A Study On Training & Developmant

A STUDY ON TRAINING AND DEVELOPMENT
Dept. of PG Studies in Commerce,G.F.G.College, Hosadurga. 1

CHAPTER I
INTRODUCTION
GENERAL INTRODUCTION:
Throughout history, cementing materials have played a vital role. They were
used widely in the ancient world. The Egyptians used claimed gypsum as cement. The
Greeks and Romans used lime made by heating limestone and added sand to make
mortar, with coarser stones for concrete.
The Romans found that cement could be made which set under water and this was
used for the construction of horbours. The cement was made by adding crushed volcanic
ash to lime and was later calledpozzolanic cement, named after the village of Pozzuoli
near Vesuvius.
In place such as Britain, where volcanic ash was scarce, crushed brick or tile was
used instead. The Romans were therefore probably nthe first two manipulate the
properties of cementations materials for special applications and situations
Organizations are made up of people of functions through people without people
organization cannot exist an organization means five important Ms namely money,
material, men, machine, and market.

It is an effective combination of these factors that the success are failure of an
organization depends of all the factors the management of men is very important & in
their challenging job. It is because of the dynamic nature of the people, people close not
mean an assembly or a group people which are now technically called human resources
represent the feeling of various peoples. Therefore human resources mean the
knowledge, skill, creative abilities, talent and attitude obtained in the population there for
there is a need for tactful handling of the people. This is known has human resource
management.


H R M is one of the functional areas of management, of course, a relatively recent
concept of the study as compared to the study of management. The evolution and
development of H R M as inter relationship with that of management. Evidences are
available to cite that the history of management of people in the organization as been
quite old. To quote, the concept of minimum wages rate and incentive plans where
very much included in the Babylonian code of Hammurabi around 1800 b.c even in India,
Koutilays arthashasthras says that there existed a sound base per systematic management
of people as early as in 320 b.c however, in India, the origin of H R M is traced to the
beginning of the 20
th
century with labour welfare in factories since 1920s since then
there has been continues changes / developments in the concept of H R M in India. For
the convince of our understanding, an attempt as been made in the following sections to
chronicle and development of the subject H R M since the 1920s.

INTRODUCTION OF TRAINING AND DEVELOPMENT
Some 50 years back the rate of the TRAINER was relatively simple the more
common terms in use were INSTRUCTOR Or TEACHER with all the employees on
techniques that these terms suggest.
In Britain there has been shortage of skilled workers since world war II and many
companies shifted their responsibilities for training employees. This situation has
contributed towards the slow rate of economic explosion.

The Government attempt to deal with the problems of skill shortage because
companies were suffering from lack of training and development programmed keeping
this in mind, the INDUSTRIAL TRAINING ACT, 1964 was introduced to supplement
the good work of the INDUSTRIAL TRAINING FEDERATION which was established
in 1958 by the trade union Congress, gave root to establish training boards for each
industry.



During 1960 and 1970 there was a great programs in training techniques and
improved method has introduced and also existing technique use in training method was
modified.

During 1987 the Government announced new proposal and decisions affecting the
role and composition. Their roles was to improve competitiveness and support the
growth of employment and job creation by fostering the development of a better and were
adaptable work force.
The training and development activity has become an essential in the present fast
changing technology and high competitive environment providing in the industry and
other section training also helps to increase the abilities, potentialities of employees and
the production in an organization and also to get higher profits.
Every organization needs to have well 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 when that is not a case, it is necessary to raise
the skill levels and increase the versatility and adoptability of employees.
Inadequate job performance or declines in productivity change resulting out of job
redesigning or a technological breakthrough require some type training and development.
As the job become more complex, the importance of employees development and
increases. In a rapidly changing technology employee training and development are
those only in activity that in desirable but an activity that organization committee
resources, if it is so maintain a viable and knowledgeable words farce.
SPECIFIC INTRODUCTION
Training and Development:
Training is a short term process utilizing a systematic and organized procedure by
which non-managerial personal learn, technical knowledge and for definite purposes.
After recruiting the new employees MCL shall give training for the employees
about their job. Development of employees attitude towards highest standard of
housekeeping in factories.
Madras Cements Ltd. gives its core philosophy of making its work men as
knowledgeable workers imparts structured training both in behavior sciences as well as


skill development. Besides this training on quality of work life are also organized both
for the employees and their family members.

In addition to internal training given to employees are also sponsored to the
premier technical institute NCBM confederation of Indian industry for having their on the
job skills. The personnel department identifies the training and prepares for training and
evaluates instructor programmers. The training programs are both for the employee
initiated and management initiated.

TRAINING METHODS OF MCL:
On the job training method:
Off the job training:



RESEARCH AND DESIGN
STATEMENT OF PROBLEMS:
Among all the factors of production the human resource is the most
important factor as without them there can be no progress in the organization. Money,
materials and machine alone cannot produce anything. It is only when human
resources are assigned with definite roles in the form of products of services which
could be the ultimate goal of any organization. The attempt in this project study is to
find out to what extent training and development program has gained importance in
the minds of the employees and organization.
Training is one of the most important activities of marketing both
individual and organization should develop and progress simultaneously gather
survival and attainment of organizational growth successful candidates placed as the
job needs training to perform their duties effectively and efficiently in order to
achieve both organization individual development.
MCL limited in a production and marketing company it is importance that
people have to be trained and develop effectively and efficiently.
The main focus of their project is that helping the management in solving
problems at the source and beginning inferable work ultimate where by collective
wisdom of member in utilized to achieve remarkable results.

THIS PROJECT IS AN EFFORT TO,
1) Find out the effectiveness of training and development in MCL at Mathodu.
2) Study the existing T & D Act MCL
3) Find out the scope for improvement in training and the MCL product.

OBJECTIVES OF THE STUDY
1) To identify the training needs required by the organization.
2) To study the training and development program to know the skill and knowledge
of employees in MCL.
3) To help to increase the productivity of employees through training in MCL.


4) To measure the competence level of the employees.
5) To know how the training program is helping the development of employee
career.
6) To determine training program effects on employees.
7) To know what are the strategies implemented by the company to develop the
competitiveness and skills of the employees.
8) To suggest the remedial measures to attain employee effectiveness.

SCOPE OF THE STUDY
The study deals with all the matters and things related to training and
development enough to suit the conditions of the workers. The study brings out the
credibility of H R Management personnel management in the organization and its various
approaches to study the components of training and development.
It cover the accepts of training and its implication towards the growth of human
resource and the vital necessary of imparting various training methodology and
technique. This study at MCL covers the training program for employees, its importance
and implication and on the growth of organization and individual development.
Limited employees i.e.,50 members are taken for the purpose of conducting
survey as sample over 140 members.

METHODOLOGY
TYPES OF RESEARCH
There are 140 employees working at MCL in Mathodu, I have surveyed 50
employees on random basis.
I have research on study
Whether the programmers conducted is resent to their application those in
employees.
Try to find out various methods to explain the concept in better way
adopting the employees.


Methodology can be defined as the study of data causation any study an research
request a proper method for it success, any systematic and scientific study or research can
give a clear picture of the report.The methodology place highly expressive and
significance role.
HRD Manager understand that employees what other programs they are need.
Majority of the respondents nearly 56% of the respondents say that are sponsored for
training program on the babies of their needs and they were also given opportunity to
attaining program majority of the employees i.e. 82% agree that the training program is
evaluated and improved every year and they also agree that feed back session will be
conducted for a trainees after the training program.

SAMPLING
Sampling is one of the tactical technique of collecting and selection of the part of
the self for the purpose of analysis of the study. Only the responsibilities items from the
man are collected.
There are 140 employees working at MCL.,Mathodu. It is quite impossible to do survey
for this 140 employees and therefore I have taken 50 employees at random from the
strength for my analysis regarding various aspects of training at MCL.,
The analysis is based on the response given to the questiones by the 50 randomly selected
employees.

TOOLS FOR DATA COLLECTION
DATA WAS COLLECTED BASED ON TWO SOURCES.
Primary Data
Secondary Data
PRIMARY DATA
DATA WAS COLLECTED BASED ON THREE SOURCES.
Interviews
Questionnaires
Observations


Interview: Face to face interview of some workers was conducted in work place
and outside the work place. The workers were enthusiastic and responsive out side
the work place. In the face to face interview officers who were highly
knowledgeable and experienced were met to get expensive information about the
concerned and organization an a whole.
Questionnaire: The questionnaire in used as a tool to collect the appropriate data.
A structured and undisguised questionnaire was prepared with a combination of
close and open ended questions.
Observations: I also observed the training facilities, which were provided by the
company and by the staff and employees of the organization.

