CONTENTS CHAPTERS CHAPTER I CHAPTERNAME INTRODUCTION TOPIC AND SIGNIFICANCE

CHAPTER II

NEED FOR THE STUDY OBJECTIVES OF THE STUDY RESEARCH METHODOLOGY SCOPE OF THE STUDY LIMITATIONS OF THE STUDY. CHAPTER LAYOUT

ORGANISATION PROFILE

CHAPTER III DATA ANALYSIS & INTERPRETATION CHAPTER IV FINDINGS CONCLUSIONS SUGGESTIONS CHAPTER V ANNEXURE QUESTIONNAIRE BIBILIOGRAPHY

CHAPTER-I INTRODUCTION

MANAGEMENT:
Management is the process of planning , organizing, leading and controlling the efforts of the organization members and of using all other organizational resources to achieve stated organizational goals . Management focuses on the entire organization from both a short term and long term perspective. Management aims to increase the effectiveness of organizations. Management is the crucial factor economic and social development of country. peter. F. drucker.

Management is proper solving problems of efficiency achieving organizational objectives through the efficient use of scares resources in the changing environment. kretener.

Management is the art of getting things done through with people in a formally organized groups . herald koontz.

HUMAN RESOURCE MANAGEMENT

DEFINITION: The term human resources can be thought as the total knowledge, skills, creative abilities, talents and aptitudes of an organization workforce, as well as the values, attitudes and beliefs of the individual involved.

Meaning of HRM:

Leon.c.Megginson.

Human resource management means employing people, developing resources, utilizing, maintaining and compensating their services intune with the job and organizational requirements. Human resource management is concerned with the peopledimensions in management. It is combination of two words management and human resources. Human resources play a major role in shaping and achieving organizational objectives. Human resource is the only resource to produce the defined results inspite of obstacles and adverse conditions. Human resource management is defined as a series of integrated decisions that from the employment relationship; their quality contribute to the ability of the organization and the employees to achieve their objectives. According to edwin flippo, personnel management is the planning, organizing, directing and controlling of the procurement, development, compensation, integration, maintainence

and separation of human resources to the end that individual organizational and societal objectives are accomplished. According to george.r.terry,personnel management is concerned with the obtaining and maintaining of satisfactory and satisfy workforce

NEED AND IMPORTANCE OF THE STUDY; People working various organizations need to be udated with appropriate skills. It would help them to perform their roles which in created efficiency, effectiveness and excellence. Where human resource management place a significant role in which training and development is an important tool for increasing the over all productivity of an organization. Employees being main source for production the success of an organization depends on its employees. Since employees contribution plays a significant role in shaping modern organization.

AIM OF THE PROJECT STUDY:

The aim of the project is to focus on the identification of training needs, process of the training , techniques of the training, needs of the training programs in Kesoram cement factory. And to study how it helps the people growing in the organization in order that as far as possible its future personnel needs can be met and the goals by proper utilization of human resource and increase the productivity and improve the quality.

OBJECTIVES OF THE STUDY:

To know the concepts objectectives and policy of Kesoram training and development programs.

cements regarding the

To understand the methods and techniques of training and development followed in KCL.

To know the performance of employee before and after training programs. To study and evaluate the essence of training program. To know the guidance given by trainers while training. To study the contribution of Training and development programs in KCL fulfilling organizational goal.

SCOPE OF THE STUDY:

People are responsive they feel, think and act, therefore they can not be operated like a machine or shifted and altered like a template in room lay out. They need a fact file handling by management for is makes employees more effective and productive. The scope of the study concentrated at training and development mechanisms, techniques, procedure, status of employees performance before and after training, training contribution, feedback mechanisms preferred at training and development in KCL industries which are touching almost all the areas of focus in the organization.

INTRODUCTION TO TRAINING Training refers to a planned effort by a company to facilitate employees learning of the job related competences.

The goal of training is for employees to master the knowledge, skills and behaviours emphasized in traning programs, and apply them to their day to day activities. TRAINING AND DEVELOPMENT: Is is a learning process that involves the acquisition of knowledge, sharpering of skills, concepts, rules or changing of attitudes and behaviour to enhance the performance of employee. Training includes everything from teaching employees basic reading skill to conducting advance force in executive leadership. The organization provides different types of training such as sales, team process, computer software, leadership, presentation skills, management development, negotiating skills, technical /professional, time management etc.

IMPORTENCE OF TRAINING AND DEVELOPMENT:

Optimum utilization of human resources: - It helps the employ to achieve the organizational goals as well as their individual goals.

Development of human resources: - Training and development helps to provide an opportunity and broad structure of the development of human resources technical and behavioural skills in an organization. It helps the employees attaining personal growth.

Development of skills of employees: - Training and development helps in increasing job knowledge and skills of employees at each level. It helps to expand the horizons of human intellect and an overall personality of the employees.

Productivity: - Training and development helps in increasing productivity of the employees that helps the organization further to achieve its long term goal.

Organizational culture: - Training and development helps to develop and improve organizational health, culture and effectiveness. It helps in creating the learning culture with in the organization.

Team spirit: - Training an development helps in including the sence of team work, team spirit and inter team collaborations. It helps in increasing zeal to learn with in the employees.

Organizational climate: - training and development helps building the positive perception and feeling about the organization. The employees get these feelings from leaders, subordinates and peers.

OBJECTIVES OF TRAINING AND DEVELOPMENT:

Individual objectives: - Help employees in achieving their personal goals, which in turn, enhances the individual contribution to an organization.

Organizational objectives: - Assist the organization with its primary objective by bringing individual effectiveness.

Functional objectives: - Maintain the departments contribution at a level suitable to the organizations needs.

Societal objectives: - Ensure that an organization is ethically and socially responsible needs and challenges of the society.

TRAINING METHODS: The training programs classified in to two types. They are: 1. On the job training. 2. Off the job training. 1. On the job training: This type of training also known as job instruction training which is most commonly used method. The individual is placed on the regular job and explains the skills necessary to perform the job. The trainee learns under the supervision and guidance of a qualified worker or instructor on the job training methods include; job rotation, coaching, job instruction and committee assignment.
a)

Job rotation: this type of training involves the movement of trainee from one job to and other. The trainee receives job knowledge and gains experience from his superior or trained in each of the different job assignment.

