I am student of MIT College Mandsaur (M.P.); I have completed my 45 days summer training, my project report topic is Effectiveness of Training and Development in Birla Corporation of India at BCW Chanderia (Raj.), and during of training time my college and faculty helps me every time when I faced problem.

So that I give thanks for my College and faculty.

RAKESH HADA (MBA II SEM.)

(MIT Mandsaur, Vikram University Ujjain)

A STUDY ON

“EFFECTIVENESS OF TRANING & DEVELOPMENT”AT

˝ BIRLA CEMENT WORKS, CHITTORGARH ˝

A Project ReportSubmitted in Partial Fulfillment of the requirements for the

award degree of“Master of Business Administration”

SUBMITTED TO SUBMITTED BY Mrs.S.K.Jain Rakesh hada [Deputy General Manager H.R.D] [M.B.A. II Sem.][B.C.W. CHITTORGARH] [SESSION 2009-2010]

BIRLA CORPORATION LIMITED UNIT: BIRLA CEMENT WORKS

MADAVNAGER, CHANDERIA, CHITTORGARH-312021 (Raj.)

Tel.: 01472-256601 to 256608, Fax: 01472-256609 E-Mail: admin@birlacement.com

TO WHOM IT MAY CONCERN

This is to certify that Mr. Rakesh Hada, student of MBA from

VikramUniversity, Ujjain (M.P.) has undertaken summer training in our organization from 15.5.2010 to 30.6.2010

During the above period she has successfully completed a project on “Effectiveness of Training & Development”.

She has shown keen interest in learning and knowing the practical aspects of the subject. Her performance and conduct during the training was found to be Excellent.

We wish her all the success in future.

(Dr. S.K. JAIN)

Dy. General Manager (HRD)

REGISTERED & PRINCIPAL OFFICE: Birla Building,9/1,R.N.Mukharjee Road, Kolkata – 700 001

PREFACE

Industrial Training helps a lot in inoculating good work culture. It provides Linkage Between the student and the industry in order to develop the awareness of industrial approach to problem solving based on understanding of plant, process, product and mode of operations of industrial organization.

During this project I studied Training & Development of Birla cement Works This study is based on Training & Development programmed of Birla Cement Works.

Training Implies learning the basic skills & knowledge required for a particular job. On the other hand, development involves the growth of the individual in all respects. In Training, non managerial employees the primary focus is on imparting manual skills, technical procedure and routine methods. But managers require generalized conceptual skills. Training is job-Centered where as development is career bound. Management development aims at increasing the capacity for further task of greater difficulty. Therefore, The Contents and techniques of employee training may be differing from that management development. Development is more akin to education then to training. It involves developing the whole person physically, mentally & socially. The purpose of training is to improve the current performance.

It is a continuous process because a person never stops learning. Training is thus, a process of increasing the knowledge & skills of employee for doing a particular job. The objective of training is to achieve a change in the behavior of those trained.

RAKESH HADA (MBA II Ed SEM.)

(MIT College mandsaur, Vikram University Ujjain)

DECLARATION

I, undersigned Mr. Rakesh hada, hereby declare that the project report entitled “Effectiveness of Training and development” under the guidance of Mr. Tapesh duby (faculty) and Mr. R.k.tripathi (assistant hr of BCW). Submitted in partial fulfillment of the requirements for the award of the degree of Master of Business Administration at VikramUniversity Ujjain, (M.P.) is my original work –

Research study – Carried out during 15.5.2010 to 30.6.2010 and not submitted for the award of any other degree/diploma/fellowship or other similar titles or prizes to any other Institution/organization or university by any other person.

Place: Chittorgarh SignatureDate: 30-06-2010 (Rakesh hada)

ACKNOWLEDGEMENT

This summer training project report is a result of efforts, time and skills contributed by a number of people; I would like to take this opportunity to thanks all of those who have worked towards successful completion of this project report.

First of all I would like to thank ‘GOD’ without whose blessings the project could never be completed. I would like to thanks Dr.S.K.JAIN (Department Head, Birla Cement Works at Chittorgarh) and Mr. Tapesh Duby (faculty of MIT College) who provided me the opportunity to work on this project.

My sincere gratitude is also due for my Mr. R.K. TRIPATHI (Co-coordinators, Training & Development and assistant manager) for their excellent cooperation and support.

I am also thankful to safety department for giving me valuable information necessary to be take care of while visiting the plant.

My special thanks to all my friends and the entire respondent for their kind co-operation. Thanks you all for your vision, caring, commitment and your heartfelt actions.

RAKESH HADA (MBA II SEM.)

(MIT College mandsaur, Vikram University Ujjain)

EXECUTIVE SUMMARY

“A Study on effectiveness of training and development of Employee at BCW”

The cement industry presents one of the most energy-intensive sectors within the Indian economy and is therefore of particular interest in the context of both local and global environmental discussions. Increases in productivity through sector objectives.

CHAPTER-1 The first chapter is introduction which gives a brief description of BCW Chittorgarh. The history of the company and the details of product (cement) being manufactured there it also explains the process of manufacturing cement and the current scenario of Indian cement industry.

CHAPTER-2 The second chapter is conceptual framework. It explains the basic objective & purpose of training important & methods of training & development and need for rational training. It also gives a clear insight of training & development practices followed by BCW to improve the performance of its employees.

CHAPTER-3 In this chapter I define what the main purpose of my research project is? I include some of the point like – research design, data collection method, data sources, sample area, and sample size, sample unit, type of questionnaire, research instrument and statistical tools which are used in the project report.

CHAPTER- 4 In this chapter I analyze the data by the statistical tools like-graphical presentation, pie charts and bar diagram. In each question I give the interpretation for over all questions. Again I give the suggestion and conclusion.

CH.NO.

