1

PROJECT REPORT
AT

JAI PRAKSH ASSOCIATE LTD.

“ORGNIZING TRAINING PROGRAM”

A project report Submitted in partial fulfillment of the requirements for the

Award of the degree of

MASTER OF BUSINESS ADMINISTRATION

To

TECHNOCRAT INSTITUTE OF TECHNOLOGY, BHOPAL

AFFILATED BY

BARAKATULLAH UNIVERSITY, BHOPAL

Submitted By

NIDHI SINGH
M.B.A. - 2ND Sem.
2011
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CERTIFICATE

This is certify that the project at

JAI PRAKASH ASSOCIATE LTD., REWA

Submitted in partial fulfillment of the requirement for the award of the degree
of

MASTER OF BUSINESS ADMINISTRATION

To

TECHNOCRAT INSTITUTE OF TECHNELOGY, BHOPAL

Is a record of bonafide training carried out by

NIDHI SINGH
MBA – 2ND Sem.
Submitted to

PROF. YOGITA JADON

Place – Bhopal
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STUDENT’S DECLARATION

I hereby declare that the project report conducted at

JAI PRAKASH ASSOCIATE LTD., REWA

Under the guidance of
Submitted in partial fulfillment of the requirement for the degree of

MASTER OF BUSINESS ADMINISTRATION

TO

TECHNOCRAT INSTITUTE OF TECHNOLOGY, BHOPAL

(Affiliated by – BARAKATULLAH UNIVERSITY, BHOPAL)

NIDHI SINGH
M.B.A. 2ND Sem.
 5

S LTD SUMMN

ACKNOWLEDGMENT

Training is learning experience, in that it seek relatively permanent change in

the individuals, that improve his/her ability. Summer Training is a bridge for a
student, that takes him from his/her theoretical knowledge & practical industrial
experience can be gained from an excellent organization, in this serial Jaypee
Association Ltd. Is playing an important role Behind successful undertaking is
the blessing and guidance of many. This formal pieces of Acknowledgment may
not be sufficient to express my steeling gratitude.
I express my thanks to the Mr. A.K. Nandi Sir (General Manager, Dept.
of TTG) and all the members of TTG , Jaypee Nagar, Rewa for their co-
operation.
Along with I express my Acknowledgment to all those efforts which
have indispensably backed me like shadow.

Nidhi Singh
M.B.A. (2ndsem)
Technocrats Institute of Technology
Bhopal
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CONTENT

 OBJECTIVE OF THE PROJECT

 RESEARCH METHODOLOGY

 PROFILE OF JAYPEE GROUP

 ABOUT TECHNICAL TRAINING GROUP (TTG)

 TYPES OF TRAINING

 ORGANISING TRAINING PROGRAMME

 ASSIGNMENT GIVEN BY TECHNICAL TRAINING GROUP

(TTG)

 INTODUCTION PROGRAM

 STRUCTURED TRAINING PRORAM

 SPECIAL ORIENTATION PROGRAM

 LIMITATIONS

 RECOMMENDATIONS

 BIBLIOGRAPHY
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OBJECT OF THE PROJECT

1.To find out that, what are the necessary preparations are required to organized
an effective and successful training program.

2 .To find out that, what are the basic preparation are needed for organizing a
successful training program.

3.To find out that, what suitable preparations are required to organized a
successful training program.

4 . To find out that, what are the important pre-steps I do, for organizing a
successful training program.

RESEARCH METHODOLOGY
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Research in common parlance refers to a search for knowledge. One can also
define research as a scientific and systematic search for pertinent information on
a specific topic. In fact, research is an art of scientific investigation.

PROFILE OF JAYPEE GROUP

 9

Transforming challenges into opportunities has been the hallmark of the Jaypee
Group, ever since its inception four decades ago. The Group is a diversified
infrastructure conglomerate with business interests in Engineering &
Construction, Power, Cement, Real Estate, Hospitality, Expressways, Sports &
Education (not-for-profit).
ENGINEERING & CONSTRUCTION
The Engineering and Construction wing of the Group is an acknowledged
leader in the construction of multi-purpose River Valley and Hydropower
projects. It has the unique distinction of having simultaneously executed 13
Hydropower projects spread across 6 states and the neighboring country Bhutan
for generating 10,290 MW power.

The Group has been assigned “CR1” grade by ICRA Ltd. indicating very
“strong contract execution capacity with best prospects of timely completion of
projects, without cost overruns for projects with average value of Rs. 2500
crore.” It is the only Group in India, which pre-qualifies on its own for the
bidding of various projects that are awarded in the country.

