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Published by: parmaranju on Sep 24, 2010
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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 µTRAINING¶ refers to the acquisition of specific skills or knowledge. Training programs attempt to teach trainees to perform a specific job. ‡ The term µDEVELOPMENT¶ 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.


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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 ³Buland´ and ³Buniyad´. ‡ 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.

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‡ 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.

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Q.2 Designation of Respondents

30 25 No. of employees 20 15 10 5 0 Senior Manager 14 Senior Officer to 26


Q.3. Educational Qualification of Respondents

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‡ 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.

‡ Training should be given according to the job profile of the employees i.e. managers should be made to attend more of teamoriented 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.



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‡ ‡ 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.




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