PARTICULARS

1. INTRODUCTION OF BIRLA COROPORATION

2. Company profile

3. Board of Directors

4. Logo of Company

5. Vision and Mission ,

6. Objectives & Obligation

7. Corporate Social Responsibility

8. Awards & Achievements ,Subsidiaries of Company

9. Plants of Cement Production

10. COMMODITY (CEMENT) PROFILE

11. Cement

12. Types of cement , Standard Requirement of Raw Material

13. Introduction of Cement Industries

14. Current Scenario, Top ten cement Companies

15. Scenario of Demand and Supply

16. Manufacturing Process of Cement

17. Department and Heads of Department

18. Conclusion Bibliography , SWOT ANALYSIS

19. Suggestion

20. Questionnaire

Introduction of Birla Corporation

History of the company

The company was founded by Late Shri G.D.Birla and was incorporated on 25th August 1919, in the name and style of The Birla Jute Manufacturing Company Limited. A man of vision and enterprise, he set up the first Indian –Owned Jute Mill near Kolkata which marked not only the birth of the company but also the beginning of the Birla Industrial Group in India. The company grew steadily under his guidance in the earlier years. Thereafter Shri M.P.Birla took over the reins of the company and he helped transform it from a jute mill to a leading multi-product, multi-location corporate with widespread activities.

Today, the product range includes cement, jute goods, linoleum floor covering, auto trims and steel castings. After the demise of Shri M.P.Birla in 1990, Smt.Priyamvada Birla took over as the Chairman of the company and under her Chairmanship; company crossed the Rs.1, 000 cores plus turnover mark. After the demise of Smt.Priyamvada Birla on 3rd July 2004, Shri R.S.lodha took over as the chairman of the company and under his Chairmanship, company has attained newHeights. The name of the company was changed to Birla Corporation Limited with effect from 27th October, 1988 to establish the size, image and conglomerate character of the company.

Credit Rating of the Company

Credit Analysis and Research Limited ( CARE ) has assigned “CARE AA” rating for the company long and medium term facilities of more than one year tenure and PR 1 + ( PR one plus ) rating for short term bank facilities , aggregating Rs.500 cores. Further, the rating Committee of CARE has re-affirmed PR 1 + rating and CARE AA rating for short term debt and the proposed long term borrowing program me of the company.

Company Profile

Birla Corporation Limited is the flagship Company of the M.P. Birla Group. Incorporated as Birla Jute Manufacturing Company Limited in 1919, it was Late Mr. Madhav Prasad Birla who gave shape to it. As

Chairman of the Company,

Mr. M.P.Birla

Mr. Madhav Prasad Birla transformed it from a manufacturer of jute goods to a leading multi-product corporation with widespread activities.

Mrs. Priyamvada Birla

After the demise of Mrs. Priyamvada Birla, the Company continued to consolidate in terms of profitability, competitiveness and growth under the leadership of Mr. Rajendra S. Lodha, late Chairman of the M.P. Birla Group. Under his leadership, the Company posted its best ever results in the years ended 31.3.2006, 31.3.2007 and 31.3.2008.The Company continued to record impressive growth in 2008-09 and 2009-10, under the chairmanship of Mr. H.V. Lodha.

Birla Corporation Limited has products ranging from cement to jute goods, PVC floor covering, as well as auto trims (jute felt-based car interiors). Installed Capacity and Production

Product Installed Capacity (2009-10) Production (2009-10)

Cement 6.07 Mill. Tons. 5.69 Mill. Tons

Jute Goods 38000 M T 27,300 MT

VC Floor

Covering 48.60 lakh sq. mtrs 1.09 lakh sq. mtrs.

Auto Trim

Parts 7.80 lakh Pcs 0.64 lakh Pcs

Iron & Steel

Casting 3,750 tons 1,078 tons

MANAGEMENT

The day- to- day management of the company is being looked after by the Chief Executive Officer, Shri B.R.Nahar who is assisted by a team of highly qualified professional persons.

Former Chairman ED & CEO

Late Shri R.S. Lodha Shri B.R.Nahar

Board of Directors-

Shri N.K. Kejriwal

Shri Vikram Swarup

Smt Nadine Nopany

Shri Anand Bordia

Shri Harsh V. Lodha

Shri B.B. Tendon

Shri Pracheta Majumdar

Shri D.N.Ghosh

“LOGO OF BIRLA CORPORATION LIMITED”

The corporate symbol concentric circles around a triangle represent this very multi-dimensional

nature. The apex of the triangle is a visual representation of the force that drives the entire corporation – the unifying force in search of excellence. The various sub – business units are diverse in interest & operation. But they are held together by this centripetal drive. The circles represent the inspiration to explore new frontiers of growth.

MISSION & VISION

Mission:

To achieve international standards of excellence in all aspect of division and diversified business with focus on customer delight through value of product, Services, cost and reduction.

To maximize creation for wealth and satisfaction for the stakeholder.

To foster a culture of participation and innovation of employee growth and contribution.

To cultivate high standards of business ethics and total Quality Management.

To provide technology and service through sustained research and development.

To attain leadership in developing, adopting and assimilating state-of-art technology for competitive advantage.

Offered full opportunities and challenges to develop individually enabling career growth.

Encouraged to acquire knowledge to meet the challenges of new technologies and business needs in the changing scenario.

Educated and guided to inculcate and practice right values as are nurtured by the organization.

Vision:

A major diversified, transnational, integrated company with leadership and a strong environment conscience playing a national role in cement, Jute, Auto trim, Linoleum and public distribution.

OBJECTIVES

The objective of the research is to get a better understanding of the overall work and workers problem, and Training and Development is important or not, for better production, reduces wastage, self motivated.

Some Question related Training and development in my mind so I want answered that Question.

HRD works?What procedure of providing training?Worker are interested or not for training?How provide training?Who take training lecture? (Internal or external teacher)

And so many other thinks related with HRD, it’s my project report objective .and I focus this points in my project (training and development).

