TOWARDS

SHREE DURGA CEMENT COMPANY Ltd.
Project submitted in partial fulfillment for the award of degree MASTER OF BUSINESS MANAGEMENT Submitted by

CEMENTS

Miss. Stuti Sinha COURSE:- MBA HR SEMESTER:- 3rd Roll No.:UNDER GUIDENCE OF MR. RAJEEV SHARAN SUBMITTED AT

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MAULANA AZAD INSTITUTE OF HIGHER EDUCATION LC OF SIKKIM MANIPAL UNIVERSITY, DE LC CODE:00223 AKNOWLEDGEMENT
Company

I am deeply indebted to my esteemed HOD Dr. N. Panchanathan Annamalai.University, Chennai (TN) for his kind and constant encouragement. My gratitude is also due to Mr. M. K. Mishra, Mr. Rajendra Khinwasara, Mr.J.P.Mandaviva and Mr.Wilson David, Mr. Yogesh Mishra Deputy Manager CSR for coordinating and providing all assistance of guidance through out my work. I also express my thanks to my teachers Mrs. Sujatha for boosting me to complete the project. I would like to extend my thanks to all the respondents who patiently answered to all my queries and cooperated with us and provided me with all the valuable information that, I needed for my project study.

Alka Singh Chauhan MBA – 2008-2010 Annamalai University
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Tamil Nadu

DECLARATION
This is to certify that dissertation entitled ‘Training

and

Development’ at LAKHERI CEMENT WORKS ,
Lakheri has been prepared by Miss. Alka Singh Chauhan in the partial fulfillment of the requirement of Masters degree in Human Resources at Annamalai University Chennai (T.N.) I here by declare that all the information and fact produced here are based on my own findings and studies at LAKHERI CEMENT WORKS are original in nature. The contents of report are a true expression of my efforts on the said topic. Any resemblance to earlier project or research is purely co-incidental.

Alka Singh Chauhan
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MBA – 2008-2010 Annamalai University CONTENTS CHAPTER-:1 INTRODUCTION ABOUT COMPANY • INTRODUCTION OF COMPANY HISTORY OF SHREE DURGA CEMENT LIMITED • OLD VISION OF SHREE DURGA CEMENT • NEW VISION OF SHREE DURGA CEMENT • MISSION • MILESTONE & ACHIEVEMENT & AWARDS • OVERVIEW OF LAKHERI CEMENT WORKS & PLANT HISTORY • INTRODUCTION OF HUMAN RESOURCE MANAGEMENT • OCCUPATIONAL HEALTH AND SAFETY • CHAPTER-:2 INRODUCTION OF TOPIC (TRAINING&DEVELOPMENT) • DEFINITION OF TRAINING • NEED AND IMPORTANCE METHODS AND TECHNIQES OF TRAINING • STEPS IN TRAININGS • TRAINING NEED ASSESSMENT • TRAINING & DEVELOPMENT • EVALUATION RESEARCH METHODOLOGY • CHAPTER-:3 • UNIVERSE • SAMPLE SIZE&SAMPLE TECHNIQE • SOURCE OF DATA COLLECTION • PARAMETERS • SCALING TECHNIQES USES CHAPTER-:4 ANALYSIS OF DATA 4 .

marketing and personnel management processes. 19 Ready mix concrete plants.000 dealers. inhouse research and technology backup facility . its high ethical standards in business dealings and its ongoing efforts in community welfare programs have won it Shree Durga Cementlaim as a responsible corporate citizen. product development and specialized consultancy services. Since its inception in 1936. SHREE DURGA CEMENT has made significant contributions to the nation building process by way of quality products. It has a workforce of about 9000 persons and a countrywide distribution network of over 9. and several zonal offices. energy conservation and development of high performance concretes. 19 sales offices. It is the only cement company that figures in the list of Consumer Super Brands of India.CHAPTER-:5 CHAPTER-:6 CHAPTER-:7 CONCLUSION SUGGESTIONS AND RECOMMENDATION ANNEXURE (QUESTIONNAIRE) Introduction of the Company SHREE DURGA CEMENT (SHREE DURGA CEMENT Limited) is India's foremost manufacturer of cement and concrete. The company's various businesses are supported by a powerful. Its commitment to environmentfriendliness. process improvement. SHREE DURGA CEMENT’s brand name is synonymous with cement and enjoys a high level of equity in the Indian market. SHREE DURGA CEMENT has been a pioneer in the manufacture of cement and concrete and a trendsetter in many areas of cement and concrete technology including improvements in raw material utilization.the only one of its 5 . SHREE DURGA CEMENT's operations are spread throughout the country with 14 modern cement factories. services and sharing its expertise. SHREE DURGA CEMENT's research and development facility has a unique track record of innovative research. the company has been a trendsetter and important benchmark for the cement industry in respect of its production. In the 70 years of its existence.

and South America. This ensures not just consistency in product quality but also continuous improvements in products. long before pollution control laws came into existence. processes. Every factory has state-of-the art pollution control equipment and devices. it is one of the biggest customers of the Indian Railways. SHREE DURGA CEMENT has rich experience in mining. being the largest user of limestone. Africa. and the foremost user of the road transport network services for inward and outward movement of materials and products.kind in the Indian cement industry. and also helps in the operation and maintenance of cement plants abroad. raw mills. and application areas. 6 . The company installed pollution control equipment and high efficiency sophisticated electrostatic precipitators for cement kilns. SHREE DURGA CEMENT demonstrates the practices of being a good corporate citizen undertaking a wide range of activities to improve the living conditions of the under-privileged classes living near its factories. and it is also one of the principal users of coal. coal mills. power plants and coolers as far back as 1966. SHREE DURGA CEMENT has also extended its services overseas to the Middle East. SHREE DURGA CEMENT is among the first companies in India to include commitment to environmental protection as one of its corporate objectives. where it has provided technical and managerial consultancy to a variety of consumers. As the largest cement producer in India.

commerce and business. These companies belonged to four prominent business groups – Tatas. non-executive. The use of the plural in SHREE DURGA CEMENT’s full name. Sadly. died in January 1936. SHREE DURGA CEMENT stands out as the most unique and successful merger in Indian business history. In a sense. Their efforts to face competition for survival in a small but aggressive market mingled with the stirring of a country’s nationalist pride that touched all walks of life – including trade. 1936. F E Din Shaw. Many years later. Killick Nixon and F E Din Shaw groups. itself indicates the company’s origins from a merger. The first success came in a move towards cooperation in the country’s young cement industry and culminated in the historic merger of ten companies to form a cement giant. the man recognized as the founder of SHREE DURGA CEMENT. the formation of SHREE DURGA CEMENT represents a quest for the synergy of good business practices. Just months before his dream could be realized. in which the distinct identities of the constituent companies were melded into a new cohesive organization – one that has survived and retained its position of leadership in industry. The history of SHREE DURGA CEMENT spans a wide canvas beginning with the lonely struggle of its pioneer F E Din Shaw and other Indian entrepreneurs like him who founded the Indian cement industry. The Associated Cement Companies Limited. some stockbrokers in the country’s leading stock exchanges still refer to this company simply as ‘The Merger’ The SHREE DURGA CEMENT Board comprises of 13 persons. This 7 . Khataus. SHREE DURGA CEMENT was formally established on August 1. values and shared objectives. and nominee directors.History & Profile of SHREE DURGA CEMENT Cement Works SHREE DURGA CEMENT was formed in 1936 when ten existing cement companies came together under one umbrella in a historic merger – the country’s first notable merger at a time when the term mergers and acquisitions was not even coined. These include executive.

there are senior executives and other regional managers .consistent with the primary objective of enhancing long-term shareholder value. This enabled SHREE DURGA CEMENT to enter into a strategic alliance with GACL. (GACL). They come from all parts of the country and belong to a variety of ethnic. who are now the largest single shareholder in SHREE DURGA CEMENT. Besides these bodies.group is responsible for determining the objectives and broad policies of the Company . Because of such a cosmopolitan make-up. The Tata group sold all 14. A Managing Committee . in addition to the Managing Director and the two executive directors. During the last decade.comprising. who comprise experts in various disciplines assisted by a dedicated workforce of skilled persons. Two other small groups of directors comprising Shareholders'/Investors' Grievance Committee and Audit Committee of the Board of Directors .000 people. research and consultancy.45% of its shareholdings in SHREE DURGA CEMENT in three stages to subsidiary companies of Gujarat Ambuja Cements Ltd. a company reputed for its brand image and cost leadership in the cement industry. there has been a streamlining of the senior management structure that is more responsive to the needs of the Company's prime business. right from its formation in 1936 up to 2000.based at the Company's corporate office and at its marketing offices and manufacturing units -who contribute to the development and operation of the various functions. SHREE DURGA CEMENT is proud of its manpower strength of about 9. cultural and religious backgrounds. A Strategic Alliance: The house of Tata was intimately associated with the heritage and history of SHREE DURGA CEMENT. The Board meets once a month. While these groups form the core management team that frames and guides corporate policy. marketing. Quite a number of them have logged many years of service with the organization. production. engineering and human resources – meets once a week. SHREE DURGA CEMENT can rightly be said to embrace within its fold a family that forms a 'mini-India'. 8 .also meet once a month on matters pertaining to the finance and share disciplines. the presidents representing multifarious disciplines: finance.