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b)

Coaching: The trainee is placed under a particular superior, functions as a coaching training the individual. The superior provides feed back to the trainee on his performance and offers him some suggestions for improvement.

c)

Job instruction: This method is also known as training through step by step under this method trainer explains the trainee the way of doing the job knowledge and skills and allows him to do the job.

d)

Committee assignment: Under this, group of trainees are given training and asked to solve an actual organizational problem and the trainee solves the problem jointly which develops the team work.

2. Off the job method: Under this method of training, the trainee is separated from the job situation and his attention is focused up on learning the material related to this future job performance since the trainee is not distracted by job requirements. He can place his entire concentration on learning the job rather than spending his time in performing it.
a)

Vestibule training: In this method, actual work connections are simulated in a class room materials, files and equipments those are used in actual job performance are also used in training.

b)

Role playing: It is defined as a method of human interaction that involves realistic behaviour in imaginary situations, this method of training involves action doing and practices. The participants play the role of certain character such as the manager, mechanical engineer, maintainance engineers, quality engineers, control inspectors and foreman workers.

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c) Lecture method: The lecture is a traditional and direct method of instruction. The instructor organizes the material and gives it to a group of trainers in the form of a talk. An advantage of lecture method is that, it is direct and can be used for a large group of trainees. d) Conference or discussion: It is a method in training the clerical, professional and supervisory personnel. This method involves a group of people who pose ideas, examine and share facts, ideas and data, test assumptions and draw conclusion, all of which contributes to improvement of job performance.
e)

Programmed instruction: In recent years this method has become popular. The subject matter to be learned is presented in a series of carefully planned sequential units. These units are arranged from simple to more complex levels of instruction. The trainee goes through these units by answering questions or filling the blanks.

NEED FOR TRAINING: The training programs become essential for the purpose of meeting the specific problems of a particular organization arising out of the introduction of new lines of production, changes in design the demand of competition of economy etc. To increase the productivity. To improve quality. To help a company to fulfill its future personnel needs. To improve organizational climate. To meet technological advances. TRAINING POLICY:

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Every organization should have well established training and development programs such as a policy represents the top managements commitment to the training of its employees and comprise rules and procedure governing the standard of scope of training. A training policy is considered necessary for following reasons.

To provide suitable opportunities to the employees their Own betterment. To discover critical areas where training needs to be given on a priority basis. To indicate a company intension to develop its personnel. To provide guidance in training and implementation of programs.

TRAINIG INPUTS: Skills: Training an employee for a particular skill is undertaken to enable the employees to be more effective on the job. Attitude: Training program in industry are focused at moulding employee attitudes to achieve support for company activities and greater lay out. Knowledge: Training aimed at importing knowledge to employees in the organization provides for understanding of all the problems of modern industry knowledge for personnel may be related to complicity of problem in organizing, directing and controlling.

AREAS OF TRAINING AT KESORAM CEMENT:

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Induction training: It is a process of training the new employees about the organization personnel policies and procedures and its core values, indicating to the standards of performance expected in such areas as quality and customer service and spelling out requirements for flexibility. a)Training in skills: In Kesoram training in skills undertaken to enable the employee about the change techniques and improvements effected the old methods, keeping in view training is given to: i)Unskilled workers: Unskilled workers in the company are given training in improved methods of handling machines and materials to reduce the cost of production and wastage to do the job in the most economical way. ii)Semi skilled workers: Training to semi skilled workers is given to cope up with the system of the industry arising out of the adoption of latest machineries and technical process. iii)Skilled workers: Training to skilled workers in the company is given to the system of apprenticeship particularly useful for such traders in industry which require highly sophisticated skills. c)Supervisory training: The training programs for supervision in Kesoram are undertaken to enable the supervisors to cope up with increasing demands of the company in what they are employed and to ensure their technical competence with increasing demands of the company in what they are employed to ensure their technical competence with a view to understand all about operation in which their workers participate. d) Managerial training: Training is given to all the managerial to give them a wide in plant experience like holding of staff meetings, visits to other industrial units, participation

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in work with other departments and they are generally given training in leadership qualities, appraisals of employees and their rating and maintainance of personnel records. e) Apprentice training: Apprentice training is provided and some technical training to the workers in order that the employment opportunity enhanced. And the duration of apprenticeship training is one year and the fields offered are electricians, welders, fitters, machinists.
f)

Sales department: Training is given to all the employees of sales department to know the nature and quality of product and also in handling the customers.

g)

Administrators department: In Kesoram employees like typist, accountants, EDP persons, Steno graphers are given training in their respective fields.

TRAINING PROCESS IN KESORAM

15

Assessment of training needs Calendar Plan the training program Techniques-locations-trainers Fees back Training records Training effectiveness form

The process of training the employees in kesoram involves six steps and it maintains the records regularly to continue the process. These records are maintained by HRD and IR officer.

1)Assessment of training needs: The process first begins with assessing the employees in order to find out where they are lacking in protection. This process is carried out by

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sending ATN forms to all the departments which is filled by the supervisors and managers and sent it to the personnel department and the HRD and IR manager (personnel department) evaluates the filled forms and identifies the needs for training of the employees in their respective fields. 2)Calendar: As soon as the training need is identified or discovered in a particular department, the number of workers belonging to different department are divided in to different batches according to their respective fields and entered in to monthly calendar its consist of sl.no. , date, venue, duration, topic, entry level. 3)Plan the training programs: This is develop to meet the needs and objectives by using the right combination of training techniques locations and the trainer. 4)Feed back: Once the training program is conducted feed back form are sent to the department head in order to make the forms to be filled by the workers who availed training in their respective fields in order to know what has learn and also learners are able to do after the training program. 5)Training record: This record is maintained in order to know the actual number of training programs attended by the employees either on functional or developmental and duration of the program, faculty and also consists of profile of the employee.

6)Effectiveness forum: the effectiveness of training is mentioned by the feedback form and training records and subsequently the impact of the training is assessed to determine

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the extent to which objectives have been achieved. At least on the basis of evaluation they extended the training to improve the job performance of each individual.

Need of training in Kesoram: The purpose of training in Kesoram cement industry is to develop the abilities of the individuals and to satisfy the current and future manpower needs of the organization. The aim of providing training to the employees in Kesoram cement is: To see that skills and knowledge of all employees in the company should cope up with the latest technology and development.

To enable to do the job in more effective may to reduce time,supervisory time, waste and spoiling of raw material.

