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Summer Training Report & Viva (536322) 2012

Summer Training Report

Session: 2011-

CHAPTER -1 COMPANY PROFILE

A PROFILE OF THE LANCO GROUP Lanco group has been started on 1985. The year 2010 was celebrated as Lanco’s Silver Jubilee Year. It has been twenty five years since the founder chairman L Rajagopal, taking inspiration from his uncle Lagadapati Amrappa Naidu, began his career as an entrepreneur. Lanco continues to take its stride forward on the strength of their vision and inspiration and under the leadership of the current Chairman, L Madhusudhan Rao. The name of the company has created on the name of the founder Lagadapatti Amrappa Naidu Company. (LANCO). Lanco Infratech Ltd’s current market capitalisation is approximately Rs. 15,000 Crores (USD 3.33 billion). Out of the total Share Capital, the promoters’ holding is about 68 %. The gross revenue of Lanco as on March 2010 was over Rs. 8200 Crores (USD 1.8 billion). Lanco is fast emerging as one of the top three private sector power developers in India with 2092 MW under operation, 7153 MW under construction, and 11070 MW of projects under development. Lanco has strategic global partnerships with top companies which include: Genting, Harbin, GE, Dongfang, Doosan etc. Today, Lanco is one of India’s largest Power Traders in the private sector. A people driven organization, Lanco operates from 20 States in India and has international operations in Australia, China, Indonesia, Nepal, Singapore, United Kingdom and USA with a human resource base of about 6500 people. Lanco has an Order book of Rs 25,425 Crores as of September 2010. Lanco is also a privileged member to the World Economic Forum and it has been acknowledged as an elite member of the top two hundred “Global Growth Companies”.

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CHAPTER -2 DETAILS OF THE COMPANY
LANCO INFRATECH LIMITED A Lanco Infratech Ltd is one of India’s top business conglomerates and among the fastest growing. preferred employer, Lanco Infratech builds on a tradition and culture where trust comes first… and the credo is always inspiring. Propelling the organisation's dynamic advancement is its strategic plan -- Lanco's Vision 2015 -that is aimed at building an achievement-oriented and customer-centric organisation, committed to attaining industry leadership, with aggressive growth plans for the business verticals that it operates in. Lanco Infratech Limited became a listed entity in November 2006 following the Initial Public Offering of shares. Presently, the market capitalisation of the company is approximately US$ 2.28 billion. Of the total 240.78 million shares outstanding, 67.95 percent is held by the founder promoters of the company. Lanco's gross revenue before elimination as on March 2011 was over Rs. 11,265 crores (USD 2.56 billion). The organisation's expertise in building large civic and urban infrastructure projects has been deployed in constructing thermal, gas and hydro power projects across the country. In a bid to find cost-effective, sustainable and green solutions to the county's energy requirements, Lanco has made its presence felt in the area of solar power as well. Lanco is fast emerging as one of the top three private sector power developers in India with 2,092 megawatt (MW) under operation, 7,153 MW under construction, and 11,070 MW of projects under development. With a team strength of about around 7,000 people, Lanco, headquartered in Gurgaon close to New Delhi, has a pan India presence in strategic locations in 20 states in India and an expanding footprint in the emerging global markets. Currently, its international operations are located in Australia, China, Indonesia, Nepal, Singapore, the United Kingdom and the United States. Lanco is a privileged member of the World Economic Forum and has been acknowledged as an elite member of the top 200 "Global Growth Companies". DIVISION OF THE LANCO GROUP 1. POWER- It consists with three that are Engineering, Procurement and Construction (EPC), Solar, Hydro. EPC- With its unique 'concept to commissioning' execution model that considers time, cost and quality parameters, Lanco is an established industry leader in executing large projects. The organisation’s ISO 9001 certified EPC division has over 25 years' experience in civil construction 2

