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CONTENTS
CHAPTERS CHAPTERNAME
CHAPTER I INTRODUCTION
TOPIC AND SIGNIFICANCE
NEED FOR THE STUDY
OBJECTIVES OF THE STUDY
RESEARCH METHODOLOGY
SCOPE OF THE STUDY
LIMITATIONS OF THE STUDY.
CHAPTER LAYOUT
CHAPTER II ORGANISATION PROFILE
CHAPTER III DATA ANALYSIS & INTERPRETATION
CHAPTER IV FINDINGS
CONCLUSIONS
SUGGESTIONS
CHAPTER V ANNEXURE
QUESTIONNAIRE
BIBILIOGRAPHY
CHAPTER-I
INTRODUCTION
2
MANAGEMENT:
“Management is the process of planning , organizing, leading and controlling the efforts
of the organization members and of using all other organizational resources to achieve
stated organizational goals “. Management focuses on the entire organization from both a
short term and long term perspective. Management aims to increase the effectiveness of
organizations.
Management is the crucial factor economic and social development of country.
- peter. F. drucker.
Management is proper solving problems of efficiency achieving organizational objectives
through the efficient use of scares resources in the changing environment.
- kretener.
Management is the art of getting things done through with people in a formally organized
groups .
- herald koontz.
3
HUMAN RESOURCE MANAGEMENT
DEFINITION:
The term human resources can be thought as “ the total knowledge, skills, creative
abilities, talents and aptitudes of an organization workforce, as well as the values,
attitudes and beliefs of the individual involved.
- - Leon.c.Megginson.
Meaning of HRM:
Human resource management means employing people, developing resources,
utilizing, maintaining and compensating their services intune with the job and
organizational requirements.
Human resource management is concerned with the “people“dimensions
in management. It is combination of two words “management” and “human resources”.
Human resources play a major role in shaping and achieving organizational
objectives. Human resource is the only resource to produce the defined results inspite of
obstacles and adverse conditions.
Human resource management is defined as a series of integrated decisions that
from the employment relationship; their quality contribute to the ability of the
organization and the employees to achieve their objectives.
According to edwin flippo, “personnel management is the planning, organizing, directing
and controlling of the procurement, development, compensation, integration,
4
maintainence and separation of human resources to the end that individual organizational
and societal objectives are accomplished”.
According to george.r.terry,”personnel management is concerned with the obtaining and
maintaining of satisfactory and satisfy workforce”
NEED AND IMPORTANCE OF THE STUDY;
People working various organizations need to be udated with appropriate skills. It would
help them to perform their roles which in created efficiency, effectiveness and excellence.
Where human resource management place a significant role in which training and
development is an important tool for increasing the over all productivity of an
organization.
Employees being main source for production the success of an organization
depends on its employees. Since employees contribution plays a significant role in
shaping modern organization.
5
AIM OF THE PROJECT STUDY:
The aim of the project is to focus on the identification of training needs, process
of the training , techniques of the training, needs of the training programs in Kesoram
cement factory. And to study how it helps the people growing in the organization in order
that as far as possible its future personnel needs can be met and the goals by proper
utilization of human resource and increase the productivity and improve the quality.
OBJECTIVES OF THE STUDY:
To know the concepts objectectives and policy of Kesoram cements regarding the
training and development programs.
To understand the methods and techniques of training and development followed in
KCL.
To know the performance of employee before and after training programs.
To study and evaluate the essence of training program.
To know the guidance given by trainers while training.
To study the contribution of Training and development programs in KCL fulfilling
organizational goal.
6
SCOPE OF THE STUDY:
People are responsive they feel, think and act, therefore they can not be
operated like a machine or shifted and altered like a template in room lay out. They need
a fact file handling by management for is makes employees more effective and
productive.
The scope of the study concentrated at training and development mechanisms,
techniques, procedure, status of employees performance before and after training,
training contribution, feedback mechanisms preferred at training and development in
KCL industries which are touching almost all the areas of focus in the organization.
INTRODUCTION TO TRAINING
7
Training refers to a planned effort by a company to facilitate employees learning of the
job related competences.
The goal of training is for employees to master the knowledge, skills and
behaviours emphasized in traning programs, and apply them to their day to day activities.
TRAINING AND DEVELOPMENT:
Is is a learning process that involves the acquisition of knowledge, sharpering of
skills, concepts, rules or changing of attitudes and behaviour to enhance the performance
of employee.
Training includes everything from teaching employees basic reading skill to
conducting advance force in executive leadership. The organization provides different
types of training such as sales, team process, computer software, leadership, presentation
skills, management development, negotiating skills, technical /professional, time
management etc.
IMPORTENCE OF TRAINING AND DEVELOPMENT:
8
Optimum utilization of human resources: - It helps the employ to achieve the
organizational goals as well as their individual goals.
Development of human resources: - Training and development helps to provide an
opportunity and broad structure of the development of human resources technical and
behavioural skills in an organization. It helps the employees attaining personal
growth.
Development of skills of employees: - Training and development helps in increasing
job knowledge and skills of employees at each level. It helps to expand the horizons
of human intellect and an overall personality of the employees.
Productivity : - Training and development helps in increasing productivity of the
employees that helps the organization further to achieve its long term goal.
Organizational culture : - Training and development helps to develop and improve
organizational health, culture and effectiveness. It helps in creating the learning
culture with in the organization.
Team spirit : - Training an development helps in including the sence of team work,
team spirit and inter team collaborations. It helps in increasing zeal to learn with in
the employees.
Organizational climate : - training and development helps building the positive
perception and feeling about the organization. The employees get these feelings from
leaders, subordinates and peers.
OBJECTIVES OF TRAINING AND DEVELOPMENT:
9
Individual objectives: - Help employees in achieving their personal goals,
which in turn, enhances the individual contribution to an organization.
Organizational objectives: - Assist the organization with its primary
objective by bringing individual effectiveness.
Functional objectives: - Maintain the departments contribution at a level
suitable to the organizations needs.
Societal objectives: - Ensure that an organization is ethically and socially
responsible needs and challenges of the society.
TRAINING METHODS:
The training programs classified in to two types. They are:
1. On the job training.
2. Off the job training.
1. On the job training:
This type of training also known as job instruction training which is most
commonly used method. The individual is placed on the regular job and explains the
skills necessary to perform the job.