To increase the employees level of performance through instructions which directly leads to increase in productivity and companys profit. To prevent the industrial accidents which ultimately leads to safer work environment. To improve the quality and avoid the operational mistakes. To meet the needs of human resources with in organization when the need arises.

Research Methodology: Research:

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Research is an act of scientific investigation. Research is defined as a scientific and systematic search for information on a specific job. The purpose of search is to discover answers to questions through the application of scientific procedures. Methodology: The data used for analysis and interpretation is received from the responses of employees for the questionnaire. Comparison of response is used for interpreting the data. The project is presented by using tables, bars, charts with their interpretation. A survey is undertaken to know the facts about the training. Data collection: The researcher has wide varieties of methods to consider either single or in combination they were grouped first according to whether this use secondary or primary data. It includes methods like interview face to face, telephone, computer assisted interviews and through the electronic media and questionnaire. Statement of the problem: Every organization needs to have all trained and experienced people to perform the activities that have to be done. If the current or potential job occupant can meet this requirement training is not important. But training is necessary to raise the skills levels and increase the versatility and adaptability of the employees. Training and development, which plays a immense role in HRM. And proper training maintained which is useful to enormously in identifying many attractive solutions for the problems of training and development programs in organization. Primary data:

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data originally collected for an investigation known as primary data concluding personal interviews through questionnaire. This enables to evaluate the companys effectiveness towards human resource practices.

Secondary data: Data which is not originally collected, rather obtain from published or unpublished sources, is known as secondary data. It can be defined as data collected by someone else for purposes other than solving the problems. Secondary data for the present study is retrieved from company profile, internet, text books. Questionnaire: Questionnaire is the testing tool of this study. A questionnaire is a formalized set of questions for collecting information. It function is measurement the questionnaire is administered by the means of personal interview. The questionnaire constrained clear concept of the needed information about the training. It contains two or more options for a question. I used this for the purpose of getting absolute response from the respondent.

Sampling:

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Sampling may be defined as the selection of some part of an aggregate or totally on the basis of which a judgment or inference about the aggregate or totally is made. In other words, it is the process of obtaining the information about the entire population by examing, which is technically, collect as a sample. This technique is used for selecting the sample is non probabilistic convenience sampling. I have surveyed some of the employees based on my convenience. Each employee has been given with one questionnaire to fill. It comprises the following methods: Random sampling Non random sampling Random sampling is used to study for collection of this data. A random sampling is chosen by method involving an unpredictable component random sampling an also refer to taking a no. of independent observations from the some profitability distraction with out involving any real population. A profitability sample is one which item has a known profitability of being in the sample. Convenience sampling: Convenience sampling is used in exploratory research where the researcher is interested in getting an inexpensive approximation of the truth. As the name implies, the sample is selected because they are convenient. This non probability method is often used during preliminary research efforts to get a gross estimate of the results, without incurring the cost or time required to select a random sample. Research instrument: The structured questionnaire with multiple choices is prepared and served to the employees.

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The data collected from the survey has been tabulated and analyzed. The data is repeated graphically by using bar charts for easy understandability. Sample size: A sample size of 100 respondents is selected. Each employee filled up the questionnaire and helped the researcher to carry out the survey effectively. Limitations of the study: The study was conducted for limited period of time i.e., 45 days. The study pertains to only employees of the Kesoram cement. Limited sample size taken for the study. The results cant be generalized to the whole universe. There is chance of basis to present as employees may be busy with their work. The analysis of the data based on the assumption that the employees were truthful and honest in their answers.

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CHAPTER II

INDUSTRY PROFILE

23

The 85 year Indian cement industry is one of the cardinal and basic infrastructure, which enjoys core sector status and play a crucial role in the economic development of a country. Being a core sector in industry was subject to price and distribution controls almost uninterruptedly from world war-II to 1982.When the

government of India announced the partial decontrol manufacturing cement became increasingly attractive industry and the industry experienced substantial expansion. As the supply in response to the 1982 partial decontrol was significant in March, 1989 price and distribution control were finally dispensed. It was one of the first major industries in the country to be so deregulated. Definition of cement: Cement may be defined as it is a mixture of calcium silicate and aluminate which is present in each crust are sufficient to combine with calciumoxide [cao] to form the corresponding calcium silicate and aluminates. Classification of cement: Cement is three types. They are as follows: Puzzolantic cement Natural cement Portlant cement

Puzzolantic cement:

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It consists of silicates calcium and aluminum. It shows the hydraulic properties. When it is in the form of powder and being mixed with suitable proportion of lime. The rate of hardening is much slower and the comprehensive strength developed is about a half of Portland cement. It is found more resistant to the chemical action that others. Natural cement: This is natural occurring material. It is obtained form cement rocks. The cement rocks are claying lime stones containing silicates aluminates of calcium. The selling property of this cement is more than the Portland cement but is comprehensive strength is half of its. Portland cement: a) Ordinary Portland cement. b) Rapid hardening Portland cement. c) Low heat cement. d) White or coloured cement. e) Water proof Portland cement. f) Portland slag cement. g) Sulphate resisting cement. h) Oil well cement.

Present status of Indian cement industry

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After the dealing censing of the industry in July, 1991 it reacted positively to the policy changes. New capacities created and the volume of the production increased from a situation of importing cement, the country started exporting due to high quality and effectiveness. After liberalization the black market in cement also disappeared. Currently India stands second largest in the cement production world wide after china. After India Japan and USA stands. On the other hand Indias per capital consumption is only 100kgs. As compared to the world averages of 260kgs. The industry has 59 companies owing 115 plants. In the matters of exports the government considers cement as an extreem focus area. However Indian cement in the global market is not very competitive due to higher power and full costs in order to improve its position in the international market technology up gradation is essential in terms of process up gradation product diversification cost reduction quality control and energy savings.