The 900 MW Baglihar (Stage-I and II) Hydroelectric project in Jammu &
Kashmir, has been set up in the challenging environment of the State with 22
million cubic meters of concrete, has been the largest EPC project executed in
the country in Hydropower sector, so far.

The key non-EPC projects completed across India are -

1450 MW SardarSarovar Project, the largest water resource project in India,
1000 MW Tehri Dam, Asia's highest rockfill dam.,
1000 MW Indira Sagar Power House, second largest surface power house in the
country.
1500 MW NathpaJhakri Power House, the largest underground power house in
the country.
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POWER
The Group with its operational projects of 300 MW Baspa-II (Himachal
Pradesh) and 400 MW Vishnu Prayag (Uttarakhand) is India’s largest private
sector Hydropower producer.
Besides this, 1000 MW Karcham Wangtoo project (Himachal Pradesh) is under
advanced stage of implementation. In addition, with 3200 MW projects (2700
MW Lower Siang & 500 MW Hirong ) coming up in Arunachal Pradesh and
720 MW (270 MW Umngot and 450 MW Kynshi Stage –II) in Meghalaya, the
Group will have total Hydropower generation capacity of over 5600 MW by
2019.
After having established a strong presence in the Hydropower sector the Group
has initiated its entry into Thermal Power Generation, Power Transmission and
also forayed into Wind Power.
The Group is also implementing a Transmission system associated with 1000
MW Karcham Wangtoo Hydro-electric project. The Transmission project will
consist of a 217 km long transmission line between Wangtoo in Himachal
Pradesh and Abdullapur in Haryana.

CEMENT
Jaypee group have more than 20 plants, not only in India, but also in abroad and
there are 7 regional officers and many AMOs.
Technical training group (TTG) is act as a personnel administration.
TTG is coordinate with not only the cement plant but is also co-ordinate and
take care of other elite divisions.

PLANT LOCATION
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1. JRP Rewa
2. JBP Bela
3. Captive power plant I & III Rewa
4. Captive power plant II Bela
5. JSCP Beghwar
6. JaypeeHimanchal Cement Plant Bagha
7. Jaypee cement grinding unit Panipat
8. Dalla Cement Factory Dalla
9. Chunar Cement Factory Chunar
10. JaypeeAyodhya Grinding Unit Sadwa
11. Captive power plant II Tanda
12. Jaypee Cement Plant Babupur
13. Jaypee Gujrat Cement Plant Sewagram
14. Heavy Engineering workshop Wanakbori
15.7 RMOs & 32 AMOs Jaypee Nagar
16.Jaypee college other Engineer & Management Delhi
17.Panipat Institute , Industrial training center Lucknow, Allahabad, Rewa ,
Patna, Ahmadabad.

TYPE OF CEMENT
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Types of Cement

OPCF PPC

Grades of OPC

33 gr 43gr 53 gr

Component of OPC

Clinker (96%) gypsum (4%)

Component of PPC

Clinker gypsum Fly Ash

Balance (4 %) (15% - 35%)

Product of Jay Pee Cement (Cement Division) :-

1- Buland
2- Buniyad
3- Super plus
4- Tiger

HOSPITALITY
The Group owns and operates 4 Five Star Hotels, two in New Delhi and one
each in Agra and Mussoorie with a total capacity of 644 rooms. Another state-
of-the-art resort and SPA has been set up in collaboration at Greater Noida.

REAL ESTATE AND EXPRESSWAYS

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The Group is a pioneer in the development of India’s first golf centric Real
Estate. Jaypee Greens - a world class fully integrated complex consists of an 18
hole Greg Norman Golf Course. Stretching over 452 acres, it also includes
residences, commercial spaces, corporate park, entertainment and nature in
abundance. Jaypee Greens also launched its second project in Noida in
November 2007. India’s First Wish Town, is an Integrated Township spread
over 1162 acres of land comprising one 18 hole and two 9 hole golf facility &
world class residences.
The Group is constructing 165 km long 6 lane Yamuna Expressway project
from Noida to Agra and ribbon development on 6175 acres at five or more
locations along the expressway for commercial, industrial, institutional,
residential and amusement purposes, will also be undertaken as an integral part
of the project. In addition to this, 1047 km long 8 lane Ganga Expressway from
Greater Noida to Ballia (Eastern Uttar Pradesh) will also be developed by the
Group which will be the largest private sector infrastructure project in India.
EDUCATION
“People of resources must contribute towards making a better tomorrow for all”.
Shri Jai prakash Gaur ji, Founder Chairman of the Group firmly believes that
quality education on an affordable basis is the biggest service which, as a
corporate citizen, we can provide. Education is the cornerstone to economic
development and the strength of 1 billion Indians can be channelized by
education alone to build India into a developed nation.
The Group currently provides education across all spectrum of the learning
curve through 22 Schools, 3 ITI’s, 2 Polytechnics, 2 Post Graduate Colleges and
3 Universities catering to over 20,000 students. The Jaypee education system
plans to take the vision of service to society through quality education to
another plane by expanding its infrastructure to provide education to a universe
of 200,000 students in less than a decade from now.

