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A STUDY ON THE EFFECTIVENESS OF
TRAINING PROGRAMMES IN TRAVANCORE
CEMENTS LTD
PROJECT REPORT
SUBMITTED TO
THE UNIVERSITY OF KERALA IN PARTIAL
FULFILMENT OF THE AWARD OF THE
DEGREE OF BACHELOR OF
BUSINESS ADMINISTRATION
SUBMITTED BY
JAYAKRISHNAN.U
REG. NO. 195 -10 822 012
UNDER THE GUIDANCE OF MR.DAMU CHANDRAN
FACULTY : BBA
2010 - 2013
SREE NARAYANA GURU MEMORIAL ARTS AND SCIENCE
COLLEGE (APPROVED BY THE AICTE AND AFFILIATED TO
THE UNIVERSITY OF KERALA) VALAMANGALAM SOUTH P.O.,
CHERTHALA, ALAPPUZHA,
KERALA
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CERTIFICATE
This is to certify that this project title A STUDY ON THE
EFFECTIVENESS OF TRAINING PROGRAMMES IN
TRAVANCORE CEMENTS LTD submitted in partial fulfillment of
the requirement for the award of degree of Bachelor of Business
Administration of the University of Kerala is a confide record of the
orginal work done by Jayakrishnan (Reg.No:195-10 822 012) under
the guidance and supervision and that this work has not been submitted
for the award of any degree, from any university
Principal Project guide
Prof. B.Geetha Mr Damu chandran
Place :
Date :
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DECLARATION
I hereby declare that the project titled A STUDY ON
EFFECTIVENESS OF TRAINING PROGRAMMES IN TRAVANCORE
CEMENTS LTD(TCL) in kottayam submitted in partial fulfillment of the
requirement for award of the degree of Bachelor of Business Administration
of the University of Kerala is a record of orginal work done by during the
period from 28January 2013 to 28February 2013 under the guidance of Mr.
Damu chandran faculty of BBA SNGM Arts&Science College
Valamangalam, Thuravoor.
Place:
Date : JAYAKRISHNAN. U
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ACKNOWLEDGEMENT
My prayer and thanks to the Almighty is acknowledged here,first
showering upon me with his blessings to complete this project successfully
in time.
I take this opportunity to express my gratitude and indebtedness to our
principal Prof.B.Geetha,SNGM Arts& Science College Thuravoor.
I am extremely thankful to Mr.Damu chandran faculty of BBA,SNGM
Arts & Science College,Thuravoor for their help and encouragement.
My sincere thanks to Mr.Joseph dosth (junior manager), TCL LTD
Nattakom for their support and guidance in parting with relevant information
vital for my work
Finally I would like to thank all relatives and friends who have hepled
me in completing this organisation study report successfully.
JAYAKRISHNAN.U
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TABLE OF CONTENTS
Chapter Title Page No.
1 INTRODUCTION
ORGANIZATIONAL PROFILES
INDUSTRY PROFILE
COMPANY PROFILE
PRODUCT PROFILE
RESEARCH PROBLEM
SCOPE OF THE STUDY
OBJECTIVES OF THE STUDY
RESEARCH METHODOLOGY
2 REVIEW OF LITERATURE
3 & 4 DATAANALYSIS AND INTERPRETATION
5 FINDINGS & SUGGESTIONSFINDINGS SUGGESTIONS
CONCLUSION
BIBLIOGRAPHY
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LIST OF TABLES
NO. PARTICULARS PAGE NO.
1 AGE OF THE WORKERS
2 GENDER WISE CLASSIFICATON OF WORKERS
3 WORK EXPERIENCE
4 DIVISION WISE CLASSIFICAION OF WORKERS
5 PARTICIPATION IN TRAINING PROGRAMMES
IN PAST THREE YEARS
6 TABLE SHOWING WHETHER TRAINING
PROGRAMMES CONDUCTED ARE BASED ON
IDENTIFIED NEEDS
7 TRAINING IS OF SUFFICIENT DURATION IN
THE ORGANISATION
8 EXTENT TO WHICH THEORATICAL
CLASSES CO-RELATED TO PRACTICAL
EXPERIENCE
9 OPINION ABOUT PREVAILING TRAINING
METHORD
1 0 TABLE SHOWING OPINION ON TRAINING
IMPROVES QUALITY OF PERFOMENCE
11 TRAINING INITIATES TEAM BUILDING
1 2 TRAINING REDUCES WASTAGE
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1 3 TRAINING HELPS IN ELIMINATING FEAR IN
ATTEMPTING TASKS
14. TRAINING HELPS TO HANDLE
STRESS,TENSION,FRUSTRATION AND CONFLICTS
1 5 TRAINING PROGRAMMES IMPROVES RELATION SHIP
BETWEEN SUPERIOR AND SUBORDINATES
1 6 TRAINING HELPS TO WORK WITH LESS
DEPENDENCE AND MORE EFFICIENCIES
1 7 TRAINING HELPS TO INCREASE
PRODUCTIVITY AND ACHIEVE MINIMUM
LEVEL OF ACCOMPLISHMENT
1 8 TRAINING MAKES THE ORGANISATION A
BETTER PLACE TO WORK AND LIVE IN
1 9 TRAINING IS PERIODICALLY EVALUATED AND
IMPROVED IN THE ORGANISATION
2 0 TRAINING GIVEN HELPS TO COPE UP WITH THE
COSTANTLY CHANGING TECHNOLOGY FOR
PERFOMING JOB
21 TRAINING PROGRAMME INCREASE OUR
CREATIVITY
22 OPINION ABOUT TRAINING PROGRAMMES
ARE BECOMING MONOTONOUS DUE TO
REPETATION
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LIST OF TABLES
NO. PARTICULARS PAGE NO.
1 AGE OF THE WORKERS
2 GENDER WISE CLASSIFICATON OF WORKERS
3 WORK EXPERIENCE
4 DIVISION WISE CLASSIFICAION OF WORKERS
5 PARTICIPATION IN TRAINING PROGRAMMES
IN PAST THREE YEARS
6 TABLE SHOWING WHETHER TRAINING
PROGRAMMES CONDUCTED ARE BASED ON
IDENTIFIED NEEDS
7 TRAINING IS OF SUFFICIENT DURATION IN
THE ORGANISATION
8 EXTENT TO WHICH THEORATICAL
CLASSES CO-RELATED TO PRACTICAL
EXPERIENCE
9 OPINION ABOUT PREVAILING TRAINING
METHORD
1 0 TABLE SHOWING OPINION ON TRAINING
IMPROVES QUALITY OF PERFOMENCE
11 TRAINING INITIATES TEAM BUILDING
1 2 TRAINING REDUCES WASTAGE
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1 3 TRAINING HELPS IN ELIMINATING FEAR IN
ATTEMPTING TASKS
14. TRAINING HELPS TO HANDLE
STRESS,TENSION,FRUSTRATION AND CONFLICTS
1 5 TRAINING PROGRAMMES IMPROVES RELATION SHIP
BETWEEN SUPERIOR AND SUBORDINATES
1 6 TRAINING HELPS TO WORK WITH LESS
DEPENDENCE AND MORE EFFICIENCIES
1 7 TRAINING HELPS TO INCREASE
PRODUCTIVITY AND ACHIEVE MINIMUM
LEVEL OF ACCOMPLISHMENT
1 8 TRAINING MAKES THE ORGANISATION A
BETTER PLACE TO WORK AND LIVE IN
1 9 TRAINING IS PERIODICALLY EVALUATED AND
IMPROVED IN THE ORGANISATION
2 0 TRAINING GIVEN HELPS TO COPE UP WITH THE
COSTANTLY CHANGING TECHNOLOGY FOR
PERFOMING JOB
21 TRAINING PROGRAMME INCREASE OUR
CREATIVITY
22 OPINION ABOUT TRAINING PROGRAMMES
ARE BECOMING MONOTONOUS DUE TO
REPETATION
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TRAINING EFFECTIVENESS
INTRODUCTION
What is Training ?
Training is the way to learn the spiritual technology of Scientology. It
is the word used to describe the study of Scientology principles by a parishioner
so they can be applied to accomplish the purpose of improving conditions in
life, both his own and the lives of others.
Study programs ranges from the introductory where an individual learns
the basics of Scientology, to the advanced were individuals study the higher
levels of scripture on their path to advanced spiritual levels. Programs also
exist for those who seek to become ministers and apply the auditing technology
to others as an auditor.
