Training and development

(Jaypee cement)

Presented by:-
Devika singh
Sec-D
A1802009228
 Training and development
• Training and development are important activities in all
organizations, large and small. Every organization,
regardless of size, needs to have well trained employees
in its workforce who are prepared to perform their jobs.

• The term ‘TRAINING’ refers to the acquisition of specific

skills or knowledge. Training programs attempt to teach
trainees to perform a specific job.

• The term ‘DEVELOPMENT’ usually refers to improving

intellectual or emotional abilities needed to do a better
job.
 Importance of training and development
• Optimum Utilization of Human Resources – Training and Development
helps in optimizing the utilization of human resource that further helps the
employee 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 for the development of human
resources’ technical and behavioral skills in an organization. It also helps
the employees in attaining personal growth.

• Development of skills of employees – Training and Development helps in

increasing the 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 the productivity

of the employees that helps the organization further to achieve its long-term
goal

• Team spirit – Training and Development helps in inculcating the sense of

team work, team spirit, and inter-team collaborations. It helps in inculcating
the zeal to learn withn the employees
• Organization Culture – Training and Development helps to develop and
improve the organizational health culture and effectiveness. It helps in
creating the learning culture within the organization.

• Organization Climate – Training and Development helps building the

positive perception and feeling about the organization. The employees get
these feelings from leaders, subordinates, and peers.

• Quality – Training and Development helps in improving upon the quality of

work and work-life.

• Healthy work-environment – Training and Development helps in creating the

healthy working environment. It helps to build good employee, relationship
so that individual goals aligns with organizational goal.

• Health and Safety – Training and Development helps in improving the health
and safety of the organization thus preventing obsolescence.

• Morale – Training and Development helps in improving the morale of the

work force.
 Objectives of training and develoment
• The principal objective of training and development division is to
make sure the availability of a skilled and willing workforce to an
organization.
• In addition to that, there are four other objectives: Individual,
Organizational, Functional, and Societal.
• 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 department’s contribution at a
level suitable to the organization’s needs.
• Societal Objectives – ensure that an organization is ethically and
socially responsible to the needs and challenges of the society.
 Jai Prakash associates limited
(Jaypee)
• The Jaypee group was established in 1972 and has a turnover of more than Rs
30,000 million.
• Over the decades it has maintained its salience with leadership in its chosen
line of businesses:

• Engineering and Construction

• Cement
• Power
• Hospitality
• Real Estate
• Expressways and Highways

• The total income of the Jaiprakash Associates amounted to Rs. 9,200 million in
2005- 2006 and the next year the figure stood at Rs. 10,050 million. The net
profit of the company amounted to Rs. 920 million in 2005- 2006 and next year
the amount increased to Rs. 1,400 million. The Jaiprakash Associates Ltd.
plans to expand its cement production capacity and also diversify into the
business of highway construction.
 Jaypee cement

• Jaypee group is the 4th largest cement producer in the country. It

produces Ordinary Portland Cement and Pozzolana Portland
Cement under the brand names “Buland” and “Buniyad”.

• Jaiprakash Associates has 3 highly technologically advanced

cement plants - the Jaypee Bela and Jaypee Rewa Cement Plant.
The total production capacity of cement in these plants is around 7
MTPA.

• Jaiprakash Associates has subsidiary companies which are

Jaiprakash Hotels, Jaiprakash Hydro- power, and Jaiprakash
Ventures.
 Research methodology
• Primary Data Collection
• Questionnaire- A questionnaire was designed and administered to the
Training Incharge Professionals, and employees drawn from various levels
and various departments in the organization.
• Internal – Information regarding the training policies and procedures was
also obtained through personal discussions with Trainers, Senior Managers
and Assistant Managers.

• Secondary Data Collection

• This involved extensive research on databases of CBWE, New Delhi and
JAYPEE Cement Limited, New Delhi.
• Training / HRD manuals, Company reports, house journals records etc.
• Latest books and magazines on HRD were also referred.