JAYPEE SPORTS CITY

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Jaypee group has introduced a perfect blend of commercial, recreation and

residential properties through Jaypee Sports City, an integrated, progressive
community spread over 2,500 acres. This world class facility will include a
motor racing track, cricket stadium, hockey arena and a full complement of
sports infrastructure.
Buddha international circuit –
The Buddh International Circuit is an Indian motor racing circuit in Greater
Noida, Uttar Pradesh, India, near Delhi. The circuit is best known as the venue
for the annual Formula One Indian Grand Prix, which was first hosted in
2011. The track was officially inaugurated on 18 October 2011.
The circuit will be part of the 2,500 acres (10 km2) Jaypee Greens Sports
City, Greens Sports City home which also includes a 100,000 seat cricket
stadium, 18-hole golf course, 25,000 seat hockey stadium and a sports academy
have been planned. The sports complex is expected to cost  40 billion ($820
million) and generate $170m of revenue annually, and employ 10,000
people. The design was forwarded to the teams to gather feedback on how the
circuit could be altered to improve overtaking and this has resulted in some
minor changes as became clear from April 2010. The planned hairpin at turn
seven will be removed, and the track at turn three will be widened to allow
drivers to take different lines throughout the corner. More information was
released in August 2010, revealing that there were plans to make the circuit one
of the most challenging for drivers, with the circuit rising fourteen metres
within the first three corners alone and a banked double-apex bend on the far
side of the circuit.

ABOUT TECHNICAL TRAINING GROUP (TTG)

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TTG, since its inception in January, 2006 has been consistently growing month
on month . A plethora of activities of activities and programs are addressed by a
massive training force of above 100 in-house trainers. TTG has always
functioned in unison with almost all upcoming Jayee plants and units including
mother plants JRP and JBP for their continuous improvement to ISO 9001 ,ISO
14001 , OHSAS 18001 , BSC 5-star and Sword of honor Awards.
Presently, training needs are identified through PMS (Performance Management
System – executives appraisal), Training Need Identification survey for staff
and Operatives and Managements recommendation.
TTG organizes training programs at its own place and at different sites as well.
It prepares Annual Training Plan, Quarterly Plan and accordingly releases
Monthly calendar before the month starts.
Some of the important training areas where TTG has contributed persistently
and significantly are-
 Structured induction programs for all new joiners in Cement Division.
 Structured training programs for all fresh engineers and commercial
staff / officers.
 Indradhanush : Playing a leading role to spread seven Jaypee values in
organization
 EHS (Environment health and safety ) related training programs
 Personnel of all sites to attend external training within the country and in
abroad.
 Simulation training for operation of cement plant.

TYPES OF TRAINING
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1. Induction program
2. Indradhanush
3. STP(Structure training program)
4. SOP(Special orientation program)
5. Special orientation program
6. Training based on needs
a. PMS b. TNI
7. EHS (Environment Health & Safety)
8. Others / miscellaneous training
9. Industrial training for students

JAL AND INDRADHANUSH

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The seven set of core values adapted by the JAL is the sambolism of integration
and vibrancy comparable and consistent with its work culture and embarks a
unique importance to it just like the seven colors in a Rainbow.

These are follows

1.

Violet (Collective Wisdom) :

A symbal of team work emphasizing on team’ms importance and shared
utilization of knowledge.
2. Indigo (Excelence in Performance):
Indigo is the color of perception or unlimited power.It symbolizes
silence,thought reflection and love of truth.It signifies a seeker and is
associated with living in the present.
3. Blue (credibility):
This is the color of truth and expression,wisdom in life,tranquility,sersnity
and personal dignity.