In every church of Scientology are special rooms where parishioners
study the written works and listen to tape recorded lectures of L. Ron Hubbard
in a precise order. A Course Supervisor is present in each course room to
assist Scientologists to attain full understanding of the material they are
learning. The student finds out for himself that Scientology principles work.
A Course Supervisor does not teach, lecture or interpret in any way, but instead
refers the individual to the correct material if the student is experiencing
difficulty. Because of the check sheets and Supervisors role, parishioners
studying Scientology materials are able to proceed at their own individual
pace.
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The end result of auditor training is that an individual is able to minister
auditing to another person. In every church of Scientology around the world
there is one passing standarda 100% perfect auditing session every time.
Through Scientology training, that standard is reached daily.
Because Scientology offers an understanding of human behavior,
training as an auditor also provides individuals with a means of dealing with
real-life situations by understanding their causes. Training gives an individual
the know-how to resolve difficulties in life that might otherwise appear
unsolvable.
TRAINING DEFINED
It is a learning process that involves the acquisition of knowledge,
sharpening of skills, concepts, rules, or changing of attitudes and behaviors
to enhance the performance of employees.
Training is activity leading to skilled behavior.
1. Its not what you want in life, but its knowing how to reach it.
2. Its not where you want to go, but its knowing how to get there.
3. Its not how high you want to rise, but its knowing how to take off.
4. It may not be quite the outcome you were aiming for but it will be an
outcome.
5. Its not what you dream of doing, but its having the knowledge to do it.
6. Its not a set of goals, but its more like a vision.
7. Its not the goal you set, but its what you need to achieve it.
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8. Training is about knowing where you stand (no matter how good or bad
the current situation looks) at present, and where you will be after some
point of time
Training is about the acquisition of knowledge, skills, and abilities
(KSA) through professional development.
ROLE OF TRAINING
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IMPORTANCE OF TRAINING
Training is a very important priority for us. Training and developing
our people is a strategic focus. Were talking about winning in a highly
competitive business. Our objective is to drive our competitiveness through
this training. Now, its not going to happen unless every person in the division,
including the President, makes a personal investment in leadership, in learning
and in development. We think this is the central concept around building
quality of work life. It is the central concept around getting the best people
to come to work for you, and it is the central concept around moving to the
next level. It cant be overemphasized.
Organizations are under pressure to justify various expenses. The
training budget is, often, not exempted from this purview. There are a number
of questions raised on the value derived from training programesboth
directly and indirectly. Business heads and training managers are under
pressure to prove the effectiveness of training.
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1.1 INDUSTRY PROFILE
Travancore Cements Ltd is one of the oldest cement manufacturing
public sectors undertaking functioning in the state of Kerala since 1946. The
TCL has been producing White cement since 1959. TCL is the only white
cement manufacturer in the country to produce white cement from a raw
material other than lime stone. The raw material for the companys white
cement is Lime Shell, which is purest source of calcium carbonate available
for cement manufacturer since it does not contain magnesium oxide. There
are only two companies in the world in which white cement manufacturer
raw materials other than lime stone. The TCL wishes raw materials as lime
shell is available in Vembanad Lake, one of the backwaters of Kerala.
It has very good product and service. Research study on cement paint
was conducted in Travancore Cements Limited, which was dated from 21-
December-2010 to 22-Feb-2011.The major objective of research is to know
consumption pattern of cement paint in Kottayam district at Travancore
Cements Limited.
The sample size or the number of respondents who provided their
opinions through questionnaires were 100. These respondents were asked for
their opinion based on certain factors like quality of the product, price and
other features they are looking for in the product. Based on their reponse, the
business problem was analyzed, interpreted and concluded on.
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Evolution of Paint Industry
Indian Paint Market
Indian paint market is vast and is growing fast. The estimated size of
Indias paint industry is 3500 crores. Our paint industry is highly competitive
and well versed with latest technology. After the recession of late 80s and
early 90s branded paint market was growing in double digit growth rates.
Consumption Pattern
Era of economic reformation marked a wide change in the pattern of
consumption of all products, paints are not any exception. Consumers are
showing colour sensitivity and quality consciousness. However 70 percentage
of the paint products are still consumed in urban and semi urban regions.
Types of Paints
There are two kinds of paints- Decorative and Industrial. Industrial paints
are essentially protective in functionality. Decorative paints are less protective
even through it accounts for a whopping the segments together contribute towards
making the paint industry worth around 3,500 crores annually
Decorative Paints Vs Industrial Paints
All along decorative paints has been the mainstay in India and it
accounts for around 80 percentageof the market while industrial paints
accounts for the remaining 20 percentage. This is in sharp contrast with the
global scenario where the reverse is true.
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Per Capita Consumption
India s per capita consumption on paints is very low (300 gms a year)
when compared to Taiwan which has a per capita consumption of 1.5 kg,
Philippines has 3.55 kg, Japan has 16.44 kg and US having the per capita
consumption of 25 kg which is the highest in the world.
Organized Vs Unorganized Market
The paint industry is segmented into organized and unorganized sectors.
There are 24 large and medium sized plants in the organized sectors while in
the unorganized sector, there are around 1600 units which accounts for
approximately 35 percentage of production in the Indian Paint Industry. They
cater mostly to the semi urban rural markets. All along, this segment has
thrived at the cost of the organized sector. This is because consumers of paints
are extremely price sensitive.
Price Sensitive Market
In paint market only those who can reduce the cost can survive such a
situation came up because of the peculiar nature of the Indian industry where
decorative paints as a luxury item and for them the cheaper the better.
Simultaneously, by harnessing other strategies like reducing inventories and
offering superior products, they have managed to gain the loyalty of vital
segment of the population which is not sensitive and which looks at decorative
as a status symbol.
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Low Capacity Utilization
The industry is characterized by low capacity utilization. It averages
around 55percentage. The total demand for paints from organized sector in
the country projected at around 31 lakh ton per annum. The current production
is approximately 2.83 lakh in this is as wide as the mind can imagine.
Consumers want the final product tailored to suit the exact demand, like the
shade and quality. In paint industry attaining a capacity utilization of
60percentage is considered to be a major
Cement Paints
Cement Paint is water based paint widely used for painting buildings
both exterior and interior. Cement paint is a special formulation of white
cement and water proofing compounds with oxide extender, oxide pigments
and hardening agents. The pioneer in this field was Killick Nicholson, who
launched the product, branded as snowcem in year 1968. After a decade a
few companies ventured into this field, after identifying the potential for this
product
Usually cement paints are marked in a powered form. The powder is
mixed with suitable quantity of water to get thick slurry, which is then applied
on the plastered brick work, concrete work, stone masoning etc. for application
on corrugated iron; it is mixed with boiled linseed oil. For good result a 1.5
to 2.1 aqueous solution of sodium silicate and sulphate is applied as primer
coat before applying cement paint.
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1.3 COMPANY PROFILE
Nesting amidst the lush green paddy fields, under a canopy of majestic
coconut trees, beside the intricate patterns woven by canals, is Travancore
Cements Ltd, - the house of White Cement. Bustling with activity against
the sylvan landscape, it is a place where Art and Nature merge and mingle.
The Travancore Cement Limited was incorporated in the year 1946.
The year of commencement of Grey Cement in the year 1949. The licensed
capacity of the plant was 50,800 Ts of cement per annum.The master-mind
behind setting up of this factory was that of late Sir. C.P.RamaswamiIyer,
the Divan of Travancore, who had realized the vital role of cement in the
industrial development of Kerala. The company was promoted by M\s. Essel
Limited, Bombay and the Technology tie up made with M\s. F.L.Smith&
Co. Denmark.
Travancore Cements Ltd. deposits of the required quality were not
available to start a cement plant factory in travancore. However, lime shells
available in the backwaters offered in alternative ofcourse a better source
for calcium raw material. Sir C.P RamaswamyIyer induced the promoters of
TCL for pulling up cement plant based on the lime shell reserve. Thus the
first cement plant starts its operation on 7.12.1946 in Kerala.
Travancore Cements Ltd is one of the oldest cement manufacturing
public sectors undertaking functioning in the state of Kerala since 1946.