Overview of the industry

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The word cement means any substance applied for sticking things. But cement is most vital and important material for modem construction as binding agent. In ancient times, clay, bricks and stones have been used for construction work. The Romans were using a binding or a cementing material that would harden under water. The first systematic effort was made the SMEATION who under took the erection of a new light house in 1756. He observed that the production obtained by burning lime stone was the best cementing material for work under water. After eighty years branch chemist produced hydraulic cement by burning finely ground delay used in the form of paste. Cement invented by JOSPH ASPDIN IN 1824. Since hardened cement paste resembled Portland cement found in England be named as Portland cement. A name that has ensured even Portland cement was list manufactured in USA in 1975. In Portland cement was produced for the rust time in 1940.by south Indian industries limited madras. The unit had capacity of 30 tones per day. By 1913 however 3 units started their operations with a combined installed capacity of 75000 tones per annum. BY 1924 the total installed capacity grew to 559800 tones per annum. In 1963 all the cement companies with exception of sone valley Portland cement Company limited merged to form the associated cement companies limited. This has more facilitated a cost reduction as well as uniformly in quality. By 1947 installed capacity of he industry raised to 2.2 million tones per annum. In 3 decades between 1950-1980 he capacity expansion was between 7-8 million tones per annum. CEMENT PRODUCTION WORLD WIDE
Cement Country 1981 1983 1986 1989 1990 world

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China Japan USA India Italy Germany

83 88 65 21 43 30

108 85 61 25 40 28

106 73 71 36 36 24

210 82 70 45 4 27

210 87 72 48 41 40

ranking 1 2 3 4 5 6

Today in the cement industry is producing 58.3 million tones per annum indication surplus conditions while its demand is 56.7 million tones per annum. Now cement market has become a buyer marker which was a seller market in 1970. Today installed at the Indian cement industry are 771 lakh tones. But in India 106 major plants are producing 583 lakh tones leaving the balance for exports.

Location: Kesoram cement industry is one of the leading manufacturing of cement in India. It is a day process cement plant. The plant capacity is 8.25lakh tones per annum. It is located in karimnagar district of Andhra Pradesh. The chairman of the company is Sri B.K.birla.

Company profile
Cement is a basic construction material used extensively all over the world. The per capita consumption of cement universal acknowledges one of the measures of the country. The per capita consumption of cement in India is estimated at

28

approximately 57 ke and India is third lowest consumer in the world. Thus there is a excellent potential growth of cement industry in India. Cement was first patented in1824 in England. In India, first cement plant was established by Indian cement industrial growth was continuously sufficiency and import of cement was stopped. In august, 1965 the government accepted the principle to decontrol the prices and distribution of cement. A scheme of decontrol drawn and brought into effect from January, a cement allocation and coordination on organization was formed. As decontrol scheme did not prove the satisfaction of the government, CACO was abolished and its functions by the cement controller attached by the government corporation of India limited. Prices of cement are revised by the government from time to time based on studies and reports of industrial cost and prices.

KESORAM GROUP OF INDUSTRIES

Textiles Rayon Spun pipes Cement Tyres

Kesoram industries ltd Kesoram rayan trienni Kesoram spun pipes and fonnd Vasavadatta cement Burka tyre

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Cement

Kesoram cement

Kesoram cement advantages Helps in designing sleeker and move elegant structures, giving greater

flexibility in design concept.

Due to its fine quality super fine construction can be achieved. It gives maximum strength at minimum use of cement with water in the cement

ratio especially the 53 grade. Better water proofing is achieved due to low heat of hydration, as the shrinkage

will be less, which means fewer cracks.

Better finish is achieved due to fitness and hence better workability. Thus

plastering becomes eaiser with better finish.

Concept of mini cement plants: Cement plants that is those with daily capacity of less than 200 tones have been advocated due to the following reasons: i. To utilize lime stone deposits which are too small to call for setting up of a large plant. ii. The question period in commissioning these units is just about half of that of large units. iii. The infrastructure requirement of the mini cement plants is much less.

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iv. The cement produced may be locally distributed thus easing the complicated distribution problem.

S.NO 01 02 03 04 05 06 07 08 09 10

State Assam Andhra Pradesh Bihar Delhi Gujurath Haryana Himachal Pradesh Jammu and Kashmir Karnataka Kerala

Number of cement plants 1 19 7 1 13 2 4 1 9 1

SWOT ANALYSIS OF THE INDUSTRY Strengths: Cement industry is core industry in India and it has been given prime importance by the government. India stands second in world population and they would a high untapped market. . The cement industry yields return investment. The present level of supply and growing demand of cement clearly indicate that the prices are tending to rise. Weakness: The per capital consumption of the cement in India is very low. The transport costs in India are very high.

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. The cement industry is facing with acute power shortage and raw material

problem. . The industry also facing major packaging problems.

Opportunities: The industry has tremendous potential for growth in India. In future cement is going to replace tars in large scale for the construction of roads. There are good prospects for export cement export promotion council. The government policies of reduction in excise duty excempting cement from the just packing may a boon to the industry. Threats: The surplus level is increasing as the production of the cement is much greater than the consumption. In the present scenario of staff completion there is a declining trend of price.

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 The performance of smaller unit is badly hit by major takeovers.

The crisis situations create problems to the exports of the industry.

LIST OF AWARDS BAGGED BY KESORAM CAMENT

S.NO 01

YEAR 1999-00

DETAILS Award for the best in environmental Protection in the region by the GPPPPG

02 03

2000 2000-01

1st prize for HORTIU culture show Award for the best envital protection GPPPPG

04

2001

Company has got ISO-4001 Certification

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05

2001 July

Van a mitra award from the dist collector Award for effort put in envi protection OHSAS-18001 Certification from dnv New Delhi

06 07

2000-01 2002

08

2002-03

Mines safety 1) Over all performance 2nd prize 2) Operation and maintenance of Machines- 1st prize 3) Protection equipment vocational And supervision STDs 1st-prize 4) Envi &pollution control 1st prize 5) House keeping 2nd prize 6) Welfare amenities 2nd prize

09

2003

Mines environment mineral Conservation week 1) Dup yard management 1st prize 2) forestration-2nd prize 3) Noise & vibration 2nd prize 4) Air quality &dust suppression

10 11

2003 2004

HOTTI culture show award for environment protection

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12 13

2005 2005-06

award for environment protection 5th annual green tech safety award New Delhi, received at Hyderabad

14 15

2007 2005-06

best management award excellence in industrial productivity

Welfare and recreation facilities at a glance

Recreation club:

For the purpose of recreation facilities auditors are provided for the employees to indoor games like shuttle, chess, caroms and for organizing culture functions and activities like drama, music and dance.

Libraries and reading rooms:

The company has provided libraries and reading rooms for the benefit of the employee. All kinds of newspapers are available for employees and their families.

canteen:

It provided cater to the needs of the employees for the supply of snacks, tea, coffee and
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schools:

One English medium school and Telugu medium school provided to meet the education requirements of the employees children.