69% of Equity share capital of SHREE DURGA CEMENT. ACIL has filed declarations indicating their shareholding and declaring itself as a promoter of SHREE DURGA CEMENT. Considering the formidable global presence of Holcim and its excellent reputation.8% of total equity shares in SHREE DURGA CEMENT. In January 2005. The group has its headquarters in Switzerland with worldwide operations spread across more than 70 countries.96 0. Ltd. Consequently .87 1. following which the shareholding of ACIL increased to 34. Holcim simultaneously announced its bid to make an open offer to SHREE DURGA CEMENT shareholders. through Holdcem Cement Pvt. No. the broad of SHREE DURGA CEMENT has welcomed this new associati Plants & Their Capacity: S. 1 2 3 Units Bargarh Chaibasa Chanda State Bargarh Cement Works Chaibasa Cement Works Chanda Cement Works Capacity (MTPA) 0.00 9 . to acquire a majority shareholding in SHREE DURGA CEMENT. Holcim is also a respected name in information technology and research and development.which at the time held 13. along with ACIL. (ACIL). Ltd. An open offer was made by Holdcem Cement Pvt. aggregates and certain construction related services.Holcim – A New Partnership: A new association was forged between SHREE DURGA CEMENT and The Holcim group of Switzerland in 2005. Holcim announced its plans to enter into long – term alliances with Ambuja Group by acquiring a majority stake in Ambuja Cements India Ltd. and ACIL. Holcim is the world leader in cement as well as being large supplier of concrete.

40 (Gagal I and II) 1.60 2.58 2.53 4.96 0.91 2.4 5 6 7 8 9 10 11 12 13 Damodhar Gagal Jamul Kymore Lakheri Madukkarai Sindri Wadi New Wadi Plant Tikaria Damodar Cement Works Gagal Cement Works Jamul Cement Works Kymore Cement Works Lakheri Cement Works Madukkarai Cement Works Sindri Cement Works Wadi Cement Works Wadi Cement Works Tikaria Cement Grinding and Packing Plant 0.31 Old Vision of SHREE DURGA CEMENT: 10 .20 1.59 2.50 0.

New Vision: 11 .

12 .

specifically in the areas of Responsibility integrated rural development and in safeguarding the environment and natural ecological balance. Promote research and development efforts in the areas of Pioneering product development and energy.Mission of SHREE DURGA CEMENT Maintain our leadership of the Indian cement industry through the continuous modernization and expansion of our manufacturing facilities and activities. Leadership 13 . Fulfill our obligations to society. and fuel conservation. and through the establishment of a wide and efficient marketing network. Achieve a fair and reasonable return on capital by promoting Profitability productivity throughout the company. and to innovate and optimize productivity. Promote and maintain fair industrial relations and an Equity environment for the effective involvement. Maintain the high quality of our products and services and Quality ensure their supply at fair prices. Ensure a steady growth of business by strengthening our Growth position in the cement sector. welfare and development of staff at all levels.

Milestones of SHREE DURGA CEMENT Limited 14 .

1937 With the transfer of the 10th company to SHREE DURGA CEMENT. 1936 First Board Meeting of The Associated Cement Companies Limited held at Esplanade House. SHREE DURGA CEMENT’s first community development venture near Bombay India’s first entirely indigenous cement plant established at Chaibasa in Bihar Village Welfare Scheme launched 1944 1947 1952 1955 Sindri cement works used the waste product calcium carbonate sludge from fertilizer factory at Sindri. Delhi Technical training institute established at Kymore. 1956 1957 1957 1961 Bulk Cement Depot established at Okhla. 1937. Madhya Pradesh. Mumbai on November 10.000 feet. 1936. 1936. the formation of SHREE DURGA CEMENT is complete on October 23. Dewarkhand Cement Company. Katni Refractories Blast furnace slag from TISCO used at the Chaibasa Unit to manufacture Portland Slag Cement for the first time in India. viz.1936 Incorporation of The Associated Cement Companies Limited on August 1. 15 1961 1961 . Oilwell Cement manufactured at SHREE DURGA CEMENT Shahabad Cement Works in Karnataka for cementation of oilwells upto a depth of 6. which resists the corrosive action of acids and chemicals. Manufacture of Shree Durga Cementocid Cement.

SHREE DURGA CEMENT develops a new binder. the largest in India. Commissioning of the new Wadi plant of 2. Incorporation of Bulk Cement Corporation of India. SHREE DURGA CEMENT inducts use of pollution control equipment and high efficiency sophisticated electrostatic precipitators for its cement plants and captive power plants decades before it becomes mandatory to do so. working at sub-zero temperature. Delhi Blast furnace slag. and among the largest sized kilns in the World. An Eco-friendly cements using an eco-friendly process.000 feet. 16 . Commercial manufacture of ready-mixed concrete at Mumbai.calcium carbonate sludge -from fertilizer factory at Sindri to make cement Bulk Cement Depot established at Okhla. Karnataka. a JV with the Government of India. (a waste by-product from steel) from TISCO used at SHREE DURGA CEMENT Chaibasa to manufacture Portland Slag Cement. Introduction of the energy efficient pre-calcination technology for the first time in India. SHREE DURGA CEMENT achieves a breakthrough in import substitution by developing and supplying a special G type of oil well cement to ONGC.6 MTPA capacity in Karnataka. which is successfully used in the Indian expedition to Antarctica. Oilwell Cement manufactured at SHREE DURGA CEMENT Shahabad for cementation of oil wells up to adepth of 6. Manufacture of Hydrophobic (waterproof) cement at SHREE DURGA CEMENT Khalari. Manufacture of Portland Pozzolana Cement using naturally available materials. SHREE DURGA CEMENT Sindri uses waste material . Commissioning of the first 1 MTPA (million tonne per annum) plant in the country at Wadi.Achievement of SHREE DURGA CEMENT Limited: YEAR 1936 1947 1955 1956 1961 1961 1961 1965 1966 1978 1982 1984 1987 1992 1993 2001 The Associated Cement Companies Limited incorporated on August 1 India's first entirely indigenous cement plant installed at Chaibasa.

for outstanding performance in Safety 17 • • • • . • • FICCI Award --. • National Award for outstanding performance in promoting rural and agricultural development – by ASSOCHAM • Sword of Honour .for excellent performance in prevention of pollution and ecological development • Excellence in Management of Health.by The Federation of Indian Mineral Industries for environment protection measures.– Gagal wins Commendation Certificate and New Wadi Plant wins Special Award for Performance Excellence in the Manufacturing Sector. United Kingdom for excellence in safety performance. • Subh Karan Sarawagi Environment Award . • Indira Gandhi Memorial National Award . Safety and Environment : Certificate of Merit by Indian Chemical Manufacturers Association Vishwakarma Rashtriya Puraskar trophy for outstanding performance in safety and mine working Good Corporate Citizen Award .Awards & Shree Durga Cementolades • IMC Ramkrishna Bajaj National Quality Award .by The Ministry of Environment and Forests for "extraordinary work" carried out in the area of afforestation.by British Safety Council.Certificate of Merit by Council for Fair Business Practices Greentech Safety Gold and Silver Awards . • • • Indo German Greentech Environment Excellence Award Golden Peacock Environment Management Special Award . waste management & conservation of mineral resources in mines and plant.By Indian Bureau Of Mines for extra ordinary efforts in protection of Environment and mineral conservation in the large mechanized mines sector.by PHD Chamber of Commerce and Industry Jamnalal Bajaj Uchit Vyavahar Puraskar . Drona Trophy .for innovative measures for control of pollution.for outstanding efforts in Environment Management in the large manufacturing sector. Indira Priyadarshini Vrikshamitra Award --. 2007.