SECONDARY DATA:
After collecting the primary data, secondary data help me to correlate my study to
primary data. The Secondary data was collected from broachers, records, text books and
Internet.
TECHNIQUES OF ANALYSIS
Madras Cement Ltd one of the manufacture Company 140 Employees are
working in this company I taking 50 employees at random from the strength for my
analysis regarding various aspects of training.

The analysis is based on responsible given to the questionnaire by the 50
randomly selected employees.

Findings and suggestions are based on descriptive method that means asking
questions to the employees and made graphs and tables based on their response.



LIMITATIONS OF THE STUDY
There are some limitations in this study some of them are list out as under
Study was limited to MCL Mathodu unit only.
Due to time constraint wider scope of training aspect couldnt be covered.
Frequent visiting to various department & collecting information was not
possible.
Interaction with employees / executives was very limited because of their busy
work schedule.
Study was conducted under the assumption that the information given by the
respondents are all correct.
The sampling respondents are selected randomly where sampling in restricted to
50 employees at different level in an organization.



REVIEW OF LITERATURE
TRAINING AND DEVELOPMENT
INTRODUCTION
Every organization needs to have will 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 imparting. But when this is not
the case, it is necessary to raise the skill levels and increase the versatility and
adoptability of employees. Inadequate job performance or declines in productivity
or changes resulting out of job redesigning or a technological breakthrough
require some type of training and development efforts. As the jobs becomes more
complex, the importance of employee development also increases. In a rapidly
changing society, employee training and development or not only an activity that
is desirable but also an activity that an organization most commit resources or to it
is to maintain a viable and knowledgeable workforce.
Training, Education, development are three terms frequently used.
On the face of it, there might not appear any difference between them, but when a
deep thought is given, there appear some difference between them. In all training
there is some education and in all education there is some training and the two
process cannot be separated from development.
In the field of human resource management, training and development is
the field which is concerned with organizational activity aimed at bettering the
performance of individuals and groups in organizational settings. It has been
known by several names, including human resource development, and learning
and development.
Harrison observes that the name was endlessly debated by the Chartered
Institute of Personnel and Development during its review of professional
standards in 1999/2000. "Employee Development" was seen as too evocative of
the master-slave relationship between employer and employee for those who refer
to their employees as "partners" or "associates" to be comfortable with. "Human
Resource Development" was rejected by academics, who objected to the idea that
people were "resources" an idea that they felt to be demeaning to the


individual. Eventually, the CIPD settled upon "Learning and Development",
although that was itself not free from problems, "learning" being an overgeneral
and ambiguous name. Moreover, the field is still widely known by the other
names.
Edwin flippo Training is the act of increasing the knowledge and skill of
an employee for doing a particular job.
Advice Saint, Training is includes any efforts within the organization to
teach, instruct.Coach, develop employees in technical skills, knowledge,
principles, techniques and to provide insight into and attitude towards the
organization.
Dales S Beach, Training is an organized procedure by which people learn
knowledge and\ or skills for a definite purpose.
Michael J.Jucius, The term Training is used here to indicate only process
by which the aptitudes. Skills and abilities of employees to perform specific jobs
are increased.
Planty, Mc. Cord and efferson, Training is the continuous systematic
development among on levels of employees. If that knowledge and this skills and
attitude which contribute their welfare on that of the organization.
Litchicfeld,Training is the product of increasing the skills and knowledge
individual and organizational performance.



CHAPTER OVERVIEW
Chapter 1: Introduction
In this chapter an effort is to give a brief description about various aspects
pertaining such as meaning definitions.

This chapter given an outline of the whole project i.e scope of the study
methodology adopted objection of the study, statement of problem, Review of
literature etc.

Chapter 2: Organization Profile.
This chapter contains the bird view of the organisation as a whole.

Chapter 3: Training and Development In MCL
This chapter provides the information about the training and development
in MCL.
Chapter 4: Analysis & Interpretation.
One of the methods was used for data collection was distribution of
questionnaire. Employee based on the response given for the questionnaire on
analysis of various facilities and programs provided at a M C L.
Chapter 5: Findings Suggestions and Conclusion
Conclusion has been made on the basis of questionnaires and
interpretations, analysis are done.
This is my opinion in practical regarding various training programmed
provided at M C L to its employees and also suggestion are given in these areas.
Where the employees have given their Positive responses.

Annexure, Questionnaire, Bibliography.



CHAPTER II
INDUSTRY PROFILE

MADRAS CEMENTS LIMITED:

Madras Cements Limited is the flagship Company of Ramco Group established
in 1957 with the first factory at Tamil Nadu with an initial kiln capacity of 200 T P D.
The main product of the Company is Portland cement manufactured through the four
advanced production facilities spread over south India.
It was upgraded to 600 TPD in 1963. In 1977, the first largest single dry process
kiln of 1200 TPD in India was installed here. Today its turnover is close to Rs. 4000
million, a golden testimony to the futuristic vision of the company.
In 1986, the company commissioned its second unit at Jayanthipuram in Andhra Pradesh
with an installed capacity of 8 lakh tones per annum, this plant uses the FUZZY logic
software system, and other advanced DBMS techniques & all that is latest in cement
technology. The plant has been recently upgraded to 11 lakh tones. Both these plants are
considered to be models in the cement industry for energy heat consumption and uniform
cement quality.
The third cement plant of MCL was commissioned in March 1997 at Alathiyur
near Thiruchirapalli, Tamil Nadu. This cement plant is a pride of Madras Cements Ltd.
It is one of the most modern cement plants in the world and easily the best in the country.
The plant has adopted new technologies like vertical mills for cement grinding, surface
miner for clean mining operation, cross but analyses for 100% continuous chemical
analysis of raw material. The vertical roller mill for cement grinding can produce cement
of high fineness with very low power consumption our cement plants are lacked up by
diesel generation power stations to meet the power requirements in case of grid failure.
The fourth unit is at mathod, the sick unit owned by KMMC Ltd. established in
1985 closed and referred to BIFR was taken over by Madras Cements Ltd. in 1999, re-
commissioned in 2000 expansion in phased manner from the year 2001 onwards. The
consented capacity of the plant was increased to 1000 TPD of cement from 200 TPD
during the year 2001.


The plant operations are totally computer controlled with sophisticated QC equipments.

THE ACHIEVED BENEFITS OUT OF ABOVE MODIFICATIONS
ARE:
a. Production & quality improvement.
b. Reduction in power consumption.
c. Reduction in emission levels to within the specified limits.
d. Utilization of industrial waste such as fly ash, mould & chemical gypsum.

GROWTH OF THE INDUSTRY:
1957:
The company near incorporated at Rayapalayam in Tamil Nadu. The company
manufactures cement and allied products. Cement marketed vender brand of Ramco
Portland cement 480 - 6.25% preference and 295 numbers of equity shares issued without
payment in cost arrears Rs. 63,428.
1967:
The company issued 6000 right equity shares at par and 20,000 right redeemable
preference shares 25 (equity preference) during 1962-63.
1878:
Division on all reference shares raised to 11% during 1975-76, 28,000 equity
shares issued during the year.
1982:
44,375 number of equity shares issued at par and allotted to financial institutions
upon part conversion of their loans during 1982-83.
1985:
The company undertook to replace the cement units at its Ramaswamyraja Nagar
works, which were 20 year old, by a single new combidan cement mill. The mill was
commissioned towards the end of the year.
1988:
Two D.G. sets were installed in the middle of the year of meet 60% of the units
power requirement at Jayanthipuram.


1990:
The company decided to expand the capacity of Tamil Nadu factory by one lakh
tone per annum considering the growing demand for cement in southern stated and the
potential for exports to Srilanka and Maldives.

1994:
The company upgraded the capacity of the Jayanthipuram unit to 1.1 million
tones and also upgraded the cement mills capacity in RR Nagar & J.P. units.

1995:
27 more wind mills with a total additional installed capacity of 10.5 MW were set
up at Poolkaradi in Tamil Nadu.

1997:
149 shares allotted pursuant to a contract without payment being received in cash.
MCL has satisfaction commissioned its third cement plant in Alathiyur the second in
Tamil Nadu.

1998:
MCL embarking on farmer integration by setting up a Ready Mix Concrete
(RMC) plant near Chennai. The plant to be located at Medavkkam, will have a capacity
of 45,000 cumters.