The trainee learns under the supervision and guidance of a qualified
worker or instructor on the job training methods include; job rotation, coaching, job
instruction and committee assignment.
a) Job rotation : this type of training involves the movement of trainee from one job to
and other. The trainee receives job knowledge and gains experience from his superior
or trained in each of the different job assignment.
10
b) Coaching : The trainee is placed under a particular superior, functions as a coaching
training the individual. The superior provides feed back to the trainee on his
performance and offers him some suggestions for improvement.
c) Job instruction : This method is also known as training through step by step under
this method trainer explains the trainee the way of doing the job knowledge and skills
and allows him to do the job.
d) Committee assignment : Under this, group of trainees are given training and asked to
solve an actual organizational problem and the trainee solves the problem jointly
which develops the team work.
2. Off the job method:
Under this method of training, the trainee is separated from the job situation and his
attention is focused up on learning the material related to this future job performance
since the trainee is not distracted by job requirements. He can place his entire
concentration on learning the job rather than spending his time in performing it.
a) Vestibule training : In this method, actual work connections are simulated in a
class room materials, files and equipments those are used in actual job performance are
also used in training.
b) Role playing: It is defined as a method of human interaction that involves realistic
behaviour in imaginary situations, this method of training involves action doing and
practices. The participants play the role of certain character such as the manager,
mechanical engineer, maintainance engineers, quality engineers, control inspectors and
foreman workers.
11
c) Lecture method: The lecture is a traditional and direct method of instruction. The
instructor organizes the material and gives it to a group of trainers in the form of a talk.
An advantage of lecture method is that, it is direct and can be used for a large group of
trainees.
d) Conference or discussion: It is a method in training the clerical, professional and
supervisory personnel. This method involves a group of people who pose ideas, examine
and share facts, ideas and data, test assumptions and draw conclusion, all of which
contributes to improvement of job performance.
e) Programmed instruction : In recent years this method has become popular. The
subject matter to be learned is presented in a series of carefully planned sequential
units. These units are arranged from simple to more complex levels of instruction.
The trainee goes through these units by answering questions or filling the blanks.
NEED FOR TRAINING:
The training programs become essential for the purpose of meeting the
specific problems of a particular organization arising out of the introduction of new lines
of production, changes in design the demand of competition of economy etc.
To increase the productivity.
To improve quality.
To help a company to fulfill its future personnel needs.
To improve organizational climate.
To meet technological advances.
TRAINING POLICY:
12
Every organization should have well established training and development
programs such as a policy represents the top managements commitment to the training of
its employees and comprise rules and procedure governing the standard of scope of
training.
A training policy is considered necessary for following reasons.
To provide suitable opportunities to the employees their Own betterment.
To discover critical areas where training needs to be given on a priority basis.
To indicate a company intension to develop its personnel.
To provide guidance in training and implementation of programs.
TRAINIG INPUTS:
Skills: Training an employee for a particular skill is undertaken to enable the employees
to be more effective on the job.
Attitude: Training program in industry are focused at moulding employee attitudes to
achieve support for company activities and greater lay out.
Knowledge: Training aimed at importing knowledge to employees in the organization
provides for understanding of all the problems of modern industry knowledge for
personnel may be related to complicity of problem in organizing, directing and
controlling.
AREAS OF TRAINING AT KESORAM CEMENT:
13
Induction training: It is a process of training the new employees about the organization
personnel policies and procedures and its core values, indicating to the standards of
performance expected in such areas as quality and customer service and spelling out
requirements for flexibility.
a)Training in skills: In Kesoram training in skills undertaken to enable the employee
about the change techniques and improvements effected the old methods, keeping in view
training is given to:
i)Unskilled workers: Unskilled workers in the company are given training in improved
methods of handling machines and materials to reduce the cost of production and wastage
to do the job in the most economical way.
ii)Semi skilled workers: Training to semi skilled workers is given to cope up with the
system of the industry arising out of the adoption of latest machineries and technical
process.
iii)Skilled workers: Training to skilled workers in the company is given to the system of
apprenticeship particularly useful for such traders in industry which require highly
sophisticated skills.
c)Supervisory training: The training programs for supervision in Kesoram are
undertaken to enable the supervisors to cope up with increasing demands of the company
in what they are employed and to ensure their technical competence with increasing
demands of the company in what they are employed to ensure their technical competence
with a view to understand all about operation in which their workers participate.
d) Managerial training: Training is given to all the managerial to give them a wide in
plant experience like holding of staff meetings, visits to other industrial units,
14
participation in work with other departments and they are generally given training in
leadership qualities, appraisals of employees and their rating and maintainance of
personnel records.
e) Apprentice training: Apprentice training is provided and some technical training to
the workers in order that the employment opportunity enhanced. And the duration of
apprenticeship training is one year and the fields offered are electricians, welders, fitters,
machinists.
f) Sales department : Training is given to all the employees of sales department to
know the nature and quality of product and also in handling the customers.
g) Administrators department : In Kesoram employees like typist, accountants, EDP
persons, Steno graphers are given training in their respective fields.
TRAINING PROCESS IN KESORAM
15
Assessment of training needs
↓
Calendar
↓
Plan the training program
↓
Techniques-locations-trainers
↓
Fees back
↓
Training records
↓
Training effectiveness form
The process of training the employees in kesoram involves six steps and
it maintains the records regularly to continue the process. These records are maintained
by HRD and IR officer.
16
1)Assessment of training needs: The process first begins with assessing the employees
in order to find out where they are lacking in protection. This process is carried out by
sending ATN forms to all the departments which is filled by the supervisors and
managers and sent it to the personnel department and the HRD and IR manager
(personnel department) evaluates the filled forms and identifies the needs for training of
the employees in their respective fields.
2)Calendar: As soon as the training need is identified or discovered in a particular
department, the number of workers belonging to different department are divided in to
different batches according to their respective fields and entered in to monthly calendar
its consist of sl.no. , date, venue, duration, topic, entry level.
3)Plan the training programs: This is develop to meet the needs and objectives by
using the right combination of training techniques locations and the trainer.
4)Feed back: Once the training program is conducted feed back form are sent to the
department head in order to make the forms to be filled by the workers who availed
training in their respective fields in order to know what has learn and also learners are
able to do after the training program.
5)Training record: This record is maintained in order to know the actual number of
training programs attended by the employees either on functional or developmental and
duration of the program, faculty and also consists of profile of the employee.