Dispensary:

The company has provided a dispensary with a qualified medical officer &Para medical staff for the benefit of the employee. The employees conversed under ESI scheme has to avail the medical facilities from the ESI hospital.

House journal:

A house journal in the name of Basanthnagar samachar is bought out quarterly which in all the important activities of the plant are published.

Consumer co-operative store: These are available to meet the needs of the employee For supply of essential commodities like rice, sugar, Gas, e.t.c on cash or credit basis.

sports and games:

Competition in sports and games are conducted every year august 15th and January 26th among employees.

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CHAPTER III DATA ANALYSIS AND

37

INTERPRETATION

DATA ANALYSIS AND INTERPRETATION:

DATA PROCESSING In general analysis of data involves a number of closely related operations, which are performed with the purpose of summarizing the collected data and organizing data. The data processing: The data processing, which includes editing, coding and data entry. Editing: The first step in data processing is to edit the collected raw data to detect errors and omissions and corrects them when possible, and certifies that minimum data quality standards are achieved. Editing is done to assure that data is accurate. Coding:

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Coding involves assigning numbers or other symbols to answer so that responses can be grouped in to a limited number of classes or categories. Such classes should be appropriate to the research problem under considerations. Coding helps the researcher to reduce several thousand replies to a few categories containing the critical information needed for analysis. Tabulation: When a mass data has been assembled, it becomes necessary for the researcher to arrange the same in some kind of concise and logical order. This procedure is referred to be as tabulation. Qualitative analysis of the social and economic situations are usually more convincing than the qualitative approach and are capable of comparison with the findings of other studies.

1. How often training programs are being arranged ? a) Regularly sense of question: To reach the advancement in technology the organization has to conduct the training programs regularly. So this question is to know with in what intervals the training programs are being conducted in the organization. TABLE NO.1 ARRANGEMENT OF TRAINING PROGRAMS BASED ON THE FREQUENCY Opinion Regularly Very often Total No. of respondents 84 16 100 % of respondents 84% 16% 100% b) Very often

Interpretation:

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From above table it is shown that out of 100 employees of the study, 84% of the employees felt that the training programs being conducted regularly by the organization. And the remaining 16% of the employees felt that training programs conducted by the organization very often. According to the job designation the kesoram will conduct training programs to their employees.

Arrangement of training programs based in the frequency

90 80 70 60 50 40 30 20 10 0 1
40

Regularly Very often

2.

Is your training requirements identified and defined? a) yes b) no c) dont know

sense of question: Training is the most important task of the company so, it is useful to know the requirement is identified and defined. TABLE NO. 2 IDENTIFICATION AND DEFINATION OF TRAINING PROGRAM BASED ON THE REQUIREMENTS Opinion Yes No dont know Total Interpretation:

No.of respondents 60 30 10 100%

% of respondents 60% 30% 10% 100%

With the above analysis we understood that from the 100 employees of the study only 60% of the employees accepted their training requirements are identified and defined.

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20% of employees didnt accept as training requirement identified and defined and the 20% persons dont have any ideas about the training requirement.

Identification and defination of training program based on the requirement

dont know 10% Yes Yes 60% No dont know

No 30%

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3.

By what methods you are trained? a) on the job b) off the job c) both

sense of question: By conducting various mode of programs employees skills and abilities can be improved the employee skills, abilities. It is the systematic learning that should meet the desired results, so this question is raised. TABLE.NO3.3 METHODS OF TRAINING PROGRAMS Opinion On the job Off the job Both Total Interpretation: From the above table we observed that the 100 of employees of the study, 65% of the employees have on the job training, 15% of employees have off the job training, 20% of employees have both off the job and on the job training. For eg: like the employees of ASO, CSO department at kesoram cement industries they will get on the job training and those who are working in time office before they join in the job they are instructed by the job information and get training to no.of respondents 65 15 20 100 % of respondents 65% 15% 20% 100%

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maintain time office works who are working in crusher department , they will get job instruction before joining the job like some hours or days after they will work on the machinery. So , these people both training.

Training methods provided by the organization

70 60 50 40 30 20 10 0 on the job off the job both Series1 Series2

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4.

How are the training facilities provided by the organization? b) good c) satisfactory

a) excellent Sense of question:

In order to carry our smooth and better training programs for the employees in an organization need to required facilities to undergo training process. Better facilities bring the better performance in the employees. TABLE.NO: 3.4 ASSESSMENT OF TRAINING FACILITIES Opinion Excellent Good Satisfactory Total Interpretation: From the above data we observed that the training facilities are provided excellent by the Kesoram industries by 70% of respondents, 20% expressed as good and the remaining 10% employees felt satisfactory. The training facilities like training hours and days , place of training and the availability of trainers No.of respondents 70 20 10 100 Percentage 70% 20% 10% 100%

45

assesment of training facilities

80 70 60 50 40 30 20 10 0 excellent good satisfactory Series1

46

5.

Are you aware of the objectives of the training program before undergoing the training?

a) yes Sense of question:

b)

no

c) cant say

In order to know the level of encouragement provided by the superior officers to the employees in the organization. TABLE.NO: 3.5 AWARENESS OF RESPONDENTS TOWARDS OBJECTIVES OF THE TRAINING PROGRAMS Opinion Yes No Cant say Total Interpretation: The organization should encourage the employees for awareness of objectives regarding training program before going to training. This is the organizations responsibility. From the above table shows that from the 100 of employees of study 76% of employees are aware of the objective, 10% of Awareness of respondents towards employees are notobjectives of training program 14% of employees can not aware of the objective, and remaining say about their awareness of objective of training program before undergoing the training.
Cant say 14% No 10%

No. of respondents 76 10 14 100

Percentage 76% 10% 14% 100%

Yes No Cant say Yes 76%

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6.

How do you find performance after training? a) improved b) not much c) stable

Sense of question:

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To know that whether the employees are assessing them self after training programs or not. And to know that how much they improved their performance.

TABLE NO:3.6 PERFORMANCE STATUS AFTER TRAINING Opinion Improved Not much Stable Total Interpretation: The improvement of the performance is depended by the employees and the trainers. The trainers will focus on employees and the employees can increase the performance and as well as employees also put their efforts to learn everything. So, from the above data we can observe that the 100 of employees study 66% of employees are improved their performance after training, 20 % of employees are not much improved their performance and remaining 14% of employees they did not see any change in their performance. performance status after training
70 60 50 40 30 20 10 0 Improved
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No. of respondents 66 20 14 100

Percentage 66% 20% 14% 100%

Series1 Series2

Not much

Stable

7.