The company has tied up with Vishakapatnam Steel Plant (VSP) for procuring
slag, blast furnace residence and a crucial input for slag cement.

1999:
MCL is one of the largest cement companies in south India with 3 manufacturing
facilities.


Company was taken over the 4
th
cement plant at Mathodu, the silk unit owned by KMMC
Ltd. established in 1985.

2000:
The company has launched the Ramco super steel cement in Tamil Nadu.
2003. Madras Cements members approve stock split of the existing equity shares of
Rs.100 to 10 shares of Rs.10 each.

NATURE OF THE BUSINESS CARRIED:
Manufacturing of cement that is Port land Pozzolana Cement (PPC) 43 grades.
Ordinary Port land Cement (PPC) 43 grade.

The companys core belief is, achieving productivity through technology, quality
of product and service. The companys quality audit department functions independently
and reports directly to the president / chairman of the company.
The company has been the first to introduce surface miner for clean and efficient
mining operation, first to effectively use cross belt analyzer where 100% continuous
chemical analyses of the raw material is done before feeding into the stacker recliner.
The company is also the first to install X-ray analyzer with computer back up as part of
quality control for instant analysis of clinker and cement produced, way back in 1981
itself.
The cement production capacity is 6 million tons per annum. The Company is
sixth largest producer in the country and the second largest producer in the south India.
The main product is Ramco super grade cement, which is a world class blended cement
and one of the most popular cement brand in south India.
MCL also produces ready-mix concrete and dry mortar products. In addition the
company also operates one of the largest wind farms in the country.
As on 31
st
march 2006 the Company has a fixed assets base of 1013 crores and
has a fixed assets base of Rs.1641 crores. It has won many prestigious awards and is
considered as one of the most energy efficient company in the country.
Madras Cements Limited is one of the recognized businesses of Ramco Group.
The companys principle activity is to manufacture cement. The company product


includes blended cement, ready mix concrete and dry mortor Mix. The Company also
generates power from windmills. It exports mainly to Srilanka and Iran.
Madras Cements Limited has reported 19.7 percent growth in sales and 20.3
percent increase in net profit for the year ended 31st march 2001 over the previous year.
It has reported a net profit of Rs. 48.40 crores on a sales turnover of Rs. 618.33
crores against a net profit of Rs. 40.22 crores on a turnover of Rs. 516.17 crores the
previous year.
Other income for the year was Rs. 442.64 crores depreciation Rs. 52.73 crores
provision for taxation Rs. 11.64 crores.
According to company officials the actual tax payment for the year would be 5.2
crores for the balance 6.4 crores. The company would take credit out of minimum
alternative tax (MAT) paid in earlier years.
According to press release, the second unit at Alathiyur with capacity of 15 lakh
tones per annum was just 9 months from the start of pile foundation. The cdfent mill was
commission owned in May.
The kiln fitted with cross bar cooler was the first of its kind outside the US, Company
said in the release. The versatile mill for cement grinding was the biggest of its kind in
Asia.
The second kiln at RR Nagar was upgraded in May 2001, with the installation of
fixed segment to the cooler. New calciner and modifying preheated cyclones, thereby
increasing the capacity of the unit from 10 lakh tones per annum to 11 lakh tones of
blended cement. The Companys aggregate cement manufacturing capacity which was
18.50 lakh tones per annum in 1997 would increased to 61 lakh tone per annum at the end
of 2001-02. In spite of increase in Diesel and furnace oil prices due to better sales
realization, cost control, reduction in the cost of borrowing and reduction in overhead
costs.
Mr. Dharma Krishnan said the company last year repaid Rs.160 crores of high
cost loans mainly to IFCI. The loans had been obtained at interest rates of 19 - 19.5%.
The Company also ventured into dry mortar products such as renders and skim coat and
dry concrete. This plant proposed to be located near Chennai was expected to be


commissioned in January 2002. The cost of project was Rs. 15 crores. To spend 20
crores on Karnataka plant.
Madras Cements Ltd. which took over Gokul Cements located at Mathodu in
Chitradurga Dist. of Karnataka will spend about Rs. 40 crores to increase the capacity of
the plant to 3.40 lakh tones per annum.
Gokul cement which belongs to Karnataka Minerals and Manufacturing Company
limited was a mini cement plant with a capacity of 300 tons per day. The plant was not
operating and referred to the Board of Industrial and Financial Reconstruction. The
acquired plant now a division of Madras Cement was formally commissioned on
September 3 2000.
After refurbishing and debottlenecking, the capacity of the unit was increased
from 0.66 tones to 1.5 lakh tones per annum.
Madras Cement had also acquired the right for about 80 million tones of
limestone close to the Mathodu plant.

VARIOUS CEMENT PLANTS OF THIS COMPANY:
RR NAGAR PLANT (TAMIL NADU)
JAYANTIPURAM (ANDRPRADESH)
ALITHIYUR (TAMIL NADU)
MATHODU (KARNATAKA)
ARIYALUR (TAMILNADU) (Under construction)



COMPANY PROFILE
RAMCO GROUP

Sri P. A. Ramaswamy Raja

INTRODUCTION:
Rambai and Co. Ltd. is the first group of company started its operation in
1957. Since then the company has diversified its operations in many areas including
manufacturing, property development and hire purchase and other fields. Although the
companies were managed as separate units and the policies remain same in all units
providing the best possible products and services to their clients.
RAMCO engaged in diverse fields of manufacturing like textile, cement, fiber,
cement sheets, steam less pipes, biotechnology, surgical products, software etc.
The Ramco group is well known across the world and selected parts of the world
for its business ethics, professional management, management awareness, and
philanthropic activities. The turnover of the group is 225 million U S Dollar.As per the
saying that every big thing has a modest and humble beginning. Ramco group also had
its origin in the form of a small textile mill by name Rajapalyam Mills Ltd.
established in the year 1938 by the late visionary
Sri P. A. Ramaswamy Raja as a public limited company at the time when the
reverberations of industrial revolution had not reached and the concept of share holding
was not popular in small and agrarian village like Rajapalyam in Tamil Nadu. He proved
his vision successful as the founder of the group.
His son present chairman Sri. P. R. Ramasubrahmanya Raja has been carrying on
his fathers dreams and converting them into reality and converging various operations
under one single group. His ambitious and broad outlook add new feathers to the crown


of the group and make it the most sought after cater to the varied needs of consumers
world with the perennial rejuvenated looks.
RAMCO Group is found by Ramaswamy Raj. Ramco Group of industries is one
of the best performing highly efficient group has diversified its operations in many areas
including manufacturing.
Textile business is the first business venture of Ramco Group.
Sri. P. R. Ramasubramanya was its chairman; Sri. P. R. Venkatarama Raja was Vice
chairman of this group when it was started.

PRODUCT PROFILE
In a market, where more than 80% of the consumer is ignorant about the
chemistry of cement and concrete, it is natural that an average customer in India gets
carried away by the various advertisements that is offered to him promoting the use of
Ordinary Portland Cement (OPC)
Ramco group has a strong belief that Portland Pozzoluma Cement (PPC) has got
definite advantage over OPC for many applications. In Madurai, they have been
manufacturing 100% PPC for the last 30 years.
It Jayanthipuram plant also, they have been modeling around 25,000 to 30,000
tanner of PPC every month in fact, Ramco is the only Manufacture of PPC among the
Andhra Pradesh leased comment plants. Mathodu plant also has been producing PPC.
PRODUCTS:
Ordinary cement
Portland Pozzoluma Cement
The various positive aspects of PPC over OPC resulting in betterment of concrete.
The basic difference between OPC and PPC is that, OPC cement contains around 95% of
cement clinker and 5% of Gypsum but in PPC, a portion of the
Clinker is replaced (10 to 25%) with pozzolanic material like fly ash, volcanic
lava burnt clay etc., at the end of the grinding process 5% Gypsum is to be added.