17
6)Effectiveness forum: the effectiveness of training is mentioned by the feedback form
and training records and subsequently the impact of the training is assessed to determine
the extent to which objectives have been achieved. At least on the basis of evaluation
they extended the training to improve the job performance of each individual.
Need of training in Kesoram:
The purpose of training in Kesoram cement industry is to develop the abilities of the
individuals and to satisfy the current and future manpower needs of the organization. The
aim of providing training to the employees in Kesoram cement is:
To see that skills and knowledge of all employees in the company should cope up
with the latest technology and development.
To enable to do the job in more effective may to reduce time,supervisory time,
waste and spoiling of raw material.
To increase the employees level of performance through instructions which
directly leads to increase in productivity and company’s profit.
To prevent the industrial accidents which ultimately leads to safer work
environment.
To improve the quality and avoid the operational mistakes.
To meet the needs of human resources with in organization when the need arises.
18
Research Methodology:
Research:
Research is an act of scientific investigation. Research is defined as a “scientific and
systematic search for information on a specific job”.
The purpose of search is to discover answers to questions through the application of
scientific procedures.
Methodology:
The data used for analysis and interpretation is received from the responses of employees
for the questionnaire. Comparison of response is used for interpreting the data.
The project is presented by using tables, bars, charts with their interpretation. A survey is
undertaken to know the facts about the training.
Data collection:
The researcher has wide varieties of methods to consider either single or in combination
they were grouped first according to whether this use secondary or primary data.
It includes methods like interview face to face, telephone, computer assisted interviews
and through the electronic media and questionnaire.
Statement of the problem:
Every organization needs to have all trained and experienced people to perform the
activities that have to be done. If the current or potential job occupant can meet this
requirement training is not important. But training is necessary to raise the skills levels
and increase the versatility and adaptability of the employees. Training and development,
which plays a immense role in HRM. And proper training maintained which is useful to
19
enormously in identifying many attractive solutions for the problems of training and
development programs in organization.
Primary data:
data originally collected for an investigation known as primary data concluding personal
interviews through questionnaire. This enables to evaluate the company’s effectiveness
towards human resource practices.
Secondary data:
Data which is not originally collected, rather obtain from published or unpublished
sources, is known as secondary data. It can be defined as data collected by someone else
for purposes other than solving the problems.
Secondary data for the present study is retrieved from company profile, internet, text
books.
Questionnaire:
Questionnaire is the testing tool of this study. A questionnaire is a formalized set of
questions for collecting information. It function is measurement the questionnaire is
administered by the means of personal interview. The questionnaire constrained clear
concept of the needed information about the training.
It contains two or more options for a question. I used this for the purpose of getting
absolute response from the respondent.
20
Sampling:
Sampling may be defined as the selection of some part of an aggregate or totally on the
basis of which a judgment or inference about the aggregate or totally is made.
In other words, it is the process of obtaining the information about the entire population
by examing, which is technically, collect as a sample.
This technique is used for selecting the sample is non probabilistic convenience
sampling.
I have surveyed some of the employees based on my convenience. Each employee has
been given with one questionnaire to fill.
It comprises the following methods:
Random sampling
Non random sampling
Random sampling is used to study for collection of this data.
A random sampling is chosen by method involving an unpredictable component random
sampling an also refer to taking a no. of independent observations from the some
profitability distraction with out involving any real population. A profitability sample is
one which item has a known profitability of being in the sample.
Convenience sampling: Convenience sampling is used in exploratory research where the
researcher is interested in getting an inexpensive approximation of the truth. As the name
implies, the sample is selected because they are convenient. This non probability method
is often used during preliminary research efforts to get a gross estimate of the results,
without incurring the cost or time required to select a random sample.
21
Research instrument:
The structured questionnaire with multiple choices is prepared and served to the
employees.
The data collected from the survey has been tabulated and analyzed. The data is repeated
graphically by using bar charts for easy understandability.
Sample size:
A sample size of 100 respondents is selected. Each employee filled up the questionnaire
and helped the researcher to carry out the survey effectively.
Limitations of the study:
The study was conducted for limited period of time i.e., 45 days.
The study pertains to only employees of the Kesoram cement.
Limited sample size taken for the study.
The results cant be generalized to the whole universe.
There is chance of basis to present as employees may be busy with their work.
The analysis of the data based on the assumption that the employees were truthful
and honest in their answers.
22
CHAPTER II
23
INDUSTRY PROFILE
The 85 year Indian cement industry is one of the cardinal and basic
infrastructure, which enjoys core sector status and play a crucial role in the economic
development of a country. Being a core sector in industry was subject to price and
distribution controls almost uninterruptedly from world war-II to 1982.When the
government of India announced the partial decontrol manufacturing cement became
increasingly attractive industry and the industry experienced substantial expansion.
As the supply in response to the 1982 partial decontrol was significant
in March, 1989 price and distribution control were finally dispensed. It was one of
the first major industries in the country to be so deregulated.
Definition of cement:
Cement may be defined as “it is a mixture of calcium silicate and aluminate
which is present in each crust are sufficient to combine with calciumoxide [cao] to
form the corresponding calcium silicate and aluminates.
Classification of cement:
Cement is three types. They are as follows:
Puzzolantic cement
Natural cement
Portlant cement
24
Puzzolantic cement:
It consists of silicates calcium and aluminum. It shows the hydraulic properties. When
it is in the form of powder and being mixed with suitable proportion of lime. The rate
of hardening is much slower and the comprehensive strength developed is about a
half of Portland cement. It is found more resistant to the chemical action that others.
Natural cement:
This is natural occurring material. It is obtained form cement rocks. The cement rocks
are claying lime stones containing silicates aluminates of calcium. The selling
property of this cement is more than the Portland cement but is comprehensive
strength is half of its.
Portland cement:
a) Ordinary Portland cement.
b) Rapid hardening Portland cement.
c) Low heat cement.
d) White or coloured cement.
e) Water proof Portland cement.
f) Portland slag cement.
g) Sulphate resisting cement.
h) Oil well cement.
25
Present status of Indian cement industry
After the dealing censing of the industry in July, 1991 it reacted positively to the
policy changes. New capacities created and the volume of the production increased
from a situation of importing cement, the country started exporting due to high
quality and effectiveness. After liberalization the black market in cement also
disappeared.