Lanco's Infrastructure development business is focussed on executing large civil and urban projects such as roads. airports. The Corporate Social responsibility (CSR) of the company3 .Summer Training Report & Viva (536322) Summer Training Report Session: 20112012 projects and seven years in implementing power projects through the EPC route.To realise its vision of providing sustainable.000 highly experienced professionals.increasing energy needs. INFRASTRUCTURE DEVELOPMENT. The division envisions a pan India Build. 2009. HYDRO. INDIA and GENTING Group Malaysia. with a strong focus on the highways sector. Commissioned IKU-II (5 MW) Small Hydro Project in Dharmshala.4 in India’s Top 10 Infrastructure Companies by Construction Week. Operation and Transfer (DBFOT) basis. Build. Himachal Pradesh. 2. highways. Strong capabilities in strategic management and speedy development. SOLAR. CONSTRUCTION.. and resilient relationships with critical national and international equipment manufacturers and agencies make Lanco's EPC team a formidable force. 1. OPERATION & MAINTENANCE. Lanco is focussed on commercialising alternate technologies for green and efficient energy generation systems such as solar thermal and solar photovoltaic (PV). which is jointly owned by LANCO infratech. and has commenced commercial operations with effect from January 19. on a BOT basis. Lanco aims to become a global EPC organisation in the near future. Another major project under development is the 238 km toll road between Kanpur and Aligarh (NH 91) on a Design.The operation and maintenance of the power plant is done by GENTING LANCO POWER (INDIA) Pvt. innovative and cost-effective solutions to India's ever.000 crore by 2015. over 4. Ltd. etc. Lanco's integrated 'Sand to Power' strategy is best positioned to turn India's solar dream into a reality. supercritical (660 MW). Finance. railway lines. Lanco is the first Indian organisation to effectively integrate the entire solar value chain. 10. 3.Lanco Infratech Ltd has announced that Vamshi Hydro Energies Private Ltd. a Subsidiary of the Company. ports. Operate and Transfer (BOT) project portfolio worth Rs.An ISO 9001: 2008 certified Construction Division of Lanco Infratech Limited is awarded as the Largest & Most Profitable Construction Company by Construction World consecutively for three years and ranked no. gas based and combine cycle projects. 4. With its wide range of project execution experience in subcritical (300/600 MW).348. The projects currently under execution include two major National Highway (NH) projects. to construct 163 km of roads at an estimated cost of Rs.

Print media and Local pressure group to avoid any resistance from them or creating untoward incidents. climate change and social issuses. > Liaison • We are Continuously thriving for Smooth relations with District Administration.LANPL . G. Security and liaison with Government Authorities.First –Aid. approx. having a strength of 8 employees .Lanco Anpara has faced lot of union resistance .230 Employees . we are providing Breakfast .Lunch and Dinner to employees at plant Canteen . Villagers.. • To partner with Indian and International organisation and institutions to deliver aid. is taking care of approx. Political Pressure Groups and Land Austees. IR issues. To improve human indices through projects and programmes at local. To nurture all the elements of our CSR policy as a value system. approx. state and national levels. and General Administration. Apart from this . Villagers. Also. guidelines of top management and support of Engineering team . > Canteen Facilities * Plant Canteen Building has been inaugurated on 27th Oct-2010 Jointly by Mr.Lunch and Dinner packets to Employees at their work place where employees are required to attend their work continuously. We are serving Breakfast . we are continuously having a control on these pressure groups for smooth execution of project work. • To translate learnings into policy advocacy and promote forums and communication for the positive social transformation. AN IMPRESSIVE TRACK RECORD IN INNOVATIVE SOLUTIONS.65-70 DEC/CDP Consultants. At Present.70 Contractors and 3000-3500 Contract workers on their day to day HR. > IR Scenario * Anpara is surrounded with Coal mines and Two major Thermal Power Utilities and there are several contract workers unions affiliated to almost all political parties having good strength of Work force . assistance and development resources effectively. Employee Facilities and Administration > Guest House Facilities * New VIP Guest House at Lanco Township was handed over to LITL-Administration on and within a short time of ten days .approx. Workers Unions. work stoppages and strikes but with continued efforts of Team HR. • To internalise the multifaceted responsibilities at individual and organisational level in addressing poverty.• • • To align Lanco in all its activities with millennium development goals and aims and purpose of the UN Global Compact.. We also maintain two Leased Guest Houses having occupancy of 15 Guests at a time. Welfare .it has been made operational and the first guest entry has been recorded on 27 . Choudhury –COO-LITL and Executive Director . Police Administration and created a Controlled and Co-ordial relation with Local Pressure group of Political leaders. 120 Employees of Customers.R. AN IMPRESSIVE TRACK RECORDS IN HR INITIATES Our HR Department . 4 .Plant Canteen has been made operational from the same day.