• The Questionnaire

• There were two questionnaires which were used for this study. First
questionnaire has 30 questions in it and second questionnaire has 9
questions on it. The questions in the questionnaire consisted of a
combination of multiple, and open-ended questions.
• Procedure:-
Both lecture and role play methods were followed to establish good
rapport with the interviewees before collection of data. Rapport
building was important in order to reduce any anxiety related to
expressing inner feelings to others. Employees of the JAYPEE were
informed about the purpose of study, maintaining secrecy of their
responses etc before collection of data.
At the time of training, detailed instructions of what to be done and
when, were supplied to the trainees.

• Limitations
The topic was such that it required vast and thorough study
necessitating complete enumeration of the organization and
analysis of several issues that considerable time which was a major
limiting factor. Collecting information from people during the working
hours was also critical. Besides this, the issue of confidentiality was
a tough obstacle to conquer. But finally persuasion won and the
study was completed with a degree of comprehensiveness.
 Analysis
Q.1. WORK EXPERIENCE AT JAYPEE Cement Ltd.

14
12
10
8
6
4
2
0
Less than 5 More than 7
6-7 Years
years years
Senior officer to 11 9 6
Assistant Manager
Senior Manager and 0 2 12
above
Senior officer to Assistant Manager Senior Manager and above
Q.2 Designation of Respondents

30

25
20
No. of employees

15
10
5
0
Senior Manager Senior Officer to
14 26

Designation
Q.3. Educational Qualification of Respondents

12
10
8
6
4
2
0
Less than 5 More than 7
6-7 Years
years years
Senior officer to 11 9 6
Assistant Manager
Senior Manager and 0 2 12
above
Senior officer to Assistant Manager Senior Manager and above
 Conclusions
• Level wise percentage on effectiveness reveals that impact of
training is more on the individual effectiveness as compare to the
departmental and organizational.
• Results also revealed that efficiencies of employees were
significantly high during the training months in comparison with
previous non-training months of last three years.
• Likewise wastage were also significantly reduced during the training
months in comparison with corresponding previous months of last
three years.
• Results also revealed that 37% of the total trainees felt to correct
mistake in their work on their own efforts though they could
understand their mistake after the training.
• Besides faulty concept of wastage, chronic habit and faulty attitude
towards different operations are the major inhibiting factors of
wastage control.
• 55% trainees felt training programmes were of very short duration
but, 95% felt that it is good for all our staff people.
 Recommendations
• Training should be given according to the job profile of the
employees i.e. managers should be made to attend more of team-
oriented workshops since they are required to work in teams.
Whereas an officer level employee needs to enhance his
computer skills. Hence training programmes have to be designed
accordingly.
• Since a few employees felt that the training they had undergone
in the last two years didn’t help them at all, a feedback session
should be made mandatory after every training session, in order
to ascertain whether the above idea behind the training
programmes had been accomplished or not.
• Every now and then the employees should be encouraged to
identify their own training needs which would enhance employee
morale and also shift the burden from the superior to the
employee him self.
• Rather than just investing money on various training programmes,
Jaypee Cement Ltd. should also concentrate on regular training
evaluation.
• Training modules for the different departments may be modified
so that respective employee can understand the relative subjects
easily.
 Contd….
• In the group discussion, leaders play critical role in developing
involvement among the group members. Therefore, during the group
discussion, trainers may give adequate advice to the group leader if they
failed to develop involvement among the group members.
• The study material already available with the Board in languages other
than Hindi and English should be used. Pictorial presentation should be
much appealing so that the trainees can relate easily with the real life
events.
• It is also recommended that if the company is interested to train all their
employees, then the company should have well furnished class room with
all training aids like relatively bigger white board, overhead projector, LCD
projector and computer, film strips etc. so that presentation of training
inputs will be more appealing to the trainees.
• Group discussion method was also followed while conducting the training
programmes so that the trainees can share their ideas with each other
based on the training inputs. Still 39% trainees reported that they felt
difficulty to share their ideas.
• Language is the major problem in understanding the training inputs.
There were different linguistic communities among the trainees. So,
multilingual study material will be useful if given to the trainees. Some
trainees also reported that the pictures and diagrams in the study
material are difficult to understand.