qualities have been enhanced due to training.

18 16 14 12 10 8 6 4 2 0 Can't Say Strongly Disagree Disagree Agree Strongly Agree Series1 Series2

Interpretation:-

4 employees strongly disagreed that training enhances leadership qualities, 2 employees disagreed whereas 16 employees agreed upon it, 4 employees strongly agreed upon it and 4 employees didnt give any comment upon this.

Q.3. While going through performance reviews, whether your training needs are discussed /identified.
16 14 12 10 8 6 4 2 0 Can't Say Strongly Disagree Disagree Agree Strongly Agree

Series1 Series2

Interpretation:-

4 employees disagreed that their training needs are discussed/identified while going through performance reviews, 14 employees agreed that their training needs where identified while going through performance reviews whereas 12 employees strongly agree upon it. Q.5. According to you which of your personality traits is mostly developed during training program and also rate the program?

a) TECHNICAL SKILLS
16 14 12 10 8 6 4 2 0 Can't Say Strongly Disagree Disagree Agree Strongly Agree

Series1 Series2

Interpretation:-

14 employees strongly disagree that technical skills is mostly developed during training program, 4 employee disagree with this whereas 2 employees strongly agree upon it and 10 employees didnt give any opinion on it.

b) ANALYTICAL SKILLS
18 16 14 12 10 8 6 4 2 0 Can't Say Strongly Disagree Disagree Agree Strongly Agree Series1 Series2

Interpretation:-

4 employees disagree that analytical skills are mostly developed during training program, 16 employees agree with this whereas 6 employees strongly agree upon it and 4 employees didnt give any opinion. c) BEHAVIORAL SKILLS
18 16 14 12 10 8 6 4 2 0 Can't Say Strongly Disagree Disagree Agree Strongly Agree Series1 Series2

Interpretation:-

4 employees disagree that behavioral skills are mostly developed during training program, 16 employees agree with this whereas 10 employees strongly agree upon it.

d) REASONING SKILLS
25 20 15 10 5 0 Can't Say Strongly Disagree Disagree Agree Strongly Agree Series1 Series2

Interpretation:-

4 employees disagree that reasoning skills are mostly developed during training program, 22 employees agree with this whereas 4 employees strongly agree upon it.

e) TIME MANAGEMENT SKILL

14 12 10 8 6 4 2 0 Can't Say Strongly Disagree Disagree Agree Strongly Agree Series1 Series2

Interpretation:-

10 employees disagree that time management skills are mostly developed during training program, 12 employee agree with this whereas 2 employees strongly agree upon it and 6 employees didnt give any opinion.

f) COMMUNICATION SKILLS
25 20 15 10 5 0 Can't Say Strongly Disagree Disagree Agree Strongly Agree Series1 Series2

Interpretation:-

21 employees agree that communication skills are mostly developed during training program whereas 9 employees strongly agree upon it.

g) LEADERSHIP SKILLS
16 14 12 10 8 6 4 2 0 Can't Say Strongly Disagree Disagree Agree Strongly Agree Series1 Series2

Interpretation:-

2 employees disagree that leadership skills are mostly developed during training program, 14 employees agree with this whereas 5 employees strongly agree upon it and 9 employees didnt give any opinion.

h) ATTITUDE BUILDING SKILLS

25 20 15 Series1 10 5 0 Can't Say Strongly Disagree Disagree Agree Strongly Agree Series2

Interpretation:-

20 employees agree that attitude building skills are mostly developed during training program, whereas 3 employees strongly agree upon it and 7 employees didnt give any opinion.

i) SUPERVISORY SKILLS
16 14 12 10 8 6 4 2 0 Can't Say Strongly Disagree Disagree Agree Strongly Agree Series1 Series2 Series3

Interpretation:-

15 employees agree that supervisory skills are mostly developed during training program whereas 7 employees strongly agree with this and 4 employees didnt give any opinion.

j) HEALTH AND SAFETY SKILLS

20 15 10 5 0 Can't Say Strongly Disagree Disagree Agree Strongly Agree Series1 Series2

Interpretation:-

19 employees agree that health and safety skills are mostly developed during training program whereas 11 employees strongly agree with it.