the literature on training an development use as motivation and retention tool is going to be reviewed. the stages in the training and development process are going to be identified with a specific focus on different training and development methods and consideration of its advantages and disadvantages. For Lanco.” 5 . 600 MW) on 19 March 2011. “An organisation is as strong and successful as its employees are. achievement oriented individuals with right values and attitude. As India’s economy growth drives up more demand for electricity. Finally. With the synchronization of power plant at Udupi (Unit 2. and the organisation is committed to ensuring that it’s people fulfil their professional ambitions and dreams. Lanco established itself as the nation’s leading independent power producer with an installed capacity base of 3292 MW.Summer Training Report & Viva (536322) Summer Training Report Session: 20112012 Inspired Lanconians achieved significant milestones in last few months. it’s people are valuable asset. It offers them every opportunity to grow and excel. organisations can gain the information needed to improve their satisfaction.600 MW) on 7 March 2011 and Anpara (Unit 1. moreover. CHAPTER-3 RELATION OF THE WORK DONE In this project I’m going to look at training and development programme in the organization. Lanco is growing dynamic organisation that offers immense opportunities for ambitious. motivation. different company attitudes to training and development and cost and benefits associated with it are going to be discussed. Secondly. By measuring employee satisfaction in key areas. work culture and productivity. Lanco is poised well to add significant capacities to the nation installed capacities base. Firstly. training and development on international.

To know the perception of the employees of LANCO with respect to the training provided Section B. Additionally. reliable.”3 CHAPTER-4 RESEARCH METHODOLOGY Section A. To know the working of various departments and changes in the organisation after training. It will enable HR and training consultants to raise their profile.The quality of employees and their development through training and education are major factors in determining long-term profitability of a small business. so they can increase their productivity. these engaged employees have higher levels of customer approval and service quality and they regularly achieve. and often surpass. it is good policy to invest in the development of their skills. creativity. growth and success. Increasingly customers are responding by expecting training consultants to respond quickly with practical. effective. extend their skills and make a real difference within the organization by providing a valuable. Research plan and sampling plan RESEARCH PLAN Research Design: Research Method Used Descriptive Survey 6 . goals. tailored training and consultancy service. and the organizations. studies have revealed that an engaged personnel tends to retain employment and is less absent Besides. team and individual effectiveness and efficiency. Training and development can be a powerful strategic function. • • • • to them To know the current training and development programme of the organisation. creative options that provide quality and are cost effective. If you hire and keep good employees. facilitation skills. Organizations are facing rapid change and complex problems. and have higher levels of organisational loyalty. The competencies required of individuals in corporate training departments include an in depth business understanding. “Research has proven that wholly engaged employees tend to be more self-motivated. Training and Development can make a major contribution to organizational. and knowledge of the learning process. Objectives of the study. To know the development level of the employee after training. This course will help develop confidence in working with clients at all levels.

Method of Data collection. questions should be ordered in such a way that a question does not influence the response to subsequent questions. 2. generalizability. 7 . The structure is intended to reduce bias. Implementation of Research Design. The sample size is 50 consisting of all level personnel. Defining Research Objective. Survey. and validity. The method for analysis is average method. Surveys are standardized to ensure reliability.The questions are usually structured and standardized.Summer Training Report & Viva (536322) 2012 Research Technique Used Data Collection (location) Sampling Plan Sample Size Summer Training Report Questionnaire From employees and workers Convenience 50 Session: 2011- Research Methodology may be summarized in following steps:1.” The research design selected here is descriptive as the data is primary data taken for the first time from the employees and workers. For example. “Research Design is arrangement of condition for collection & analysis of data in a manner that aims to combine relevance to research purpose with economy in procedure. 3.Questionnaire:The data is collected through convenience sampling. Preparing Research Design.

Disagree Interpretation: The above pie chart depicts that majority of the employees and workers are agree with the statement that Organisation considers training as a part of organizational plan. Your organisation considers training as a part of organisational plan. 45% employees strongly agree. Less than 2 b. Q2. Strongly agree b. 8 .CHAPTER-5 DATA TABULATION. How many training programmes have you attended in a year in Lanco? a. Here 49% employees are agree. 43% employees are attended less than 2 training while 42% are attended 2 to 4 training programmes and only 15% employees are attended 4 to 6 training programme and no one is attended more than 6 training programmes. Somewhat agree d. ANALYSIS AND RESULT The data collected from the employee resulted in the following analysis: Q1. 4-6 d. Agree c. Do you agree with this statement? a. More than 6 Interpretation: The above pie chart depicts that majority of the employees are attended less than 2 training programme in the organisation. 6% employees are somewhat agree and no one is disagree with the statement. 2-4 c.

Somewhat Agree d. New staff d. Do you agree with this statement? a. 56% of them are think that training is given to the employees on the requirement. Agree c. Senior staff b. Q4. 22% are think that the training is provided to junior staff.Summer Training Report & Viva (536322) 2012 Summer Training Report Session: 2011- Q3. while 13% are think that training is given to new staff and 9% are think that training is given to senior staff. Based on requirement Interpretation: The above pie chart depicts that the employees and workers think that the training programme is provided to the employees is based on requirement. Disagree Interpretation: 9 . Strongly Agree b. Enough practices is given for us during training session. To whom the training is given more in your organisation? a. Junior staff c.