4. Green (Human face):The color Green is a manifestation of love and truthas

revealed in deed and actions.It is the color of spring,prosperity ,healing
,harmony and regenration of the soul through action.
5. Yellow(Conviction):Yello symbolizes intellect,creativity happyness and the
power of persuasion and self discipline.It is the color of
sunshine,radiance,will power, intention and outer self expression.It instills
wisdom, courage and self confidence.
6. Orange (Commitment):Orange is the color of health,strenth, validity,
endurence and joy.It is the color of self and present creative energy.It
symbolizes individual relationship with external world the world of
work,confidence and determination.
7. Red (Leadership by example): Red is the color of
blood,fire,passion,energy,strenth,action and physical activity.Red is
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assosiated with fire and is reaching upward alwage.It is the color of burning
radient sun and rides on the flags of warriors going in to battel and ships
sailing toward the unknown horizon.

ORGANISING TRAINING PROGRAM

INTRODUCTION
Training is the act of increasing the knowledge and skills of an employee for
doing a particular Job.
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Training enables the employee to get acquainted with jobs and increase their
aptitudes skills and knowledge. It helps the newly recruited employees to be
productive in minimum amount of time.
Essentials of good training
1. Training program should be chalked out after identifying the training needs
or goals.
2. It should be flexible.
3. It should prepare the trainees mentally before they are imparted any job
knowledge or skill.
4. It should be conducted by well qualified and experienced trainers.
5. It should emphasis both theory and practical.
6. It should have the top management support.
7. It should be supported by a system of critical actual of the out come of the
training efforts.

Definition of Training
To have a realistic and clear perception and understanding of what training
entails, some of the definitions by different distinguished writers are given
below-
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According to Plenty, Cord M.C. and Jefferson- "Training is the continuous

systematic development among all levels of employees of that knowledge and
on the whole, the implementation of an effective outsourced learning solution
will allow.
Training and development managers to focus their valuable time and energy on
• The recruitment an retention of quality employees.
• The promotion of a positive and productive work environment.
• To ensure employees remain focused on business objectives.
What is Training Need?
Training need can be defined as the gap between the actual performance and the
desired performance. It can also be described as the gap between current
abilities and job requirements that can be closed by training. Broadly, there are
two categories of training.
1. Training needs of the organization.
2. Training needs of the individual employees.
Sometimes, organizational training needs and employee training needs are
identical, but not always. The training needs of an organization have to do with
the requirement to meet the organization's objectives. In other words, the unique
skills required for the job within a company are organizational training needs.
Individual employee training needs are those that are required by a specific
employee. The purpose is to improve performance, to be eligible for other jobs
or to acquire specific skills or abilities that other employees may have.

Identifying Training Needs : Translating Business Needs into Action

The two areas in the identification process for training needs are identifying the
need for improvement in performance or addition to the competencies of the
business staff and identifying which of these require a training intervention.
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• Human resource planning.

• Critical incidents.
• Management information systems and
• Performance appraisal systems.
Human Resource Planning :
Human resource plans "ensure adequate number of competent personnel in
particular occupation, at given times. Consistent with, and related to overall
business strategy."
The aims of human resource planning for the benefit of organization are as
under
• Obtain and retain the quality and quantity of people it needs.
• Develops a well- trained and flexible workforce, contributing to the
organization's ability to adapt to an uncertain and changing environment.
Critical Incidents:
Critical incidents are those that are of vital importance to the business, and its
functioning and can be either internal or external to the business. This technique
is often used to assess the training needs of an individual. This is done by noting
the Critical incidents in the person's career and thereby deciding on the amount
of training he needs.
Management Information Systems:
MIS is explained as "a system to convert the data from internal and external
sources into information and to communicate it in an appropriate form. The
training professional must first focus on what information he needs for his
training. This is widely dependent on the nature of the business.

Performance Appraisal Systems:

The following issues should be borne in mind while using performance
appraisal for the identification of the training needs. What is?
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• Ability to generate accurate, relevant and useful information on the assessment