Q.6. Do the training imparted helps you to attain the goals of your organization?
25 20 15 10 5 0 Can't Say Strongly Disagree Disagree Agree Strongly Agree Series1 Series2

Interpretation:-

20 employees agreed that the training imparted helps to attain the goals of the organization, whereas 7 employees strongly agree upon it and 9 employees didnt give any opinion on it.

Q.7.Whether the training opportunities are available to everyone in your unit?

18 16 14 12 10 8 6 4 2 0 Can't Say Strongly Disagree Disagree Agree Strongly Agree

Series1 Series2

Interpretation:-

16 employees agree that the training opportunity is available to everyone in the unit whereas 14 employees strongly agree with it.

Q.8. Do the training program helps to understand your subordinates and resolve their conflicts?
25 20 15 10 5 0 Can't Say Strongly Disagree Disagree Agree Strongly Agree Series1 Series2

Interpretation:-

22 employees agreed that the training program helps to understand your subordinates and resolves their conflicts whereas 5 employees strongly agree upon it and 3 employees didnt give any opinion on it.

Q.9. Are the training programs effective in planning and developing strategic objective?
20 15 10 5 0 Can't Say Strongly Disagree Disagree Agree Strongly Agree Series1 Series2

Interpretation:-

4 employees disagree that training program are effective in planning and developing strategic objectives, 17 employees agree with this whereas 5 employees strongly agree upon it and 4 employees didnt give any opinion.

Q.10.Which method of training do you feel would be most effective? a) Workshop

30 25 20 15 10 5 0 Not very effective Somewhat effective Very effective Series1 Series2

Interpretation:-

6 employees found workshop as somewhat effective mode for imparting training whereas 24 employees found it very effective mode for training.

b) Video

16 14 12 10 8 6 4 2 0 Not very effective Somewhat effective Very effective

Series1 Series2

Interpretation:-

4 employees found video as not very effective mode for imparting training whereas 15 employees found it somewhat effective mode for training and11 employees found it as a very effective mode for imparting training.

c) E- learning
14 12 10 8 6 4 2 0 Not very effective Somewhat effective Very effective Series1 Series2

Interpretation:-

13 employees found e-learning as not very effective mode of training, 13 employees found it somewhat effective mode for training whereas 4 employees found it very effective mode for training.

Q.11. Are you satisfied with the quality of training facilities?

16 14 12 10 8 6 4 2 0 Can't Say Strongly Disagree Disagree Agree Strongly Agree Series1 Series2

Interpretation:-

7 employees disagreed regarding the satisfaction level of training, 14 employees agreed to it whereas 7 employees strongly agreed to it and 2 employees didnt give any opinion.

Q.13.Your expectations are satisfactorily addressed by the training program you attend?
20 15 10 5 0 Can't Say Strongly Disagree Disagree Agree Strongly Agree Series1 Series2

Interpretation:-

19 employees agreed regarding the satisfaction of expectations addressed by training program, 7 employees strongly agreed to it whereas 4 employees didnt give any opinion.

FINDINGS

FINDINGS
24 employees among 30 agreed that they have been imparted training during last three years and 6 people said that they have not gone through any training sessions. 13 employees agree that the E- Learning available at ADITYA DISHA is instrumental for skill up gradation whereas 17 employees strongly agree upon it. 4 employees strongly disagreed that training improves employee orientation/ induction of the organization, 12 employees disagreed to it whereas 8 employees strongly agreed to it and 6 employees didnt give any opinion on this. 25 people agreed that after imparting training its effectiveness is being exhibited in the work place whereas 5 employees disagreed upon it. 4 employees strongly disagreed upon the satisfaction with the safety initiatives and training plan and 14 employees agree upon it whereas 12 employees strongly agree upon it. 2 employees strongly disagreed that training improves team spirit and team management, 2 employees disagree upon it, 16 employees agree upon it whereas 4 employees strongly agree upon it and 6 employees didnt give any comment upon this. 4 employees strongly disagreed that training enhances leadership qualities, 2 employees disagreed whereas 16 employees agreed upon it, 4 employees strongly agreed upon it and 4 employees didnt give any comment upon this.