Researches and tests have conclusively proved the definite advantages of ppc over
opc in many developed countries of the world. In fact, in most of these countries nearly
70 to 80% of the cement consumed is blended cement.
Many of the major constructions of the world like the underwater euro tunnel
between France and u. K. The famous dykes of the low lying holland, the well known
nasa launching sites, innumerable airports, bridges, subways, etc., are all constructed out
of blended cement. Even in india, many of the multinational companies setting up
projects have shown distinct preference for blended cement over opc. Even the indian
consumer is increasingly becoming knowledgeable and is showing a marked preference
for ppc over opc.
DIVERSIFIED BUSINESS OF THE GROUP:
The diversified areas of Ramco Groups are...
Textile industry
Cement industry
Ramco system
Wind Power Energy System

OTHER AREAS:
Cement roofing sheets
Software development
Wine sector
Cement pipe industry

Textile industry:
Textile industry is the first industry of this group. The Rajapalyam mill
was started with meager spindles of 6000 with all machinery being imported. The
growth of Ramco textile division is phenomenal today with the spindlage increased to
manifold.
Being committed to customers ecstasy, the division has been modernized with
the latest state of art machinery from world renewed manufacturers like Rieter, Savio etc.


The division has never hesitated to venture by converting the concept to its
business success.

THE FOLLOWING ARE FEW IMPORTANT TEXTILE DIVISIONS
OF RAMCO GROUP:
Rajapalyam Mills Ltd.
Sudarshanam Spinning Mills
Sri Vishnushankar Mills Ltd.
Sandya Spinning Mills Ltd.
Thanjavur Spinning Mills Ltd.
Rajapalayam Spin text
Sri. Ramco Spinners
Rajapalayam Textiles

Cement industry:
Ramco Group presently running four cements producing plants across the India.
Cement industry is the money minting industry of this group.

Ramco systems:
Ramco is a global provider of software and services that create global class
business applications for a variety of enterprises. Ramcos Business Process Delivery
System (B P D S) enables fast flexible deployment and change on demand of processes
and applications for maximum flexibility so when your business changes your system
changes too.
Ramco systems has office in 9 countries and over 300 customers in 1000
locations worldwide across multiple verticals including banking, insurance, discrete,
process, manufacturing, aviation, transportation, logistics, healthcare,
e- Governance, retail, and more.



Wind power:
Ramco Group again to set up an 18 MW coal based wind power plant at its
Jayanthipuram in Nagonda District of Andra Pradesh. The plant is expected to cost about
Rs. 60 crores and will come up next year. Through this Ramco took initiative to balance
the energy shortage conditions.

BUSINESS VISION:
Corporate vision is a short inspiring statement of what the organization intends to
become and to achieve some point in the future.
Vision refers to the category of intentions that are broad all inclusive and forward
thinking. It is the image that a business must have its goals before it sets out to reach
them. It describes aspirations for the future.
Ramco Group continually adapt to its competitive environment. There are certain
core ideals that remain relatively steady and provide guidance in the process of strategic
decision making.
Ramcos vision can be understood by understanding three elements.
They are:
Core values
Core purposes
Goals
Core values:
The following are the core values of Ramco Group:
Excellent customer service.
Pioneering technology.
Creativity.
Integrity.
Social responsibility.

Core purposes:
The core purposes are the reason that the firm exists. Core
purposes are relatively unchanging and for many centuries


THE CORE PURPOSES ARE:
Clean and green environment in and around the factory.
To provide quality services this maximizes client results.
To conduct our business according to the highest level of ethics.
To do all in our power to pack the customer poundful of value, quality and
satisfaction.
To maintain a management culture that is action oriented, always flexible and
never beaurocratic.
To continue to train ourselves and our associates so that service we give will be
more and more intellectually performed.
To be the efficient everything that we do.
Our client success is our genuine concern.
Goals:
The visionary goals are the lofty objectives that the firms management
describes to pursue. This vision describes same milestone that firm will reach in the
future and may require a decade or more to achieve.
The goals of Ramco are highlighted below:
Reaching qualitative and quantitative sales targets.
To become role model for others in the field.
Internal transformation.
To increase stake holders value.

BUSINESS MISSION
The Company lays great emphasis in continuous up gradation of technology to
improve the quality of its production and productivity to achieve newer and better
products for total customer satisfaction. If there is no customer, there is no business;
customers continued satisfaction and sensitivity to their needs are the companys source
of strength and security.



THE FOLLOWING ARE THE MISSIONS OF THE COMPANY:
To position ourselves in the cement business as a pace sector and grow in the
same and related businesses.
To seeks green field location for growth on the basis of developed synergies of
the existing operations.
To continuously improve productivity through quality, technological renewal and
customer focused operations.
To continuously seek quality enhancement in product, processes, and response to
various stakeholders.
To conserve protect and enhance quality of life for employees and community.
To preserve the credence in companys molts company real resources are the
human assets.

OBJECTIVES OF THE COMPANY
Ramco Group is running to serve certain objectives. The following are the
important objectives of the company:

PROFITABILIY: This is the very important objective of Ramco Group. Company
continuously strives to increase the profitability of the business.

ADEQUATE LIQUIDITY: This is second objective of the Ramco Group. Company
maintains adequate liquidity in the organization. It increases the credit worthiness of the
company.

GROWTH: Growth is the third objective of the Company. Company undertakes
series of plans to lead the growth of company.

DEVELOPMENTS: The fourth objective of Ramco Group is the continuous
development of business. For this purpose it taken all the initiative.



ORGANISATION OF ENVIRONMENT: To develop and maintain an
organizational environment for initiative, innovation and productivity and also to ensure
a fair return to the employee with human approach.
BUSINESS DEVELOPMENTS: To generate adequate profitable business by
utilizing the existing resources to the maximum extent.

ORGANISATIONAL HIERARCHY
The organization of MCL consists of four levels. They are as follows:
Top level: Managing and Technical Directors.
Middle level: General and Senior managers.
Bottom level: Deputy Managers and Officers.
Fourth level: Clerks, Assistant and workers.
.
As MCL is a manufacturing concern of a moderately large size we can see here
function wise departmentation. It facilitates effective utilization of manpower and
resources and it is a simple economical and reasonable.



CHART-1

SR.MNGR-MINES
FIELD-STAFF
AREA MANAGERS
ASSISTANT-MANAGR
ZONE-MANAGER

ASST-MGR-ELCTRCL
MANAGER-MECH

SUPERVISOR-CIVIL

OFFICER-IT

ASS.MGR.ACCTS

Sr. MANAGER-ENGG

MGR-INSTRUMEN

Sr. MANAGER
GM-FINANCE

Sr. MANAGER -PERS
ERSONNEL
GM-WORKS

MGR-MTRLS
GM-R&D
GM-MARKETING

PLANT

VICE PRESIDENT



GENERAL MANAGER:
General administration of the entire mills including routine inters departmental
co-ordination of Deputy General Managers, senior managers and managers of all
departments at the unit (Mill) level.
Performance of the entire mill including both production & other service
departments. Routine management information like daily reports and correspondence
with Managing Director and other General Manager. Refrain his position for personal
benefit from the employees. Main lain the confidentiality of the companys information
that has come to his notice except where disclosures is authorized in writing be the
management.
Obscene all prescribed safety and environmental related norms.
DEPUTY GENERAL MANAGERS / SENIOR MANAGERS:
Being the departmental heads at the unit level, there will be ultimately responsible
for the performance of their departments.
They will assist and advise the General Manager on their departmental functions.
They will co-ordinate the functions of managers, Deputy Managers and other officers
working in their departments.
They will report to General Manager and be under his administrative control. However,
they will be under the Functional control of the respective
Vice-president / General Managers and will seek functional guidance from them.
MANAGERS:
Planning their sections work in advance to achieve the targets and norms under
various operations and activities.
Coordinating with manager of other sections to remove and enable smooth functioning in
his section.
Directing officers and staff working under him, involving them in the decision
making at the shop floor with a view to get their commitment.Motivate the employees for
the willful participation by involvement; develop a better report with the employees
helping them in self development, building team spirit ultimately making the employees
self motivated and self directed.


STAFF:
Staff means that the company has hired people trained them well and assigned
them to the right jobs for which they are least suited according to their qualification,
skills, knowledge and experience.
Among all the 7-5, staff is one where employees work together under the control and
direction of one department head who guide them in their routine business.
OWNERSHIP PATTERN
RAMCO GROUPS is a public company. The total deposits from the public
outstanding with the company as on 31
st
March 2008 were Rs. 8.07 crores including the
deposits renewed in accordance with section 58A of the companies Act, 1956. This also
includes 144 deposits aggregating to Rs. 43.51 lacks. The company shares are
listed in Madras Stock Exchange, Bombay Stock Exchange limited and National Stock
Exchange of India limited.