SHREE DURGA CEMENT Nihon Casting Ltd (ANCL) Cement Plant: 1.SHREE DURGA CEMENT was the first recipient of ASSOCHAM’s first ever National Award for outstanding performance in promoting rural and agricultural development activities in 1976. SHREE DURGA CEMENT Subsidiaries: 1. Tree plantation. Clean Mining. A forestation. Bargarh Cement Works 2. Chaibasa Cement Works 3. Over the years. Damodar Cement Works 18 . Decades later. Map of SHREE DURGA CEMENT Network Corporate office: Overseeing the company’s rang of business. the Corporate Office is the central head quarters of all business and human resource function located in Mumbai. Bulk Cement Corporation India Ltd (BCCI) 2. there have been many awards and felicitations for achievements in Rural and community development. SHREE DURGA CEMENT Machinery Company Ltd (AMCL) 3. Health. PHD Chamber of Commerce and Industry selected SHREE DURGA CEMENT as winner of its Good Corporate Citizen Award for the year 2002. Environment Awareness and Protection. Safety. Chanda Cement Works 4.

Lakheri Cement Works 9.Mancherial CEMENT Works 11.Tikaria Cement Works Regional Marketing Office: • BANGALORE • BHOPAL • CHNDIGARH • COIMBATORE • KANPUR • KOLKATA • MUMBAI • NEW DEHPATNA • PUNE • SECUNDERABAD Area Office: • ALLAHABAD ASANSOL • AURANGABAD • BELLARY COCHIN • CHENNAI • FAZABAD • GULBARGA 19 . Gagal Cement Works 7.Sindri Cement Works 12. Jmul Cement Works 6. Madhukkarai Cement Works 10.Wadi Cement Works 13.5. Kymore Cement Works 8.

Whitefield • Bangalore.Faridabad • Greater Noida • Bangalore.Haryana 20 .JVLR Project • Chennai • Delhi.Peenya • Bangalore.Hosur Road • Bangalore.betta Halsoor • Kolkata.Sonapur • Goa.Sion • Mumbai.• GUWAHATI • JAMMU • BHUBANESHWAR • JALANDHAR KOCHI • KOZHIKODE • KOLHAPUR • LUCKNOW • MANGALORE • NAGPUR • PATIALA • RAIPUR • SHIMLA • VELLORE RMX Office: • Mumbai.Panaji • Gurgaon.Kalamboli • Mumbai.

The latest expansion project is being completed in April 2007. 21 . Mostly surrounded by agricultural lands & villages the most distinct feature of Lakheri is a cement manufacturing unit of SHREE DURGA CEMENT [Associated Cement Companies] Ltd.Overview of Lakheri Cement Works Unit Profile: Lakheri Lakheri is a city and a municipality in Bundi district in the Indian state of Rajasthan. This plant is the oldest running cement plant in Asia. But with the passage of time the plant has undergone expansions to incorporate the latest technology in cement producing.

A.5 M. The company has also been felicitated for its acts of good corporate citizenship. Place known for SHREE DURGA CEMENT Cement. one of the largest multinational Cement manufacturers. Plant has already been modernized and the capacity being further increased to 1. Among the first companies in India to include commitment to environment protection as a corporate objective. Presently SHREE DURGA CEMENT is a part of the “Holcim Group”.T. The oldest cement plant in India which has still preserved its 1905 lime kilns. Established in 1936.SHREE DURGA CEMENT Limited is India’s foremost manufacturer of cement and ready mix concrete with a countrywide network of factories and marketing offices.together with 25MW Coal based Power Plant during the year 2006-2007. Location of Lakheri Cement Works 22 . SHREE DURGA CEMENT’s brand name is synonymous with cement and enjoys a high level of equity in the Indian market. SHREE DURGA CEMENT has won several prizes and Shree Durga Cementolades for environment friendly measures taken at its plants and mines. SHREE DURGA CEMENT Lakheri Cement Works is located between Kota & Sawai Madhopur of Western-Central Railway. SHREE DURGA CEMENT has been a pioneer and trend-setter in cement and concrete technology.P.

• This patch of green. is credited with establishing the town of Lakheri several hundred years ago. • Deserted by the nomadic Gujjars after Lakha’s death. who gifted 12 bighas (eight acres) of land to the new settlers. Well protected from storms. for every source of water built by them. • It was an ideal grazing spot. covered thick with babool trees attracted Lakha who raised two temples as a prelude to building the town. • The temples have endured – silent spectators to the changing destiny of the town. a Gujjar named Lakha. the town was resettled centuries latest by His Highness of Bundi. 23 . and nestling in the hills of the north-eastern span of the Aravalli range in Bundi District.Founder Of Lakheri……The Great Lakha • In the folklore of Rajasthan.

stand like grizzled sentinels on a Cliffside.• Today. A journey from 1905………till date Lakheri with Old lime kilns in 1905 Lakheri 2007 • Since the beginning of this century. 24 . other structures have come up to challenge Lakheri’s traditional skyline of rugged hills and embattled walls. and wells of that era are found dotted all over the area. kunds. the bavadis. • A cluster of four cylindrical. pillbox-shaped vertical Kilns of a plant set up in 1905 to produce hydraulic lime.

The plant could achieve production to a level of 0. which was converted in to a cement factory in 1917 owned by Killick – Nixon .• It was this primitive plant.2 Lakh tonne per annum • During The year 1997 and 2007 Lakheri was upgraded to 1200 and 3200 tpd respectively with dry process kiln with preheater. employees innovations and dedications. • 1997 : Modernization and Expansion by replacing wet process kilns with a single dry process kiln of capacity 1200 TPD and raising its cement manufacturing capacity to 0.5 mtpa by adding second string of preheater with calciner to the existing kiln with replacement of grate cooler and addition of new close circuit cement grinding system.32 mtpa using wet process of manufacturing from 3 nos. that makes Lakheri Cement Works the oldest running cement factory in India. • 2007 : The capacity of the plant is raised by more than two folds to a level of 1.60 MTPA. of kilns. • 2007 : Installation of 25 MW capacity Thermal power plant.7 mtpa from the same establishment. 25 . Calciner. The manufacturing process is supported by an economical and reliable captive thermal power source. • 2000 : By adopting Kaizens as a way of life. there after Lakheri Works has three Kilns with an aggregate capacity 3. Plant History: • 1905 : Foundation of Lakheri started with four cylindrical. • Commencing operations with two 100 TPD wet process Kilns. pillbox-shaped vertical Kilns to produce hydraulic lime • 1917 : Installation of India’s first cement plant at barren foot hills of Arawali mountain installed capacity of 0. Total productive maintenance (TPM) philosophy. • Lakheri Works is also credited with manufacturing popular cement of the times and knows as “BBB Cement” or Bundi Bagh Brand Cement.

Product (Cement):Quality Product development has always been an important activity at SHREE DURGA CEMENT.art process control instrumentation and associated quality control and testing laboratories. Trained engineers. Shree Durga Cementordingly. SHREE DURGA CEMENT cement specification exceeds those set by BIS by wide margin. Maintaining this lead calls for harnessing the resources and expertise of the company – from applied research and production to marketing. It has been a constant partner. chemists and technicians staff these. it provides Bulk Cement and Ready Mix Concrete. spread over an area of 8000 sq m has modern labs with the latest equipment and manned by highly qualified scientists and technologists who carry out product development work in cement and allied fields. SHREE DURGA CEMENT manufactures the following types of cement. Ordinary Portland Cements • OPC 43 Grade Blended Cements 26 . This demonstrates our tradition of providing reliable and consistent quality through the application of modern technology. arising out of a focus on quality and process improvement. and justifies the preferences of a nationwide customer base. The Central Laboratory at SHREE DURGA CEMENT Thane Complex is used as a reference laboratory for diagnosis and resolving specific trouble – shooting cases. As a result of this focus on quality. in addition to which. all SHREE DURGA CEMENT cements plants have the ISO 9001 Quality Systems Certification. innovation and evaluation. The research complex now renamed as SHREE DURGA CEMENT Thane Complex. In 1964. driving research. SHREE DURGA CEMENT has effectively pledged its reputation as the market leader in quality of cement. Today. a centralized research facility – the Central Research Station (CRS) was established in Thane.ofthe. all SHREE DURGA CEMENT factories are equipped with state.