of the performance.
• The extent to which the design of any forms, procedures, etc. encourages the
effective identification of training needs.
• The most effective intervention of the training professional in the process.
Objective/ Purpose of Training
Generally line managers ask the personnel managers to formulate the training
policies keeping in mind the company's goals and objectives-
1. Increasing Productivity.
2. Improving Quality.
3. Help a company fulfill its future.
4. Improve organizational climate.
5. Improve Health and Safety.
6. To develop the potentialities of people for the next level job.
Training is broadly understood as an endeavor directed at a defined population
for the purpose of developing skills, modifying behavior, and enhancing
competency levels. The training focuses exclusively on what needs to be know
the training process has to keep pace with the dynamic requirements keeping in
view the ongoing technological revolution.
Evaluation of training is a planned process that provides specific information
on the effectiveness of the training needs. Evaluation is the sine qua non for
ensuring the achievement of the objectives of an organization.
The function of training is to close the gap between the desired and the actual
job performance. The need of quality training programs is on the increase due to
the fact that the highly competitive business environment is throwing up new
and complex challenges, literally everyday. The sophistication in jobs demands
high skills and ingenuity on the part of a trainer. Training need analysis is an
important component in the gaunt of training.
Need analysis can be accompanied through a number of methodologies in order
to achieve the desired training result.
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• The first step is analyzing training department's effectiveness. This analysis

should concentrate on how well the training function is perceived as meeting the
organization's requirement.
• This should be followed by creating an organization chart and position
descriptions to state the training functions, objectives or the mission.
• The ultimate mission of the training function includes factors such as:
 Providing employees with the skills and knowledge required ensuring
optimum performance results.
 Developing a cache of employees qualified to meet the organization's
operational needs and objectives.
 To contribute to the positive morale, employee satisfaction and
development.
Need for Training
• The ultimate mission statement contains the following common elements.
• Providing employees with skills and knowledge required for their jobs.
• It should assist in maintaining employee morale and contribute to meeting
the organizational performance objectives and provide measurable results.
• The trainer should also identify the key Result Areas (KRA) Training which
is required to fulfill the stated mission.

Is there a Training Need

There is a need to.
• Analyze the business very carefully.
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• Consider a wide range of solutions.

• Assess the potential solutions to ensure they effectively meet the business
need and at reasonable cost.
• Improving methods of work or procedure documentation.
• Use of technology.
• Redesigning the job.
• Changing personal.
• Dealing with organizational obstacles.
Investigating the Skill Gap
There are four major approaches to data gathering:
• Observation.
• Interviews.
• Self-complete questions.
• Desk research.
Translating Training Needs into Action:
The question is, whether the training required should formal or informal.
 Formal Training includes:
• Outdoor training.
• Computer training.
• Distance learning/ training.
• Job rotation/ shadowing.
 Informal Training:
Coaching is seen as a good informal training method.
 The Training Specification:
It is “a blueprint or detailed plan for the required to meet the gap in performance
and for measuring its effectiveness".
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 Assembling and Prioritizing the Information:

This focuses on setting priorities that will help the organization decide:
• What training should be included?
• In what order the training should be carried out.
• What training might be out on waiting list to be carried out in the event of
some other training being cancelled or postponed?
• What training might be left undone, with an assessment of the cost/ effect of
this decision?
 Training Plans:
The training plan is a composite document consisting of:
• A statement of policy.
• A training budget.
• An operational plan.
 Evaluating the training:
• This is described as the assessment of the total value of a training system.
• Training course or a program in social as well as financial terms Evaluation
differs from validation in that it attempts to measure the overall cost benefit of
the course or program in social as well as financial terms.
 Purpose of evaluation:
• Improve the quality of the training.
• Assess the effectiveness of the overall course, trainer and training methods.
• Justify the course
• Justify the role of training.

 Collection the Data:

The issues involved in collection data are:
• Why are you collection data?
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• What is the purpose of the survey or the data collection exercise?

• What are your objectives?
• What do you need to know?
After this comes the stage of
• Design of the study.
• Methods of data collection.
• Issues of validity and reliability.
A Systematic Approach to Training:
The question is, whether the training required should formal or informal.
Organizational Analysis
 Identification of organizational objectives/ needs/ growth potential and
resources.
Task/ Role Analysis
 Identification of knowledge, skills and attitudes required.
Manpower Analysis
 Identification/ definition of target population and performance analysis.
Statement of Training Need
 Identification of gap between existing and required level of knowledge,
skills and attitudes.
 Isolate problem areas amenable to resolution through training.