Sri.P.R.Ramasubrahmaneya Raja
The Chairman and Managing Director, Sri. P.R.Ramasubrahmaneya Raja heads
the Board of Directors.
The Board consists of eminent persons with considerable professional expertise
in various fields such as Administration, Banking, Law, Finance, Engineering, etc. The
Board has 7 Directors out of which 6 Directors are Non-Executive 57% of the Board of
Directors consist of Independent Directors as against 50% required by the Code of
Corporate Governance. For this purpose, Directors nominated by Institutions are deemed


to be Independent Directors. There is no pecuniary relationship or transaction of the
Non-Executive Directors vis--vis the company.
INFRASTRUCTURE FACILITIES:
PLANT:
Bag Filters for Coal Mill and Cement Mill.
ESP for cooler.
Bag filters for all de-dusting points.
Covered storage yards for Limestone, Coal, Clinker and Additives
Closed silos for Fly ash.
Plant ensures stack emission level within the norms prescribed by
KSPCB.
Provided covered sheds for storage after production.
Revamped raw material grinding circuit with separator and self-lubricating
systems.
ROADS:
Well-developed 2 kms approach road from main road, 1.7 kms of plant
internals concrete roads and 1 km of colony roads.
Total pollution control equipment of Rs. 2.25 crores.
GREEN BELT:
Well-developed green belt in and around plant to have aesthetic look and
also to suppress the dust from spreading.
Plantations of about 85,000 saplings in and around the factory and colony
for keeping the area green.



MINES:
Noise and dust generation in mining is minimized by proper water
spraying facilities.
TECHNOLOGY:
Automated samplers and X-ray analyzers installed for quality control and
quality assurance during manufacture.
Complete automation of the plant.
POWER:
Installed 3.19 MW capacity captive power plants.
Power generated by its own wind power generation plant near to the site.
ACHIEVEMENTS AND AWARDS:
The Companys Units secured many Awards during the year in Environment and
Mineral Conservation, Mines Safety and Quality Circles.
The Alathiyur Unit was awarded Excellent Energy Efficiency Shield by
the Confederation of Indian Industry.
National Award for Excellence in Energy Management 2006, for the
Eighth successive year.
The mines have regularly winning awards during Safety weeks and
environmental weeks conducted by DGMS and IBM.
Overall performance - 1
st
prize.
Afforestation at mines - rolling shield.
Dust suppression management 1
st
prize.



SOCIAL ACTIVITIES OF THE COMPANY:
Ramco always believes in services to social development as the principle in its
overall objective. It is running much educational institution to impact better education to
all sections of the society especially under privileged children.
The institutes include:
PAC Ramsey Raja Polytechnic College.
Ramco Industrial Training Centre.
PA Chinnaih Raja Memorial Higher Secondary School for Boys.
PACZ Ammaniammals Higher Secondary School for Girls.
Chimaya Vidyodaya (nursery).
Gokula High School
CEMENT MANUFACTURING WORK FLOW MODEL



FUNCTIONAL AREAS:
The various departments of MCL are:
Purchase Department
Production Department
Personnel and Administrative Department
Finance Department
Marketing Department

PURCHASE DEPARTMENT:
In every manufacturing industry nearly 60-70 % of the cost is incurred towards
materials and its control including carriage, insurance and freight etc.Purchase
department in MCL has given special consideration to control materials. Purchase to
avoid unnecessary wastages was created. The proper purchase of materials and
merchandise and the procurement of the materials at the right time are of greater
importance to the organization as it reflects the cost of production.

PURCHASING POLICY AND GOALS:
The functions of purchasing department is to ensure continued supply of
required raw-materials, spare parts at the most favorable terms so as to reduce the
ultimate cost of the product.

PRODUCTION DEPARTMENT:
Production means conversion of inputs into outputs or production means
conversation of raw-materials into finished goods.
FUNCTIONS OF PRODUCTION DEPARTMENT:
Lime stone handling.
Raw grinding.
Raw material storage and homogenization.
Preheating and grate cooling.


Coal / lignite grinding and firing system.
Cement grinding.
Cement storage and packing.

Chart-2

MCL, MATHODU WORKS
PROCESS SEQUENCE DIAGRAM

MINES
Blasting sizing of lime stone
Lump sum to small size

Vehicle Transportation

Crusher Primary
& Secondary

Raw Mill hopper

ADDITIVES
Raw material handling

RAW MILL

BELENDING SILO
COALSTORAGE

CONVEYOR

PREHEATER & CALCINER

CONVEYOR CGAL MILL

KILN

A


CHART -3

Manager - Mines
Manager - Mines
Mines Foreman
Asst. Mines Manager
Geologist
Asst.
Supervisor -
Mines
Surveyor
Driller - 1
Blaster
Driller - 1
Attendant
Supervisor - Auto
Expl. Van
Driver - 1
Auto Mechanic - 1


PROCESSING DEPARTMENT:
Processing department is nerve centre in the Mathodu plant. All the raw materials
purchased will supply to processing department. These raw materials are stored in the
convenient place. These raw materials are processed with the automated plant.

THE FOLLOWING RAW MATERIALS ARE USED TO MANUFACTURE
THE CEMENT:
Lime stone
Silica
Ply ash
Gypsum\
Potash
Some chemicals.
Kokane

IN MATHODU PLANT CEMENT IS PRODUCED IN FOUR IMPORTANT
PROCESSES THEY ARE:
Coal mill
Raw mill
Kiln department
Cement mill



CHART NO -4 :STORES DEPARTMENT STRUCTURE

AGM

ASST. MANAGER

MAINTENANCE DEPARTMENT:
This department is operating in the organization to maintain the plant effectively
and efficiently to work all the plants and machineries. The following functions are
absorbed:
Maintain and update master list of machineries
Prepare preventive maintenance schedule covering all materials
Maintain list of spares for all critical machines and machine history sheet.
Carry out breakdown/preventive maintenance and record the same.

ENGINEERING DEPARTMENT:
Engineering department which controls & regulate every machine during the
production in the Ramco Cements they are supposed to control Raw mill, coal 7 pollution
control etc., the main functions of the departments are as follows:
Control workshop, garage Diesel generator etc.
Control Raw mill, coal & pollution control system.

Attendants Personal
Assistants
Senior Assistant Officers


PERSONNEL AND HUMAN RESOURSE DEPARTMENT:
Human resource management is a management function that helps managers to
recruit, select, train and develop the required members for an organization.
Chart no -5

Managing Director
General Manager Works
Deputy General Manager Engineering
Workers
SR.GM -HR
PA
Sr. Mgr
(IR & PA)
Manager
(PA)
Manage
(Security)
Sr.
Officer
(T & D)
Welfare
Officer
Sr. Med.
Officer


THE DEPARTMENT FUNCTIONS ARE:
Recruitment and selection
Salary and wage administration
Training and development
Welfare activities
Health and safety
Organization development interventions
Personnel and administration
Industrial relation
Public relations
Employees data base
The part of management which deals with human resource in the organization is
known as HRD. Human resource management is the process of achieving the best fit
between individuals jobs, organization and environment. The management of manpower
is a very important and challenging job not of managing men, but of administering a
social system.

TRANSFERS:
In MCL both inter and intra departmental transfers takes place based on the
requirements. For Vacancies management no needs to pay extra. Usually transfers will
be affected once in a year preferably in the month of April and May.

FINANCE DEPARTMENT:
Finance is the lifeblood of every organization. It is concerned with managerial
decision making. This department is concerned with proper utilization of cash. It
identifies the sources of finance where to borrow.
Finance department is concerned with the essential financial activities for the
organization to carry out activities in effective way. This helps the organization to
achieve soundness in working and dealing with others. Finance is required from the
beginning of the organization to the successive stage of organization.


Financial management is concerned with the efficient use of an important economic
resource, namely capital funds. Finance is that business activity which is concerned with
acquisition and conservation of capital funds in meeting the financial needs and overall
objectives of a business enterprise.
General Manager (Accounts)

ACCOUNTING DEPARTMENT:
In Mathodu plant, all the financial activities are run by the accounting department.
The annual income earned by Mathodu plant is directly go to the finance head office at
Chennai.

MARKETING DEPARTMENT:
The basic function of business is marketing, which helps in identifying the
identification of prospective customers by knowing their needs and wants. Customers
value and satisfaction are at very heart of marketing thinking and practice.
In the field of marketing management process, Ramco basically consists of four
steps:
Analyzing marketing opportunities.
Selecting target markets.
Developing the market strategies.
Managing the market effort.