Corporate Social Responsibilities

Educational Activities:-

South Point School, Kolkata, West Bengal M.P. Birla Foundation Higher Secondary School, Kolkata, West

Bengal M.P. Birla Shiksha Bhawan, Allahabad, Uttar Pradesh M.P. Birla Industrial Training Institute, Rewa, Madhya Pradesh Birlapur Vidyalaya, West Bengal Birla Vikas Vidyalaya, Satna, Madhya Pradesh School at Chittorgarh, Rajasthan Sarada Kanya Vidyapith, Barrackpore, West Bengal M.P. Birla Foundation Veda Sanskrit Pathshala, Bangalore,

Karnataka

Medical Activities:-

Bombay Hospital, Mumbai, Maharashtra Belle Vue Clinic, Kolkata, West Bengal

M.P. Birla Medical Research Centre at Birlapur, West Bengal and Satna, Madhya Pradesh

Birla Vikas Hospital, Satna, Madhya Pradesh Birlapur Hospital, Birlapur, West Bengal Dispensary at Allahabad, Uttar Pradesh Hindustan Medical Institution at Barrackpore, West Bengal

Other Philanthropic Activities:-

M.P. Birla Planetarium, Kolkata, West Bengal Express Dairy, Behala, Kolkata, West Bengal Joka Agricultural & Horticultural Society, Joka, West Bengal

SOCIAL SERVICES:-

Water Facilities in Satna & Chanderia. Roads in Chanderia. Cleanness Campaign with Zilla Parishad in Chanderia

International Forbes magazine has selected” Birla corporation limited” one of the India’s 20 best under billion $ companies.

CEMENT DIVISION:-

Cement is the primary product of the company and accounts for around 90% of the turnover of the company. The company has seven cement plants at four locations, namely, Satna Cement Works (SCW) and Birla Vikas Cement (BVC) at Satna (Madhya Pradesh), Chanderia Cement Works ( CCW ) and Birla Cement Works (BCW ) at Chanderia ( Rajasthan ), Durgapur Cement Works ( DCW ) and Durga Hi-tech Cement ( DHC ) at Durgapur ( West Bengal ) and Cement Grinding UnitAt Raebareli (Uttar Pradesh). The present installed capacity of cement is 58.80 lace metric tons per annum. Location wise details are given here under:-

Location of Cement Plants in India

State Town Units

Madhya Pradesh Satna Satna Cement WorksBirla Vikas Cement

Rajasthan Chanderia

Birla Cement worksChanderia Cement Works

West Bengal Durgapur Durgapur Cement worksDurga Hi-tech Cement

Uttar Pradesh Raebareli Raebareli Grinding Unit

CAPACITY: 5.78 Mill. Tons

State Town Unit Capacity (Mill. Tons)

Madhya Pradesh

Satna 1.55

Rajasthan Chanderia

2.00

West Bengal Durgapur

1.60

Uttar Pradesh Raebareli

0.63

General Performance of company

Cement division of the company performed well during the year with higher capacity utilization, increased volumes & improved profitability. During the year all the plants operated satisfactorily.

In marketing zone cement production increased from 36.25 million tons to 41.44 million tons (up to Jan. 10), registering a growth of 14.32%. the cement consumption also increased from 36.15 million tons to 40.94 million tones registering 13.25% growth. Company market share is 4.69%.

Company achieved production in current year of 23.64 lace tones from 24.17 lace tones in previous year, due to shut down of CCW kiln for modification work from second week of Feb.09 to mid May.09, registering negative growth of 2.19%. Cement dispatches also decreased from 24.21 lace tones (previous year) to 23.63 lace tones. Capacity utilization had been 118%. Production of Birla Cement Sam rat has also decreased to 18.16 lace tones from 18.92 lace tones registering negative growth of 4.01%. Sam rat production is 77% of total production.

Price Trend

The market rates shown upward trends of Rs. 8/- to Rs. 10/-per bag from Apr.09 to Sep.09, after which the market has shown downward price trend and market rates were decreased by Rs. 13/- to Rs. 15/- per bag during Oct.09 to Jan.10. The demand was also low during this period & again from the Feb.10, the market rates have increased by Rs. 8/- to Rs. 10/- per bag due to increase in Excise duty and Diesel rates in the union budget, but in U.P. the market price were at peak during the month of mar.10 and increased up to Rs. 15/- to Rs. 20/- per bag, as compared to April 09. The overall market rates remained almost at the same level of April 09.

Outlook for 2010-2011

The industry is likely to maintain its growth momentum and continues growing in the range of 10% to 12% in production / consumption in long term. Government initiatives in the infrastructure projects, Housing sector by maintaining interest rates of loan, Road construction projects, upcoming Commonwealth games and NAREGA works are likely to be the main drivers of growth for the industry.

The capacity addition during the financial year 2009-10 was 23.18 million tones and capacity is expected to rise to 30.0 million tons by 2011.

Cement Production and Dispatches

During February 2010, cement production was 13.53 million tones, registering a growth of 6.54% as compared to 12.70 million tons in February 2009.

Cement dispatches were 13.35 million tons in February 2010, showing a growth of 4.95% as compared to 12.72 million tons in February 2009.

Cement / Clinker Export

During February 2010, cement export was 0.14 million tones showing a decline of 33.33% as compared to 0.21 million tons in February 2009. Clinker export also showed a decline of 13.64% in February 2010 (0.19 Mn. T. from 0.22 Mn. T. in February 2009).

JUTE DIVISION

The company’s jute division has two jute units, one at Birlapur, Budge and the other at Narkeldanga, Kolkata. The combined installed capacity of jute unit is 14,000 spindles in the fine side and 2,160 spindles in the coarse side. The company has a wide market for its products both in local and international market. Almost 45% of its products are exported to various European countries, USA, Japan and Middle East. Value added product such Lino Hessian, carpet backing, specialty fabrics, matting, continues to be in high demand. For hydrocarbon free bags, the foreign market popularly refers the company’s bags as “Birla Safe Bags”. The products are highly rated in the industry by way of quality and are classified as premium quality.

AUTO TRIM DIVISION

Auto Trim Division was established in the year 1995. The production for the year was 139173 pcs. As compared to 233379 pcs. In the previous year. The units are located at Birlapur (West Bengal), Gurgaon (Haryana), and Chakan near Pune (Maharashtra). The division has also obtained One-Step Technology from Italy Utilizing energy efficient recyclable polypropylene wood material. The major customers are Maruti Udyog Ltd., Hindustan Motors and Mahindra & Mahindra Ltd.