Currently India stands second largest in the cement production world
wide after china. After India Japan and USA stands. On the other hand India’s per
capital consumption is only 100kgs. As compared to the world averages of 260kgs.
The industry has 59 companies owing 115 plants.
In the matters of exports the government considers cement as an extreem focus
area. However Indian cement in the global market is not very competitive due to
higher power and full costs in order to improve its position in the international market
technology up gradation is essential in terms of process up gradation product
diversification cost reduction quality control and energy savings.
26
Overview of the industry
The word cement means any substance applied for sticking things. But cement is
most vital and important material for modem construction as binding agent. In ancient
times, clay, bricks and stones have been used for construction work.
The Romans were using a binding or a cementing material that would harden
under water. The first systematic effort was made the SMEATION who under took
the erection of a new light house in 1756. He observed that the production obtained
by burning lime stone was the best cementing material for work under water.
After eighty years branch chemist produced hydraulic cement by burning finely
ground delay used in the form of paste. Cement invented by JOSPH ASPDIN IN
1824. Since hardened cement paste resembled Portland cement found in England be
named as Portland cement. A name that has ensured even Portland cement was list
manufactured in USA in 1975. In Portland cement was produced for the rust time in
1940.by south Indian industries limited madras. The unit had capacity of 30 tones per
day.
By 1913 however 3 units started their operations with a combined installed
capacity of 75000 tones per annum. BY 1924 the total installed capacity grew to
559800 tones per annum.
In 1963 all the cement companies with exception of sone valley Portland cement
Company limited merged to form the associated cement companies limited. This has
more facilitated a cost reduction as well as uniformly in quality. By 1947 installed
capacity of he industry raised to 2.2 million tones per annum. In 3 decades between
1950-1980 he capacity expansion was between 7-8 million tones per annum.
27
CEMENT PRODUCTION WORLD WIDE
Cement
Country 1981 1983 1986 1989 1990
world
ranking
China 83 108 106 210 210 1
Japan 88 85 73 82 87 2
USA 65 61 71 70 72 3
India 21 25 36 45 48 4
Italy 43 40 36 4 41 5
Germany 30 28 24 27 40 6
Today in the cement industry is producing 58.3 million tones per annum indication
surplus conditions while its demand is 56.7 million tones per annum. Now cement
market has become a buyer marker which was a seller market in 1970.
Today installed at the Indian cement industry are 771 lakh tones. But in India
106 major plants are producing 583 lakh tones leaving the balance for exports.
Location:
Kesoram cement industry is one of the leading manufacturing of cement in India. It is
a day process cement plant. The plant capacity is 8.25lakh tones per annum. It is
located in karimnagar district of Andhra Pradesh. The chairman of the company is Sri
B.K.birla.
28
Company profile
Cement is a basic construction material used extensively all over the
world. The per capita consumption of cement universal acknowledges one of the
measures of the country. The per capita consumption of cement in India is estimated
at approximately 57 ke and India is third lowest consumer in the world. Thus there is
a excellent potential growth of cement industry in India.
Cement was first patented in1824 in England. In India, first cement plant
was established by Indian cement industrial growth was continuously sufficiency and
import of cement was stopped. In august, 1965 the government accepted the principle
to decontrol the prices and distribution of cement. A scheme of decontrol drawn and
brought into effect from January, a cement allocation and coordination on
organization was formed. As decontrol scheme did not prove the satisfaction of the
government, CACO was abolished and its functions by the cement controller attached
by the government corporation of India limited. Prices of cement are revised by the
government from time to time based on studies and reports of industrial cost and
prices.
29
KESORAM GROUP OF INDUSTRIES
Textiles Kesoram industries ltd
Rayon Kesoram rayan trienni
Spun pipes Kesoram spun pipes and fonnd
Cement Vasavadatta cement
Tyres Burka tyre
Cement Kesoram cement
Kesoram cement advantages
Helps in designing sleeker and move elegant structures, giving greater
flexibility in design concept.
Due to its fine quality super fine construction can be achieved.
It gives maximum strength at minimum use of cement with water in the
cement ratio especially the 53 grade.
Better water proofing is achieved due to low heat of hydration, as the
shrinkage will be less, which means fewer cracks.
Better finish is achieved due to fitness and hence better workability. Thus
plastering becomes eaiser with better finish.
30
Concept of mini cement plants:
Cement plants that is those with daily capacity of less than 200 tones have been
advocated due to the following reasons:
i. To utilize lime stone deposits which are too small to call for setting up of a large
plant.
ii. The question period in commissioning these units is just about half of that of large
units.
iii. The infrastructure requirement of the mini cement plants is much less.
iv. The cement produced may be locally distributed thus easing the complicated
distribution problem.
S.NO State Number of cement
plants
01 Assam 1
02 Andhra Pradesh 19
03 Bihar 7
04 Delhi 1
05 Gujurath 13
06 Haryana 2
07 Himachal Pradesh 4
08 Jammu and Kashmir 1
09 Karnataka 9
10 Kerala 1
31
SWOT ANALYSIS OF THE INDUSTRY
Strengths:
Cement industry is core industry in India and it has been given prime importance
by the government.
India stands second in world population and they would a high untapped market.
. The cement industry yields return investment.
The present level of supply and growing demand of cement clearly indicate that
the prices are tending to rise.
Weakness:
The per capital consumption of the cement in India is very low.
The transport costs in India are very high.
. The cement industry is facing with acute power shortage and raw material
problem.
. The industry also facing major packaging problems.
32
Opportunities:
The industry has tremendous potential for growth in India.
In future cement is going to replace tars in large scale for the construction of
roads.
There are good prospects for export cement export promotion council.
The government policies of reduction in excise duty excempting cement from the
just packing may a boon to the industry.
Threats:
The surplus level is increasing as the production of the cement is much greater
than the consumption.
In the present scenario of staff completion there is a declining trend of price.
The performance of smaller unit is badly hit by major takeovers.
The crisis situations create problems to the exports of the industry.