The above pie chart depicts that majority of the workers and employees are agree with the statement that enough practice is given them during the training session. Do you agree with this statement? a. Employees are given appraisal in order to motivate them to attend the training. 22% are somewhat agree while 16% are strongly agree and no one is disagree with the statement.e. Q5. Do you agree with this statement? a. 9% are strongly agree while 13% are somewhat agree and 56% are disagree with the statement. Somewhat Agree d. Agree c. The training sessions conducted in your organisation is useful in professional/personal life. Agree c. Disagree 10 . Somewhat Agree d. Strongly Agree b. Q6. Disagree Interpretation: The above pie chart depicts that the employees and workers are disagree with the statement that the training is useful in personal and professional life. 22% of them are agree.. Here 62 % are agree. i. Strongly Agree b.

More than 4 months Interpretation: The above pie chart depicts that majority of the workers and employees are think that to implement the training process will take time of 2 to 4 months. Excellent b. 2-4 months d. 40% employees are think that it will take less than 2 months to implement while 13% employees are think that it will take 4to6 months to implement the process and 3 % employees are think that it will take more than 6 months. Good c. 62% employees and workers are agree. Average d. Q7.Summer Training Report & Viva (536322) Summer Training Report Session: 20112012 Interpretation: The above pie chart depicts that majority of the workers and employees are agree with the statement that employees are given appraisal in order to motivate them to attend the training. 44% employees are think that it will take 2to4 months to implement the process. Bad 11 . Q8. 1-2 months c.e. How long will it take to implement the trained process? a. How well the work place of the training is physically organised? a. 22% employees are strongly agree while 16% employees are somewhat agree and no one is disagree with the statement. Less than 2 month b. i.

Take away precious time of employees b. Training sessions are unplanned d.Interpretation: The above pie chart depicts that majority of the employees are think that the place of training is good. 22% of them are think that the training place is average and no one think that the training place is bad. 34% of them are think that the training place is excellent. What are the general complaints about the training session? a. 6% of the employees and workers say that session are boring and not useful. 44% of them are think that the training place is good. Too many gaps between the sessions c. 12 . Q9. 41% of the employees and workers say that sessions are unplanned. 22% of the employees and workers say that there is the gap between the sessions. 31% of the employees and workers say that it takes the precious time of employees. Boring and not useful Interpretation: The above pie chart depicts that the majority of the employees are think that sessions are unplanned.

Sufficient b. a. 44% of employees and workers think that time duration is sufficient. The time duration given for the training period is ? a. To be shortened d.Summer Training Report & Viva (536322) 2012 Summer Training Report Session: 2011- Q10. c. b. 31% of employees and workers think that time duration is to be extended. d. All the objectives are met Some objectives are met Met according to the need None of the objectives are met Interpretation: 13 .11 Comment on the degree to which the training objectives are met during the training sessions. 19% of employees and workers think that time duration is manageable and 6% employees and workers think that time duration is to be shortened Q. To be extended c. Manageable Interpretation: The above pie chart depict that the majority of the employees are think that the time duration of the training period is sufficient.

insurance schemes. The company provides the training programmes on time. • • • • • The organization is providing excellent work place to the employees and workers. Employees are getting motivated through the training programmes There is good relation between superiors and employees in the organisation. 19% of employees think that there objectives are met according to need. 14 . CHAPTER-6 FINDINGS FINDINGS • The employees of Lanco are satisfied with the training and development programme provided to them. accident relief. • The company is providing various kinds of training to the employees according to the need. 47% of employees think that there some objectives are met. etc. 34% of employees think that there all objectives are met. There are good facilities for the employees and workers like canteen.The above pie chart depict that the majority of the employees are think that there some objectives are met after the training. hospitalization.

• The organization should try to find out the factors to motivate the employees through training. • The company should add more training programme for the executives and non-executives staff. • It is further recommended that attractive training should be followed so that the employees are satisfied and give the maximum possible output for the company. while the training programmes are conducted. The rules abiding training should be explained well to the employees and workers. • The organization should try to find out the factors affecting absenteeism. 15 . • • The work place of the training should be physically organized and attractive.Summer Training Report & Viva (536322) 2012 Summer Training Report Session: 2011- CHAPTER-7 RECOMMENDATION RECOMMENDATIONS • Although the employees have not shown dissatisfaction towards training programme but they are also not totally satisfied so I would recommend the company to upgrade the training and development programmes.