Sr. Manager (Accounts)
Manager (Accounts)
Accountants/accounts
officer


Chart No-6

PA
Mgr (Depot) Mgr (Site) Mgr (Excise)
VP (S & M)
Depot Staff Site Staff Excise Staff


SWOT ANALYSIS
When conducting strategic planning for any company, it is useful to complete an
analysis that takes into account not only your own business but also your competitors
business and the current business environment as well.
The following description will highlight the strengths, weakness, opportunity and threats
of the Madras Cements Limited.

STRENTHS:
Organization: The management of MCL with all precaution with future 25 years
requirements has planned in such a way that there are no shortcomings in the raw
materials and labour requirements. And timely investment of capital by the
management has accelerated the production and achievement both in the field of
quality and quantity of cement industry.

Capital: Its oil to the productive machinery. Ramco Group has invested
96.25million (385crs) capitals in the Mathod unit. This has grown the company
into one of the biggest and largest producer of OPC.

Transportation: -The Company is established in a place where it can have
advantage of transportation facilities. railways is abating to the industrial place as
well as national highway, four ways NH-4 is passing just adjacent (35km) to the
industrial place which makes the transportation convenient with the unit.

Labour: - The northern part of Karnataka was industrially backward area.
When the MCL was established there were no opportunities in rural mass. And
labour class was available as such the industry developed and achieved more than
expected progress, in production and expansion.



Land: - Esteemed Ramco sponsors the industry. It has got abundant land at a
cheaper rate in which it uses to grow its raw material that is limestone. The land
is available both for extension and establishment. It has utilized the land for
establishment of staff colony and for labour purposes.
H R professionals comprising of commendable background thus providing a
platform for continuous improvements in all the H R related activities.
Need based behavioral / technical training is imparted to all employees.
Appropriate infrastructure for condition of training.
Partnership with various technical and management institutions, for providing a
Continuous supply of fresh graduates.
Stream lined system of recruitment.
Industrial and legal relations are very conducive for the smooth functioning of the
unit.
Providing the necessary welfare facilities for the employees in the comfort zone
and increase in the retention level of employees.
Healthy competition within the Group in terms of quality, quantity and cost.

THE FOLLOWING ARE THE FEW IMPORTANT
STRENGTHS OF COMPANY:
Madras Cements Limited is the Market leader in cement industry.
MCL is the lowest cost producer among the peers.
MCL giving good after sale service.
MCL is having good packaging and logistics management.
MCL is having strong distribution network.
MCL is having good connectivity.
MCL is in sound financial position.
MCL automated its operation.
Quality production.
Low cost energy generation.
MCL won so many Environmental awards.


WEAKNESSES:
It is the area where Madras Cements Limited has to struggle. What customer
complaints about Madras Cements Limited? What are the unmet needs of Madras
Cements Limiteds Sales force?
The following are some weaknesses of Madras Cements Limited:
MCL under utilizing available capacities.
MCL facing wastage problems.
MCL not completely modernized.
MCL is having excess staff in plant.
Employment generation is very low in MCL.
Lack of procedural awareness among workers.
Poor scrap maintenance in MCL.
Ownership issues (Authoritativeness).
Political interference.
Technical problems

OPPORTUNITIES:
It is area where Madras Cements Limiteds strengths are not being fully utilized.
The opportunities which are in front of industry:
Growing construction industry.
Increasing demand.
Excess capacity in plant.
Well connected road network.
Availability of skilled workers.
Policy support.
Government support.
Huge export opportunities.
Other producers are in problem.
Access for latest technology.
Market share expansion.


THREATS:
These are inside and outside things, that there could damage the business of industry.
They are:
Tight competition from other producers.
Fluctuating policies of the Government.
Ecological imbalances.
High cost of installation of plant.
Availability of raw material.
Threat from Govt. officials.
Other cement industries surrounding the area.
Competitors are coming with new technology.



CHAPTER III
HUMAN RESOURCES DEVELOPMENT IN MCL

Terms of H R D in M C L
TRAINING
EDUCATION
DEVELOPMENT
Are three frequently used an the game of it, there might not appear any difference
between them. But when in deep though the term seems to be same, there appears some,
there appears some difference below them. In all training there in some education and in
all education there in some training and the two process cannot be separated for the
development.
Training: Training starts with the identification of needs. Training need start from an
equation which shows that a factor is missing and the training event satisfies that missing
factor. The existence of training need shows that change is necessary. The change may be
from a situation or performance which the change agent is the training event. These are
many such factors which can be influenced by the training event.
All in all, a properly conducted need assessment and analysis can have a profound
impact on the organization & its performance in any economic scenario. Tit improves the
quality of training programs as well as the need for traini8ng function ultimately. It can
be said that proper need assessment improves on organization performance by
discovering training and on training problems & their areas of influences.
Training can be defined as The acquisition of skills, concepts or attitudes that result in
improved performance in an on the job situation. Training is closely concerned with the
theories or principles of learning and a skill since training has, or should have the goal-
oriented performance at some specified task. Learning is therefore a necessary but not a
sufficient condition for training to take place.


Training is the act of increasing the knowledge & skills of an employee for doing
a particular job. Training is a short-term, educational process and utilizing a systematic &
organized procedure by which employees knowledge, skills, behavior, aptitude &
attitude towards the requirements of the job & organization. Training refers to the
primary purpose of helping members of an organization to acquire & apply the
knowledge, skills & abilities & attitudes needed by a particular job & organization.
Training bridges the differences between job requirements & employees present
specifications. Training at the start of ones assimilation & understanding of the culture,
the systems, the customs, convention, rules, procedure, values & output expectation.

ADVANTAGES OF TRAINING PROGRAM
A systematic training program offers the following advantages to a company:
1 It helps in improving the quality of workers output.
2 It enables the worker to make the most economical and best use of materials and
equipment. This reduces spoiled work and damage to machinery.
3 It develops in the worker-effective work habits and methods of work, thereby
reducing the accident rate and the need for close supervision.
4 It gives a sense of satisfaction to the worker and makes him feel that he is being
properly cared for. As a result workers morale and his relations with superiors
improve.
5 It facilitates promotion of workers to higher job and increases their market value
and earning power. It instructs the worker towards better job adjustment and
reduces the rate of labor turnover and absenteeism.
6 It helps the bright but dronish employee to formulate his goals.
7 It makes the worker committed and loyal to the organization by educating him
about the culture, philosophy and policies of the organization.
8 It helps in creating a pool of trained personnel from which replacements can be
drawn to fill the loss key personnel at any time.



BENEFITS OF THE TRAINING TO THE ORGANIZATION
1 Training leads to improved profitability.
2 It improves job knowledge & skills at all levels of the organization.
3 It improves morale of the work force.
4 It helps people identify with organizational goals.
5 It helps to create a better corporate image.
6 It fosters authentic, openness & trust.
7 It improves interpersonal relationship & enhances subordinate
development.
8 It provides information for future needs in all areas of an organization.
9 Organization gets more effective decision making & problem solving
employees.
10 It stimulates preventive management & takes risks.
11 It creates an appropriate climate for growth and communication.
12 It aids in handling conflict.
13 It helps employees adjust to change.

BENEFIT OF THE TRAINING TO THE INDIVIDUAL
1. It helps the individual in making better decisions & effective problem solving.
2. Through training motivation variables of recognition, achievement growth
responsibility & advancement are internalized & operationalised.
3. It aids in encouraging & achieving self-development & self confidence.
4. It helps a persons handless stress, tension, frustration & conflict.
5. It provides information for improving leadership, knowledge, communication,
skills & attitudes.
6. It increases job satisfaction & recognition.
7. It helps a person to take risk.
8. It makes the organization a better place to work & line.



OBJECTIVES OF TRAINING
1. To train the employee in the company culture pattern.
2. To train the employee to increase his quantity and quality of output. This may
involve improvement in work methods.
3. To train the employee for promotion to higher jobs.
4. To train the employee to avoid social mistakes.
5. To train the employee towards better job adjustment and high morale.
TRAINING NEEDS OUR IMPORTANCE
1. Training increases the efficiency of employees, which increases the quantity of
production and improves its quality.
2. Training teaches the employees of the enterprise the method of doing their job in
the best possible manner. As a result of it, they make the best possible utilization
of the materials and machines of the enterprise.
3. A trained worker can do his work more efficiently. Thus the training reduces the
need of supervision to the minimum.
4. Efficient workers do their works the best possible manner. They make the
minimum utilization of materials and machines. Thus the cost of production is
reduced.
5. As the trained workers are capable in doing their job in most suitable manner and
can understand the producers and methods easily, it increases there morale. It has
given them satisfaction in their work.
6. Trained workers know the methods of doing their jobs in the required manner.
They know how to use the machines in the best possible manner. It reduces the
possibility of accidents to the minimum.
7. As there is minimum need of supervision it helps the managers of the enterprise to
concentrate upon the important problems of enterprise. They need not waste their
valuable time on supervising the workers.