33
LIST OF AWARDS BAGGED BY KESORAM CAMENT
S.NO YEAR DETAILS
01 1999-00 Award for the best in environmental
Protection in the region by the
GPPPPG
02 2000 1st prize for HORTIU culture show
03 2000-01 Award for the best envi’tal protection
GPPPPG
04 2001 Company has got ISO-4001
Certification
05 2001 Van a mitra award from the dist
July collector
06 2000-01 Award for effort put in envi protection
07 2002 OHSAS-18001
Certification from dnv New Delhi
08 2002-03 Mines safety
1) Over all performance 2nd prize
2) Operation and maintenance of
Machines- 1st prize
3) Protection equipment vocational
34
And supervision STD’s 1st-prize
4) Envi &pollution control 1st prize
5) House keeping 2nd prize
6) Welfare amenities 2nd prize
09 2003 Mines environment mineral
Conservation week
1) Dup yard management 1st prize
2) forestration-2nd – prize
3) Noise & vibration 2nd –prize
4) Air quality &dust suppression
10 2003 HOTTI culture show
11 2004 award for environment protection
12 2005 award for environment protection
13 2005-06 5th annual “green tech safety award
New Delhi, received at Hyderabad
14 2007 best management award
15 2005-06 excellence in industrial productivity
35
Welfare and recreation facilities at a glance
Recreation club:
For the purpose of recreation facilities auditors are provided for the employees
to indoor games like shuttle, chess, caroms and for organizing culture
functions and activities like drama, music and dance.
Libraries and reading rooms :
The company has provided libraries and reading rooms for the benefit of the
employee. All kinds of newspapers are available for employees and their
families.
canteen :
It provided cater to the needs of the employees for the supply of snacks, tea,
coffee and
schools:
One English medium school and Telugu medium school provided to meet the
education requirements of the employees children.
Dispensary :
The company has provided a dispensary with a qualified medical officer
&Para medical staff for the benefit of the employee. The employees conversed
under ESI scheme has to avail the medical facilities from the ESI hospital.
House journal :
36
A house journal in the name of Basanthnagar samachar is bought out quarterly
which in all the important activities of the plant are published.
Consumer co-operative store :
These are available to meet the needs of the employee
For supply of essential commodities like rice, sugar,
Gas, e.t.c on cash or credit basis.
sports and games:
Competition in sports and games are conducted every year august 15 th and
January 26th among employees.
37
CHAPTER III
DATA ANALYSIS
AND
INTERPRETATION
38
DATA ANALYSIS AND INTERPRETATION:
DATA PROCESSING
In general analysis of data involves a number of closely related operations, which are
performed with the purpose of summarizing the collected data and organizing data.
The data processing:
The data processing, which includes editing, coding and data entry.
Editing:
The first step in data processing is to edit the collected raw data to detect errors and
omissions and corrects them when possible, and certifies that minimum data quality
standards are achieved. Editing is done to assure that data is accurate.
Coding:
Coding involves assigning numbers or other symbols to answer so that responses can be
grouped in to a limited number of classes or categories. Such classes should be
appropriate to the research problem under considerations. Coding helps the researcher to
reduce several thousand replies to a few categories containing the critical information
needed for analysis.
Tabulation:
When a mass data has been assembled, it becomes necessary for the researcher to
arrange the same in some kind of concise and logical order. This procedure is referred to
be as tabulation. Qualitative analysis of the social and economic situations are usually
39
more convincing than the qualitative approach and are capable of comparison with the
findings of other studies.
1. How often training programs are being arranged ?
a) Regularly b) Very often
sense of question:
To reach the advancement in technology the organization has to conduct the training
programs regularly. So this question is to know with in what intervals the training
programs are being conducted in the organization.
TABLE NO.1 ARRANGEMENT OF TRAINING PROGRAMS BASED ON THE FREQUENCY
Opinion No. of respondents % of respondents
Regularly84 84%
Very often16 16%
Total100 100%
Interpretation:
From above table it is shown that out of 100 employees of the study, 84% of the employees felt that the training programs being conducted regularly by the organization.
And the remaining 16% of the employees felt that training programs conducted by the organization very often. According to the job designation the kesoram will conduct training programs to their employees.
40
41
2. Is your training requirements identified and defined?
a) yes b) no c) don’t know
sense of question:
Training is the most important task of the company so, it is useful to know the requirement
is identified and defined.
TABLE NO. 2 IDENTIFICATION AND DEFINATION OF TRAINING PROGRAM BASED ON THE
REQUIREMENTS
Opinion No.of respondents % of respondents
Yes 60 60%
No 30 30%
don’t know 10 10%
Total 100% 100%
Interpretation:
With the above analysis we understood that from the 100 employees of the study
only 60% of the employees accepted their training requirements are identified and
defined.
20% of employees didn’t accept as training requirement identified and defined
and the 20% persons don’t have any ideas about the training requirement.
42
43
3. By what methods you are trained?
a) on the job b) off the job c) both
sense of question:
By conducting various mode of programs employee’s skills and abilities can be
improved the employee skills, abilities. It is the systematic learning that should meet the
desired results, so this question is raised.
TABLE.NO3.3 METHODS OF TRAINING PROGRAMS
Opinion no.of respondents % of respondents
On the job 65 65%
Off the job 15 15%
Both 20 20%
Total 100 100%
Interpretation:
From the above table we observed that the 100 of employees of the study, 65% of
the employees have on the job training, 15% of employees have off the job
training, 20% of employees have both off the job and on the job training.
For eg: like the employees of ASO, CSO department at kesoram cement
industries they will get on the job training and those who are working in time
office before they join in the job they are instructed by the job information and get
44
training to maintain time office works who are working in crusher department ,
they will get job instruction before joining the job like some hours or days after
they will work on the machinery. So , these people both training.
Training methods provided by the organization
0
10
20
30
40
50
60
70
on the job off the job both
Series1
Series2
45
4. How are the training facilities provided by the organization?
a) excellent b) good c) satisfactory
Sense of question:
In order to carry our smooth and better training programs for the employees in an
organization need to required facilities to undergo training process. Better facilities bring
the better performance in the employees.
Table.no: 3.4 Assessment of training facilities
Opinion No.of respondents Percentage
Excellent 70 70%
Good 20 20%
Satisfactory 10 10%
Total 100 100%
Interpretation:
From the above data we observed that the training facilities are provided excellent
by the Kesoram industries by 70% of respondents, 20% expressed as good and the
remaining 10% employees felt satisfactory.
The training facilities like training hours and days , place of training and the
availability of trainers
46
.
47
5. Are you aware of the objectives of the training program before
undergoing the training?
a) yes b) no c) cant say
Sense of question:
In order to know the level of encouragement provided by the superior officers to the
employees in the organization.