4 employees disagreed that their training needs are discussed/identified while going through performance reviews, 14 employees agreed that their training needs where identified while going through performance reviews whereas 12 employees strongly agree upon it. 14 employees strongly disagree that technical skills is mostly developed during training program, 4 employee disagree with this whereas 2 employees strongly agree upon it and 10 employees didnt give any opinion on it. 4 employees disagree that analytical skills are mostly developed during training program, 16 employees agree with this whereas 6 employees strongly agree upon it and 4 employees didnt give any opinion. 4 employees disagree that behavioral skills are mostly developed during training program, 16 employees agree with this whereas 10 employees strongly agree upon it. 4 employees disagree that reasoning skills are mostly developed during training program, 22 employees agree with this whereas 4 employees strongly agree upon it. 10 employees disagree that time management skills are mostly developed during training program, 12 employee agree with this whereas 2 employees strongly agree upon it and 6 employees didnt give any opinion. 21 employees agree that communication skills are mostly developed during training program whereas 9 employees strongly agree upon it.

2 employees disagree that leadership skills are mostly developed during training program, 14 employees agree with this whereas 5 employees strongly agree upon it and 9 employees didnt give any opinion. 20 employees agree that attitude building skills are mostly developed during training program, whereas 3 employees strongly agree upon it and 7 employees didnt give any opinion. 15 employees agree that supervisory skills are mostly developed during training program whereas 7 employees strongly agree with this and 4 employees didnt give any opinion. 19 employees agree that health and safety skills are mostly developed during training program whereas 11 employees strongly agree with it. 20 employees agreed that the training imparted helps to attain the goals of the organization, whereas 7 employees strongly agree upon it and 9 employees didnt give any opinion on it. 16 employees agree that the training opportunity is available to everyone in the unit whereas 14 employees strongly agree with it. 22 employees agreed that the training program helps to understand your subordinates and resolves their conflicts whereas 5 employees strongly agree upon it and 3 employees didnt give any opinion on it. 4 employees disagree that training program are effective in planning and developing strategic objectives, 17 employees agree with this whereas 5 employees strongly agree upon it and 4 employees didnt give any opinion.

6 employees found workshop as somewhat effective mode for imparting training whereas 24 employees found it very effective mode for training. 4 employees found video as not very effective mode for imparting training whereas 15 employees found it somewhat effective mode for training and11 employees found it as a very effective mode for imparting training. 13 employees found e-learning as not very effective mode of training, 13 employees found it somewhat effective mode for training whereas 4 employees found it very effective mode for training. 7 employees disagreed regarding the satisfaction level of training, 14 employees agreed to it whereas 7 employees strongly agreed to it and 2 employees didnt give any opinion. 19 employees agreed regarding the satisfaction of expectations addressed by training program, 7 employees strongly agreed to it whereas 4 employees didnt give any opinion.

LIMITATIONS

LIMITATIONS
1. The sample collected is very small compared to the population of the company. Thus it may not bring out the exact analysis. 2. Some of the respondents did not react favorably to the questionnaires. 3. It is possible that respondents might have tried to maintain consistency in terms of their responses. 4. Time of 4-6 weeks are also very less for the study.

CONCLUSION

CONCLUSION
1. The training and development activities are needed in the organization development for future growth. because most of the employees are interested to take training and

2. Thus, it is clear that training and development activities are needed for employees performance and organizational development.

3. It is clear that company uses various methods for training purposes. advanced and effective methods for training and development.

Conclusion is that company should even try to come up with more

4. Training and development program should be made on actual needs of the employees and organization.

5. Training and development should make compulsory for new employee and old employee.

6. From the questionnaire it was found that e-learning at ADITYA DISHA proved beneficial for skills up-gradation/learning. 7. Training and development program should be more frequently on timely basis.

8. Training and development should make compulsory for new employee and old employee.

RECOMMENDATIONS

RECOMMENDATIONS
1. In order to achieve excellence in training and development program, it is advisable to further improve the quality level of trainers that in term will be beneficial for both employees and organizations.