Setting Training objective

 In terms of behavioral changes.
 In terms of output/ results.
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 Course construction
 Arrange resources
Conduct Training Programs
 Individual
 Group
 On-the-job
STUDY REPORT AT JAL
"Training and development center in Jaypee Cement has been functioning since
1995. Jai prakash Associates Ltd. has always strived for improving the
operational efficiency of cement plants by adoption of the state of the art
technology and improvement of skill of the available human resources. It is
being headed by personnel officer.
OBJECTIVE – The objective of training program is to bridge the skill gap in
all the cadres to meet the functional requirements of the plants.
The salient features of training and development are as under:
 A detailed competency mapping by M/s GN consulting in the year 1995.
 Based on the mapping of competency and identification of training needs,
program for enhancing the human resources skill and application in a structured
manner was first launched in the year 1995.
 A well equipped training and development center comprising of 3 fully
furnished classrooms with facility for conducting training for 60 participants
simultaneously with the availability of requisite training aids like OHP,
COMPUTER, VIDEO, AIDS.

TYPES OF TRAINING AT JAL

 In-house training by internals
 In-house training by externals
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 External training within India / Abroad

 Experience sharing training
In-housetraining by internals: Training provided by the internal faculty in the
organization is in-house training by internals. Trainer should have the following
qualities:
Experienced
Knowledge
Good communication skill.
Internal training is conducted on the basis of Technical and Non-technical
program.
Technical Programs:
 X-Ray
 Electronics Maintenance
 Cement Manufacturing Process
 Fitter
 CCR Operation
Non-Technical Program:
 Communication skill
 Leadership skill
 Computer Maintenance
 Quality circle
 Fire fighting

In-house by externals:
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External training is a training in which external trainer from outside the

premises are called for conducting training in the organization. The list of
institutes are set y the organization like-
In-house by externals:
 Bharat Shell India Ltd.
 CMRI, Dhanabad
 L & T Ltd. New Delhi
 M/s Tata Motors
 M/s L & T
 Think Inc, Delhi
For Non Technical
 CBWE, Jabalpur
 Fore School of Mgmt. New Delhi
 NCCBM, Ballabgarh
 ICICI Infotech, Chennai
External Training: It is off the job raining in which trainees are send outside
the organization. All the expense is bare by company itself. Some of the
institutes are:
 FICCI, New Delhi
 BHEL, Bhopal
 TELCO, Jamshedpur
 NCCBM, Hyderbad
 L & T Ltd. Pune.
Training and Development effort of Jaiprakash Associates Ltd. as it stand in the
year 2004-05 as compared to last 2 years is as under:
Employees Trained Per Year
SL.No. Category of Training 2008-09 2009-10
 30

1. In-House Training
1.1 In-house training by 2134 6665
internals
1.3 In-house training by 759 1705
externals
2. External Training 139 127
GRAND TOTAL 3032 8497

*This indicates the employees trained when an all-round computer literacy and
adult literacy were undertaken.
**In this year the company takes different projects, so much emphasis is given
to external training.
TRAINING PROCESS
The training and development is responsible for facilitating the training and
development requirement of the organization. As a first step it undertakes the
exercise of identifying the individual training needs of all the employees
through a well designed system with the active participation of the function
departments/ heads.
An annual/ quarterly target and training calendar is met out providing for a
proper mix and intervals between technical and non technical programs. Both
target and training calendar is approved by DIC. The programs are so well
planned that there is no chance of clashing.
• Last year's performance.
• Identification of current year performance.

One's the training calendar is prepared the trainees are nominated and the
respective HOD's are informed by the nominated name for the training
programs, and accordingly the training programs are conducted and of any
training program evaluation/ feedback (monitoring) regarding-
• The Trainer
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• The program
• The course material
Is obtained from the participants in a structured manner this is case for Internal
Training. And for External Training Programs Planned information sharing
sessions are conducted.
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TECHNICAL TRAINING GROUP (TTG)

• Role: To enhance the competencies of the employees by internal as well as

external comprehensive training and development programs.

• Objective: To increase the training Man-Hrs by 10% over the previous year.
Every year at JRP and JBP aimed at bringing in excellence through continual
development of human resource in the organization.

• Scope: To cover the training need of operatives and engineers of outstation

units (3 to 6 days duration)
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About T & D
Established in the year 1995 aiming for the following –
• To meet the requirements of ISO-9000.
• Enhance the skills of the human resource.
• Bring about total in the organization.
• Give exposure about quality of product, its raw materials.
• Provide the operatives (employees) with basic training regarding:
- First Aid.
- House keeping training.
- Safety and health, etc.
• Motivating the employees by different motivational speakers.