VINOLEUM DIVISION

The Vinoleum division was established in the year 1989. The production for the year was 5.08 lace sq. meters. As compared to 5.26 lace sq. meters. In the previous year. The products are marked under the brand name “ Birla Vinoleum “ and PVC floor covering for institutional application is marked in the brand name of “ Super Corporate “.

STEEL CASTING

The company also has a facility for manufacture of steel castings at Satna with an installed capacity of 3,750 tons of iron and steel castings. The production for the year was 1235 tones as compared to 1301 tons in the previous year.

PLANTS OF CEMENT PRODUCTION

Satna Plants:

Total capacity: 15, 50,000 tones:

RAEBARELI PLANTS

Chanderia Plants:

Total capacity: 20, 00,000 tones.

Durgapur Plant:

A new cement plant is established in Durgapur, which is Durgapur High-tech cement. This plant has the capacity of 10, 00,000 tones of cement production.Thus total production capacity at Durgapur is 16, 00,000 tones per year.

BIRLA CEMENT & CHANDERIYA CEMENT WORKS, CHITTORGARH -

BCW was commissioned in Feb. 1967, the first dry process plant with two stage suspension pre- heating technology in the country. Chief Minister of Rajasthan, Late Shri M.L.Sukhadia in the year 1962, laid the foundation stone of Birla cement and the plant started functioning in the year1967. Its initial capacity of 2 lakes tones was increased to 4 lakes tones in 1992.in a major modernization drive, the two stages pre-heater was converted into 5- stage pre-heater, and a modern computerized system was installed.

With a new technologies and environment friendly atmosphere, manufacturing cement, Birla corporation Ltd., installed a new plant in the year 1986 called as “CHITTORGARH CEMENT WORKS”. CCW is equipped with state-of-the-art equipments like five stage per heater, in link clinker, HOT ESP etc were commissioned in 1986. A central computerized control system with X- Ray analyzer and other sophisticated quality control systems have been provided to ensure the best quality cement production. Technological up-gradation being an ongoing policy of the company, this unit was also modernized and its production capacity increased from 5 lakes per annum to 8 lakes per annum to, thereby raising the total production capacity at Chittorgarh to 14 lakes tones per annum BCW was the 1st cement plant in the country to install electrostatics precipitators (EPS’s) in order to control the dust emission. To further improving the efficiency of EPS’s gas- conditioning towers have been installed and bag dust collectors have also been provided at all material transfer point in the both units. Today as many as 11EPS’s and 57 bag dust collectors are functioning efficiently to control and maintain the emission levels well below the air pollution control act. Recently An “WNVIROCARE MICROMIST” water spray system imported from USA has been installed in both the kilns of B.C.W. and C.C.W. Ours is probably the 1st plant in the country to have such sophisticated equipment and “state-of-the-art technology” .India’s 1st “HOTPULSE” ESP was installed in C.C.W in view of the perennial water shortage in the area .Apart from these, measures like water spraying tree plantation and covered storage are undertaken to keep the

atmosphere clean. We also have a “dry coal beneficiation plant”. Its beneficiated high calorific vale is used in the kiln, which enables efficient burning control consistent kiln operation and higher productivity. Utilized in fluidized bed combustion boilers of captive. Thermal power plants.

BIRLA CEMENT MARKETS IN INDIA

CEMENT MAPS OF INDIA

COMMODITY PROFILECement: - Cement is often confused with concrete. Cement is finely ground, usually gray colored mineral powder, when mixed with water ,cement acts as glue to bind together the sand, gravel and crushed stone to form concrete ,the most widely used in construction material in the world.

Cement is a binding material. Cement is one of the cheapest, readily available, strong and long life materials. The weathering effect on cement is very low, for the manufacturing of the Cement the basic raw material is limestone (calcium carbonate). The limestone should have at least 80% purity. The purest form of limestone is Marble.

“Cement can be defined as a substance which binds together solid bodies by hardening from a semi liquid state.”

Types of cement

The Plants manufacture varieties of cement, including Ordinary Portland Cement (OPC), 43 &53 grades, fly ash-based Portland Puzzling Cement (PPC), Portland Slag Cement (PSC) and low – alkali Portland cement. Recently, the company has started producing Soleplate Resistant cement (SRC) and it has been well accepted in the market.

The Cement is marketed under the brand names of Birla Cement SAMART, Birla Cement KHAJURAHO, Birla CHETAK, Birla Cement and Birla Premium cement, bringing the product under the common brand of Birla Cement while retaining the niche identity of SAMART for blended cement, i.e. PPC & PSC, for all the units, KHAJURAHO (for the OPC product of Satna) and CHETAK (for the OPC product of Chanderia).

The Division exports large quantities of cement to Nepal, under the brand names of SAMART and KHAJURAHO. BIRLA CEMENT SAMRAT is ideal for mass concrete RCC/ pre stressed/recast structures (for reduced thermal crack), increased water tightness of concrete, increased resistance to soleplate soils and aggressive water, increased resistance to alkali aggregate reaction, besidesCorrosion and resistance properties.

BIRLA CEMENT WORKS & CHANDERIA PRODUCTION

1. Cement (MILL. Ton.)

S.No

Particulars Feb-2010

Jan-2010

Feb-2010

2009-2010

2006-2007

1. Production 13.53

14.57

12.70

144.22

128.22

2. Dispatches (Including Exports)

13.35

14.52

12.72

143.31

127.79

3. Export 0.14 0.18 0.21 1.47 2.02

4. Closing Stock 1.38 1.26 0.96 --------- ---------

5. Capacity Utilization (%)

82 89 90 84 85

2. Clinker (Mill. Ton.)

S.No

Particular Feb-10

Jan-10

Feb-09

2009-2010

2008-2009

1. Production 10.36 11.33 9.16 115.76 101.99

2. Sales 0.43 0.53 0.39 4.68 3.02

3. Export 0.19 0.36 0.22 2.83 2.58

4. Closing Stock

6.47 6.71 5.01 ---------- ----------

5. Transfer 1.64 1.69 1.32 15.24 12.07

GROWTH IN CEMENT PRODUCTION 2009-2010/2008-2009(Apr-Feb.)