bridges. roads. It is available in specially designed 50-kg bags. SHREE DURGA CEMENT 53 Grade OPC provides high strength and durability to structures because of its optimum particle size distribution. culverts. brick and stone masonry. floors and plastering. it surpasses BIS Specifications (IS 8112-1989 for 43 grade OPC) on compressive strength levels. SHREE DURGA CEMENT in other plants also manufactured 53 Grade Cement This is an Ordinary Portland Cement which surpasses the requirements of IS: 12269-53 Grade. etc. What is more. superior crystalline structure and balanced phase composition. water retaining structures.• Fly-ash based Portland Pozzolana Cement Ordinary Portland Cement 43 Grade Cement (OPC 43 Grade): SHREE DURGA CEMENT Cement is the most commonly used cement in all constructions including plain and reinforced cement concrete. It is also used in the finishing of all types of buildings. SHREE DURGA CEMENT Cement is marketed in specially designed 50 kg bags. Blended Cement: 27 . It is produced from high quality clinker ground with high purity gypsum.

marketing and personal management process. SHREE DURGA CEMENT is proud of its many innovation over the years and realizes that innovativeness is an essential characteristic of leadership. It is a important benchmark for the cement industry in respect of its production. It is available in specially designed 50-kg bags. produced by inter-grinding higher strength Ordinary Portland Cement clinker with high quality processed fly ash . its marketing. SHREE DURGA CEMENT’s pioneering efforts in this respect along with the introduction of bulk cement handling facilities have been responsible for redefining the pace and quality of construction activity in metropolitan cities and in mega infrastructure projects. Ready. This unique. SHREE DURGA CEMENT Cement: SHREE DURGA CEMENT’s brand name is synonymous with cement . product development and specialized consultancy services. sales and distribution processes are industry standards.Mix Concrete: SHREE DURGA CEMENT established the country’s first commercial ready-mix concrete (RMX) in Mumbai. value-added product has hydraulic binding properties not found in ordinary cements. The JJ flyover 28 . The brand building approach to marketing cement which was first adopted by SHREE DURGA CEMENT has proved to be exceptionally successful in respect of blended cements in terms of providing more effective communication with customers and has been emulated by other companies in the industry.based on norms set by the company's R&D division.Fly-ash based Portland Pozzolana Cement This is special blended cement. Pioneer & Trendsetter: SHREE DURGA CEMENT has a unique track record of innovative research.

RCD has helped introduce some unique special projects of immense value to the concrete and construction sectors. SHREE DURGA CEMENT’s civil engineers trained over 1500 unemployed youth from remote villages in the fundamentals of building stronger. such as the CST terminus at Mumbai. The company inducted the use of pollution control equipment and hig efficiency sophisticated electrostatic precipitators 29 . churches and royal palaces in Goa. RCD has developed Shree Durga Cementmarg. a non explosive demolition agent. The sprawling Research and Consultancy Directorate (RCD) complex at Thane near Mumbai has a unique track record of innovative research and specialized technological services. Many of these youth are now gainfully employed. The services of concrete group at RCD have been utilized in the striation of several heritage buildings across the country. Mysore and Hyderabad.in Mumbai was the first mega construction project in India to use High Performance Concrete of M-75 grad. more earthquake resistant structures.long before pollution control norms and regulatory act came in to existence. Sharing Knowledge: Following the massive earthquake in Gujarat. These include repair products and grouts and Ancones. Research & Development: SHREE DURGA CEMENT is the only cement producer in India with its own in-house Research and Development facility. a revolutionary new product and grouting composition for the construction and repair of new roads and highways. Environmental Protection: SHREE DURGA CEMENT is among the first companies in India to include commitment to environmental protection as one of its corporate. This was the first formal training effort of its kind for masons.

coal mills. sewage and effluents. we have taken other positive measures such as top – soil conservation. horticulture. Kymore and Chaibasa) have developed as much as 40% area for green belts as compared to statutory requirement of 30 %. Some SHREE DURGA CEMENT plants (viz. tree planting. Cleaner mining techniques have helped safeguard and conserve mineral resources. Today each SHREE DURGA CEMENT factory has high efficiency state-of-the art pollution control equipment and devices. Each of our manufacturing units has a separate environment section manned by a qualified environmental engineer and supporting staff. Every cement plant has its own success story of tree plantation. In particular. Tree plantation and green belt development programs have been extended to cover areas in vicinity of our plants for the benefit of local community. mines and township demonstrate the company’s successful endeavors in greening activities such as Afforestation. Jamul. efficient water management systems and the treatment of the wastage. raw mills. horticulture. vegetable and cultivation apart from basic landscaping designed to enrich and beautify the environment. SHREE DURGA CEMENT has achieved spectacular results in the utilization of two hazardous and pollutant industrial wastes – namely slag from steel plants and fly ash from thermal power stations – to make blended cements that help conserve limestone resources. mines and colony at each factory is used to develop greenery of various species. greening activities. Afforestation. Over the years. Vacant land in plant. Some of our plants have become near self – reliant in their water requirements. flower and fruit cultivation and water conservation.for cement kilns. Gagal. SHREE DURGA CEMENT has won several prizes and certificates of merit for environmental measures undertaken at its various plants and mines. 30 . for programs involving greening. rehabilitation of mines. A forestation and Greening the Environment. In addition. Our plants. Tree plantation is a regular and committed activity at SHREE DURGA CEMENT. power plants and coolers as for as 1966. noise abatement and other visible measures like tree plantation and water management.

Water from these reservoirs is treated to make it potable. domestic and hospital 31 .Rocky areas in mines have been rendered suitable for plantation by overspreading topsoil obtained from mining activity. SHREE DURGA CEMENT cement units maintain a norm of Zero Water Discharge. bagasse. water ponds and tanks. Water Conservation: Water conservation is a noteworthy contribution in a water scarce country like ours. All the water used in plants for industrial cooling is recycled through cooling towers.Each One – Plant One has been an inspiring message practiced by many of our employees. with an average survival rate of 85% and spread over an area of 1000 acres in mines. SHREE DURGA CEMENT cement plants have converted old abandoned mines into huge reservoirs by collecting rainwater from catchments around mines. As a result of these initiatives. SHREE DURGA CEMENT also pioneered the use of waste sludge from the fertilizer industry to make cement. factories and residential townships. These include agro – wastes like rice – husk and other husks. used tyres. Transforming and Managing Waste: SHREE DURGA CEMENT has achieved spectacular results in the utilization of two hazardous and pollutant industrial wastes – namely slag from steel plants and fly ash from thermal power stations – to make blended cements that offer unique advantages to concrete. A forestation programs have helped transform the once barren and dry ambience into lush greenery. we have several examples of outstanding achievements in water harvesting and in the creation of reservoirs in abandoned mines and quarries. Some of our Works have become near self – reliant in respect of their water requirement for industrial and domestic consumption. The total plantation undertaken across SHREE DURGA CEMENT is more than 3. The company is actively engaged in the promotion of alternate fuels and raw materials and in co – processing waste materials through the effective use of cement kilns as co – processing units.3 million numbers of trees.

SHREE DURGA CEMENT employees. professional and employee ethics and code of conduct. political or 32 .waste. whether social. ideology or other opinion. SHREE DURGA CEMENT has clearly stated guidelines concerning recruitment. performance appraisal. caste. SHREE DURGA CEMENT takes pride in extending its waste management services to help minimize the discharge of wastes. SHREE DURGA CEMENT employees display a strong sense of loyalty to the Company and their special stellar qualities as ‘value-adding’ human capital are well known in the industry. The Company’s personnel policies and processes enshrine equal opportunities to all and non-discrimination with regard to gender. potentials are developed but maximum satisfaction is also achieved by the individual Role of Personal Manager/HR Manager: Recruitment Performance Management System • Training & Development Employee welfare & perquisites • Employee Satisfaction • • • SHREE DURGA CEMENT has a large workforce of about 9. referred to as the SHREE DURGA CEMENT Parivar. cultural and religious backgrounds. creed.000 people. come from all parts of the country and belonging to a variety of ethnic. Human Resource Management at SHREE DURGA CEMENT Limited: Human Resource Management may be defined as that specialized branch of management which is concerned with solving the human problem of an organization intelligently and equitably in a manner that not only the employees. career advancement. termination. comprising experts in various disciplines assisted by a dedicated workforce of skilled persons.

religious. Good Work Awards. Special Increments. Nomination to external training programs in India and abroad. Letters of Appreciation. interviews and final selection. public felicitation and appreciation. In some cases. preliminary short-listing. Some plants have Best Employee and Employee of the Month Awards and recognition. Recruitment: Recruitment in SHREE DURGA CEMENT is a very fair and transparent process with adequate opportunities to look for suitable candidates internally as well as from outside. Candidates are informed of their short-listing and selection immediately after the interview or at the earliest thereafter. These incentives include Performance Linked Incentives. All decisions of the recruitment committee are recorded in respect of each candidate. Occupational Health & Safety: Occupational Health & Safety (OHS) is a vital part of SHREE DURGA 33 . outside consultants are retained. Every attempt is made to make the selection process as objective as possible by incorporating tests of competence. Perfomance Management System: The Company’s performance management system is in itself a benchmark that provides ample opportunities and motivational incentives to employees so as to reward and retain good talent within the Company. Competent employees and those who display aptitude are invited to become Trainers themselves and receive Train the Trainer facilitation. Applicants are generally invited on the basis of specific advertisements in newspapers and websites. A Committee of officers called the Central Recruitment Committee handles the entire recruitment process comprising screening of applications. Also ensured is a due process for employee consultation and participation in organizational development and policy formulation. Promotions.