• The second limitation was the hesitation of the employees to fill the questionnaire on such a sensitive topic.CHAPTER-8 LIMITATION LIMITATION • The first and most influential limitation which came across during the time of conducting the research was the inconvenience to approach employees. • The mental status of the employees at the time of filling the questionnaire cannot be always positive so the mental bias has an impact. Due to this limitation the actual scenario cannot be judged. 16 . • The next limitation was the difficulty to approach the respondents as there is hierarchy to follow.

reduce scrap and avoid accidents. which is directed towards future. often to perform some job or new role in the future. ongoing multi-faceted set of activities (training activities among them) to bring someone or an organization up to another threshold of performance. 17 . needs rather than present needs. it is given when new technology in introduced into the workplace. We know that successful candidates placed on the jobs need training to perform their duties effectively.Summer Training Report & Viva (536322) 2012 Summer Training Report Session: 2011- CHAPTER-9 CONCLUSION CONCLUSION Training involves an expert working with learners to transfer to them certain areas of knowledge or skills to improve in their current jobs.” Development is any learning activity. It improves human performance on the job the employee is presently doing or is being hired to do. and which is concerned more with career growth than immediate performance. It is not only the workers who need training. Development is a broad. managers and executives also need to be developed in order to enable them to grow and acquire maturity of thought and action. Supervisors. instruction. Workers must be trained to operate machines. development and planned experience. Training is the acquisition of technology. Also. which permits employees to perform their present job to standards. Training and development constitute an ongoing process in any organization. ‘Training is the formal and systematic modification of behaviour through learning which occurs as a result of education.

“Human resource management”. I am conducting a project on “Training & development in Lanco Infrastructure Limited. New Delhi.G. pg. “Principles and practice of management”.REFERENCES 1.N. (P) Ltd. (P) Ltd. Prasad. www. New Delhi.com APPENDICIES QUESTIONNAIRE Questionnaire on Study on Effectiveness of Training & Development I am a student of Shri Shankaracharya Institute of Technology & Management .P.).241 3.1) What is your job profile? Q. 3rd edition pg. T. Do you agree with this statement? • Strongly Agree 18 . Dhanpat Rai & Co. Q. . Prasad. Chhabra.2) Your organisation consider training as a part of organizational plan. Dhanpat Rai & Co. T.M.501 5. 3rd edition pg. “Principles and practice of management”.498 4. .)”. 5th edition. Bhilai (C. I would be grateful to you for providing candid responses. pg. 5th edition. Anpara. As a part of my curriculum.lancogroup. 236 2. The information which is provided by you will be confidential.N. L. Chhabra “Human resource management”. L.M. Sonebhdra(U.

6) Enough practices is given for us during training session? Do you agree with this statement? Q.9) How long will it take to implement the trained process? 19 .4) Which training programme you have attended in Lanco? Q.3) How many training programmes have you attend in a year in a Lanco? Q.8) Employees are given appraisal in order to motivate them to attend the training.Summer Training Report & Viva (536322) 2012 • Agree • • • • • • Somewhat Agree Disagree Less than 2 2-4 4-6 More than 6 Summer Training Report Session: 2011- Q.5) To whom the training is given more in your organisation? • • • • • • • • Senior Staff Junior Staff New Staff Based on Requirement Strongly Agree Agree Somewhat Agree Disagree Q. Do you agree with this statement? • • • • Strongly Agree Agree Somewhat Agree Disagree Q.7) The training sessions conducted in your organisation is useful in personal/professional life. Do you agree with this statement? • • • • Strongly Agree Agree Somewhat Agree Disagree Q.

• • • • • • • Less than 2 months 2-4 months 4-6 months More than 6 months Excellent Good Average Q. Do you think that the way Lanco training program conducted will achieve the desired purpose? Q. It cannot be imparted/gained in 2-3 days training program.11) Is there a process to assess the organization’s future training needs? If yes.15) Comment on the degree to which the training objective are met during the training sessions: PERSONAL DETAILS: 20 .12) It is said that the “learning is a continous process”.13) What are the general complaints about the training session? • Take away precious time of employees • Too many gaps between the sessions • Training sessions are unplanned • Boring and not useful Q.10) How well the work place of the training is physically organized? • Bad Q.14) The time duration given for the training period is? • • • • • • • • Sufficient To be extended To be shortened Manageable All the objectives are met Some objectives are met Met according to the need None of the objectives are met Q. how is this assessment carried out? Who participates? (brief in 3-4 lines) Q.

SSI TM BHIL AI (C.G.) 21 .Summer Training Report & Viva (536322) 2012 Name: Department: Designation: Date of Joining: Working experience in Lanco: Summer Training Report Session: 2011- SWATI TIWARI MBA 3rd SEM.