Does training improves job knowledge and skills of employees? a) Yes b) No c) dont know

Sense of question: To know from employees whether the training improves the job knowledge and skills at all levels in the organization. TABLE NO: 3.7 IMPACT OF TRAINING ON JOB KNOWLEDGE AND SKILLS Opinion Yes No. of respondents 76 Percentage 76%

50

No Dont know Total Interpretation:

14 16 100

14% 16% 100%

Every training program in the organization main intension is to improve the job knowledge and skills of the employees. Because the improvement in job knowledge and skills, then only the training program conducted is meaningful in the organization. From the above table we observed that more employees improved their job knowledge and skills and only 14 % of respondents are not improved their skills.

Impact of training on job knowledge and skills of employees

Dont know 15% No 13% Yes 72%

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Yes No Dont know

8.

How is the implementation of your acquired knowledge through training? a) excellent b) good c) satisfactory

Sense of question: How is the implementation of your acquired knowledge through training. To know from the employees, how much they implement in the work after the training. TABLE NO: 3.8 IMPLEMENTATION OF TRAINING PERFORMANCE IN THE ORGANIZATION Opinion Excellent Good Satisfactory Total No. of respondents 70 18 12 100 Percentage 70% 18% 12% 100%

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implementation of training performance in the organisation

80 70 60 50 40 30 20 10 0 Excellent Good
53

Series1 Series2

Satisfactory

9.

How is the guidance from external trainers during the training period ? a) excellent b) good c) satisfactory

Sense of question: To know whether the trainers are guiding while training or not. If they are guiding what is the satisfaction level of trainees. TABLE NO:3.9 EVALUATION OF TRAINING GUIDIANCE: Opinion Excellent Good Satisfactory Total No. of respondents 55 25 20 100 Percentage 55% 25% 20% 100%

Interpretation:
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 The guidance of external trainers are very much important to the employee to learn or job knowledge effectively. Without proper guidance of external trainers the employees are may not effective in their field. From the above data 100 of employees study, 55% employees feel excellentabout the guidance of external trainers, 25% feel good and 20% people satisfy by the guidance of the external trainers.

evaluation of training guidance

60 50 40 30 20 10 0 Excellent
55

Series1 Series2

Good

Satisfactory

10, How is your participation during the training period? a) fully b)partly c)rationally

Sense of question: Employees tries to improve their skills and knowledge when training programs conducted by the organization. But few people may not show interest and zeal in training programs. This leads to the low percentage of participation of employees in training in order to know the level of participation of employees. TABLE NO: 3.10 PARTICIPATION IN TRAINING Opinion Fully Partly Rationally Total Interpretation: The training programs are not meaningful with out proper participation of the employees in the training during the training period. No of respondents 59 29 12 100 Percentage 59% 29% 12% 100%

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 By the participation only they can improve their performance. From the above data we can understand that the study of 100 employees only 59% of employees are participated fully in training programs, 29% of employees of partly participated and the remaining 12% of employees are participated rationally

Participation in training
70 60 50 40 30 20 10 0 Fully Partly Rationally Series1 Series2

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11. Do you feel the personal and career goals will be achieved through training programs? a) Yes Sense of question: The primary objective of training programs is to improve the skills of the employees that improvement of employees benefits to their career and organization too. To identify the training programs contributes to the growth of personal and organization. TABLE NO: 3.11 ATTAINMENT OF PERSONAL AND CAREER GOALS Opinion Yes No Cant say Total Interpretation: The training programs are not only to know the job knowledge and skills of employees. It should be to achieve the personal and career goals in their life through training programs. No of respondents 60 19 21 100 Percentage 60% 19% 21% 100% b) No c) cant say

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 So, the study of the above data from the 100 employees, 60% accepted that they can achieve their personal and career goals through training, 19% of employees are not accepted and 21% of employees cant say about their achievements.

Attainment of personal and career goals

Cant say 21% Yes No No 19% Yes 60% Cant say

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12.Will the training programs bring the change in employees attitude? a) Definitely b) probably c) not at all

Sense of question: The training programs concentrate on employees attitude also. This question is placed in order to know the level of change in employee attitude. TABLE NO: 3.12 LEVEL OF CHANGE IN EMPLOYEES ATTITUDE Opinion Definitely Probably Not at all Total Interpretation: All the employees may not have the positive attitude, some one who have the negative attitude also the training programs being change their attitudes from negative to positive. By that training so from the study of 100 employees, 65% of employees expressed definitely training programs will change the attitude of the employees , 25% of employees expressed probably and the remaining 100% of employees expressed training programs are not at all change their attitudes. No of respondents 65 25 10 100 Percentage 65% 25% 10% 100%

60

level of change in employees attitude

70 60 50 40 30 20 10 0 Definitely Probably Not at all Series1 Series2

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13

is training should be a continuous process? no c) cant say

a)

yes

b)

Sense of question: Due to change in day to day technology, employees face problems regarding with the adoption of new technology to avoid this problem training is continuous to know the opinion of the employees up on training programs. TABLE NO: 3.13 THE PROCESS OF TRAINING PROGRAM Opinion Yes No Cant say Total Interpretation: According to the changes in the technology, updates from the external environment training should be a continuous process. The above data expressed that the 100 of employees only 50% of employees are accepted that the training programs are continuous process, 30% of employees are not accepting and the remaining 20% of employees cant say about the process of training whether it is continuous or not. No of respondents 50 30 20 100 Percentage 50% 30% 20% 100%

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The process of training program

Cant say 20% Yes No Cant say

Yes 50% No 30%

14.Are you encouraged by department head to undergo training? a) every time b) some time c) never

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Sense of question: The essence of training and development programs could be known to the employees in the organization. The heads in various departments how much they encouraged employees to enhance their skills and abilities. This question is placed to know that what is the level of encouragement from their department head. TABLE NO: 3.14 ENCOURAGEMENT OF TRAINING BY THE DEPARTMENTS HEAD Opinion Every time Some time Never Total No of respondents 59 31 10 100 Percentage 59% 31% 10% 100%