This Graphical representation shows that overall growth in cement production in India is 12% in. but if we are distributing in different region then it shows 18%,15%,8%,9%,18% to North, East, South, West, Centre respectively. In North, highest growth is 18% and least growth in south region which is only 8%.

Portland cement

Portland cement is a type of cement, not a brand name. Many

cement manufacturer make Portland cement.

Portland cement, the basic ingredient of cement, is a closely

controlled chemical combination of calcium, silicon, iron and small

amount of other ingredient to which gypsum is added in the final

grinding to regulate the setting time of concrete.

It is a finely ground powder produced by grinding clinker (more than 90%), about a maximum of 5% gypsum which control the set time and up to 5% minor constituents (as allowed by various standards)

• All type of R.C.C. work for residential & commercial buildings.• Heavy foundation, dams, canals, mass concretes.• Brick walls, stonewalls, plastering, floorings & finishing.• Culverts, drainage, swimming pools.• Water storage tanks, basements.• Marine works.• Flyovers, bridges etc.• Retaining walls, underground & overhead tanks.

This Graphical representation shows that overall growth in cement consumption in India is 14%. But if we are distributing in different region then it shows 13%, 24%, 5%, 14%, and 24% to North, East, South, West, and Centre respectively. In East side of country is highest growth in consumption which is 24%.

REGIONWISE CEMENT PRODUCTION 2010-09/2009-08 (Apr- Mar)

This graphical representation shows that center region of the country which is highest production 18%.REGIONWISE CEMENT CONSUMPTION 2010-09/2009-08 (Apr- Mar)

This graphical representation shows that East region of the country which is highest consumption 30%.

CAPACITYWISE TOP TEN PLAYERS FOR YEAR 2009-2010 (Figures in Million. Tones)

S.No

Company Capacity

1. HOLCIM/ACC/AMBUJA 38.21

2. GRASIM /ULTRATECH CEMENT 36.25

3. JAYPEE GROUP 9.93

4. THE INDIAN CEMENT LTD 9.64

5. SHREE CEMENT 9.10

6. CENTURY TEXTILES & INDUSTRIES LTD 7.86

7. BIRLA CORPORATION LTD 5.78

8. MADRAS CEMENT LTD 5.47

9. LAFARGE INDIA PRIVATE LTD 5.15

10. J.K. CEMENT 4.30

With an installed capacity of around 157 million tons per annum (mtpa) at end-March 2006, large cement plants accounted for 93% of the total installed capacity in India. The installed capacity is distributed over across approximately 129 large cement plants owned by around 54 companies.The structure of the industry is fragmented, although, the concentration at the top is increasing.The fragmented structure is a result of the low entry barriers in the post decontrol period and the ready availability of technology. However, cement plants are capital intensive and require a capital investment of over Rs. 3,500 per tone of cement, which translates into an investment of Rs. 3,500 million for a 1 mtpa plant.

Salient Features:-

1. First dry process plant in Asia.2. Latest recliner technology.3. Microprocessor aided central controlled system for plant

operation.4. Analogue processing with programmable logic system fuzzy

logic.5. Quality control system with X – Ray analyzer online

connection control.6. Online T.V. cameras for observing kiln inside burning

condition at Central Control Room.7. Knox analyses for monitoring burning efficiency.8. Computer aided maintenance mgnt, store mgnt, sales and

account mgnt.Manpower:-Sr. No. Category No. of Employee

1. Staff 596

2. Workers BCW 716

3. Workers CCW 451

4. Workers Mines 149

COMPETITORS

Vikram cementAmbuja cementJk NimbahedaBinani cement Shree cement

SCENARIO OF DEMAND AND SUPPLY

Date Production(% Change)

Consumption(% Change)

Capacity Utilization (%)

Excess Supply (%)

Jan-08 5.2 10.8 102.4` 1.0Feb-08

0.9 5.4 101.2 0.1

Mar-08

11.2 0.3 104.1 1.8

Apr-08 8.3 10.7 91.9 1.1May-08

0.9 9.8 89.1 0.4

Jun-08 1.5 2.0 86.5 0.2Jul-08 0.1 1.3 86.4 0.0Aug-08

10.2 2.5 77.3 1.1

Sep-08

5.6 9.5 81.6 1.0

Oct-08 6.2 4.9 86.3 1.2Nov-08

2.9 3.1 83.3 0.4

Dec-08

10.3 0.9 91.7 1.7

Jan-09 2.0 11.0 93.4 0.5

The table above highlights the fact that consumption of cement has not taken back seat and Industry is growing and has been operating at the near equilibrium levels. Supply has fallen short only for last monsoon which is usually a slack period for this industry. It is clearly can be noted from the above data the production in Jan (08) 5.2% and in Dec (08) production increased to 10.3 % and consumption in Jan (08) 10.8% and in Dec (08) 0.9%

and in Jan (09) increased to 11.0% and the supplies in Jan (09) become 0.5% in excess which is a indicator that cement industry has a significant growth over the year.

The demand drivers for the cement sector continue to be housing, infrastructure and commercial construction, etc. We expect the proportion of infrastructure in total demand to improve further in future, as the thrust on infrastructure development is on the rise. During April-November 2007, cement demand grew by 10 per cent year-on-year (y-o-y) propelled by the growth witnessed in end user segments such as housing, infrastructure etc. CRISIL Research expects demand toRemain strong and grow by over 12 per cent in the next 2 years.

Cement demand is expected to outstrip supply for the next year and a half as no major capacities are coming on-stream, thus providing enough flexibility to cement manufacturers to further hike the prices.

PROCESS FLOW DIAGRAM:

Manufacturing Process:

Mining- Limestone is extracted from own mines, which are situated approx. 4 km. away from plant. The mining of limestone is done in such a way so as to get 78% to 82% pure limestone.