The TCL has been producing White cement since 1959. TCL is the only
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white cement manufacturer in the country to produce white cement from a
raw material other than lime stone. The raw material for the companys white
cement is Lime Shell, which is purest source of calcium carbonate available
for cement manufacturer since it does not contain magnesium oxide. There
are only two companies in the world in which white cement manufacturer
raw materials other than lime stone. The TCL wishes raw materials as lime
shell is available in Vembanad Lake, one of the backwaters of Kerala.
During 1959, the company diversified into the production of White
Portland Cement. The installed capacity for the production of White Cement
is 30,000 Ts per annum. Till 1974, the company was manufacturing both White
Cement and Grey Cement in the same plant, disturbing the production of two
over certain period in a year. Since 1974, the company manufacturing white
Cement alone, as the demand for white cement went up.
During the last 54 years of its existence, TCL has diversified its
activities to relate areas. Besides Super Shelcem brand Cement paint, the
company has added to its products ranges, Sheltex Acrylic Emulsion paint
for interiors and exteriors and Shelprime Cement Primer.
The Travancore Cements Limited is the only manufacturer, perhaps in
the whole world, producing White Cement from a raw material other than
conventional limestone. The main raw material of TCL is lime shell, which is
dredged out of Vembanad Lake, one of the back waters in Kerala. The company
has successfully executed a diversification project for manufacture of Grey
cement during the year 2000, with a capacity of 66,000 MT per annum.
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TCL has a history of continuous profit. The profit before tax during 1999-
2000 was Rs.1.95 crores. The company has paid a dividend of 50% to its
share holders during the last 4 years continuously. TCL is a public sector
undertaking with the Kerala government having 51 percent share. The
authorised share capital of the company amounts to Rs. 5000000. The Board
of Directors heads the company. The Board of Directors consists of Chairman,
M.D, and seven other directors. The milestones of the company so far are
listed as follows:-
Started production of Vembanad Grey cement from lime shell in August
1949.
Started production of Vembanad White cement from lime shell in August
1959.
Grey cement production stopped in 1976.
Diversified into cement paint Super Shelcem production in 1977.
Celebrate Silver Jubilee in 1982.
Become a government company in April 1989.
Celebrate Golden Jubilee in 1997.
Launched Shelprime Dry Cement primer in January 2000.
Diversified into Acrylic Emulsion Paint Sheltex for interiors and Exteriors
in April 2000
Diversified into Grey cement production from bought outclinker in 2000.
Become an ISO 9002 company in December 2000.
Started HRD centre in 2002. Started production of Vembanad Wall
Putty in 2008.
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TCL has implemented the Quality Management System and maintain
best quality throughout the production process. The row materials are taken
by verifying quality and after and every production process they are testing
the quality of sample in the laboratory. Thus customers are well satisfied with
the products
Branches and offices
The cement plant is situated at a picturesque locality on the bank of
Kodoor River and on the side of the state highway, M.C Road, 4KM away
from the cosmopolitan town of Kottayam in Kerala. The location of plant
makes it accessible by road as well as by water. It is the only cement plant
where the raw material is transported by water. The rail head is only 3 km
away at Kottayam. The beautiful locality in which the company is situated
extends over an area of 60 acres. The location facilitates the need of
transportation of raw material and finished goods.
The company has its registered office and factory at Nattakom, Kerala.
Also it has another registered office in Trivandrum; it has depots at Bangalore,
Coimbatore and Vijayawada.
Promoters of the organization
Travancore Cements Ltd. The company was originally started under
private management of M/s EsselPvt. Ltd. In 1975 government of Kerala
took over the management of the company. The director of the managing
agency of the company at the time of its commencement was Mr. T.S.
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Narayanaswamy. The factory was installed under the supervision of Mr. S.
Rudlinger. Now the government of Kerala is holding 51.33 percent of the
equity share capital. The pyramid group of the company is holding another
25 percent of the shares and the remaining shares are held by General Public.
Problems faced by company
The main problem faced by the company is the storage of row materials.
The company has serve storage of lime shell which is the major row material
for both the products of the company. The difficulty in commencing mining
operations for lime shell in the companys lease hold area at Vaduthala is
affecting the lime shell availability. The issue is being sorted out. Now the
company is obtained lime shell from Chithira lake. The increasing use of oil
and diesel is badly affecting the profitability of the company. Surplus labour
is the another major problem faced by the company.
Pricing of product
The price for 1Kg of Vembanad White Cement is Rs.-16. For 50Kg of
white cement is Rs.800. For Super Shelcem Cement Paint 5Kg is priced at
Rs. 1480. and for jute bag Rs.90.80. These products are priced very high
mainly because the raw materials particularly lime shell and white clay is
scared.
TCL has an advertisement budget of 25 lakhs per annum. Since the
amount is too small the company is advertising at a low level. Other
promotional activities include, conducting dealers meeting once in two years.
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In addition to these the company offers various incentive schemes for its
details according to their sales performance.
Due to very low advertisement budget the company does not engage in
any large scale type of advertisement activities. The company occasionally
engages in advertisement through news papers, magazines etc. the main modes
of advertisement are displaying boards which are positioned where they get
maximum attention. They also use Asianet cable vision, wall painting etc.
TCL gives trade discounts of 10 percent and each discount of 4 percent
for purchase of 250Kg and above. The company allows 3 percent discount on
freight allowances and 3 percent on special discount. In every three months,
the company gives 1 percent quantity discount for 200Kg, 2 percent for 500Kg.
They also give annual discount of 3 percent.
Market share
The cement paint industry is divided into organized and unorganized
sectors. The major players are in the organized sector, however majority of
the brands come from unorganized sector. TCL has 40 percent of market share
of white cement and 33 percent for Super Shelcem Paint in the cement industry
of Kerala.
Objectives of the organization
The main objective of TCL is the production of Vembanad White
Portland cement. It is the first and foremost product of the company. By quality,
it is the best whit cement produced in India. The company is now engaged in
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the production of cement paint known as Super Shelcem Cement Paint which
is available in 42 different shade.
The main objectives of the tcl are the following
To produce white cement paints using natural resources
To provide employment opportunities
To earn maximum profit
To provide training to apprentice
To make the company as the market leader.
.Vision of TCL
In the fast paced global development as the barriers are withering away.
India need proper external synergy creations from the manufacturing sector
for which TCL, pioneer of the white cement manufacturing in the country ,
can play a remarkable role and so is committed towards effective utilization
of Man, Machine, Material and Money (4 Ms)
Mission of TCL
Having a unique role in the Heavy industry sector of the country, TCL
is committed for catering the society towards the specific need expected by
producing quality product at a customer friendly price while keeping sustained
growth of the organization and total growth of the society.
Quality policy of TCL
At TCL are committed to continual improvement of the system
enhancing customer satisfaction by providing consistent quality products
through the implementation of Quality Management System
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Quality control policy
TCL has implemented the Quality Management system and best quality
throughout the production process. The row materials are taken by checking its
quality and after each and every production process they are testing the quality of
sample in the laboratory. Thus customers are well satisfied with the product
Infrastructural facilities
Infrastructure is the basic physical and organizational structures needed
for the operation of a society or enterprise, or the services and facilities
necessary for an economy to function .
As physically I was present there every working day in the companys
branch, I found that the Travancore Cements Limited has fulfilled all
infrastructural facilities require for the company, both the customer point of
view as well as internal company point of view.
These infrastructure facilities involve of
Location of branches
Telecommunication services
Energy infrastructure
Internal illumination
Communications infrastructure
IT Tools and Software
Networks system
Parking for vehicles
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The company provides following Infrastructural facilities to the
employees,
A fare price canteen is operating at the premises. The employees are
given Rs. 30 per day of attendance. Maximum Rs.900 per month is allowed
by the company.
Allowances
Uniform 3 pairs of uniform once in two years
Foot wear allowance Every year
Umbrella Once in two years
Rain coat Once in three years
Washing soap Two half bars in a month
Toilet soap Two numbers in a month
Turkey towel Every year
Company scholarship
Company is giving scholarship to the children of employees.
For S.S.L.C, P.D.C, to Degree & Diploma
Rs. 700/- for 1st highest rank. Rs 500/- for 2nd rank.
Transportation
Free transportation facility provided to employees for coming and return
after duty. For the children of employees for attending education institution
in and around Kotayam.
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Quarters facility
A limited number of employees are provided with quarters with free
electricity and water.