TABLE.NO: 3.5 Awareness of respondents towards objectives of the training programs
Opinion No. of respondents Percentage
Yes 76 76%
No 10 10%
Cant say 14 14%
Total 100 100%
Interpretation:
The organization should encourage the employees for awareness of objectives
regarding training program before going to training.
This is the organizations responsibility. From the above table shows that from the
100 of employees of study 76% of employees are aware of the objective, 10% of
employees are not aware of the objective, and remaining 14% of employees can
48
not say about their awareness of objective of training program before undergoing
the training.
49
6. How do you find performance after training?
a) improved b) not much c) stable
Sense of question:
To know that whether the employees are assessing them self after training programs or
not. And to know that how much they improved their performance.
TABLE NO:3.6 PERFORMANCE STATUS AFTER TRAINING
Opinion No. of respondents Percentage
Improved 66 66%
Not much 20 20%
Stable 14 14%
Total 100 100%
Interpretation:
The improvement of the performance is depended by the employees and the
trainers.
The trainers will focus on employees and the employees can increase the
performance and as well as employees also put their efforts to learn everything.
So, from the above data we can observe that the 100 of employees study 66% of
employees are improved their performance after training, 20 % of employees are
50
not much improved their performance and remaining 14% of employees they did
not see any change in their performance.
51
7. Does training improves job knowledge and skills of employees?
a) Yes b) No c) don’t know
Sense of question:
To know from employees whether the training improves the job knowledge and skills at
all levels in the organization.
TABLE NO: 3.7 Impact of training on job knowledge and skills
Opinion No. of respondents Percentage
Yes 76 76%
No 14 14%
Don’t know 16 16%
Total 100 100%
Interpretation:
Every training program in the organization main intension is to improve the job
knowledge and skills of the employees.
Because the improvement in job knowledge and skills, then only the training
program conducted is meaningful in the organization.
From the above table we observed that more employees improved their job
knowledge and skills and only 14 % of respondents are not improved their skills.
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53
8. How is the implementation of your acquired knowledge through training?
a) excellent b) good c) satisfactory
Sense of question:
How is the implementation of your acquired knowledge through training.
To know from the employees, how much they implement in the work after the training.
TABLE NO: 3.8 Implementation of training performance in the organization
Opinion No. of respondents Percentage
Excellent 70 70%
Good 18 18%
Satisfactory 12 12%
Total 100 100%
54
.
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9. How is the guidance from external trainers during the training period ?
a) excellent b) good c) satisfactory
Sense of question :
To know whether the trainers are guiding while training or not. If they are guiding what
is the satisfaction level of trainees.
TABLE NO:3.9 EVALUATION OF TRAINING GUIDIANCE:
Opinion No. of respondents Percentage
Excellent 55 55%
Good 25 25%
Satisfactory 20 20%
Total 100 100%
Interpretation:
The guidance of external trainers are very much important to the employee to
learn or job knowledge effectively.
Without proper guidance of external trainers the employees are may not effective
in their field.
From the above data 100 of employees study, 55% employees feel excellentabout
the guidance of external trainers, 25% feel good and 20% people satisfy by the
guidance of the external trainers.
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57
10, How is your participation during the training period?
a) fully b)partly c)rationally
Sense of question:
Employees tries to improve their skills and knowledge when training programs conducted
by the organization. But few people may not show interest and zeal in training programs.
This leads to the low percentage of participation of employees in training in order to
know the level of participation of employees.
TABLE NO: 3.10 PARTICIPATION IN training
Opinion No of respondents Percentage
Fully 59 59%
Partly 29 29%
Rationally 12 12%
Total 100 100%
Interpretation:
The training programs are not meaningful with out proper participation of the
employees in the training during the training period.
By the participation only they can improve their performance.
From the above data we can understand that the study of 100 employees only 59%
of employees are participated fully in training programs, 29% of employees of
partly participated and the remaining 12% of employees are participated rationally
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59
11. Do you feel the personal and career goals will be achieved through training
programs?
a) Yes b) No c) cant say
Sense of question:
The primary objective of training programs is to improve the skills of the employees that
improvement of employees benefits to their career and organization too. To identify the
training programs contributes to the growth of personal and organization.
TABLE NO: 3.11 Attainment of personal and career goals
Opinion No of respondents Percentage
Yes 60 60%
No 19 19%
Cant say 21 21%
Total 100 100%
Interpretation:
The training programs are not only to know the job knowledge and skills of
employees.
It should be to achieve the personal and career goals in their life through training
programs.
So, the study of the above data from the 100 employees, 60% accepted that they
can achieve their personal and career goals through training, 19% of employees
are not accepted and 21% of employees cant say about their achievements.
60
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12.Will the training programs bring the change in employees attitude?
a) Definitely b) probably c) not at all
Sense of question:
The training programs concentrate on employees attitude also. This question is placed in
order to know the level of change in employee attitude.
TABLE NO: 3.12 Level of change in employees attitude
Opinion No of respondents Percentage
Definitely 65 65%
Probably 25 25%
Not at all 10 10%
Total 100 100%
Interpretation:
All the employees may not have the positive attitude, some one who have the
negative attitude also the training programs being change their attitudes from
negative to positive.
By that training so from the study of 100 employees, 65% of employees expressed
definitely training programs will change the attitude of the employees , 25% of
employees expressed probably and the remaining 100% of employees expressed
training programs are not at all change their attitudes.
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63
13 is training should be a continuous process?
a) yes b) no c) cant say
Sense of question:
Due to change in day to day technology, employees face problems regarding with the
adoption of new technology to avoid this problem training is continuous to know the
opinion of the employees up on training programs.
TABLE NO: 3.13 The process of training program
Opinion No of respondents Percentage
Yes 50 50%
No 30 30%
Cant say 20 20%
Total 100 100%
Interpretation:
According to the changes in the technology, updates from the external
environment training should be a continuous process.
The above data expressed that the 100 of employees only 50% of employees are
accepted that the training programs are continuous process, 30% of employees are
not accepting and the remaining 20% of employees cant say about the process of
training whether it is continuous or not.
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65
14.Are you encouraged by department head to undergo training?
a) every time b) some time c) never
Sense of question:
The essence of training and development programs could be known to the employees in
the organization. The heads in various departments how much they encouraged
employees to enhance their skills and abilities. This question is placed to know that what
is the level of encouragement from their department head.
