“A STUDY ON TRAINING AND DEVELOPMENT IN

BHARATHI CEMENT CORPORATION LTD., KADAPA”

Project Synopsis submitted in partial fulfillment of the requirement for the

Award of the Degree of
MASTER OF BUSINESS ADMINISTRATION
Of
JAWAHARLAL NEHRU TECHNOLOGICAL UNIVERSITY,
ANANTHAPUR

By
Name: K.RAJA

Reg. No. 17AK1E0071

Under the guidance of

Dr. N. CHANDRIKA MBA., Ph.d.,

Professor & H.O.D
Department of MBA

DEPARTMENT OF MANAGEMENT STUDIES

ANNAMACHARYA INSTITUTE OF TECHNOLOGY & SCIENCES
TIRUPATI-517520
MBA 2017-2019

STUDENT SIGNATURE: GUDIE SIGNATURE:

DATE:

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1.INTRODUCTION:
TRAINING & DEVELOPMENT
Organization and individual should develop and progress simultaneously for their
survival and attainment of mutual goals. So every modern management has to develop the
organization through human resources development. Employee Training is the important
sub – system of human resources development Employee Training is a specialized function
and is one fundamental operative functions for human resources management.
TRAINING:
Training is a short term educational process and utilizing a systematic and organized
procedure by which employees learn technical Knowledge and skills for a definite purpose.
Training is a planned process to modify attitude, Knowledge or skilled behaviour
through learning experience to achieve performance in any activity or 0range of activities.
Its purpose in the work situation is to develop the abilities of the individual and to
satisfy the current the current and future needs of the organization.

DEVELOPMENT:
Management development is a systematic process of growth and development by
which the manages develop their abilities to manage. So it is the result of not only
participation in formal sources of instruction but also of actual job experience. It is
concerned with improving the performance of the managers by giving them opportunities
for growth and development.

2. INDUSTRY PROFILE
CEMENT INDUSTRY IN INDIA
INTRODUCTION
Cement is a key infrastructure industry. It has been decontrolled from price and
distribution on 1st March, 1989 and deli censed on 25th July, 1991. However, the
performance of the industry and prices of cement are monitored regularly. The constraints
faced by the industry are reviewed in the Infrastructure Coordination Committee meetings
held in the Cabinet Secretariat under the Chairmanship of Secretary (Coordination). Its
performance is also reviewed by the Cabinet Committee on Infrastructure.

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 India, being the second largest cement producer in the world after China. With the
government of India giving boost to various infrastructure projects, housing facilities and
road networks, the cement industry in India is currently growing at an enviable pace. More
growth in the Indian cement industry is expected in the coming years. It is also predicted
that the cement production in India would rise to 236.16 MT in FY11. It's also expected to
rise to 262.61 MT in FY12.
MAJOR PLAYERS IN INDIAN CEMENT INDUSTRY
There are a number of players prevailing in the cement industry in India. However,
there are around 20 big names that account for more than 70% of the total cement
production in India. The total installed capacity is distributed over around 129 plants, owned
by 54 major companies across the nation.
Following are some of the major names in the Indian cement industry:
Company Production Installed Capacity
ACC 17,902 18,640
Gujarat Abuja 15,094 14,860
Ultratech 13,707 17,000
Grasim 14,649 14,115
India Cements 8,434 8,810
JK Group 6,174 6,680
Jaypee Group 6,316 6,531
Century 6,636 6,300
Madras Cements 4,550 5,470
3. COMPANY PROFILE
Bharathi Cement Corporation Limited (BCCPL) is a subsidiary of Vicat Group. The
Vicat Group manufactures Cement, Ready-Mixed Concrete, Concrete Product (Precast) and
Aggregates. In 1817 Louis Vicat discovered artificial cement. His son, Joseph, created Vicat
Company in 1853. The Group continues expanding under the President Jacques Merceron-
Vicat and is present in 11 countries (France, US, Turkey, Senegal, Switzerland, Egypt, Italy,
Mali, Kazakhstan, Mauretannia and India). The Vicat Group has 6,700 employees and
generates sales of Euros 2 billion.
Bharathi was founded by the promoters of Sakshi Telugu Daily &Sakshi TV, under
the chairmanship of Smt. Y.S. Bharathi Reddy and managing director Markus Oberle from

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Vicat.And senior professionals with vast experience in Power, Cement, Infrastructure,
Ready-Mixed Concrete, Aggregates and Waste Management.
Before vicat, Bharathi Cement is a company that has been promoted by the Sakshi
Group, which has interests in media and power. It is controlled by Y.S. Jagan Mohan
Reddy, the Member of Parliament (MP) from Kadapa and son of former Andhra Pradesh
chief minister Y.S. Rajasekhara Reddy.