Recreation facility
Recreation facility for indoor games, reading rooms with newspaper
and periodicals, T.V with cable facility.
Training and developnent
There are both internal and external training for workers and employees,
and it is conducted by the HRD centre under the supervision of the Personnel
Development. Job rotation is allowed only for officers. Conference, talks,
workshops, etc. are conducted as part of training and development.
Achievement
The Company has taken the ISO 9002 Certification during the year
2000. During the year 2003 it switched over to ISO 9001:2000
certifications
Work Flow Model
The basic cement making process consist of collecting the row
materials, grinding them to a fine stage, blending them to a uniform
composition and heating them to the point of sufficient fusion when the cement
compounds are formed. Portland cement is the product obtained by cooling
and grinding the clinker thus formed with gypsum to a fine powder.
Production process can be mainly divided into three stages:
Slurry preparation
Clinker making
Clinker grinding
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The different processes under these main stages are:
Dredging
Unloading station
Wash mill
Shell-sand grinding(Ball mill)
Slurry making(Raw mill)
Slurry section
Clinker making(Kiln)
Clinker grinding(Cement mills)
Packing and Despatching
Dredging
The main raw material for the production of Vembanad White Cement
is lime shell an underwater deposit in Vembanad Lake, is dredge and brought
and brought to the company by means of power bargers.
The company has two dredgers, one hydraulic dredger and one mechanical
dredger. The capacity of two dredgers may about 30 tonnes/hour. The dredger
can cut the lime shell around 40 feet maximum depth. The dredger works on two
powerful engines, a dredger pamper engine and an auxiliary engine.
Unloading station
The shell brought by Barger from lake is unloaded here. Shell in barger
is diluted with about 60 percent of water by means of diluting pump for easiness
of sucking. A sucking pump draws water along with the shell to receiving
tank near the rotary grill of screening plant. The shell is then passed through
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the rotary grill and waste materials are washed out during its rotation. Cleaned
shell is either passed through the belt conveyors through hoppers or stored
out. There are two rubber conveyors (Conveyor 1-short and straight, conveyor
2-long and inclined) for conveying the shell to the ball
Wash mill
Before actually used for the process clay is mixed with water. This work is
done in a clay wash mill. Clay is put into the mill and about 65 percentage of
water is also added during the grinding. During the hammering action of the
weights provided in the wash mill clay is made to slurry is pumped to the storage
tank known as silo. From silo, it is taken for process when required.
Shell-sand grinding
Slurry preparation is the fourth stage in the production process of whit
cement. Slurry is a mixture of shell, sand and clay with around of 40percentage
of water.
For slurry preparation two grinding mills are used:
Roughing mill known as ball mill
Finishing mill known as row mill
Ball mill is a cylindrical shell of welded metal plates.
The shell around required amount of white sand and water is fed to the
ball mill by rotating feed table. When the mill rotates the materials are crushed
down to the small particulars while it passes through the ball. The materials
coming out of the ball mill is diverted to a hammer screen by means of slurry
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elevator. Fine material come out of the hammer screen is fed to the row mill.
The coarse material return to the ball mill for further grinding.
Slurry making
The row mill is hollow cylindrical shell, the inside of which is line with
flint blocks. The shell lining are avoided to reduce the contamination of slurry by
iron. The grinding media is used is Flint Pebbles. The mill is rotated by a motor
at constant speed while passing through the mill, the fine materials discharged
from ball mill and clay pumped from clay silo are finally ground and comes out
as a party material known as slurry which then flows to slurry pit.
Slurry section
Slurry discharged from the row mill is stored in silos by means of pipes.
The chemical composition of the slurry will be adjusted by this stage. There are
three silos for storing the slurry. From these silos slurry is pumped to the slurry
basin. In the basin slurry is constantly agitated with compressed air and stirring
mechanism. From the basin, slurry is taken from burning in the kiln.
Clinker making
Kiln is a cylindrical steel lined with refractory bricks mounted at an
inclination of 30 degrees on roller supports. The kiln having a length of 285 feet
with diameter of about 9 feet and is rotated at about 1rpm by an electric motor.
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During the process of slurry passes through three stages:
Drying zone
Calcinations zone
Burning zone
In the drying zone about 99 percent of water content in the slurry will
removed. In the calcinations zone the removal of CO2 take place. After that the
materials enters the burning zone. The clinker is formed in the burning stage by
fusing Diclacium Silicate, Tricalcium silicate, and Tera calcium Alumino Ferrite
at about 400 degree celsuis. There after the clinker is cooled by flow of air.
Clinker come out of the cooler will be usually in the modular form.
Cilnker grinding
The cooled clinker is grinded is very finely to make white cement.
Clinker grinding take place in the cement mill. There are cement mill A, B
and C with clinker grinding capacity of 60 tonnes, 50 tonnes, 50 tonnes
respectively. The mills B&C are identical in nature. During grinding, small
quantity about 3 percent to 4 percent Gypsum is added. The Gypsum controls
the initial setting time of cement. If gypsum is not added, the cement wouldnt
set as water is added. The gypsum act as retarder and it delays the setting
action of cement. It thus permits cement to be mixed with aggregate and to be
placed in the position. The cement coming out of the mill is conveyed to
claufies by means of bucket elevator. In the separator, causes particles are
separated and they flow to the mill while fine particles flow to the Flaxo
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pump, which is operated by compressing air. Using Flaxo pump cement is
transferred to the cement silo located at the packing house.
Packing and despatching
The white cement stored in silos is packed in paper bags in the packing
house. Compressed air is used for the free flow of the cement from the Silo
and hopper located above the packing machine. While the bag is filled with
50Kg materials discharges from the spout is automatically transferred to truck
through a fixed point belt conveyer and a movable belt conveyer. The filled
bags fall down from the spout to the wire net conveyor and are transferred to
truck through a fixed point belt conveyer and a movable belt conveyer.
Future Growth and Prospects
The company has planned some diversification schemes which will be
implemented in the near future, which include proposal to insist setting up of
Enamel paints and textured coating under cooperative societies. There are
proposals to start a pocking unit, the venturing project for manufacturing
Calcium nitrate and Dicalcium phosphate, shifting of present technology to
dry process technology, reinitialize the production of Grey cement and the
proposal to export white cement to Srilanka, Gulf, South Africa and Mauritius.
The company is at present having a bright future ahead.
Functional Analysis
The departments of the company are briefed as follows:-
Administration Department
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Finance Department
Marketing Department
Human Resource Department
Production Department
Administration Department
This department consists of the front line office and other employees
who assist the head of the administration department. The front office
employees responsibility is to look after all other departments, the calls
coming into office to the various departments and attending the visitors. The
other administration departments employees have to look after the stationary
requirements from all the departments, maintenance of stock of stationary,
maintaining the photocopy and the printing section. The everyday needs to be
organized in the company are the responsibility of the administration is
responsible for every small necessity of the company.
Finance Department
Finance manager is the head of department. This department controls
the finance matters like payment of bill, salary, collection of bill and receipt,
bank transaction etc. This department deals with all the inflow and outflow
of cash in the organization. All the accounts of flow of cash and monthly and
yearly balance sheet and cash flow statement are being prepared by this
department. All the issues regarding monthly incomes, incentives, payroll,
pension and all other deduction like taxes are taken care of by them.
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By producing an accurate portrayal of the potential profits and costs of each
title, the finance department aids all departments in making the best financial
publishing decisions. The department is charged with the following tasks and
reporting procedures:
Forecasting, budgeting, and strategic planning for departments, titles, and
imprints.
Accurately projecting the companys financial performance.
Controlling costs through internal auditing and external research of
alternatives.
Developing business plans and models for growth of the company trend
analysis.
Marketing Department
The marketing department is responsible for creating, preparing and
establishing marketing strategies and policies for each title by coordinating
the efforts of publicity, promotion, advertising, online, and sales. The
marketing department performs the following functions:
Preparing all sales presentation materials: audio recordings, fact sheet
collation, and promotions
Creating and producing additional account-specific presentation materials
Creating pricing strategies
Researching and establishing relations with new markets
Planning and maintaining sales and marketing scheduled, including title
launch and planning meetings.
Measuring the effectiveness of strategies once completed.