TABLE NO: 3.14 ENCOURAGEMENT OF TRAINING BY the departments head
Opinion No of respondents Percentage
Every time 59 59%
Some time 31 31%
Never 10 10%
Total 100 100%
Interpretation:
By the encouragement of the department heads the employees can improve their
skills and knowledge more.
From the above study of 100 employees, 59% of employees are motivated by
their department heads every time, 31% of employees are encouraged only some
66
times and only 10 % of employees never motivated by their heads to undergo
training.
67
15.Do you feel the training should be an effective feed back mechanism from the
training programs?
a) yes b) no c) cant say
Sense of question:
Many organizations evaluate their training programs to check whether the training has
any desired effect or not. This question is inserted to know training acts as a feed back
mechanism in the organization or not.
TABLE NO: 3.15 The effective feed back mechanism of training program
Opinion No of respondents Percentage
Yes 69 69%
No 21 21%
Cant say 10 10%
Total 100 100%
Interpretation:
Definitely the training is effective feed back mechanism for the training program,
we can get the feed back of training program by the employee when he work in
the organization lively after training.
The performance of employee is the feed back of the training program.
68
From the above study we understood that 69% of employees from 100 employees
accepted that the training is a feed back mechanism, 21% of employees are not
accepted and 10% of employees cant say about the feed back mechanism.
69
16.After the training how will be the behavior of employees towards each other?
a) Excellent b) Good c) satisfactory
Sense of question:
To know the interpersonal relations are existing in the organization. This question is
inserted to find the behavior of other employees towards each other.
TABLE NO: 3.16 Employee behavior after the training
Opinion No of respondents Percentage
Excellent 55 55%
Good 35 35%
Satisfactory 10 10%
Total 100 100%
Interpretation:
The training programs will improves the relationship among the employees and
employers, between the employees effectively.
So from the above study of 100 employees, 55% of employees feel that their
behavior is excellent after training programs towards each other, 35% of
employees expressed good and 10% of employees satisfy the behavior of
employers towards each other.
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71
17.Training helps to analyze the problems to solve them. Do you agree?
a) yes b) no c) don’t know
Sense of question:
Training is for identifying th problem and analyze it. This question is inserted to how
many members feel that the training is to solve the problem.
TABLE NO.: 3.17 Problem solvency by the training programs
Opinion No. of respondents Percentage
Yes 55 55%
No 35 35%
Don’t know 10 10%
Total 100 100
Interpretation:
The training is not only useful for job knowledge and skills of the employees and
it also useful to analyze and solve the problems in the organizations.
From the above data of 100 employees, 55% of employees are agreed that the
training helps to analyze the problem to solve them, 35% did not agree and 10%
of the employees do not know about the problem analyze and solve.
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73
Problem solvency by the training programs
Yes55%
No35%
Don’t know10%
Yes
No
Don’t know
18.Does the training improves the relationship between boss and subordinate?
a) Excellent b) good c) satisfactory
Sense of question:
In organization the relation is important between the boss and subordinate to achieve the
desired goals. This question is inserted to know the relationship status among the boss
and subordinate.
TABLE NO. 3.18 THE HARMONIOUS RELATIONSHIP OF BOSS AND SUBORDINATE.
Opinion No. of respondents Percentage
Excellent 56 56%
Good 26 26%
Satisfactory 18 18%
Total 100 100%
Interpretation:
In the training the trainer or boss will focus on the subordinate and the
subordinates will learn from the boss.
In this the relationship between the boss and the subordinate will improve
effectively.
The feelings of the 100 employees from the above data, 56% of employees
maintained excellent relationship with the boss, 26% of employees maintained
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good relationship and the 18% of employees felt satisfactory by the relationship
of boss.
75
19.How is the procedure which is being used for getting feed back after training?
a) Excellent b) Good c) Satisfactory
Sense of question:
This question is posed to know the feed back is the most great thing, to know the
satisfaction level of employees after the training.
TABLE NO: 3.19 The procedure of feed back after the training
Opinion No of respondents Percentage
Excellent 70 70%
Good 20 20%
Satisfactory 10 10%
Total 100 100%
Interpretation:
Every organization will follow some procedure to know the feed back of training
like filling of feed back forms rating to the training programs.
From the above study of 100 employees, 70% of employees feel the procedure of
feed back excellent, 20% feel good with the procedure and 10% of people satisfy
by the procedure
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20. Does the training helps the employees adjust to organizational change?
a) yes b) no c) don’t know
Sense of question:
As changes certain organizations employees have to change according to the change. So
this point covers to know whether the training helps the employees adjust according to
changes or not.
TABLE NO: 3.20 The adjustment of employees to organizational change
Opinion No of respondents Percentage
Yes 60 60%
No 25 25%
Don’t know 15 15%
Total 100 100%
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79
The adjustmests of employees to organisational change
Yes60%
No25%
Don’t know15%
Yes
No
Don’t know
21. Does training helps a person to handle stress, tension and conflict?
a) Yes b) No c) don’t know
Sense of question:
The above question gives the desire results regarding does the training shows its impact
over the stress, tension and conflict.
TABLE NO: 3.21 HANDLE STRESS, TENSION AND CONFLICT BY TRAINING
Opinion No of respondents Percentage
Yes 45 45%
No 25 25%
Don’t know 30 30%
Total 100 100%
Interpretation:
By the cooperation with the subordinates in training the employee can handle
stress tension and with good relationship avoid the conflict also.
From the above data we understood that 100 of employees, 45% of employees
only accepted this, 25% of employees are not accepted and 30% of employees do
not have any idea about this
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22. Are you satisfied with the training programs which you have gone through?
a) very much satisfied b) satisfied c) not much
Sense of question:
This question is inserted to know how many employees were are positive and negative
towards the training programs.
TABLE NO. : 3.22 LEVEL OF SATISFACTION BY TRAINING PROGRAMS.
Opinion No. of respondents Percentage
Very much satisfied 66 66%
Satisfied 16 16%
Not much 18 18%
Total 100 100%
Interpretation:
Many employees may not satisfy with the training programs because of the
duration, cooperation with subordinates.
From the above study of employees, we understood that, 66% of employees
satisfied very much with the training programs, 16% of employees expressed
satisfy and 18% of employees are not much satisfied.
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83
FINDINGS
It is observed from the study that 84% of employees opinion is the training programs
being arranged regularly.