Re -launching of T & D Centre

• Got a new name “Technical Training Group” in the year 2005 with the view
of emphasizing more on technical training.
• Comprises of fully furnished classrooms with facility for conducting training
for 80 participants simultaneously.
• Twenty – two executives have been deputed for international seminars and
training programmers conducted in foreign countries so far
• Comprises of requisite training aids like – Computer, LCD projector, Over-
head Projector and White Board.
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TTG - HIERARCHY CHART

A.K. Nandi [ GM ]

Amitendra Dwivedi [Sr Personnel Officer]

Piyusha Sharma [Astt. Personnel Officer]

Kanchan Dwivedi [Astt. Personnel Officer]

GirishGupta [Sr Assistant]

PrabhakarShukla [Assistant]

Nagendra Singh [Data Entry Operator]

Ajay Singh Baghel [Data Entry Operator]

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Faculty / Facility
Recruitment of faculty at TTG. The following faculty is proposed for TTG
towards meeting the uninterrupted training system; with a view have coverage
on new specialized welders training and training for the personnel of other sites.
The faculty with special modules/capsules to conduct on the job training also:-
(i) One Welding trainer – Specialized welding training workshop.
(ii) One Mech. Engineer (Diploma)
.(iii) One Electrical Engineer (Diploma).
(iv) One Electronics / Instrumentation Engineer (Diploma).

Department Profile: T.T.G. (Technical Training Group)

 Training & Development Centre was established in the year 1995.
 It comprises of 4 furnished classrooms with facility for conducting
training for 80 participants simultaneously.
 Launched in the year 1995 to-
• Enhance the skills of the human resource.
• Bring about total literacy in the organization.
• Give exposure about quality of product, its raw materials.
• Provide the operatives (employees) with basic training regarding.
• First Aid.
• House keeping training.
• Safety and health etc.
• Motivating the employees by different motivation
 36

INTRODUCTION PROGRAM

All Entrants Report To TTG To Undergo Induction Program

- 7days Induction starts 2nd and 16th day of every month
- Training is structured with Course materials, Regular class room sessions
and followed by Plant visit.
- Course coverage includes :
Corporate image, Values & Culture, Cement Mfg Process, Overview of
all depts. , Interaction with HODs / Area In-charges and Plant Visit.
- One Full day session on Safety Awareness including demonstration in
Plant
- Report submission, Feedback & Satisfaction Analysis and Monitoring.
- Followed by Orientation at respective Departments / Sites

FEEDBACK AND STASFYING ANALYSIS (INTRODUCTION

PRORAM)
JAN. 2011 TO MAR.2011

No of Received Very Below

Sl.No. Category Excellent Good Average Remarks
Praticipant Feedback Good Average
1 Lateral 3 0 0 0 0 0 0 F/Back not Recd
2 MBA (Finance & HR) 2 2 1 1 0 0 0
3 Marketing 52 52 11 15 26 0 0
4 DCG Cement Plant 10 10 6 2 2 0 0
5 DCT 1 1 1 0 0 0 0
Total 68 65 19 18 28 0 0
 37

Oct.2010 to Dec.2011 -

No of
Received Very Below
Sl.No. Category Praticipan Excellent Good Average Remarks
Feedback Good Average
t
1 Lateral 5 0 0 0 0 0 0 F/Back not Recd
2 MBA (Finance & HR) 2 2 1 0 1 0 0
3 Marketing 73 73 8 30 35 0 0
4 DCG Cement Plant 2 2 0 1 1 0 0
5 DCT 1 1 1 0 0 0 0
Total 83 78 10 31 37 0 0

STRUCTURED TRAINING PROGRAM (STP)

• STP is for recently joined engineers and commercial persons

• Types of Training :
i. Mechanical Cement
ii. Mechanical CPP
iii. Electrical
iv. Instrumentation Cement
v. Instrumentation CPP
vi. P&QC - Cement Tech at JUET, Guna and Cement
Manufacturing at TTG
vii. Commercial - Receipt of Raw Materials and Dispatch of products

• Programs are conducted with structured training materials.