MININGMINING

CEMENT STORAGE

CEMENT STORAGE

CRUSHINGCRUSHINGLIMESTONE

TRANSPORTATION

TRA

LIMESTONE

TRANSPORTATION

TRA

LIMESTONE

STOCK PILE

LIMESTONE

STOCK PILE

RAW

GRINDING

RAW

GRINDING

PYRO

PROCESSING

PYRO

PROCESSING

CEMENT GRINDING

CEMENT GRINDING

FUEL

GRINDING

FUEL

GRINDING

CEMENT

PACKING

CEMENT

PACKING

Crushing- The extracted limestone is then transported to Jai crusher by dumpers. The limestone is crushed into small pieces of approx. 16 to 25 mm. sizes.

Grinding- The crushed limestone along with latrine is feed into the Raw Mill for grinding. The ground material is called Raw Meal. It is than sent to the CF Silo.

Blending- In the silo the Raw Material is blended to make the mixture uniform. From here the material is sent to the presenters.

Burning- In presenters, the mixture is heated at various temperatures at various stages. This preheated material is now fed into the kiln where it is heated at the temperature of 1400-1500 degree where calcinations take place. Coal is used in the kiln to maintain the temperature and finally clinker emerge out of it. This clinker is through a conveyor into a storage Silo from where it taken out through vibratory feeders & fed into the open circuit cement grinding mill hoppers.

Grinding- The grinding of clinker with gypsum is done cement mill. It is basically have where the grade of cement is controlled gypsum is added to increase the setting time of the cement. Then cement is than stored for some time.

Storage & Packing- The cement is than conveyed to different cement storage soils according to their grades & from silos it is packed in pp bags by using electronic packing machines.

Methods of cement storage-

1. All windows & doors and weather & Moisture must not affect to the cement.

2. Distance of stacking bags should be 1 foot from wall & 2 feet from ceiling.

3. In one stacking put only max. 15 cement bags.4. Use of cement bags FIFO system.5. Put the cement bags on wooden-plates & than cover by the

plastic-sheet.

Storage of cement

Storage Time Compressive Strength

Fresh 100%

3 Month 80%

6 Month 72%

12 Month 60%

24 Month 46%

Quality cheek points During MFG Process

PRODUCTS OF BCW & CCW

Department and Heads of DepartmentThe company has 21 departments in the organization for well directing the organization and to achieve the goals and mission for the company.

HEAD OF DEPARTMENT

Name of the Department Head of the Department

HRD Dr.S.K.Jain

Gen Administration Mr.Anil Sharma

Accounts Mr.M.M.Jagetiya

Information System Mr.Bhupesh Sharma

Purchase Mr. P.Ghosh

Legal Mr.Umesh Pareek

Personal & Welfare Mr.N.K.Singhee

Security Mr. Lt.Col.Jai Raj

Mines Mr.S.R.Sharma

Stores Mr.R.A. Gnaneeswaran

Building Mr.P.K.Saboo

Environment Mr.M.S.Murgan

Safety Mr.Sanjay Rathi

Time Office Mr.P.K. Ghosh

Production M r.Arvind Jha

T.C.S. Mr.Mukesh Dad

Engineering Mr.K.R.Karwa

Electrical Mr.S.Thattey

Sales & Marketing Mr.N.N.Nagorigi

Sales Accounts Mr.K.B. Jagetiya

Logistics Mr.N.K.Tripathi

BRIEF INFORMATION OF VARIOUS DEPARTMENTS

HUMAN RESOURC DEVELOPMENT

Dy.GeneralManager

Dr.S.K.Jain

The main responsibilities of human resource development department Ares under

1. Training and Development Identifying training needs –Individual/departmental/organization Determine the competence level of workers and wage bound staff Annual training plan/monthly training plan Training record Participant feedback program Measuring training effectiveness through different tools

Working as faculty2. Organizing training Program At works Deputation to outside Institution/organization RTC. Nimbahera3. Suggestion Scheme4. Exemplary Award Scheme5. Publication of “Apani Baat ”6. Publication of “Hello”7. Communication through clipping8. Organize Friday forum9. Induction of newly employees10. Birthday of newly employees11. Vocation training for BE/MBA/MCA student12. Organizational development exercise/conduct survey13. Library/Procurement of books/journals etc14. TPM and quality circle.15. Implementation of ISO 9001:2000QMS16. Implementation of IS/ISO 14001EMS17. Counseling of employees18. CRS19. PMS20. Organize/Co-ordinate industrial visit for student21. IMS-RBNQ awards & other awards22. “5 S” activities

Department

Sales and Marketing

Shri. N. Nagori (HOD)

Sales and Marketing department is very crucial for ant organization. Sales and marketing department is responsible for sale of cement in various markets. There are basically three types of sales.

Sales to Dealer- In this kind of sales, company sale cement directly to dealer which is authorized by the company in particular area. This type of sale is mainly running in Rajasthan.

Sales to Depot- In this kind of sales, Company sale cement to their depots than depot will sale to dealer and consumer.

Non Trade Sale- In this type of sale, Company directly sale cement to the end users who buys cement in high volume. In this kind of sale there is no middle man like depot and dealer only third party is involved. The minimum quantity of this sale is 100 tones.

BCW and CCW are selling cement is seven states of our country through several depots which are mentioned on next page

Rajasthan zone 1* Alwar, Bikaner, Jaipur and Jhunjhunu

Rajasthan zone 2* Chittorgarh, Kota and Udaipur Haryana

Gurgoan, Hisar, Kaithal, Narnaul, Rewari & Sirsa

Punjab Amritsar, Jallandher, Kotkapur, Ludhiana & pabhataji

UP Agra, Aligarh, Noida & Ghajiabad

Gujrat Ahmedabad, Himmatnagar & Vadodara

MP Indore, Neemuch, Ratlam

Name of Department

Logistics/Rail Dispatch

Shri N.K.Tripathi/Shri. Dinesh Agarwal (HOD)

Logistics department is very important part of cement plant. Logistics is responsible for transportation of cement from plant to the desire all location. There are two modes of transportation. By Road & Rail.

Firstly logistics department will check that which mode is cheaper and suitable for transportation at any particular location. After that they arrange that mode for dispatching the cement.