4. REVIEW OF LITERATURE:

2.1 Meaning of Training & Development

Training
According to Edwin Flippo, “Training is the act of increasing the knowledge and
skills of an employee for doing a particular job”.
Dale’s Beach defined the training as “the organised procedure by which people learn
knowledge or skill of a definite purpose”.
Training is 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 .We typically say
training can involve the changing of skills, knowledge, attitudes or social behaviour, training
is typically focuses on providing employees with specific skills or helping them correct
deficiencies in their performance.
Development
Development an effort to provide employees with the abilities the organization will
need in the future.
Need and Important of Training & Development
Need for training:
Training is not something that is done once to new employees; it is used continuously
in every well – run establishment. Further, technological changes, automation, require up-
dating the skills and knowledge. As such an organization has to retrain the old employees.
Assessing the training needs of Current employee can be more complex, since we have the
added task of deciding whether or not training is the solution. For example, performance
may be down because the standards are not clear or because the person is not motivated

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5. Need For the Study

The main purpose behind this project is to study the satisfaction of the employee about
Training & Development Program conducted at the organization

According to the “Ducker & MC Ghee” believed that training should be done not
only as a strategy to achieve organizational goals but also as the responsibility to employees.
The training is needed by everyone in the organization from top to bottom.

This study is mainly concentrated on aspects like need assessment of training, attitude
and behaviour of employees, methods of training effectiveness of training etc.

The training is best way for individuals to maintain their own wealth production,
capacity. Specifically the need for Training arises due to the reasons,

 Job Requirements
 Technological Changes
 Organizational Viability
 Internal Mobility


6. Scope of the Study

The study is limited to “BCCP Ltd”

Employee training and development is not only an activity that is desirable but also
an activity that an organization must commit resources to if it maintains a valuable and
knowledge workforce.

The scope extends to

 Strengths and weaknesses are identified

 Developing interest
 Complete demonstration of the job requirements

7. Objectives of study:
 To study the training adequate importance in company.
 To identify the training facilities.
 To study on training programme.
 To study on training methods.

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  To develop the employee potentialities for the next level job.
 To prepare employee for higher level tasks.

8. Research methodology:
Research design

A research is the arrangement of conditions for collection and analysis of data in a

manner that aims to combine relevant to research purpose with economy in procedure. The
central part of the research activity to develop an effective

Data Sources & Collections Method

The information from the present study has been collected from the both primary &
secondary source.

 Primary Data:

The primary data do not exist already in records and publications. The research has gathered
primary data a fresh for specific survey. The primary data can be gathered by way of
Respondents through a structured questionnaire method where the research mix with
the people concerned with the use of particular products and note important close by
observing the respondents questionnaire.

Methods of Sampling:

There are various method of sampling what method should we use, this decision depend on

9.Limitations of study:

 The study is limited to BCC Ltd, only

 Employees were not ready to reveal exact information. Because of the fear of job
security.
 The employees were busy in the production of cement due to the peak season.
 The study is confined to a limit period i.e. 6 Weeks.

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10 a. Findings, suggestions, conclusion:

 Majority of respondents agreed that training is given adequate importance in the

organization
 Half of respondents agreed that Training is a continuous activity
 Majority of respondents agreed that relevant topics covered in the training
programme
 Majority of respondents agreed that trainee involvement and participation is
encouraged in the training schedules
 Half of respondents agreed that management encourages training schedules in the
organizations

b. suggestions:

 Most experienced and efficient trainers should be appointed to improve the

effectiveness of training Programmes
 Conduct more of the job programme also
 Training Programmes should be given in accordance with the change in technology
 More concentration is to be given on marketing related topics to give adequate
knowledge to the level of employees
 The present frequency of training programme may be increased

C. Conclusion:

 After conducting and intense study of Training and development in Bharathi Cement
Corporation Limited. I have arrived to the following conclusions.
 Relevant topics are covered in the training programme.
 Management encourages training schedules in the organization.
 Training Programme was organized in a well manner in the organization.
 Training&development programmes helps to eliminate performance deficiency
among employees.
 The training is the process of learning to do the job effectively & efficiently.

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  Training increases the skill & knowledge of a worker.

10. Bibliography:

1. SUBBARAO.P “Essentials of Human Resource Management and Industrial Relations”

2nd edition, Himalaya Publishing House, New Delhi, 1999.

2. ASWATHAPPA.K “Personnel Management, Human Resource Management” Tata

McGraw Hill New Delhi.

3. DR. RATHAN REDDY.B “Effective Human Resource Training & Development

Strategy” Himalaya Publishing House, 1st edition, 2005

Web Sites: www.Bharathi Cement.com

www.Google.com

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