 38

Feedback analysis (STP) –

No. of Rating
Date of
Sl.No. Training Programme Trainer (S/Shri) Time Participants Very Unsatis - Remarks
Programme Good Fair
Attended Good Factory

1 Executive Like Qualities AK Nandi 10.01.11 08.30 - 17.30 48 31 14 3 0 Executive & Staff
K Veerababu & Shashi Kant
2 SAP-CAMM 22.01.11 8.30-13.00 34 17 15 0 0 Executive & Staff
Mishra
MECHANICAL

1 LS Crusher Sanjay Singh 13.01.11 08.30 - 17.30 11 2 8 1 0 Executive & Staff

2 O&M Raw Mll MP Singh 11.01.11 08.30 - 17.30 14 0 14 0 0 Executive & Staff

3 CF Silo & Kiln Feed Mridul Srivastava 12.01.11 08.30 - 17.30 11 2 9 0 0 Executive & Staff

4 Kiln & Cooler LD Kalwani 14.01.11 08.30 - 17.30 11 4 7 0 0 Executive & Staff

Coal Mill, Coal

5 Crushing, Stacking & Ajeet Singh 15.01.11 08.30 - 17.30 11 3 8 0 0 Executive & Staff
Reclaiming

6 O&M of Cement Mill Basavraj P 17.01.11 08.30 - 17.30 11 0 8 3 0 Executive & Staff

7 Gear Boxes Rajeev Singh 18.01.11 08.30 - 13.00 11 5 6 0 0 Executive & Staff

8 ESP & Bag House L.D.Kalwani 18.01.11 14.30 - 17.30 11 5 6 0 0 Executive & Staff
All Theoritical Trainer 19-21.01.11
9 OJT for Mechanical 08.30 - 17.30 11 2 9 0 0 Executive & Staff
(Mechanical) & 22.01.11

SPECIAL ORIENTATION PROGRAM (STP)

 39

• SOP is a training to learn and practice of running the plant

• Scope of SOP
1. CCR operation of Cement Plant. (Engineers)
2. CCR operation of Roller Press. (Engineers)
3. Mechanical Maintenance of Roller Press
4. QC Lab (Staff)
5. Environment ( Extv & Staff)
6. QC Gaugers (Operatives)
7. CCR Operation of CPP (Engineers)
8. CPP QC Lab (Staff)
9. Operation of Boiler & Turbine (Operatives)
10.Hands on In-plant Training under guides
11.Followed by 2 weeks Shift training (Optional )
• Monitoring, Report submission, Feed back and Satisfaction Analysis

SPECIAL ON SITE TRAINING AT DIFFERENT SITES

 40

• This training is conducted at Site when commissioning in progress

or about to be over
• Major Coverage :
- Role of Engineers and Tradesmen while running the plant
- Safety aspects
• Five Specific areas identified
1. a. Mechanical for Engineers
b. Mechanical for Operatives
2. a. Electrical for Engineer
b. Electrical for Operatives
3. a. Instrumentation for Engineer
b. Instrumentation for Operatives
4. Production Process
5. QC-Lab

LIMITATIONS
 41

 Many were not cooperative in filling up the questionnaire.

 Some in house training program by the internal faculty could not be
conducted as per the schedule due to the urgency in the plant or due
the non-availability of trainers.
 In some of the programs the trainees were not at the time.

RECOMMENDATAIONS
 42

(a) Quality.
(i) Improvement of training quality & training material.
(ii) Lesson plan based training for uniformity.
(iii) Provisioning of training material to all participants.
(iv) Trainer evaluation as far as possible.
(b) Trainer Development.
(i) Gift Prize for Trainers.
(ii) Entry in personal records.
(iii) Best trainer awards based on assessment / feedback.
(iv) Quarterly meet with Trainers.
(v) Special emphasis on Trainer development / train-the-trainer.
(c) TTG sessions
(i) TTG forenoon sessions to have two parts, so as to have more course
coverage during the forenoon hours, in the following manner:-
(aa) 0830-1030 (Technical / Behavioural)
(ab) 1045-1300 (Safety / Firefighting / First Aid)
(ii) Afternoon sessions of 1430-1730 to continue as per earlier pattern.

FACULTY / FACILITY
 43

Recruitment of faculty at TTG. The following faculty is proposed for TTG

towards meeting the uninterrupted training system; with a view have coverage
on new specialized welders training and training for the personnel of other sites.
The faculty with special modules/capsules to conduct on the job training also:-
(i) One Welding trainer – Specialized welding training workshop.
(ii) One Mech. Engineer (Diploma)
.(iii) One Electrical Engineer (Diploma).
(iv) One Electronics / Instrumentation Engineer (Diploma).

BIBLIOGRAPHY
 44

BOOKS :
Human Resource Management - C.B. GUPTA
Personnel Management - C.B. MEMORIA
Human Resource Management - T.N. CHHABRA
Advance Personnel Management - K.K. AHUJA

MAGAZINE :
Orientation Manual Jaypee Samachar - Jaypee Cement Ltd.

WEBSITE :
www.jpcement@vsnl.com
www.irp@india.co.in