CEMENT’s journey towards Sustainable development. Safety Audits are being carried out in SHREE DURGA CEMENT since 1995 by National Safety Council based on the 5 Star Auditing System of British Safety Council. There is a continuous effort to measure and improve Safety Management Systems to avoid Shree Durga Cementidents. We have an Apex OH & S Committee headed by the Managing Director. This committee oversees implementation of our OH & S policy Each of our plants and manufacturing units have Professional Doctors and medical facilities for continuous monitoring and observation of workplace hygiene and occupational health. The following are some OH & S initiatives at our plants:

OH & S brochures, signages, posters and mailers used extensively • Monthly Safety Gate Meetings held at all our plants. • Safety Audit and TPM Audits carried out annually • Safety Professionals meets twice a year to discuss and share knowledge on Safety Statistics and implementation of safety measures at each unit. • Safety Observation Tours (SOT) conducted weekly by all line managers • Behavioural Safety Training programmes for workers at all plants Incident investigations for all incidents including near misses (with potential for injuries). The findings and recommendation are shared across the company. OUR OH & S VISION

“NO HARM ANYWHERE TO ANYONE ASSOCIATED WITH SHREE DURGA CEMENT” “NO HARM” means: No fatalities No disabling Injuries No Lost Time Injuries No Medical treatment Injuries No First Aid Injuries No Occupational Illness

34

“ANYONE” means: Employees Contractors personnel on site Ready-mix drivers on job Third party contractors on site Visitors to SHREE DURGA CEMENT site

OUR OH & S POLICY We manage our activities in a responsible manner to avoid causing any harm to the health and safety of our employees, contract personnel and visitors. We apply OH&S standards and guidelines; provide the necessary resources, training and education and measure performance for continuous improvement. FIVE CARDINAL RULES FOR SAFETY 1. Do not override or interfere with any safety provision nor allow anyone else to override or interfere with them. 2. Personal Protection Equipment (PPE) rules, applicable to a given task, must be adhered to at all times. 3. Isolation and Lock Out procedures must always be followed. 4. No person may work if under the influence of alcohol or drugs. 5. All the injuries and incidents must be reported.

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OH & S Organization Chart

Lakheri Plant OH & S Organization Chart
Mr. M. K. MISHRA (Plant Head) Chairman

Dr.B.M.Ghule (Manager-HS) Occupational Health & Hygiene Coordinator

Mr.R.KHINWASRA (Manager-HRA) OH & S Training Coordinator

Mr.S.BHATNAGAR (Dy.Manager-Safety) Plant OH & S MANAGER

First Aiders

Mr.D.D.Rathore (AM-Safety) OH & S TRAINING

OH & S INSPECTION

Safety Patrollers

Introduction of Topic

36

Shree Durga Cementidents scrape. or social behavior. Definition of Training: Training is a learning experience in that it seeks a relatively permanent change in an individual that will improve his or her ability to perform on the job. the importance of employee training has increased. the types of jobs required. Furthermore. future needs of employees will be taken care by training. When this is not the case. But the rapid changes taking place during the last quarter-century in our highly sophisticated and complex society have created increased pressures for organizations to readapt the products and services produced. employee training is not only an activity that is desirable but also an activity that an organization must commit resources to if it is to maintain a viable and knowledgeable work force. attitudes. All rounders can be transferred to any job. it is necessary to raise the skill levels and increase the versatility and adaptability of employees. As jobs have become more complex. In a rapid changing society. besides contributing to its capacity to grow. and influenced to only small degree by technological changes. If current or potential job occupants can meet this requirement. It may 37 . there was little need for employees to upgrade or alter their skills. and the types of skills necessary to complete there jobs. and damage to machinery and equipment can be avoided or minimized through training.Training is an organized procedure which brings about a semipermanent change in behavior. easy to learn. Every organization needs to have welltrained and experienced people to perform the activities that have to be done. for a definite purpose. The three main areas involved are skill. Training programme is important as it lends stability and flexibility to an organization. We typically say training can involve the changing of skills. the manner in which products and services are produced and offered. When jobs were simple. knowledge. knowledge and attitudes but always with definite purpose in mind. training is not important. Training makes the employees versatile in operations.

Training is the systematic process of enhancing the job-related skills. but also to develop their capabilities for jobs with which they may be entrusted in the future. It is fundamentally important for the continued growth and development of both the individual employee and the organization. Efficient employees contribute to the growth of the organization. 38 . From the point of view of the individual.mean changing what employees know. learning and absorption go on continuously throughout life. training contributes significantly in increasing the quality and quantity of work processed. how they work. It is now widely acknowledged that the collective influence of a group of well-trained employees can largely determine the success of the firm. The cost of training is considerably less than the cost of gaining experience particularly in the context of advanced technology and expensive equipment. Training contributes to employee’s stability in at least two ways. and reducing waste and idle time. An effectively planned and well managed training program is the key to higher productivity. or their interactions with their co-workers or their supervisor. From the organizational view point. Employees become efficient after undergoing training. attitudes and knowledge of personnel for the purpose of improving individual and organizational performance. lower employee turnover and better human relations with the firm. Training provides the direction and guidance for this perpetual learning process. continuous training of personnel has become essential to the success of the organization. Companies increasingly need to provide opportunities for the continuous development of employees not only in their present job. training shortens the time required for employees to reach peak efficiency levels. cost control. Essentially. their attitudes towards their work. Security and confidence are additional attributes that a well-trained employee acquires. Need and Importance: Effective training enables employees to learn to do their jobs better and perform more proficiently with increasingly advanced technology.

• To offer firm competitive advantage by removing performance deficiencies. and meeting future employees needs. it is informal. training becomes mandatory for employees in order to update them. making employees stay long. scrap and damage.. The jobs that employees do are not static. minimizing Shree Durga Cementidents. they change. teach them newer skills and increase their efficiency. To keep pace with changing technology. electronic data processing etc. as when an experienced worker shows a 39 . sometimes without necessary awareness since technology advances are getting increasingly more rapid. while the employee is actually working. automation. mechanization. Methods and Techniques of Training: Training methods are categorized into two groups:• On-the-job • Off-the-job (1) On-the-job – On-the-job methods refer to methods that are applied in the workplace. Often.Training objectives: • The primary purpose of training is to establish a sound relationship between the worker and his job – the optimum man – task relationship. • To upgrade skills and prevent obsolescence.

technical and professional education and also used for sales.Orienting New Employees. • Job rotation . • • Internships and assistantship – Used for creative. (2) Off-the-job – Off-the-job methods are used away from the workplaces. This contributes to the effectiveness of the program. Special Skills Training. Creative. Further the method is least expensive since no formal training is organized. • Apprentice training . Finally the training is free from an artificial situation of classroom. Special Skills Training. Coaching – Safety education.Used for sales. administrative supervisory and managerial education. Following are the off-the-job methods: • 40 . technical and professional education and also used for sales. administrative supervisory and managerial education. It is the most effective method as the trainee learns by experience. introducing innovations in products and services. The trainee is highly motivated to learn since he or she is aware of the fact that his or her success on the job depends on the training received. Job-instruction training – Special Skills Training. Following are the On-the-job training methods: • Orientation training – Used for orienting New Employees.trainee how to perform the job tasks. making him or her highly competent. introducing innovations in products and services. introducing innovations in products and services. administrative supervisory and managerial education and orienting New Employees.