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Human Resource Department
The human resources department works closely with all divisions and
departments to ensure the health and happiness of their employees through
benefits administration, rewards and recognition, facilitation of company- wide
events, and the recruitment of new employees. They also act as a liaison between
the employee and the recruitment of new employees. The company is working
towards institutionalizing a performance-oriented culture. The entire HR
systems e.g. recruitment, performance management system, reward &
recognition have been aligned with the business objectives. The company
attaches considerable importance to training and employee development with
focus on customer sensitivity, process and ISO training. Regular communication
channel is maintained with the employees through town halls, departmental
meets and such other forums. The fortnightly leadership meet is conducted to
keep the employees informed about the performance and strategic objectives
of the organization. An independent employee engagement survey is conducted
annually involving the entire organization. The survey results are shared with
the employees and action plan is worked out through consensus. The company
has aligned its employee policies with those of Travancore Cements Ltd to
ensure uniformity.
Production Department
Production department controls the production function, the production
manager analysis the customers demand with the help of merchandiser and
MD and decide the production quantity and style of production.
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Function of Production Department
The main function of the production is to produce the main product of
the company ie Dennis Morton
The production department controls and coordinates the production
process
The production department conducts research for new product
Verification of raw material stock statement and maintaining stock
Verification of production statements
1.2 PRODUCT PROFILE
The company is producing three types of products. They are,
White Portland Cement under the brand name VEMBANAD.
Cement paints under the brand name SUPER SHELSEM in 42 different
shades.
Wall putty under the brand name VEMBANAD.
Vembanad White Portaland Cement
It is the first place in Indian white cement market by its excellent quality
and its quality is at pas with that of the best available in the world market. As
compared to others brand it accounts for its superior whiteness and maintain
its quality by using lime shells instead of lime stone. The white cement is the
best suited for housing and construction of industries. Vembanad White
Cement is quickly drying, process high strength and superior aesthetic values.
Also it is good for floor finish, plaster and ornamental works. The
miscellaneous application of white cement are in swimming pools, where it
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replaces the use of glazed tiles with coloured shades under water, for moulding
sculptures and statues, for painting furnitures. It is also used for ready mixed
concrete and precast blocks and also fixing marbles and glazed tiles. Today
the company enjoys the highest 8042 e-1976 specification.
Special features
Lowest magnetic content and hence most durable white cement.
Brilliant whiteness.
High strength.
Super soundness.
Super finishing.
Excellent properties.
Ideal for manufacturing cement paints, mosaic tiles etc.
Applications
Pointing brick works.
Road marking.
Cast stone finish.
External rendering.
Mosaic tiles.
Terrazzo flooring.
Primary coat for cement paints.
Super Shelcem Cement Paint
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In 1977 TCL started manufacturing cement paints under the brand name
SHELCEM. It was rebranded as SUPER SHELCEM in 1986. Super
Shelcem is a unique technology formulation with the most durable
VEMBANAD white cement. It is an intimate mixture of Vembanad white
cement, water proofing fungicides, oxide extends, non fading oxide pigments
and hardening agents. Cement paint is water biased paint widely used for
painting buildings.
Unlike other cement paints, Super Shelcem doesnt require water curing
after first and second coat. Only initial wetting of the surface is necessary. This
makes it ideal for exteriors of multi storied buildings and sky scrapers. Also it is
ideal for interiors since, tedious curing after removing furniture can be avoided
which means saving of labour. Once a wall is painted with Super Shelcem , it
looks and stays good for years un affected by weather and fungal attack .
Super Shelcem carries ISI marks and the approval of Bureau of Indian
Standards, is E-1969. It is available in a wide range of colours of total 42
different shades in the market.
Special features
Capacity: Any previous deep shade made on the surface can be effectively
hidden with a single coat of Super Shelcem. The second coat completely
covers the dark patches and stains on the wall.
Coverage: Super Shelcem covers greater area than any other cement paint.
1Kg covers 100 sq feet for a single coat or 65 sq feet for two coats.
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Adhesion: Super Shelcem can be applied on a wide variety of surface
like cement plaster, concrete, brick work and plastered surface.
Drying: Super Shelcem dries very quickly. While other cements paints
requires 16 to 24 hours waiting time for applying the second coat, Super
Shelcem need only 3 to 6 hours after the first coat.
Production of Super Shelcem
The main raw material for the production of cement paint, i.e.; lime
shells is dredged from Vembanad Lake by the company themselves. Lime
Shell, rich white clay, white silica sand is used for the production of white
cement. The white cement is mixed with hydrated lime, colouring pigments,
and fine sand and water repellent compound in a separate mill to get the
cement paint of desired colour.A premium quality cement paint, always
consistent and of international standards.
Vembanad Wall Putty
Vembanad Wall Putty was introduced in the last year, i.e. in 2008. It is
dry powder putty with Vembanad White Cement as the base. By the low content
of MgO in Vembanad White Cement, the putty when applied on the cement
plastered wall and ceiling will ensure durability, extra coverage and smooth
finish. Vembanad Wall Putty can be applied on freshly plastered surface also.
Like other products of TCL, Vembanad Wall Putty is also excellent in quality.
Before applying wall putty, one or two coats of Vembanad White Cement is
recommended to be applied on the newly plastered wall.
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Special features
Quality tested Vembanad White cement is used for making wall putty.
Its production process goes through the strictest quality test.
It has a unique formulation.
It has more coverage than any other wall putty in the market.
Area of operation
The Travancore Cements Ltd, has regional area of operation. TCLs
Vembanad white cement is the best white cement available in the country.
TCL having its sales office at Kottayam and godowns at Bangalore,
Coimbatore, Culcutta and Delhi. For sales promotion C&F (commission
agents) are appointed at Madurai and Vijayawada. The regional office is
situated at Trivandrum.
TCL was exporting white cement to various Asian countries, but due
to the greater demand of the product in the country, it stopped exporting.
Ownership pattern
Travancore cements ltd is a public sector company. 51 percent of the
shares are owned by Kerala state government and the rest 49 percent are owned
by public.
Competitors information
Major Competitors of Super Shelcem
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Snowcem India Ltd.
Berger Paints India Ltd., Kolkata
Classic Paints, Vennala Cochin
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STATEMENT OF RESEARCH PROBLEM
The efficiency and productivity of the firm can be increased
considerably with right training methods. This is the reason why HR
department gives Training such a huge importance. So it is essential that we
conduct studies and experiment s to improvise our training methods.
The motive behind this study is to understand the effectiveness of training
and development programs on the employees of Travancore cements in
kottayam.
The training cannot be measured directly but the change in attitude
and behavior that occurs as a result of training. By studying and analyzing
the response of employees regarding training, we can make scientific
conclusions, which is the core idea of this study.
Problem Statement
The intention of this research is to analyze and evaluate the effectiveness
of training and development process in Travancore cements in kottayam.
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SCOPE OF THE STUDY
This study identifies the effectiness of the training progrmme for staffs
and identifies the factor which are to be changed and improve which makes
the organization to adopt a better method and thereby impore performance
and achieve its mission and vision effectively and efficiently. The responses
are taken for analysis to arrive at the findings and suggestions which can be
beneficial for the organization to increase the effectiveness of the training
programme
LIMITATIONS
The study was conducted at TCL., Kottayam. Therefore its findings may
not applicable to other industries or organizations.
The study has been conducted only to staff people. So findings may not
apply to any other employees.
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OBJECTIVES OF STUDY
Primary Objective
To study the effectiveness of training and development programs in
Srivirad Systems and Services, Chennai.
Secondary Objectives
To study the methods used in training the employees
To analyze whether the quality of training and satisfaction of
respondents related.
To analyze whether the employees are satisfied with their current
training methods.
To collect and analyze the views of the participants and superior on
the training.
To study the training program on the basis of relevance, implementation
and outcomes.
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RESEARCH METHODOLOGY
Research methodology is a way of systematically solving the research
problem. Research mentodoliogy deals with the research design used and
methods used to present the study.
RESEARCH DESIGN
A research design is a detailed blue print used to guide a reserch study
toward its objective. The process of designing a research study involves many
interrelated decisions. The most significant decision is the choice of research
approach, because it determines how the information will be obtained. The
choice of the reserach approach depends on the nature of the research that
one wants to do.
The research design adopted for the studey is Descriptive Research.
Descriptive method was adopted because it deals with description of the state
of affairs as if exists at present.
DATA COLLECTION METHOD:
Data are collected from primary and secondary data. The data collection
can be categorized into two types.