TRAINING NEED ASSESSMENT
Training Need Assessment diagnoses present problem and future challenges to
be met through training programmer, without conducting needs assessment may be
making errors.
Needs assessment occurs at two levels group and individuals. An individual needs
training when his or performance falls short of standards i.e., when there is performance
deficiency caused by absence of skills of knowledge can be remedied by training.
Assessment of training needs must also focus on anticipated skills of an employee. A
technology changes fast and new technology demands new skills training will help to
acquire new skills. This will help to progress in his/her path. Training is essential to
prepare the employees to handle more challenging tasks.
TRAINING NEED = STANDARD PERFORMANCE ACTUAL
PERFORMANCE
Performance appraisal is one of the important methods by which training needs
can be assured. It contains both the individuals i.e. appraises strength and weakness and
at the same times the training the individual requires to improve his performance.
Performance Appraisal also contains his immediate boss and his department heads
opinion about his performance. They also recommend training programs to improve the
individuals performance.
METHODS OF TRAINING
Once the assessment of training need is over, next step is to provide the needed
training to individuals through a number of programs available. These programs are
classified into on the job training & off the training program.



THE TWO METHODS TRAINING ARE:
1. On the Job training.
2. Off the job training.
ON THE JOB TRAINING METHODS ARE:
1. Job rotation
2. Coaching
3. Job instruction
4. Training through step by step
5. Committee assignments
6. Induction
7. Orientation
8. Apprentice
9. Internship
10. Management trainee

OFF THE JOB TRAINING METHODS:
1. Vestibule training
2. Role-playing
3. Lecture method
4. Conference method
5. Programmed instruction
6. Case study
7. Simulation
8. Business games
9. Computer based training
10. Projects
11. Internal aided instructions


ON THE JOB TRAINING PROGRAM: Under this method the
individual is placed on a regular job & the skills necessary to perform that job. This type
of training, also known as job instruction training on the job training has the advantage of
giving firsthand knowledge & experiences under the actual working conditions. While
the trainee learns how to perform a job, he is also a regular worker rendering the services
for which he is paid. The problem of transfer of trainee is also minimized methods
include job rotation, coaching, job instruction or training through step-by-step &
committee assignments.
Job rotation: This type of training involves the movement of the trainee
from one job to another. The trainee receives job knowledge & gains
experience from, his trainer in each of the different assignments. This
method gives an opportunity to the trainee to understand the problems of
employee on other jobs & respect them.
Coaching: The trainee is placed under a particular supervisors functions as
a coach in training the individual often the trainee shares some if the
duties & responsibilities of the coach & relieves him of his burden. A
limitation of this method of training is that the trainee may not have the
freedom or opportunity to express his own ideas.
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
jobs knowledge, skills & allows him to do the job.
Committee assignment: Under the committee assignment, group of
trainees are given & asked to solve an actual organizational problem. The
trainees solve the problem jointly it develops teamwork.
OFF THE JOB TRAINING PROGRAM: Under this method of training,
trainee is separated from the job satisfaction & his attention is focuses upon learning the
material related to his 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. There is an opportunity for freedom of expression for
the trainees off the job training methods are as follows:
Vestibule training: In this method, actual work conditions are simulated in
a classroom, materials, files & equipment those are used is actual job
performance are also used in training the duration of this training ranges
from days to few weeks, theory can be related to practice in this method.
Role playing: It is defined as a method of human interaction that involves
realistic behavior in imaginary situations. This method of training involves
action doing & practice. The participants play the role of certain
characters. The method is mostly used for developing interpersonal
interactions & relations.
Lecture method: The lecture is a traditional & direct method of instruction.
The instructor organizes the material & gives it to a group of trainees in
the form of a talk. To be effective the lecture must motivate & create
interest among the trainees. An advantage of lecture method is that it is
direct & can be used for a large group of trainees.
Conference or Discussion: This method involves a group of people who
pose ideas, examine & share facts, ideas & data test assumptions & draw
conclusions, all of which contribute to the improvement of job
performance. Discussion has the discussion involving two-way
communication & hence feedback is provided.
Programmed Instruction: In this method, the subject matter to be learned is
presented in 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.
Development : Is related process It covers that only those activities which improve job
performance but all those which bring about growth of the personality help in dividends
in the progress towards maturity and atomization of their potential capabilities so that
they become not only good employees but and better men and women. In organizational
terms, it is intended to equip persons to earn promotion and hold greater responsibility


training a person for a bigger and higher job in development and his many well include
that only imparting specific skills and knowledge but also including certain personality
and mental attitudes.

Educations : In the understanding and interventions of knowledge. It does not provide
definite answers, but rather it develops a logical and rational mind that can determine
relationships among pertinent variable and there by character and understanding of basic
principles and develop the capabilities of analysis, synthesis and objectivity usually
education is outside the scope of an organization functions. It involves a range of skills
and expertise which can be provided only by educational institutions. An organization
makes use of such institutions in order to support and supplement its internal training
and development efforts.



CHAPTER I V
ANALYSIS AND INTERPRETATION
Table No- 1
Table showing the number of the years worked by the employee in the company.
Sources: survey data
Graph No -1
Graph showing the number of the years worked by the employee in the company.

Interpretation:
From the table it is clear that 66% of the employees are working from 10 years
above which formed the highest percentage, 20% of them are working from 4 to 8
years.8% of them are working from 2-4 years. 6% of the employees fill in the 2 years
below.
0
5
10
15
20
25
30
35
1 2 3 4
Series1
No of years No. of employees Percentage
Below 2 years 3 6
2-4 years 4 8
4-8 years 10 20
10 years above 33 66
Total 50 100


Table No- 2
Table showing the sex of the employees in the company.
Sex No. of employees Percentage
Male 50 100
Female 0 0
Total 50 100
Graph No -2
Graph showing the sex of the employees in the company.

Interpretation:
When a question uses asked regarding the employees it was revealed that 100% of
the ware male. No female employees

0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
1 2
Series1


Table No-3
Table showing training is necessary for new employees
Opinion No. of employees Percentage
Yes 46 92
No 4 8
Total 50 100

Graph No -3
Graph showing training is necessary for new employees

Interpretation:
When question was asked to employees 92% of employees answered that training
is neseccery for a new employees and very less (that is 8% of employees)answered that
training is not necessary new employees

92%
8%
1
2


Table No-4
Table showing the report about employees satisfied with their work system.
Satisfied 45 90
Not satisfied 5 10
Total 50 100
Graph No -4
Graph showing report about employees satisfied with their work system.

Interpretation:
Above table shows that the employees give their opinion about their working
system It shows that most of the employees oproximentely 90% are satisfied with their
working system and very few are not satisfied.i.e., 10%.

90%
10%
10%
1
2


Table No-5
Table showing development programme increase the performance.

opinion No. of employees Percentage
To little extent 5 10
To some extent 10 20
To agreat extent 35 70
Total 50 100

Graph No -5
Graph showing development programme increase the performance.

Interpretation:
Interpretation: The table showing the opinion of the employees about the training
program helps to the employees towards developing their careers. And it is opinioned that
more than 48% of the employees are agreed that it helps in that way and remaining are
different opinion as the table showing above that.

10%
20%
70%
1
2
3


Table No-6
Table showing training is an essential component career development.
Opinion No of employees Percentage
To a little extent 12 24
To a some extent 10 20
To a greater extent 24 48
Cannot say 4 8
Total 50 100

Graph No -6
Graph showing training is an essential component career development.

Interpretation:
The table showing the opinion of the employees about the training
program helps to the employees towards developing their careers. And it is
opinioned that more than 48% of the employees are agreed that it helps in that
way and remaining are different opinion as the table showing above that.

24%
20%
48%
8%
1
2
3
4


Table No-7
Table showing training programme help to increase productivity.

Productivity No of employees Percentage
To a little extent 8 16
To a greater extent 36 72
To a some extent 4 8
Cannot say 2 4
Total 50 100

Graph No -7
Graph showing training programme help to increase productivity.

Interpretation:
The table showing the opinion of the employees towards the training program
helps in increasing the productivity. And it is opinioned that more72% of the employees
are agreed that it helps in increasing the productivity.