Interpretation: By the encouragement of the department heads the employees can improve their skills and knowledge more. From the above study of 100 employees, 59% of employees are motivated by their Encouragement of training by the are encouraged department heads every time, 31% of employees deparments only some times head and only 10 % of employees never motivated by their heads to undergo training.
70 60 50 40 30 20 10 0 Every time Series1 Series2

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Some time Never

15.Do you feel the training should be an effective feed back mechanism from the training programs? a) yes b) no c) cant say

Sense of question:

65

Many organizations evaluate their training programs to check whether the training has any desired effect or not. This question is inserted to know training acts as a feed back mechanism in the organization or not. TABLE NO: 3.15 THE EFFECTIVE FEED BACK MECHANISM OF TRAINING PROGRAM Opinion Yes No Cant say Total Interpretation: Definitely the training is effective feed back mechanism for the training program, we can get the feed back of training program by the employee when he work in the organization lively after training. The performance of employee is the feed back of the training program. From the above study we understood that 69% of employees from 100 employees accepted that the training is a feed back mechanism, 21% of employees are not accepted and 10% of employees cant say about the feed back mechanism. The effective feed back mechanism of training program No of respondents 69 21 10 100 Percentage 69% 21% 10% 100%

Cant say 10% No 21%

Yes No Cant say Yes 69%

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16.After the training how will be the behavior of employees towards each other? a) Excellent b) Good c) satisfactory

Sense of question: To know the interpersonal relations are existing in the organization. This question is inserted to find the behavior of other employees towards each other. TABLE NO: 3.16 EMPLOYEE BEHAVIOR AFTER THE TRAINING Opinion No of respondents Percentage

67

Excellent Good Satisfactory Total Interpretation:

55 35 10 100

55% 35% 10% 100%

The training programs will improves the relationship among the employees and employers, between the employees effectively. So from the above study of 100 employees, 55% of employees feel that their behavior is excellent after training programs towards each other, 35% of employees expressed good and 10% of employees satisfy the behavior of employers towards each other.

Employee behavior after the training

60 50 40 30 20 10 0 Excellent
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Series1 Series2

Good

Satisfactory

17.Training helps to analyze the problems to solve them. Do you agree? a) yes b) no c) dont know

Sense of question: Training is for identifying th problem and analyze it. This question is inserted to how many members feel that the training is to solve the problem. TABLE NO.: 3.17 PROBLEM SOLVENCY BY THE TRAINING PROGRAMS Opinion Yes No Dont know Total No. of respondents 55 35 10 100 Percentage 55% 35% 10% 100

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Interpretation: The training is not only useful for job knowledge and skills of the employees and it also useful to analyze and solve the problems in the organizations. From the above data of 100 employees, 55% of employees are agreed that the training helps to analyze the problem to solve them, 35% did not agree and 10% of the employees do not know about the problem analyze and solve.

Problem solvency by the training programs

Dont know 10% Yes No 35% Yes 55% No Dont know

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18.Does the training improves the relationship between boss and subordinate? a) Excellent b) good c) satisfactory

Sense of question: In organization the relation is important between the boss and subordinate to achieve the desired goals. This question is inserted to know the relationship status among the boss and subordinate. TABLE NO. 3.18 THE HARMONIOUS Opinion Excellent Good Satisfactory Total Interpretation:
RELATIONSHIP OF BOSS AND SUBORDINATE.

No. of respondents 56 26 18 100

Percentage 56% 26% 18% 100%

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 In the training the trainer or boss will focus on the subordinate and the subordinates will learn from the boss. In this the relationship between the boss and the subordinate will improve effectively. The feelings of the 100 employees from the above data, 56% of employees maintained excellent relationship with the boss, 26% of employees maintained good relationship and the 18% of employees felt satisfactory by the relationship of boss.

The harmonious relationship of boss and subordinates

60

50

40 Series1 Series2

30

20

10

0 Excellent Good Satisfactory

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19.How is the procedure which is being used for getting feed back after training? a) Excellent Sense of question: This question is posed to know the feed back is the most great thing, to know the satisfaction level of employees after the training. TABLE NO: 3.19 THE PROCEDURE OF FEED BACK AFTER THE TRAINING Opinion Excellent Good Satisfactory Total No of respondents 70 20 10 100 Percentage 70% 20% 10% 100% b) Good c) Satisfactory

Interpretation: Every organization will follow some procedure to know the feed back of training like filling of feed back forms rating to the training programs.

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 From the above study of 100 employees, 70% of employees feel the procedure of feed back excellent, 20% feel good with the procedure and 10% of people satisfy by the procedure

procedure of feed back after the training

80 70 60 50 40 30 20 10 0 Excellent Good Satisfactory Series1 Series2

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20. Does the training helps the employees adjust to organizational change? a) yes Sense of question: As changes certain organizations employees have to change according to the change. So this point covers to know whether the training helps the employees adjust according to changes or not. TABLE NO: 3.20 THE ADJUSTMENT OF EMPLOYEES TO ORGANIZATIONAL CHANGE Opinion Yes No Dont know Total No of respondents 60 25 15 100 Percentage 60% 25% 15% 100% b) no c) dont know

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The adjustmests of employees to organisational change

Dont know 15% Yes No Dont know

No 25%

Yes 60%

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21. Does training helps a person to handle stress, tension and conflict? a) Yes b) No c) dont know

Sense of question: The above question gives the desire results regarding does the training shows its impact over the stress, tension and conflict. TABLE NO: 3.21 HANDLE STRESS, TENSION AND CONFLICT BY TRAINING Opinion Yes No Dont know Total Interpretation: By the cooperation with the subordinates in training the employee can handle stress tension and with good relationship avoid the conflict also.

No of respondents 45 25 30 100

Percentage 45% 25% 30% 100%

From the above data we understood that 100 of employees, 45% of employees only accepted this, 25% of employees are not accepted and 30% of employees do not have any idea about this

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Handle stress, tension and conflict by training

Dont know 30%

Yes 45%

Yes No Dont know

No 25%

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22. Are you satisfied with the training programs which you have gone through? a) very much satisfied b) satisfied c) not much

Sense of question: This question is inserted to know how many employees were are positive and negative towards the training programs. TABLE NO. : 3.22 LEVEL OF SATISFACTION BY TRAINING PROGRAMS. Opinion Very much satisfied Satisfied Not much Total Interpretation: Many employees may not satisfy with the training programs because of the duration, cooperation with subordinates. From the above study of employees, we understood that, 66% of employees satisfied very much with the training programs, 16% of employees expressed satisfy and 18% of employees are not much satisfied. No. of respondents 66 16 18 100 Percentage 66% 16% 18% 100%

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Level of satisfaction by training programs

70 60 50 40 30 20 10 0 Very much satisfied Satisfied Not much Series1 Series2

FINDINGS
It is observed from the study that 84% of employees opinion is the training programs being arranged regularly.