In some special case only rail mode is used may be there is problem with road transportation at any particular location. Normally rail mode is cheaper where distance is more than 500 kms. In case the quantity is in high volume and require in short period than logistics has to take rail mode for moving the cement. In case if there is two point destinations when material is moving through rail mode than maximum distance between two station is 200 kms and minimum 10 wagon will offload at single destination. There is 9 hours are free time for both loading or unloading of rail than after there is demurrage of 100 Rs. Per wagon per hour. In case of road transportation, logistics department is working with 35 transport companies which are authorized by the company.

Name of Department

Sales Accounts

Shri. K. B. Jagetiya (HOD)

Sales accounts department is responsible for maintaining accounts of all the depots. They maintain account of depot in fixed expenses like electricity bill, telephones bill, conveyance, etc.

All depot in charge or account person of depot sending accounts of particular depot to plant (Head Office) which includes all receipts of their depot. Than after head office is checking all the account record of each every depot and clubbing together than prepare one statement which shows account record of all depots than send to account department.

Particular person is involved in particular job of accounts like daily collection checking daily expenses checking, issue of debit and credit note etc.

Name of Department

Technical Customer Service

Shri Mukesh Dad (HOD)

Effective quality control is only half the story behind the widespread acceptance enjoyed by our brands. The other half of the belongs to our technical consumer services (TCS). Main function of TCS is mentioned below.

Provide technical back up to customer Assessing consumer needs and construction requirement Conducting technical seminars Research and development in cement and concrete Continuous analysis of market feedback leading to continuous

improvement in quality & production process. Educating field force & Marketing force about product

competitiveness Regularly organizing mason meet, dealers meet. Architect

meet, builders meet, consumer meet, etc. Monitoring the quality standards of packing Ensuring compliance with quality assurance system ISO

9001:2000

Name of Department

Mines

Shri M.K.Rao (HOD)

Mines department is mainly responsible for excavation of lime stone and crushing them in to small prices and transfer them to CCW plant through 4.5 Km long conveyor belt. They have totally

mechanized machine for excavation of stone. They have two crusher for crushing of lime stone about 5000 to10000 tons. Government takes as 45 per tones royalty. Officially dig to a depth of 40 meter.

They use ammonium nitrate & diesel as explosive. They use pump for dewatering of seepage water. During crushing separate lime stone according to quality in to 8 segments. 70% to 85% of limestone used in factory is supplied from mines and rests are purchased from open market.

Name of Department

Production

Shri.Arvind Jha (HOD)

The lime stone is crushed between size of 25 mm to 16 mm through primary and secondary crusher in mines. The crushed lime stone comes through over conveyer belt from Mines to CCW stock pile. There reclaimed machine is used to make homogenous mixture of limestone. This mixture is feed in to tertiary crusher to make small pieces of 15 mm. Now this mixture of limestone, red occurs and late ride is feed in raw mill. (Raw occur is rich in Al, while late ride is rich in Fe.) The limestone is 95%. While late ride & red occur is in ratio of 40:60. The O/P of raw mill is feed into raw mill silo. (In BCW 4 silos are there). Raw mill from silos is feed into 5 stage pre heaters to heat raw mill O/P. This O/P of pre heater is feed in to kiln (71 mt.) to burn them it at a temperature of 1400*C. At this temperature mixture is converted into clinker.

From yard clinker, gypsum & fly is feed into cement mill in ratio 70%:7%:22%. The O/P of cement mill is PPC cement which is store in cement silos.

Human Resource Management (HRM), a relatively new term, that emerged during the 1930s. Many people used to refer it before by its traditional titles, such as Personnel Administration or Personnel Management. But now, the trend is changing. It is now termed as Human Resource Management (HRM). Human Resource Management is a management function that helps an organization select, recruit, train and develops.

HUMAN RESOURCE MANAGEMENT

Human Resource Management is defined as the people who staff and manage organization. It comprises of the functions and principles that are applied to retaining, training, developing, and compensating the employees in organization. It is also applicable to non-business organizations, such as education, healthcare etc. Human Resource Management is defined as the set of activities, programs, and functions that are designed to maximize both organizational as well as employee effectiveness

Scope of HRM without a doubt is vast. All the activities of employee, from the time of his entry into an organization until he leaves, come under the horizon of HRM.The divisions included in HRM are Recruitment, Payroll, Performance Management, Training and Development, Retention, Industrial Relation, etc. Out of all these

Divisions, one such important division are training and development.

TRAINING AND DEVELOPMENT is a subsystem of an organization. It

Ensures that randomness is reduced and learning or behavioral change

Takes place in structured format. 

TRADITIONAL AND MODERN APPROACH Of TRAINING AND DEVLOPMENT :- Traditional Approach – Most of the organizations before never used to believe in training. They were holding the traditional view that managers are born and not made. There were also some views that training is a very costly affair and not worth. Organizations used to believe more in executive pinching. But now the scenario seems to be changing. 

The modern approach of training and development is that Indian Organizations have realized the importance of corporate training. Training is now considered as more of retention tool than a cost. The training system in Indian Industry has been changed to create a smarter workforce and yield the best results

TRAINING AND DEVELOPMENT OBJECTIVES

the principal objective of training and development division is to make sure the availability of a skilled and willing workforce to an organization. In addition to that, there are four other objectives: Individual, Organizational, Functional, and Societal.

Individual Objectives – help employees in achieving their personal goals, which in turn, enhances the individual contribution to an organization.

Organizational Objectives – assist the organization with its primary objective by bringing individual effectiveness.

Functional Objectives – maintain the department’s contribution at a level suitable to the organization’s needs.

Societal Objectives – ensure that an organization is ethically and socially responsible to the needs and challenges of the society. 

Importance of Training and Development

Optimum Utilization of Human Resources – Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals.

Development of Human Resources – Training and Development helps to provide an opportunity and broad structure for the development of human resources’ technical and behavioral skills in an organization. It also helps the employees in attaining personal growth.

Development of skills of employees – Training and Development helps in increasing the job knowledge and skills of employees at each level.

Human intellect and an overall personality of the employees. 

Productivity – Training and Development helps in increasing the productivity of the employees that helps the organization further to achieve its long-term goal.