Orienting New Employees. Safety Education. Technical and Professional Education and also used for Sales. • Conference or Discussion . Administrative Supervisory and Managerial Education. Safety Education. Administrative Supervisory and Managerial Education.Used for orienting New Employees. Role Playing .Sales. • 41 . Administrative Supervisory and Managerial Education. Creative. Special Skills Training.Used for Orienting New Employees.Orienting New Employees. Special Skills Training. Special study – Orienting New Employees. Introducing Innovations in Products and Services. Technical and Professional Education and also used for Sales. Introducing Innovations in Products and Services.Creative. • Television . Technical and Professional Education and also used for Sales. Creative. Safety Education. Technical and Professional Education. Creative. Introducing Innovations in Products and Services. Creative. Special Skills Training. Safety Education. Introducing Innovations in Products and Services.• Vestibule . • • • Films . Special Skills Training. Technical and Professional Education and also used for Sales. Lecture . Administrative Supervisory and Managerial Education. Administrative Supervisory and Managerial Education. Technical and Professional Education and also used for Sales.Orienting New Employees. Administrative Supervisory and Managerial Education. Introducing Innovations in Products and Services. Creative. Safety Education. • Case study . Introducing Innovations in Products and Services and Special Skills Training.

Creative.• Simulation . Simulations Steps in Training: 42 . Role playing. Safety Education.Orienting New Employees. Safety Education. Programmed instruction . • • Techniques of training: Training techniques represent the medium of imparting skills and knowledge to employees.Orienting New Employees. Introducing Innovations in Products and Services. Training techniques are the means employed in the training methods. Video-tapes. Creative. Special Skills Training. Following are the most commonly used techniques: • Lectures • Films • Audio cassettes • Case studies. Technical and Professional Education Laboratory training – Safety Education and Creative Technical and Professional Education. Technical and Professional Education. Introducing Innovations in Products and Services. Special Skills Training.

It has six phases process that focuses on providing effective targeted training. will have positive impact on the origination. Identifying Training Need Track ongoing follow through Map the approach Calculate Measurable Result Produce Learning Tools Appling Training Technique The following table will illustrate the activities in each phase and the product that will be produced. This training process is called High Impact Training model. Identify Training need Action Gather and analyze appropriate information Product A description of the specific training needed to improve job performance. If it followed. 43 .Identifying your training need is the first step in a large training process that takes you from your initial inquires all the way to deliver and evaluation of the final training package. Phase 1.

A design plan for the training program. 6. 44 . Produce learning tools. Organizations spent vast sum of money (usually as a percentage on turnover) on training. Organizations that implement training programmes without conducting needs assessment may be making errors. 4.2. Apply training technique Deliver the training as designed to ensure successful results. audio visual aid job aids etc. Before committing such huge resources. etc. 3. Calculate Measurable Result. Choose the appropriate training approach. a needs assessment exercise might reveal that less costly interventions (e. if needed. Instructor – led training computer based training one – on-one coaching. selection. For example. Communicate the results and redesign(if needed) Ensure that the impact of training does not diminish. Ongoing suggestions and ideas that support the training. An evaluation report. 5. job redesign) could be used in lieu of training.Map the approach Define what needs to be learned to improve job performance.g. compensation package. Create the actual training materials. Detail objective of the program. organizations would do well to asses the training needs of their employees. Training Need Assessment: Need assessment diagnoses present problems and future challenges to be meet through training. Training manuals. A redesign course. facilitators guide . Assess whether your training/coaching Shree Durga Cementomplished actual performance improvement. Track Ongoing Follow-Through.

Training is essential to prepare the employee to handle more challenging tasks. Assessment of training needs must also focus on anticipated skills of an employee. when the organization decides to introduce a new line of products. Assessment of training needs occurs at the group level too. This will help him/her to career path. sell and service the new products. Although job transfers are common as organizational personnel demands vary. when there is performance deficiency. Technology changes fast and new technology demands new skills.group and individual. Inadequate in performance may be due to lack of skill or knowledge or any other problem. Employees commonly require only an orientation to new facilities and jobs. they do not necessarily require elaborate training efforts. An individual obviously needs training when his or her performance falls short of standards. or other problems are diagnosed. improving quality of supervision. Transfer. The problem of performance deficiency caused by absence of skills or knowledge can be remedied by training. Individual may also require new skills because of possible job transfer. poor job design. It is necessary that the employee be trained to acquire new skills. Faulty selection. uninspiring supervisor or some personal problem may also result in poor performance. job redesign. low morale and motivation. sales personnel and production workers have to be trained to produce.Needs assessment occurs at two levels. Training can also be used when high scrap or Shree Durga Cementident rates. or discharge will solve the problem. Any change in the organizations strategy necessitates training of groups of employees. 45 . For example. that is.

Methods Used in Training Needs Assessment Group or Organizational Individual Analysis Analysis Organizational goals and Performance appraisal objectives Work sampling Personnel/skills inventories Organizational climate indices Interviews Efficiency indices Questionnaires Exit interviews MBO or work planning systems Quality circles Customer survey/satisfaction data Consideration of current and projected changes Attitude survey Training progress Rating scales Training Effectiveness: 46 .Need Assessment Methods: Following methods are useful for organizational-level needs assessment and individual needs assessment.

any employee training efforts can be rationalized. the benefits gained must outweigh the costs of the learning experience. or attitudes we Shree Durga Cementessed as needing attention. Shree Durga Cementording to Hamblin (1970) defined evaluation of training as: “Any attempt to obtain information (feedback) on the effects of training program and to assess the value of training in the light of that information for improving further training”. how well they use their new skills on the job (did their behavior change?) and whether the training program achieved its desired results (reduced turnover.). motivating a poor performer. giving recognition. Effective training should provide the trainee with a given model to follow. and praise for transferring the acquired skills to the job. discussing potential disciplinary action. It is not merely assume that any training an organization offers is effective. Beyond general reactions. This is a most critical phase that assesses not only the quality of training imparted but also the training plan in order to see 47 . provide feedback on how worthwhile the participants viewed the training. handling a complaining employee. specific goals to achieve. It is easy to generate a new training program. if its correcting the deficiencies in skills. training must also be evaluated in terms of how much the participants learned. Training should focus on ways of orienting new employees. reducing turnover. reducing absenteeism. Only analyzing such programs determines effectiveness. Trainees’ reactions to the training may. in fact.Any training implemented in an organization effort must be cost effective. correcting poor work habits. but if the training effort is not evaluated. feedback on how well the trainee is progressing. It would simply mean the act of judging whether or not the activity to be evaluated is worthwhile in terms of set Criteria. substantive data must be developed to determine whether our training effort is achieving its goals – that is. Evaluation: Evaluation literally means the assessment of value or worth. and overcoming resistance to change. Evaluation is of crucial importance in ascertaining whether or not the training program is proving to be effective and its objectives are being achieved. etc. knowledge. however. That is. an opportunity to perfect the skill. increased customer service.

whether future changes can make it more result-oriented. 48 . Evaluation helps management to weigh up and take a view on the following questions: a) How relevant are the programmes to the organizations needs and objectives? b) What changes are necessary in the existing programmes in order to realign them to the organizational goals? c) Which are the areas where training is of real and lasting value? d) What are the opportunity costs? Could money have been better spent on any other activity that would have yielded better results in terms of organizational effectiveness? e) Is the investment in terms of time and money inadequate or too much? How can an optimum standard be evolved? Principles of Evaluation: Training evaluation is the process of establishing a worth of something. An attempt is made to obtain information and feedback on the effects of a training program and to assess the value of the training in the light of that information. rather that a set of techniques. evaluation is important since in evaluating. The worth (the value) merit or excellence of the things. managements require knowing about the methods of instruction being employed. Given the quantum of time and money that is put into training programmes. one tries to judge the value or worth of the activity. As with any activity. using the available information. Evaluation is a state of mind. Evaluation also enables the effectiveness of an investment in training to be appraised. whether training inputs are having an impact on improved productivity and how efficiently and usefully training courses are being conducted.

be specific. evaluation has to based on sound principles such as: 1. quantitative and recorded. 3. The observation must. educational matter or content. 4. This method. but deadlines that are unreasonably high will result in poor evaluation. Evaluation must be specific. 1. audio-visual aids. It must be conducted by trained experts who know what they are looking for. trainee interaction etc.To achieve the desired results. Ratings – The training programme or system is broken into its various components parts such as presentation. Evaluation must be continuous. the manner of assessing the quality of training and identifying improvements and deficiencies is the most direct. however. 6. and their products. their practices. 2. Evaluation must be based on objective methods and standards. Evaluation must provide the means and focus for trainers to be able to appraise themselves. A sense of urgency must be developed. Methods of Evaluation: Five distinct approaches leading to a comprehensive evaluation of training program. Observation . 2. 5. systematic. 49 . Realistic target dates must be set for each phase of the evaluation process. Evaluation specialist must be clear about the goals and purposes of evaluation.Here the trainees are closely observed during the programme in order to assess their behavioral strength and weaknesses in different situations.