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 It is clear from the study that 60% of employees opinion is the training requirement is identified and defined. It is understood from the study that 65% of employees felt that they have on the job training. It is observed from the study that 70% of employees opinion is excellent training programs provided by the organization.

It is clear from the study that 76% of employees are aware of the objectives of the training program before undergoing the training.

It is observed from the study that 66% of respondents found their performance is improved. It is understood from study that 76% of respondents felt that their job knowledge and skills are improved through training.

It is observed from study that 70% of employees implemented their acquired knowledge through training.

It is clear from the study that 55% of respondents opinion is excellent guidance provided by external trainers during the training period. It is observed from the study that 59% of respondents fully participated during the training period. It is clear from study that 66% of respondents felt their personal and career goals achieved through the training program. It is observed from study that 65% of employees change their attitudes through training.

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 It is clear from study that 50% of respondents opinion is training should be a continuous process. It is observed from the study that 59% of respondents opinion is that they encouraged every time by departmental heads to undergo training. It is clear from study that 69% respondents opinion that the training should be an affective feed back mechanism for the training program.

It is observed from the study that 55% of respondents opinion that training is useful to improve the behavior of employees towards each other.

It is clear from the study that 55% of respondents opinion is training helps to analyze the problems to solve them. It is observed from study that 56% of respondents opinion is the training improves the relationship between boss and subordinate.

It is clear from study that 70% of respondents opinion is excellent procedure is being used for getting feed back after training.

It is observed from study that 60% of respondents accepted that the training helps employees adjust to organizational change.

It is clear from study that 45% of respondents opinion is that training helps a person to handle stress and tension.

CONCLUSIONS

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 Majority of the respondents opinion is that they have training programs regularly in their organization. The Kesoram cement industry requirement is identified and defined. Training is important and act as one of the best resource for the employees in the organization. Majority of the employees have on the job training in Kesoram industry. It is better if management concentrates on ability of the employees after the training period which could be worth ful for the organization aspects. The organization invests more capital towards the training programs it would be better if it creates awareness among the employees regarding the purpose and objectives of training. Most of the respondents expressed, they improved their performance after the training.

Proper utilization of training is improves the job knowledge and skills of employees. Most of the respondents expressed their job knowledge and skills are very much improved through training.

Most of the respondents expressed that their acquired knowledge through training is excellent.

The majority of respondents expressed as excellent for guidance from the external trainers during the training period.

Majority of the employees expressed that they have fully participated in training programs.

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 Large no. of employees expressed that their personal and career goals are attained through the training programs in the organization. Majority of employees felt that they found a better change in employees attitude after training. Majority of the respondents revealed that the training should be a continuous process. Most of respondents expressed that they are encouraged by the departmental heads to under go training. Large number of respondents expressed the training and development acts as a effective feed back mechanism. Majority of employees expressed their opinion is behavior is excellent towards each other through training. Most of the respondents agreed the training helps to analyze the problems to solve them. Most of the respondents expressed their relationship between boss and subordinate are very much improved. Most of the respondents expressed the training and development feed back procedure is excellent towards each other. Most of the employees accepted that training helps the employee adjust to organizational change. Majority of the respondents felt that training helps a person to handle stress and tension. Majority of the employees felt that they are very much satisfied with the training .

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Suggestions
If we include more personality development to the employees and workers top bring committed work culture to get fruitful results. It is better to conduct training programs regularly. Training is a specific method is not sufficient in fulfilling the required needs in the organization. It would be better if the management focus at all levels of employees. It is better to continue the periodical training program to update the technological methods in Kesoram cement industry in the present competitive market. The management should increase new techniques in training impact evaluation process to increase the employees efficiency in the work environment. It is suggested that training may help the employees in order to overcome from stress.

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ANNEXURE
QUESTIONNAIRE BIBLIOGRAPHY

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QUESTIONNAIRE
01 How often training programs are being arranged ? a) Regularly b) Very often

2 . Is your training requirements identified and defined? a) yes b) no c) dont know

3. By what methods you are trained? a) on the job b) off the job c) both 4. How are the training facilities provided by the organization? a) excellent b) good c) satisfactory

5. Are you aware of the objectives of the training program before undergoing the training? a) yes 6. b) no c) cant say

How do you find performance after training? a) improved b) not much c) stable

7.

Does training improves job knowledge and skills of employees? a) Yes b) No c) dont know

8. How is the implementation of your acquired knowledge through training? a) excellent 9. b) good c) satisfactory

How is the guidance from external trainers during the training period ? a) excellent b) good c) satisfactory

10.

How is your participation during the training period? a) fully b)partly c)rationally

87

11. Do you feel the personal and career goals will be achieved through training programs? a) Yes b) No c) cant say

12. Will the training programs bring the change in employees attitude? a) Definitely b) probably c) not at all

13..is training should be a continuous process? a) yes b) no c) cant say

14. Are you encouraged by department head to undergo training? a) every time b) some time c) never

15.Do you feel the training should be an effective feed back mechanism from the training programs? a) yes b) no c) cant say

16. After the training how will be the behavior of employees towards each other? a) Excellent b) Good c) satisfactory

17. Training helps to analyze the problems to solve them. Do you agree? a) yes b) no c) dont know

18. Does the training improves the relationship between boss and subordinate? a) Excellent b) good c) satisfactory

19. How is the procedure which is being used for getting feed back after training? a) Excellent b) Good c) Satisfactory

20. Does the training helps the employees adjust to organizational change? a) yes b) no c) dont know

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21. Does training helps a person to handle stress, tension and conflict? a) Yes b) No c) dont know

22. Are you satisfied with the training programs which you have gone through? a) very much satisfied b) satisfied c) not much

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BILIOGRAPHY

ESSENTIALS OF HUMAN RESOURCE MANAGEMENT AND INDUSTRAIL RELATIONS RESEARCH METHODOLOGY METHODS AND TECHNIQUES WEBSITE ADRESSES www.citehr.com www.hrvillage.com www.managementhub.com : C.R.KOTHARI : P.SUBBARAO

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