2. After providing the training its effectiveness should be measured by reviewing

their performances and then rewarding them according to it so that the employees and the organization itself.

employee get motivated and the others too which would be fruitful to the

3. Include 360 degree feedback, action learning sets, confidence building, presentation and interview skills and creative thinking in programs.

4. Redefine success and challenge traditional models of a successful person which are often based on historical stereotypes.

5. Consider a modular training program for new graduate entrants to enable them to gain a wide range of experience over a set time frame, say, 2 years, supported by training in-house and externally. 6. Provide development program for support staff to improve numeracy and literacy as well as confidence and service delivery. This can result in better working relationships between managers and staff, with paperwork being completed more accurately.

7. Tailor programs for different groups of staff to accommodate their specific work patterns and interests.

8. Provide online toolkits with literature and top tips for staff, along with access to relevant news articles and video presentations.

BIBLIOGRAPHY

BIBLIOGRAPHY
www.adityabirlagroup.com www.ultratech.com/support/training.shtml www.ultratechcement.com/ www.accessmylibrary.com/...411170_training_developmen t_journal www.adityabirla.com/the_group/index.html www.adityadisha.com www.scribd.com

Human Resource Management by Ashwathappa Research Methodology by C.R. Kothari Brochures, handbooks and magazines of ADITYA BIRLA GROUP

ANNEXURE
NAME: ______________________________________________ POSITION: ___________________________________________ DEPARTMENT: _______________________________________

Q.1 Have you been imparted any training during last three years? a) Yes Reason, If no: b) No

Q.2 Rate the following issues which are improved with the help of training and development.

ISSUES

Cant Say

Strongly Disagree

Disagree

Agree

Strongly Agree

a) Training courses available at ADITYA DISHA (e-learning)is instrumental for still upgradation/ learning. b) Improved employee orientation /induction of the organization due to training.

c) Effectiveness of the training is being exhibited in the work place after imparting the training. d) Highly satisfied with the safety initiatives and training plant. e) Team spirit and team management have been improved due to training. f) Leadership qualities have been enhanced due to training.

Q.3. While going through performance reviews, whether your training needs are dicussed /identified. a) Cant Say b) Strongly Disagree c) Disagree d) Agree e) Strongly Agree

Q.4. As per your observation which is the program required most in your unit?

Q.5. According to you which of your personality traits is mostly developed during training program and also rate the program? TRAINING AREAS a) Technical Skills. b) Analytical Skills. c) Behavioral Skills. d) Reasoning Skills. e) Time Management Skill. f) Communication Skills. g) Leadership Skills. h) Attitude Building Skills. i) Supervisory Skills. j) Health and Safety Skills. Strongly Agree Agree Disagree Strongly Disagree Cant Say

Q.6. Do the training imparted helps you to attain the goals of your organization? a) Cant Say b) Strongly Disagree c) Disagree d) Agree e) Strongly Agree

Q.7. Whether the training opportunities available to everyone in your unit? a) Cant Say b) Strongly Disagree c) Disagree d) Agree e) Strongly Agree

Q.8. Do the training programs help to understand your subordinates and resolves their conflicts. a) Cant Say b) Strongly Disagree c) Disagree d) Agree e) Strongly Agree

Q.9. Are the training programs effective in planning and developing strategic objective? a) Cant Say b) Strongly Disagree c) Disagree d) Agree e) Strongly Agree

Q.10. Which method of training do you feel would be most effective? Not very effective a) Workshop. b) Video. c) E- learning. Somewhat effective Very effective

Q.11. Are you satisfied with the quality of training facilities? a) Cant Say b) Strongly Disagree c) Disagree d) Agree e) Strongly Agree

Reason, if any:

Q.12.What do you suggest to improve the quality of training programs?

Q.13.Your expectations are satisfactorily addressed by the training program you attend? a) Cant Say b) Strongly Disagree c) Disagree d) Agree e) Strongly Agree

Q.14. Identify two most important strengths that you would like to develop with the help of training programs conducted by the HRD of your organization.

THANK YOU!