and provide suggestions for improvement. This may be done both in writing as well as orally. Trainee surveys – This refers to the reactions of the participants as to how they have found or reacted to a particular training programme. Based on their rated assessments. management can take decisions on future changes/ modifications. 3. they are usually given the option of not disclosing their identities. by the 50 . pinpointing weaknesses and shortcomings and improving upon the problem areas. trainer’s ability and relationship with other participants. Interpretational ambiguities can thus be removed and objective and useful recommendations can be formulated. Instructor interviews – Finally the observations and recommendations of instructors can be collected and tabulated. The use of the form facilitates work of caution. i. 5. Here the expert is usually able to obtain more precise information and gauge the strengths and weaknesses of the programme. Trainee interview – This method is some what similar to the previous one with one major difference – the views and opinions of the participants are determined individually or in groups by skillful questioning instead of in writing. reading material. Too much reliance must not be placed on their opinions since they cannot always be relied upon to be objective. This is usually done at the end of the last session where participants are asked to fill up a form. The feedback received from the participants is of immense value in obtaining ideas. Additionally. The form contains information on the objectives of the programme and how well they have been achieved during the course of the training. 4. lodging etc. participants are required to indicate their experience with classroom facilities. presentation.These individual elements are then rated Shree Durga Cementording to a predetermined scale by experienced and qualified raters who assess each aspect independently. Since trainees may feel apprehensive or embarrassed to reveal their true perceptions. It also seeks information on contents.e. boarding.

51 . d) Where tests are used. objective and error free.method of filling up forms or by speaking to them. b) Tabulation and summarization must be Shree Durga Cementurate. e) In order to save costs. Points to be remembered during evaluation process: a) Care must be taken to see that the data collected is pertinent. Their views on various components provide a valuable source of feedback in ensuring that the system is consistent with the needs of both trainees and the organization. there must be valid and reliable. c) It is advisable to use as many strategies as can possibly and conveniently be employed. only that information must be collected which is vital for production evaluation.

Management competency development programmes (MCDP): These are to be held functions wise for• Manufacturing • Finance • Marketing • Corporate human resources • Projects • Materials • Information’s technology & system Cross functional skills development programmes (CFSD): 52 .Analytical skills development programs (ASDP): After the initial common induction programmes the management trainees are given intensive training in expanding thought process & analyticl ability in order to uncover & examine problems and there be able to take decisions in the best interestof the company. • Industry Engineering & Analytical techniques in productivity management • Materials management • Process engineering • Environment engineering & management Managerial skills development programmes (MSDP): • Managerial skills development programmes are to be held for deputy manager. Following topics are covered in the programmes.

Sample Size: For the purpose of the study. • The strategic leadership development programmes are to be held for vice-presidents. The following table summarized the sample size in terms of units in nature of job. The samples are selected randomly. Universe: The universe of the study comprise of all the Managers of SHREE DURGA CEMENT Lakheri. NATURE OF JOB Manager Total SHREE DURGA CEMENT LAKHERI CEMENT WORKS 30 30 53 . Presidents. the selection of the Managers is done with the help of department. General management course (GENMANCO) : • General management course will be held for senior managers. Sr. • Strategic leadership development programs (SLDP).CFSD Programmes like finance for non-finance programmes & HR for Non.HR Progrrammes are held to provide the partcipants with an overall perspective of the company’s business for achieving competitive advantage in the global information age. RESEARCH METHODOLOGY Study Area: The study area is confined to the various departments of SHREE DURGA CEMENT Lakheri. The organization which is covered for the purpose of the study pertains to cement industry.

Questionnaire and Interview: The data is collected from managers. if any. I have completed 30 questionnaires from managers group respectively. supervisors with the help of questionnaire generated for this purpose. The respondents have been required to give their answer by putting tick mark across the multiple choice questions and in open ended questions the respondents were asked to express their views in their own words. since a few open ended questions require clarification. Almost all the respondents have been contracted and interviewed personally at the time of filling up the questionnaire. All managers are supplied with a copy of the set of questionnaire for filing up. 2. The questionnaire consists of single parts. The questionnaires have been thoroughly discussed with the respondent to clarify doubts. 1. Overall. It had taken the researcher nearly six weeks to complete the survey work. Primary sources: The researcher collected the primary data by means of structured questionnaire along with personal interviews. Then their replies have been received and further clarification and supplementary information considered to be necessary have been secured. regarding what has been asked.Sources of data collection: The data was collected using both primary sources and the secondary sources. Secondary Data: The researcher has also collected the secondary data by means of the documentary sources such as: • Company records • Registers files booklets 54 .

66 55 .1 Q .• Magazine • Journals • Booklets Analysis of Data MANAGERS ANALYSIS & FINDINGS TABLE .3 00 16.1 Do you agree that the training and development programmes are effective in SHREE DURGA CEMENT? Parameter No of Respondent % STRONGLY AGREE AGREE UNDECIDED DISAGREE STRONGLY DISAGREE 03 21 01 00 05 10 70 3.

66 10 3. TABLE . 5 managers strongly disagree while 3 managers strongly agree and 1 managers didn’t give any response. Where as.2 Do you agree that enough time was provided to learn about the subject covered in the training program ? Parameter STRONGLY AGREE AGREE UNDECIDED DISAGREE STRONGLY DISAGREE No of Respondent 03 20 02 03 01 % 13.33 56 .33 66.2 Q.66 6.80 70 60 50 40 30 20 10 0 Strongly Agree Agree Undecided Dis Agree Strongly Dis Agree Through the survey we found that 21 managers agree that the training program in SHREE DURGA CEMENT delivered as an effective way to learn the matters.

3 Do you think that the training leads to enhancement of your skill? Parameter STRONGLY AGREE AGREE UNDECIDED DISAGREE STRONGLY DISAGREE No of Respondent 11 16 00 01 02 % 36.33 6.33 00 3.4 managers strongly agree while 1 managers strongly disagree and 2 managers didn’t give any response. TABLE .66 53.70 60 50 40 30 20 10 0 Strongly Agree Agree Undecided Disagree Strongly Disagree Through the survey 20 managers agree that the enough time is provided to learn the subject matters covered in training programme but 3 managers disagree with the statement .66 57 .3 Q.

00 6.66 58 .60 50 40 30 20 10 0 SA Agree Undecided Dis Agree SD 16 managers agree that the training leads to enhancement of skills and 11 managers strongly disagree but 1 of them disagree and 2 of them strongly disagree.33 10.00 53.4 Do you think that the knowledge and skills gained from the training programme directly apply to your work? Parameter STRONGLY AGREE AGREE UNDECIDED DISAGREE STRONGLY DISAGREE No of Respondent 09 16 03 00 02 % 30.4 Q.00 0. TABLE .

5 To what extend change in moral attitude and behavior was noticeable as a result of the training function? Parameter STRONGLY AGREE AGREE UNDECIDED DISAGREE STRONGLY DISAGREE No of Respondent 07 15 03 02 03 % 23.66 10.33 50. TABLE .60 50 40 30 20 10 0 SA Agree Undecided Dis Agree SD 16 managers agree that the knowledge and skills gained from the training programme directly apply to work.00 03.33 06. Whereas 9 managers strongly disagree while 2 managers strongly disagree and 3 managers didn’t respondent.5 Q.00 59 .

2 managers disagree.00 10.6 Q.00 60 .66 0.00 16.33 60. 6 To what extend training program contribute to the company goal and employees individual goals? Parameter STRONGLY AGREE AGREE UNDECIDED DISAGREE STRONGLY DISAGREE No of Respondent 04 18 05 00 03 % 43. TABLE . while 3 managers strongly disagree and 3managers didn’t give any response.60 50 40 30 20 10 0 SA Agree Undecided dis Agree SD 15 managers agree that the change in moral attitude and behavior was noticeable as result of training function 7 managers strongly agree with the statement .

66 50. 7 Do you think that freedom is given to you to show your skills and knowledge during training program? Parameter STRONGLY AGREE AGREE UNDECIDED DISAGREE STRONGLY DISAGREE No of Respondent 08 15 06 01 00 % 26. TABLE – 7 Q.00 20.3 managers are strongly disagree with the statement and 5 managers didn’t give any response.00 61 .33 00.70 60 50 40 30 20 10 0 SA Agree Undecided Dis Agree SD 18 managers agree that the training programme contribute to the company goal and employees goals.4 managers strongly agree .00 3.