Primary Data
Secondary Data
Primary Data:
Primary data is the information that is collected or generated by the
researcher for the purpose of the research work and constitutes the principle
source of data. The primary data for the study was collected through a
questionnaire.
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Scondary Data:
Secondary data consists of information that has been collected by
somene other than the researchers. Researchers usually start investigation by
examining secondary data. Secondary data was collected from company
websites, magazines and web articles.
Method of Data Collection:
Primary data was collected from the employees of TCL., with the help
of the questionnaire.
Secondary data was collected form webistes and book refernces.
A pilot study was conducted based on which a few changes made in the
questionnaire.
Questionnaire Design:
Proper care has been taken to ensure that the information needs match
the objectives which in turn match the questionnaire. The basic cardinal rules
of questionnaire design, like using simple and clear words, the logical and
sequential arrangement of question has been taken.
SAMPLING TECHNIQUE:
A sample is a representation of a large whole. When some of the
elements are selected with the intention of finding out something about the
plpulation from which they are taken, that group of element is referred as a
sample, and the process of selection is called sampling.
Sampling unit:
The respondents are staffs of TCL Ltd., kottayam works.
Sample Size:
The sample size for the study is 100.
Sampling Method:
Convenient sampling is used in the study.
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CHAPTER 2
REVIEW OF LITERATURE
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REVIEW OF LITERATURE
Depending on the size, goals and nature of the organization,
trainers may be differ considerably in their responsibilities and in the methods
they use. Training methods also vary by whether the training is conducted
in a classroom setting. Most skill- training provides some combination of
hands-on instruction, demonstration, and practice at doing something and
usually is conducted in a classroom setting. Most skill-training provides
some combination of hands-on instruction, demonstration and practice at
doing something and usually conducted on a shop floor, studio or
library where trainees gain experience and confidence. Some on-the-job
training methods could apply equally to knowledge or skill training and
formal apprenticeship training programmers combine classroom training and
work experience. Increasingly, training programmers involve interactive
internet-based training modules that can be downloaded for either individual
or group instruction, for dissemination to a geographically dispersed class, or
to be coordinated with other multimedia programs. These technologies allow
partic ipants to take advantage to take advantage of distance learning
alternatives and to attend conferences and seminars through satellite or internet
communications hookups, or use other computer-aided instructional
technologies, such as those for the hearing-impair or sight-impaired.
TYPES OF TRAINING
There are many different types of job training, including on-the-job
training and computer-assisted training. Simulations are another popular
way for individuals to gain job training. Most popular are the following:
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1. INDUCTION TRAINING
Induction training is as important as it enables a new recruit to
become productive as quickly as possible. It can avoid costly mistakes by
recruits not knowing the procedures or techniques of their from job to job
and will depend on complexity of the job, the size of the business and the
level or position of the job within the business.
The following areas may be included in induction training
Learning about the duties of the jobs
Meeting new colleagues
Seeing the layout of the premises
Learning the values and aims of the business
Learning about the internal working and policies of the business
1. ON THE JOB TRAINING
On the job training (OJT) is job training that occurs in the work place.
The new employee learns the job while doing the job and while earning his or
her pay cheque. On the job training has many advantages, but it can also have
a few disadvantages if the OJT is not properly planned and executed.
This is the most common method of training. The trainee is placed on the
job and the manager or mentor shows the trainee how to do the job. To be
successful, the training should be done according to a structured programme that
uses task lists, job breakdown, and performance standards as a lesson plan.
Pros: The training can be made extremely specific to the employee
needs. It is highly practical and reality based, It also helps the employee
establish important relationships with his or her supervisor or mentor.
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Cons: Training is not standardized for employees. There is often a tendency
to have a person learn by doing the job, providing no real training.
a. Mentoring
A mentor can tutor in their learning. Mentors help employees solve problems
both through training them in skills and though modeling effective attitudes
and behaviors. This system is sometimes known as a buddy system.
Pros: It can take place before, during, or other shift. It gives the trainee
individual attention and immediate feedback. It also helps the trainee get
information regarding the business cultures and organization structure.
Cons: Training can be interrupted if the mentor on. If a properly trained
mentor is not chosen, the trainee can pick up bad habits
.b. Coaching
Coaching is the practicegiving sufficient direction, instruction and
training to a person or a group of people, so as to achieve some goals or even
in developing specific skills. Through coaching is a system of providing
trainee, the method of coaching differs the persons to person, aim or goals to
be attained, and the areas needed. Stills there are some common methods in
coaching. They are essential part of an effective coaching. These common
areas included:
Motivational speaking
Seminars
Workshops
Supervised practice
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Coaching method included both theoretical and practical session. Where
motivation speeches are done theoretically, working, seminars comes under
practical method. Hence the method of training is decided depending on the
need of trainee.
c. Job instruction training
Job Instruction Training (JIT) is a step-by-step, relatively simple
technique used to train employees on the job. It is especially suitable for
teaching used to train employees on the especially suitable for teaching manual
skills or producers; the trainer is usually an employees supervisor but can be
a co-worker. The JIT technique consist of a series of steps that a supervisor or
other instructor follows when teaching an employee to do something. Usually,
the steps consist of the following (1) get ready to instruct; (2) prepare the learns;
(3) present the learning; (4) try out leaner performance; and (5) follow up.
d. Role play
Role play is a simulation in which each participant is given a role to
play. Trainees are given with some information related to description of the
role, concerns, objectives, responsibilities, emotions, etc. then, a general
description of the situation, and the problem that each one of them face, is
given. For instances, situation could be strike inn factory, managing conflict,
two parties in conflict, scheduling vacation days, etc. once the participants
read their description, they act out their roles by interacting with one another.
e. Job rotation
This of training involves the movement of trainee from one job to
another. This helps to have a general understanding of how the general
understanding of how the generation functions. The purpose of job rotation
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is to provide is provide trainee with larger organizational perspective and a
greater understanding of different functional areas as well as a better sense of
their own career objectives and interests. Apart from relieving boredom, job
rotation allows to build rapport with a wider range of individuals within the
organization facilitating future cooperation among departments. The cross
trained personnel offer a great a mount of flexibility for organizations when
transfer, promotions or replacements become inevitable.
Merits
1) Improves participants job skill, job satisfaction.
2) Prices valuable opportunities to network within organization.
3) Offer faster promotions and higher salaries to quick learners.
4) Lateral transfers may be beneficial in rekindling enthusiasm and
Sdeveloping new talents.
Demerits
1) Increased workload for participants
2) Constant job change may produce stress and anxiety
3) Mere multiplication of duties doesnt enrich the life of trainee.
4) Development costs may shoot up when trainee, commit mistakes
handle tasks less optimally.
2. OFF THE JOB TRAINING
a. Lecture
A lecture is the method in which learners often most commonly
associate with college and secondary education. Yet, it also considered one of
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the least effective methods to use for adult learners. In this method, one person
(the trainer) does all of the talking. He or she may use handouts, visual aids,
question/answer, or poster to support the lecture. Communication is primarily
one-way: from the instructor to leaner.
Pros: Less time is needed for trainer to prepare tan other methods. It provides
a lot of information quickly when it is important that the trainees retain a lot
of details.
Cons: Does not actively involve trainees in training process. The trainees
forget much information if it is presented only orally.
b. Demonstration
Demonstration is very effective for basic skill training. The trainer
shows trainees how to do job. The trainer may provide an opportunity for
trainees to perfume the task being demonstrated.
Pros: This method emphasizes the trainee involvement. It engages
several senses: seeing, hearing, feeling, touching.
Cons: it requires a great deal of trainer preparation and planning. There
also needs to be an adequate spaces for the training to take place. If the trainer
is not skilled in the task being taught, poor work habits can learned by the
trainee.
c. Seminar
Seminar often combines several group methods: lectures, discussions,
conferences, demonstrations.
Pros: Group members are involved in the training. The trainer can use many
group methods as part of the seminar activity.
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Cons: Planning is time-consuming. The trainer must have skill in conducting
seminar. More time needed to conduct a seminar than is needed for many
other methods.
d. Conference
The conference method is a good problem-solving approach. A group
considers a specific problem or issue and they work to reach agreement on
statements or solutions.
Pros: there is a lot of trainee participation. The trainees build consensus
and the trainer can use several method (lecture, panel, seminar) to keep session
interesting.