It is clear from the study that 60% of employees opinion is the training requirement is
identified and defined.
It is understood from the study that 65% of employees felt that they have on the job
training.
It is observed from the study that 70% of employees opinion is excellent training
programs provided by the organization.
It is clear from the study that 76% of employees are aware of the objectives of the
training program before undergoing the training.
It is observed from the study that 66% of respondents found their performance is
improved.
It is understood from study that 76% of respondents felt that their job knowledge and
skills are improved through training.
It is observed from study that 70% of employees implemented their acquired
knowledge through training.
It is clear from the study that 55% of respondents opinion is excellent guidance
provided by external trainers during the training period.
It is observed from the study that 59% of respondents fully participated during the
training period.
84
It is clear from study that 66% of respondents felt their personal and career goals
achieved through the training program.
It is observed from study that 65% of employees change their attitudes through
training.
It is clear from study that 50% of respondents opinion is training should be a
continuous process.
It is observed from the study that 59% of respondents opinion is that they encouraged
every time by departmental heads to undergo training.
It is clear from study that 69% respondents opinion that the training should be an
affective feed back mechanism for the training program.
It is observed from the study that 55% of respondents opinion that training is useful to
improve the behavior of employees towards each other.
It is clear from the study that 55% of respondents opinion is training helps to analyze
the problems to solve them.
It is observed from study that 56% of respondents opinion is the training improves the
relationship between boss and subordinate.
It is clear from study that 70% of respondents opinion is excellent procedure is being
used for getting feed back after training.
It is observed from study that 60% of respondents accepted that the training helps
employees adjust to organizational change.
It is clear from study that 45% of respondents opinion is that training helps a person
to handle stress and tension.
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CONCLUSIONS
Majority of the respondents opinion is that they have training programs regularly
in their organization.
The Kesoram cement industry requirement is identified and defined.
Training is important and act as one of the best resource for the employees in the
organization. Majority of the employees have on the job training in Kesoram
industry.
It is better if management concentrates on ability of the employees after the
training period which could be worth ful for the organization aspects.
The organization invests more capital towards the training programs it would be
better if it creates awareness among the employees regarding the purpose and
objectives of training.
Most of the respondents expressed, they improved their performance after the
training.
Proper utilization of training is improves the job knowledge and skills of
employees. Most of the respondents expressed their job knowledge and skills are
very much improved through training.
Most of the respondents expressed that their acquired knowledge through training
is excellent.
The majority of respondents expressed as excellent for guidance from the external
trainers during the training period.
86
Majority of the employees expressed that they have fully participated in training
programs.
Large no. of employees expressed that their personal and career goals are attained
through the training programs in the organization.
Majority of employees felt that they found a better change in employees attitude
after training.
Majority of the respondents revealed that the training should be a continuous
process.
Most of respondents expressed that they are encouraged by the departmental
heads to under go training.
Large number of respondents expressed the training and development acts as a
effective feed back mechanism.
Majority of employees expressed their opinion is behavior is excellent towards
each other through training.
Most of the respondents agreed the training helps to analyze the problems to solve
them.
Most of the respondents expressed their relationship between boss and
subordinate are very much improved.
Most of the respondents expressed the training and development feed back
procedure is excellent towards each other.
Most of the employees accepted that training helps the employee adjust to
organizational change.
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Majority of the respondents felt that training helps a person to handle stress and
tension.
Majority of the employees felt that they are very much satisfied with the training .
Suggestions
If we include more personality development to the employees and workers top
bring committed work culture to get fruitful results.
It is better to conduct training programs regularly.
Training is a specific method is not sufficient in fulfilling the required needs in
the organization.
It would be better if the management focus at all levels of employees.
It is better to continue the periodical training program to update the technological
methods in Kesoram cement industry in the present competitive market.
The management should increase new techniques in training impact evaluation
process to increase the employees efficiency in the work environment.
It is suggested that training may help the employees in order to overcome from
stress.
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ANNEXURE QUESTIONNAIRE BIBLIOGRAPHY
89
QUESTIONNAIRE
01 How often training programs are being arranged ?
a) Regularly b) Very often
2 . Is your training requirements identified and defined?
a) yes b) no c) don’t know
3. By what methods you are trained?
a) on the job b) off the job c) both
4. How are the training facilities provided by the organization?
a) excellent b) good c) satisfactory
5. Are you aware of the objectives of the training program before undergoing the
training?
a) yes b) no c) cant say
6. How do you find performance after training?
a) improved b) not much c) stable
7. Does training improves job knowledge and skills of employees?
a) Yes b) No c) don’t know
8. How is the implementation of your acquired knowledge through training?
a) excellent b) good c) satisfactory
9. How is the guidance from external trainers during the training period ?
90
a) excellent b) good c) satisfactory
10. How is your participation during the training period?
a) fully b)partly c)rationally
11. Do you feel the personal and career goals will be achieved through training
programs?
a) Yes b) No c) cant say
12. Will the training programs bring the change in employees attitude?
a) Definitely b) probably c) not at all
13..is training should be a continuous process?
a) yes b) no c) cant say
14. Are you encouraged by department head to undergo training?
a) every time b) some time c) never
15.Do you feel the training should be an effective feed back mechanism from the
training programs?
a) yes b) no c) cant say
16. After the training how will be the behavior of employees towards each other?
a) Excellent b) Good c) satisfactory
17. Training helps to analyze the problems to solve them. Do you agree?
a) yes b) no c) don’t know
18. Does the training improves the relationship between boss and subordinate?
a) Excellent b) good c) satisfactory
19. How is the procedure which is being used for getting feed back after training?
91
a) Excellent b) Good c) Satisfactory
20. Does the training helps the employees adjust to organizational change?
a) yes b) no c) don’t know
21. Does training helps a person to handle stress, tension and conflict?
a) Yes b) No c) don’t know
22. Are you satisfied with the training programs which you have gone through?
a) very much satisfied b) satisfied c) not much
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BILIOGRAPHY
ESSENTIALS OF HUMAN RESOURCE MANAGEMENT
AND INDUSTRAIL RELATIONS : P.SUBBARAO
RESEARCH METHODOLOGY
METHODS AND TECHNIQUES : C.R.KOTHARI
WEBSITE ADRESSES
www.citehr.com
www.hrvillage.com
www.managementhub.com
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