33 03. TABLE – 8 Q.00 03.1 manager disagree and 6 managers didn’t give any response.33 40.00 20.33 62 .60 50 40 30 20 10 0 SA Agree Undecided Dis Agree SD 15 managers agree that freedom is given to you to show your skills and knowledge but 8 managers strongly agree with the statement. 8 Do you have a good cooperation / support from your superiors during training program? Parameter STRONGLY AGREE AGREE UNDECIDED DISAGREE STRONGLY DISAGREE No of Respondent 10 12 06 01 01 % 33.

45 40 35 30 25 20 15 10 5 0 SA Agree Undecided Dis Agree SD 12 managers agree that a good cooperation from your superiors during training programme but 10 managers strongly agree with the statement.66 63 .00 10.66 06. TABLE – 9 Q.00 06. 1 manager disagree while 1 manager strongly disagree and 6 managers didn’t give any response.66 40. 9 Do you think that SHREE DURGA CEMENT develop employee through need based training program? Parameter STRONGLY AGREE AGREE UNDECIDED DISAGREE STRONGLY DISAGREE No of Respondent 11 12 03 02 02 % 36.

33 00.00 03. 2 managers disagree while 2 managers strongly disagree and 3 managers didn’t give any response.45 40 35 30 25 20 15 10 5 0 SA Agree Undecided Dis Agree SD 12 managers agree that SHREE DURGA CEMENT develop employees through need based training programme but 11 managers strongly agree with the statement.00 33. TABLE – 10 Q.33 03. 10 Do you think that SHREE DURGA CEMENT is a learning organization for the employee? Parameter STRONGLY AGREE AGREE UNDECIDED DISAGREE STRONGLY DISAGREE No of Respondent 18 10 00 01 01 % 60.33 64 .

66 10.1 managers disagree while 1 manager strongly disagree.33 53.70 60 50 40 30 20 10 0 SA Agree Undecided Dis Agree SD 10 managers agree that SHREE DURGA CEMENT is a learning organization for the employee but 18 managers strongly agree with the statement. 11 Do your performance has changed after the training program? Parameter STRONGLY AGREE AGREE UNDECIDED DISAGREE STRONGLY DISAGREE No of Respondent 07 16 02 02 03 % 23.00 65 .33 06.66 06. TABLE – 11 Q.

00 06. TABLE – 12 Q.00 00.60 50 40 30 20 10 0 SA Agree Undecided Dis Agree SD 16 managers agree that performance has changed after the training programme but 7 managers strongly agree with the statement.66 66 .2 managers disagree while 3 managers strongly disagree and 2 managers didn’t give any response. 12 Do you agree that the program would have been more beneficial if some more material was provided in advance? Parameter STRONGLY AGREE AGREE UNDECIDED DISAGREE STRONGLY DISAGREE No of Respondent 07 18 03 00 02 % 23.33 60.00 10.

13 Are you aware of the objectives of the program at the time of your nomination for this program? Parameter STRONGLY AGREE AGREE UNDECIDED DISAGREE STRONGLY DISAGREE No of Respondent 03 24 02 00 01 % 10.00 06.2 managers strongly disagree and 3 managers didn’t give any response.70 60 50 40 30 20 10 0 SA Agree Undecided Dis Agree SD 18 managers agree that the training programme would have been more beneficial if some more material was provided in advance but 7 managers strongly agree with the statement. TABLE – 13 Q.00 03.33 67 .66 00.00 80.

• Miss match of training with work. Suggestion & Recommendation The researcher had used questionnaire method as a tool for collecting data and information pertaining to the study .The questionnaire includes the closed ended and open ended questions. • Language problem. 68 .1 manager agree while 2 managers didn’t give any response. • Less time provided for training. Difficulties faced during training by Employees/Supervisors: • More theory less practical. basically to get there views on the techniques adapted to measure training development and the difficulties faced by them during and in relation to training.90 80 70 60 50 40 30 20 10 0 SA Agree Undecided Dis Agree SD 24 managers agree that the objective of the programme at the time of your nomination for this problem but 3 managers strongly agree with the statement . • Too much instruction by the instructor during training.

• During the training worker should be totally released from there work. • Training should be given as per the needs of the employees. 69 . They are as a under: • Make learning one of the fundamental values of the company. • There should be a proper need analysis for training. Let this philosophy percolate down to all employees in the organization. • Training objective should be clear.• Some times objective of training given has to application at the work place. The following suggestions received from the respondent: • Training should be more practical based. • Supporting documents should be provided to the employees. • Training should be given in simple language. • As per the requirement of the job training should be imp. • There must be a sound communication between trainer and trainee. the researcher had recommended the following suggestion for making the training program successful. Recommendation For Making Training Effective: As already concluded that the training program is effective in LAKHERI CEMENT WORKS to a great extent however. • Time to time follow-up of the training program. • Create a system to evaluate the development of training.

.NO……….1 Do you agree that the training program in SHREE DURGA CEMENT delivered to you is an effective way to learn the matters? (a) STRONGLY AGREE (b) AGREE (c) UNDECIDED (d) DISAGREE (e) STRONGLY DISAGREE 70 . NO/T. KYMORE CEMENT WORKS: NAME………………………………………………………… AGE…………………. UE. DEPTMENT ……………………… CATEGORY. DESIGNATION………………….QUESTIONNAIRE OF TRAINING & DEVELOPMENT IN SHREE DURGA CEMENT.Management Staff Q...

Q.2 Do you agree that enough time was provided to learn about the subject covered in the training program ? (a) STRONGLY AGREE (b) AGREE (c) UNDECIDED (d) DISAGREE (e) STRONGLY DISAGREE Q. 5 To what extend change in moral attitude and behavior was noticeable as a result of the training function? (a) STRONGLY AGREE (b) AGREE (c) UNDECIDED (d) DISAGREE (e) STRONGLY DISAGREE Q. 6 To what extend training program contribute to the company goal and employees individual goals? (a) STRONGLY AGREE (b) AGREE (c) UNDECIDED (d) DISAGREE (e) STRONGLY DISAGREE Q. 7 Do you think that freedom is given to you to show your skills and knowledge during training program? 71 .3 Do you think that the training leads to enhancement of your skill? (a) STRONGLY AGREE (b) AGREE (c) UNDECIDED (d) DISAGREE (e) STRONGLY DISAGREE Q.4 Do you think that the knowledge and skills gained from the training program directly apply to your work? (a) STRONGLY AGREE (b) AGREE (c) UNDECIDED (d) DISAGREE (e) STRONGLY DISAGREE Q.

(a) STRONGLY AGREE (b) AGREE (c) UNDECIDED (d) DISAGREE (e) STRONGLY DISAGREE Q. 12 Do you agree that the program would have been more beneficial if some more material was provided in advance? (a) STRONGLY AGREE (b) AGREE (c) UNDECIDED (d) DISAGREE (e) STRONGLY DISAGREE 72 . 11 Do your performance has changed after the training program? (a) STRONGLY AGREE (b) AGREE (c) UNDECIDED (d) DISAGREE (e) STRONGLY DISAGREE Q. 10 Do you think that SHREE DURGA CEMENT is a learning organization for the employee ? (a) STRONGLY AGREE (b) AGREE (c) UNDECIDED (d) DISAGREE (e) STRONGLY DISAGREE Q. 9 Do you think that SHREE DURGA CEMENT develop employee through need based training program? (a) STRONGLY AGREE (b) AGREE (c) UNDECIDED (d) DISAGREE (e) STRONGLY DISAGREE Q. 8 Do you have a good cooperation / support from your superiors during training program? (a) STRONGLY AGREE (c) UNDECIDED (e) STRONGLY (b) AGREE (d) DISAGREE DISAGREE Q.

.Q. 15 What changes you would like to suggest for improvement in the training program? Ans: ___________________________________________________ ___________________________________________________ ______________________________ Date: .………………… Signature:-……………. 14 What are the problems faced by you during the training program? Ans: ________________________________________________________ ________________________________________________________ ________________________________ Q. 73 . 13 Are you aware of the objectives of the program at the time of your nomination for this program? (a) STRONGLY AGREE (b) AGREE (c) UNDECIDED (d) DISAGREE (e) STRONGLY DISAGREE Q.

Lakheri Cement Works is very effective in improving the skill and knowledge of the employee to meet the present and future requirement of the organization. their was remarkable improvement in their performance.Conclusion It is concluded from the survey on “Training & Development” that training program conducted in SHREE DURGA CEMENT Ltd. Through the research work it was found that employees were very satisfied by the training provided to them and strongly agreed that after training their confidence have increased and their skill and knowledge has also been increased and hence. 74 . It’s found that training place a crucial role in not only the development of employees but also in achieving the overall organizational goals.

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