Cons: It is difficult to control a group. Opinion generated at the
conference may differ from the managers ideas, causing conflict.
e. Case studies
A case study is description of real or imagined situation which contains
information that trainee can use to analyze what has occurred and why. The
trainees recommend solutions based on the content provided.
f. Simulations
Trainees participate in a reality-based, interactive activity where they
imitate actions required on the jobs. It is a useful technique for the skills
development. Simulation is the imitation of some real thing, state affairs, or
process. The act of simulation something generally entails representing certain
key characteristics or behaviors of a selected physical or abstract system.
Simulation can be used to show the eventual real effects of alternative
conditions and courses of action. Simulation is also used when the real system
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cannot be engaged, or it is being designed but not yet built, or it may simply
not exist.
Pros: Training becomes more reality-based, as trainees are actively
involved in the learning process. It directly applies to jobs performed after
training. Simulations involve yet another learning style, increasing the chances
that trainees will retain what they have learned.
Cons: Simulations are time-consuming. The trainer must be very skilled
make sure that trainees practice the skill correctly. Only perfect practice makes
perfect results.
g. Projects
Projects require the trainees to do something on the job which improves
the business as well as helps them learn about the topic of training. It might
involve participation on a team, the creation of database, or the forming of a
new process. The type of project will vary by the business and the skill level
of the trainee.
Pros: This is a good training activity for experienced employees.
Projects can be chosen which helps solve problems or otherwise improve the
operation. Trainees get first-hand experience in the topic of the training. Little
tine is needed to prepare the training experience.
Cons: Without proper introduction to the project and its purpose,
trainees may think they are doing somebody elses work. Also, if they do not
have an interest in the project or there is no immediate impact on their own
jobs, it will be difficult to obtain and maintain their interest.
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3. APPRENTICESHIP TRAINING
Most craft workers are trained through formal apprenticeship programe.
Apprentices are trainees who spend a prescribed amount of time working
with an experienced guide, coach or a trainer. Assistantship and internship
are similar to apprenticeship because they also demand high levels of
participation from the trainee. An internship is a kind of on the job training
with classroom instruction in trade, school, colleges, or universities. One
important disadvantage of the apprenticeship methods in the uniform period
of training offered to trainees. People have different abilities and learn varied
rates. Those who learn fast may quit the program in frustration. Slow learners
may need additional training time. Its also likely that in these days of rapid
changes in technology old skills may get outdated quickly. Trainees who spend
years learning specific skills may fin, completion their programmes the job
skills they acquired are no longer appropriate.
4. VESTIBULE TRAINING
A vestibule is a large entrance or reception room or area. Vestibule
Training is a term for the near-the-job training, as it offers access to something
new (learning). There are many advantages of vestibule training. The workers
are trained as if on the job, but it does not interfere with the more vital task of
production. Transfer of skill and knowledge of the workplace is not required
since the classroom is a model of the working environment. Classes are small
so that the learners receive immediate feedback and ask question more easily
than in a large classroom. Its main disadvantage is that is quite expensive as
it duplicates the production line and has a small learners to trainer ratio.
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5. REFRESHER TRAINING
Sometime known as remedial or continuing education training, refresher
training is a process aimed at providing individuals with the opportunity to
one the skill and talents they already use in the workplace. At times, the focus
of this type of remedial training has to do discard habits that have crept in
over time, effectively aiding the employee in regaining efficiency that has
been lost over time. In other cases refresher training allows the individual to
revisit some aspect of former training and be exposed to new methods or
technology that enhances his or her ability to perform.
Factory worker may receive remedial training that helps them to
abandon habits that slow them down on an assembly line and hamper their
productivity. There are even math refresher courses for individuals involved
in academic pursuits or research where the uses the use of mathematical
formulas is crucial to the success of the research, exposed to new methods or
technology that enhances his or her ability to perform at its best, refresher
training helps to increase the competency and knowledge base of the individual
participating in the training. In many cases, people who undergo this training
find themselves with an increased level of satisfaction in their work and their
ability to perform efficiency on the job. Since continuing and remedial training
tends to increase both productivity and builds self-confidence among
employee, many employers find the time and resources devoted to this type
of training effort to be well worth the effort.
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CHAPTER-3&4
DATA ANALYSISAND INTERPRETATION
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AGE GROUP NO. OF RESPONDENTSPERCENTAGE OF
RESPONDENTS
60 22 44
Total 50 100
Sources : Primary Data
Interpretation:-
Table 1 reveals that out of the 50 respondents, 46% are between 40-50
year, 44% belong to more than 50 years, 10% are between 30-40 years and no
one belongs to >30 years.
DATA ANALYSIS AND INTERPRETATION
TABLE - 1
AGE OF THE WORKERS
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FIGURE NO. 1
AGE OF THE WORKERS
0
5
10
15
20
25
30
35
40
45
50
60
0
10
4644
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GENDER NO. OF RESPONDENTSPERCENTAGE OF
RESPONDENTS
Male 40 80
Female 10 20
Total 50 100
Sources : Primary Data
Interpretation:-
Table 1 reveals that the genderwise classification of respondents reveals
that 80% are male and 20% are female
TABLE - 2
GENERAL WISE CLASSIFICATION OF THE WORKERS
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FIGURE NO. 2
AGE OF THE WORKERS
0
10
20
30
40
50
60
70
80
Male Female
80
20
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TABLE NO. - 3
WORK EXPERIENCE
AGE GROUP NO. OF RESPONDENTSPERCENTAGE OF
RESPONDENTS
30 8 16
Total 50 100
Sources : Primary Data
Interpretation:-
From the above table, it is clear that 70% of workers fall under the category
20-30 years experience in their work, 16% of the workers got more than 30 year
of experience, 14% fall under category of 10-20 years and no one belongs to less
than 10 years category.
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0
10
20
30
40
50
60
70
30
0
14
70
16
FIGURE NO. 3
WORK EXPERIENCE
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TABLE NO. 4
DIVISION WISE CLASSIFICATION OF WORKERS
DEPARTMENT NO. OF RESPONDENTSPERCENTAGE OF
RESPONDENTS
HR 3 6
SALES 6 12
MARKETING 6 12
PRODUCTION 35 70
Total 50 100
Sources : Primary Data
Interpretation:-
From the above table, it is clear that 70% of respondents belongs to
production department, 12% belongs to marketing, another 12% belongs to sales
and 6% belongs to HR department.
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0
10
20
30
40
50
60
70
HR Sales Marketing Production
6
12 12
70
FIGURE NO. 4
DIVISION WISE CLASSIFICATION OF WORKERS
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TABLE NO. 5
PARTICIPATION IN TRAINING PROGRAMMES IN PAST
THREE YEARS
DEPARTMENT NO. OF RESPONDENTSPERCENTAGE OF
RESPONDENTS
ONE 19 38
TWO 7 14
THREE 7 14
NONE 35 34
Total 50 100
Sources : Primary Data
Interpretation:-
Above table shows that 38% of respondents have participated once in
training programmes conducted during last three years, 14% of respondents have
participated twice and another 14% have participated thrice. 34% of respondents
have not yet particpated in any of the training programme for last three years.
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FIGURE NO. 5
PARTICPATION TRAINING PROGRAMME IN
PAST THREE YEARS
0
5
10
15
20
25
30
35
40
One Two Three None
38
14 14
34
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GENDER NO. OF RESPONDENTSPERCENTAGE OF
RESPONDENTS
Yes 15 30
No 35 70
Total 50 100
Sources : Primary Data
Interpretation:-
According to the above table, 70% feel that training conducted is not
based on identified needs and only 30% of respondent feel that the training
programmes conducted are based on identified training needs.
TABLE NO. 5
TABLE SHOWING WHETHER
TRAINING PROGRAMMES CONDUCTED ARE BASED ON
IDENTIFIED NEEDS
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FIGURE NO. 6
TABLE SHOWING WHETHER
TRAINING PROGRAMMES CONDUCTED ARE BASED ON
IDENTIFIED NEEDS
0
10
20
30
40
50
60
70
Yes No
30
70
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OPINION NO. OF RESPONDENTSPERCENTAGE OF
RESPONDENTS
Agree 25 50
Neither Agree
Nor disagree 7 14
Diagree 18 36
Total 50 100
Sources : Primary Data
Interpretation:-
From the above table it is clear that 50% of respondents agree to the
statement Training is of sufficient duration in the organization while 36% disagree,
14% agree nor disagree.