0 10 20 30 40
1
2
3
4
Series1


Table No- 8
Table showing training will help to build confidence in the actual process of work.
opinion No.of Employees percentage
Agree 22 44
Strongly agree 24 48
Disagree 0 0
Cannot Say 4 8
Total 50 100

Graph No -8
Graph showing training will help to build confidence in the actual process of work.

Interpretation:
The table showing the opinion of the employees towards training will build the
confidence level of the employees. And it is true that more than 48% of the employees
are agreed that it helps in building the confidence remain are opinioned as above.

0
5
10
15
20
25
1 2 3 4
Series1


Table No-9
Table showing type of training program employees is under grown in this company.
Type of training No. of employees Percentage
On the job training 35 70
Training by superior 5 10
Vestibule training 0 0
Apprenticeship training 6 12
Job instruction training 2 4
Demonstrations 0 0
Others specify 2 4
Total 50 100
Graph No-9
Graph showing type of training program employees is under grown in this
company.

Interpretation:
The table showing the details of types training program which are held
by the company to its employees.
0
5
10
15
20
25
30
35
40
1 2 3 4 5 6 7
Series1


Table No-10
Table showing training programm is suitable only to a particular industry.
Yes 40 80
No 10 20
Total 50 100

Graph No-10
Graph showing training programm is suitable only to a particular industry.

Interpretation:
The table showing the opinion of the employees towards is the training program is
suitable for only particular industry or not. And most of the employees are opinioned that
it is true that it only for particular industry

1
2


CHAPTER V
FINDINGS SUGGESTION AND CONCLUSION
FINDINGS:
1. It may be seen that most of the employees are at the age between 40 & 50
years.
2. The qualification of majority of the employees is SSLC. So they must be
trained well and they must be given encouragement to get additional
qualification.
3. Employees feel that training program provided is relevant to the job
performance.
4. The training hall is good at the organization.
5. The training materials provided during the training period is satisfied for the
employees.
6. Methods adopted for training is easy & clear. It is well suited to the
employees.
7. Training helps the employees to improve their interpersonal skills, problem
solving skills & it also helps to change the attitude of the trainees.
8. Training also help the employees in adopting the changes , reducing
supervision, preventing accidents& also handling stress& tension
9. Regarding training programs concern 100% of the respondents are awarded
the training & development program is useful in the workplace in the
organization.


10. According the employees suggestion the staff needed to be given attention /
trained on the following areas i.e. Common Skills, Job Knowledge, Motivation
& Time management.
11. According to majority of the employees they have undergone Conference
method & Class Room training.
12. It is found that majority of the employees are sent for training Once in a year &
the employees suggest they should be frequently sent for training to improve
their overall performance.



SUGGESTIONS AND RECOMMENDATIONS
1. Training is important to improve and update knowledge of the job and other
related need based training is more important
2. While conducting training program it is important to take into consideration the
individual difference in training needs.
3. Selecting and preparing proper reading material on the training issue would be
beneficial.
4. Training sessions should be conducted 6 monthly, as majority of employees
prefers.
5. Company should provide professional trainees to make employees more careers
oriented.
6. Training should be more interactive and innovative.
7. Modern methods of training & development programs should be introduced
which bring more effectiveness & efficiency in training program and created
motivation in supervisions.
8. The training program should be short and logistic that means the objectives
should be clearly set and realized.
9. The qualification of the majority of the employees is SSLC. So they must be
trained well and they must be given encouragement to get additional qualification.
10. The latest computer programs should be introduced in the training syllabus, which
is helpful to the supervisions, the job , related members


11. The training & development has helped the employees by giving the knowledge,
but the training & development programs should bring to change & improve the
technology.
12. Effective improvement in the training programs in future.
13. A refresher course has to be planned & implemented keeping in mind the latest
economic trends
14. The determination of training needs is very important in the training process.
15. Each session must have feedback through appropriate feedback forms
16. Training audit should be undertaken to evaluate the effectiveness of training
programs.



CONCLUSION:
Training is an activity where we impact knowledge, skills and attitude to the
people. In case of organization, knowledge, skills and attitude are imparted to the
employees in the organization so that they can do the work efficiently and effectively.
Training program in MCL helps to familiarize the employees with their work.
There is no formal agenda for discussion among the employees. Training is a stage where
employees are freely allowed to express their ideas and they are not required to see the
superior and subordinate relationship between them.
Thus, in MCL Training and Development Program is effective according to the
executives



QUESTIONNAIRE

I am PAVITHRA. A.B. 4th sem M.com Student, Government First Grade
College, Hosadurga, affiliated to Davangere University has undertaken A Project Work
A STUDY ON TRAINING AND DEVELOPMENT IN MADRAS CEMENTS
LTD,MATHODU. As a partial fulfillment of my M.com Post Graduation. I request
your kind Co-operation in answering all the Questions, which will be a great help for me
in completion of the Project Report successful. The information given by you will be
used only for academic purpose and we will keep it confidentially.

Date: signature
Place: ( PAVITHRA. A.B)



1) a) Name :..
b) Address :
...
..
c) Age :
d) Designation :
e) Educational Qualification :
f) Department :
g) Marital Status :Married Unmarried
h) No. of members in the family :
i ) Sex : Male Female
2) Since how long have you been working in this industry?
a) Below 2 years
b) 02 04years
c) 04 08 years
d) Above 10 years
3) Do you think training is necessary for a new employee?
a) Yes b) No
4) Are you satisfied with your work system?
a) Satisfied b) Not satisfied
5) Have you undergone any training programmed in the initial stage (when you
joined the company) ?
a) Yes b) No
6) Do development progresses increase the performance?
a) To little extent
b) To some extent
c) To a great extent



7) Do you think training is an essential component of career development?
a) To a little extent
b) To a great extent
c) To a some extent
d) Cannot say
8) Can training programmer help to increase productivity?
a) To a little extent
b) To a great extent
c) To a some extent
d) Cant say
9) Do you think effective training will help to confidence in the actual process of
work?
a) Agree
b) Strongly agree
c) Disagree
d) Cant say
10) Do you agree that training is necessary irrespective of the nature of Job /
Experience / Qualification / Designation?
a) Agree
b) Strongly agree
c) Disagree
d) Cant say
e) Strongly Disagree
11) What type Training programmed you have undergone in this company?
a) On the job training
b) Training by superior
c) Vestibule training
d) Apprenticeship training
e) Job instruction training
f) Demonstration
g) Other specify



12) Does the above mentioned method of training help you to increase your
performance?
a) To a little Extent
b) To a great Extent
c) To a some extent
d) Cant say
13) Can you remember recent training programmed you have attended?
a) Yes b) No
A) Please specify when you have attended the training programmed
Months: ________ Years: __________
14) Are the training programmer conducted by?
a) In have members
b) Outside expert
c) Both
15) Do you have a separate training and development department?
a) Yes b) No
16) Is the training programmed conducted?
a) Department wise
b) Division wise
c) Both
d) Cant say
e) Others specify

17) Do you think training programmed is suitable any to a particular type of Industry?
a) Yes b) No
18) Do you agree training is called Encouragement?
a) Yes b) No



19) Do you want on the job training?
a) Yes b) No

20) Do you take active part in the training programmed?
a) To a little Extent
b) To a great Extent
c) To a some extent
d) Cant say

21) Relationship with higher authorities?
a) Excellent
b) Good
c) Normal

22) Are you satisfied lunch facility provided in your organization?
a) Yes b) No

23) Are you satisfied medical facility provided in your organization?
a) Yes b)No

24) Are you satisfied about safety equipment facility provided in your organization?
a)Yes b) No

25) Are you satisfied gratuity benefit gratuity benefits provided in your organization?
a)Yes b) No

"A STUDY ON TRAINING AND DEVELOPMENT


26) Can you give preference for any other method of training?
a)Yes b) No

27) Give your suggestion to improve training method?

Date: signature
Place:

********Thanking you********

"A STUDY ON TRAINING AND DEVELOPMENT


BIBLIOGRAPHY

Books for reference
Books Author Publication
Human resource personal
management
K. Ashwathappa Himalaya
publication
Research methodology C.R.Kothari Himalaya
publication
Human Resource management Dr. S.S.Khanka

Dictionary and Newspapers
MCL Company Brochure and Pamphlets.
Literature from madras cements ltd, Mathodu plant.

Websites: WWW.ramco.com.

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A STUDY ON TRAINING AND DEVELOPMENT

Dept. of PG Studies in Commerce,G.F.G.College, Hosadurga. 1

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