TABLE - 7
TRAINING IS OF SUFFICIENT DURATION IN THE
ORGANIZATION
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FIGURE NO. 7
TRAINING IS OF SUFFICIENT DURATION IN THE
ORGANIZATION
0
5
10
15
20
25
30
35
40
45
50
Agree Neither Agree nor
disagree
Diagree
50
14
36
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OPINION NO. OF RESPONDENTSPERCENTAGE OF
RESPONDENTS
High 15 30
Moderate 27 54
None 8 16
Total 50 100
Sources : Primary Data
Interpretation:-
The above table show Theoretical classes co-related to practical experience
by the worker, 54% of them open that they moderately agree and 30% high while
16% none.
TABLE - 8
EXTENT TO WHICH THEORATICAL CLASSES CO-RELATE
TO PRACTICAL EXPERIENCE
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FIGURE - 8
EXTENT TO WHICH THEORATICAL CLASSES CO-RELATE
TO PRACTICAL EXPERIENCE
0
10
20
30
40
50
60
High Moderate None
30
54
16
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TABLE NO. 9
OPINION ABOUT PREVAILING TRAINING METHOD
Motivation Level No. of RespondentsPercentage of
respondents
Highly Satisfied 3 6
Moderately 24 48
Satisfied 13 26
Dissatisfied 10 20
Total 50 100
Sources : Primary Data
Interpretation:-
From the above table, we can point out that 48% of respondents are
moderately satisfied about the company where as 26% are satisfied and 6% are
highly satisfied.
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FIGURE NO. 9
OPINION ABOUT PREVAILING TRAINING METHOD
0
5
10
15
20
25
30
35
40
45
50
Highly Satisfied Moderately Satisfied Dissatisfied
6
48
26
20
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TABLE NO. 10
TABLE SHOWING OPINION ON TRAINING IMPROVES
QUALITY OF PERFORMANCE
Motivation Level No. of RespondentsPercentage of
respondents
Help very Much 10 20
Helps to Some Extent 29 58
Satisfied 7 14
Dissatisfied 4 8
Total 50 100
Sources : Primary Data
Interpretation:-
It can be defined from following the abvoe table that, 58% of respondent
say that training programme helps to some extent in improving quality of
performance, 20% say that it helps very much, 14% say that it doesnt help and
8% cant say.
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FIGURE NO. 10
TABLE SHOWING OPINION ON TRAINING IMPROVES
QUALITY OF PERFORMANCE
0
10
20
30
40
50
60
Help very Much Helps to Some
Extent
Satisfied Dissatisfied
20
58
14
8
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OPINION NO. OF RESPONDENTSPERCENTAGE OF
RESPONDENTS
Agree 40 80
Disagree 7 14
Neither agree nor
disagree 3 6
Total 50 100
Sources : Primary Data
Interpretation:-
From the above table it is clear that 80% of respondents agree to the
statement training initiates team building while 14% disagree, 6% neither agree
nor disagree
TABLE - 11
TRAINING INITIATES TEAM BUILDING
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FIGURE - 11
TRAINING INITIATES TEAM BUILDING
0
10
20
30
40
50
60
70
80
Agree Disagree Neither agree nor
disagree
80
14
6
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OPINION NO. OF RESPONDENTSPERCENTAGE OF
RESPONDENTS
Agree 38 76
Disagree 10 20
Neither agree nor
disagree 2 4
Total 50 100
Sources : Primary Data
Interpretation:-
From the above table it is clear that 76% of respondents agree to the
statement training initiates team building while 20% disagree, 4% neither agree
nor disagree
TABLE - 12
TRAINING INITIATES TEAM BUILDING
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FIGURE - 12
TRAINING INITIATES TEAM BUILDING
0
10
20
30
40
50
60
70
80
Agree Disagree Neither agree nor
disagree
76
20
4
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OPINION NO. OF RESPONDENTSPERCENTAGE OF
RESPONDENTS
Agree 40 80
Disagree 3 6
Neither agree nor
disagree 7 14
Total 50 100
Sources : Primary Data
Interpretation:-
From the above table it is clear that 80% of respondents agree to the
statement training helps in eliminating fear in attempting taks whereas 6% neither
agree not disagree, 14% disagree
TABLE - 13
TRAINING HELPS IN ELIMINATING FEAR IN ATTEMPTING
TASKS
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84
FIGURE - 13
TRAINING HELPS IN ELIMINATING FEAR IN ATTEMPTING
TASKS
0
10
20
30
40
50
60
70
80
Agree Disagree Neither agree nor
disagree
80
6
14
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GENDER NO. OF RESPONDENTSPERCENTAGE OF
RESPONDENTS
Yes 15 84
No 35 16
Total 50 100
Sources : Primary Data
Interpretation:-
Above table shows that 84% of respondents agree to the statment training
helps to handle stress, tension, frustration and conflict, whereas 16%
TABLE NO.14
TRAINING HELPS TO HANDLE STRESS, TENSION,
FRUSTRATION AND CONFLICTS
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0
10
20
30
40
50
60
70
80
90
Yes No
84
16
FIGURE NO.14
TRAINING HELPS TO HANDLE STRESS, TENSION,
FRUSTRATION AND CONFLICTS
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OPINION NO. OF RESPONDENTSPERCENTAGE OF
RESPONDENTS
Agree 37 74
Disagree 3 6
Neither agree nor
disagree 10 20
Total 50 100
Sources : Primary Data
Interpretation:-
Table No. 15 reveals that 74% of respondents agree to the statment training
improves relationship between superior and subordinates, while 20% neither agree
nor disagree and 3% disagree.
TABLE - 15
TRAINING PROGRAMMES IMPROVES RELATIONSHIP
BETWEEN SUPERIOR AND SUBORDDINATES
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FIGURE - 15
TRAINING PROGRAMMES IMPROVES RELATIONSHIP
BETWEEN SUPERIOR AND SUBORDDINATES
0
10
20
30
40
50
6070
80
Agree Disagree Neither agree nor
disagree
74
6
20
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OPINION NO. OF RESPONDENTSPERCENTAGE OF
RESPONDENTS
Agree 44 88
Disagree 2 4
Neither agree nor
disagree 4 8
Total 50 100
Sources : Primary Data
Interpretation:-
From the above table, it is revealed that 88% of respondents agree to the
statement Training helps to work with less dependence and more efficiency while
4% disagree and 8% neither agree nor disagree.
TABLE - 16
TRAINING HELPS TO WORK WITH LESS DEPENDENCE
AND MORE EFFICICIENCES
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FIGURE - 16
TRAINING HELPS TO WORK WITH LESS DEPENDENCE
AND MORE EFFICICIENCES
0
10
20
30
40
50
60
70
80
90
Agree Disagree Neither agree nor
disagree
88
4 8
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OPINION NO. OF RESPONDENTSPERCENTAGE OF
RESPONDENTS
Agree 35 70
Disagree 2 10
Neither agree nor
disagree 4 20
Total 50 100
Sources : Primary Data
Interpretation:-
Above table shows that 70% of respondents agree to the statement training
helps to increase productivity and achieve maximum level of accomplishment,
whereas 10% disagree and 20% neither agree non disagree.
TABLE - 17
TRAINING HELPS TO INCREASE PRODUCTIVITY AND
ACHIEVE MAXIMUM LEVEL OF ACCOMPLISHMENT
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FIGURE - 17
STRAINING HELPS TO INCREASE PRODUCTIVITY AND
ACHIEVE MAXIMUM LEVEL OF ACCOMPLISHMENT
0
10
20
30
40
50
60
70
Agree Disagree Neither agree nor
disagree
70
10
20
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GENDER NO. OF RESPONDENTSPERCENTAGE OF
RESPONDENTS
Yes 45 90
No 5 10
Total 50 100
Sources :PrimaryData
Interpretation:-
From the above table it is clear tha t90% of respondents said that training
makes the organization a better place to work and live in, while 10% of respon-
dents not satisfied.
TABLE NO.18
TRAINING MAKES THE ORGANIZATION A BETTER PLACE
TO WORK AND LIVE IN
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0
10
20
30
40
50
60
70
80
90
Yes No
90
10
FIGURE NO.18
TRAINING MAKES THE ORGANIZATION A BETTER PLACE
TO WORK AND LIVE IN
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