Team spirit – Training and Development helps in inculcating the sense of team work, team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the employees.

Organization Culture – Training and Development helps to develop and improve the organizational health culture and effectiveness. It helps in creating the learning culture within the organization. 

Organization Climate – Training and Development helps building the positive perception and feeling about the organization. The employees get these feelings from leaders, subordinates, and peers.

Quality – Training and Development helps in improving upon the quality of work and work-life. 

Healthy work environment – Training and Development helps in creating the healthy working environment. It helps to build good employee, relationship so that individual goals aligns with organizational goal.

Health and Safety – Training and Development helps in improving the health and safety of the organization thus preventing obsolescence.

Morale – Training and Development helps in improving the morale of the work force.

Image – Training and Development helps in creating a better corporate image.

Profitability – Training and Development leads to improved profitability and more positive attitudes towards profit orientation.

Training and Development aids in organizational development i.e. Organization gets more effective decision making and problem solving. It helps in understanding and carrying out organizational policies

Training and Development helps in developing leadership skills, motivation, loyalty, better attitudes, and other aspects that successful workers and managers usually display.

Training Design

The design of the training program can be undertaken only when a clear training objective has been produced. The training objective clears what goal has to be achieved by the end of training program i.e. what the trainees are expected to be able to do at the end of their training. Training objectives assist trainers to design the training program.

The trainer – Before starting a training program, a trainer analyzes his technical, interpersonal, judgmental skills in order to

deliver quality content to trainers.The trainees – A good training design requires close scrutiny of the trainees and their profiles. Age, experience, needs and expectations of the trainees are some of the important factors that affect training design.

Training climate – A good training climate comprises of ambience, tone, feelings, positive perception for training program, etc. Therefore, when the climate is favorable nothing goes wrong but when the climate is unfavorable, almost everything goes wrong.

Trainees’ learning style – the learning style, age, experience, educational background of trainees must be kept in mind in order to get the right pitch to the design of the program.

Training strategies – Once the training objective has been identified, the trainer translates it into specific training areas and modules. The trainer prepares the priority list of about what must be included, what could be included.

Training topics – After formulating a strategy, trainer decides upon the content to be delivered. Trainers break the content into headings, topics, ad modules. These topics and modules are then classified into information, knowledge, skills, and attitudes. Sequence the contents – Contents are then sequenced in a following manner:

From simple to complex Topics are arranged in terms of their relative importance

From known to unknown

From specific to general

Dependent relationship

Training tactics – Once the objectives and the strategy of the training program becomes clear, trainer comes in the position to select most appropriate tactics or methods or techniques. The method selection depends on the following factors:

Trainees’ background Time allocated

Style preference of trainer

Level of competence of trainer

Support facilities – It can be segregated into printed and audio visual. The various requirements in a training program are white boards, flip charts, markers, etc.

Constraints – The various constraints that lay in the trainers mind are:

Time

Accommodation, facilities and their availability

Furnishings and equipments

Budget

Design of the training, etc

Training as Consultancy

Training consultancy provides industry professional to work with an organization in achieving its training and development objectives.

Estimation of Training Outsourcing

It has been estimated that 58% of the emerging market in training outsourcing is in customer education, while only 42 percent of the market is in employee education. 

The training consultancies offer various benefits such as:

Training Courses that Consultancies Offerthe various courses that consultancies offer are:

Business Training Courses

Management Development-

Conflict Management Managing Diversity

Project Management

Stress Management

Time Management

o Sales Negotiation Skills

Sales Technique

o Customer Care

Customer Care Training

Managing Customer

o Human Resource

HR Administration

Induction Training

Recruitment & Selection

Successful Appraising

o Personal Development Courses

o Workshops on:

Assertive Skills

Building Confidence

Coping with Change

Interview Techniques

Maximize Potential

o One to One Coaching

Focused entirely on personal objectives

Move forward at individual pace

Material used in tailor made to specific development Need

Training Need Analysis (TNA)

An analysis of training need is an essential requirement to the design of effective training. The purpose of training need analysis is to determine whether there is a gap between what is required for

Effective performance and present level of performance.Why training need analysis?Training need analysis is conducted to determine whether resources required are available or not. It helps to plan the budget of the company, areas where training is required, and also highlights the occasions where training might not be appropriate but requires alternate action

Training Need arises at three levels:

Corporate need and training need are interdependent because the organization performance ultimately depends on the performance of its individual employee and its sub group.Organizational Level – Training need analysis at organizational level focuses on strategic planning, business need, and goals. It starts with the assessment of internal environment of the organization such as, procedures, structures, policies, strengths, and weaknesses and external environment such as opportunities and threats.

After doing the SWOT analysis, weaknesses can be dealt with the training interventions, while strengths can further be strengthened with continued training. Threats can be reduced by identifying the areas where training is required. And, opportunities can be exploited by balancing it against costs.

For this approach to be successful, the HR department of the company requires to be involved in strategic planning. In this planning, HR develops strategies to be sure that the employees in the organization have the required Knowledge, Skills, and Attributes (KSAs) based on the future KSAs requirements at each level.

Individual Level – Training need analysis at individual level focuses on each and every individual in the organization. At this level, the organization checks whether an employee is performing at desired level or the performance is below expectation. If the difference between the expected performance and actual performance comes out to be positive, then certainly there is a need of training.

However, individual competence can also be linked to individual need. The methods that are used to analyze the individual need are:

Appraisal and performance review Peer appraisal

Customer feedback

Self-assessment or self-appraisal

Operational Level –

Competency assessments

Subordinate appraisal

Client feedback

Training Need analysis at operational level focuses on the work that is being assigned to the employees. The job analyst gathers the information on whether the job is clearly understood by an employee or not. He gathers this information through technical interview, observation, psychological test; questionnaires asking the closed ended as well as open ended questions, etc. Today, jobs are dynamic and keep changing over the time. Employees need to prepare for these changes. The job analyst also gathers information on the tasks needs to be done plus the tasks that will be required in the future.Based on the information collected, training Need analysis (TNA) is done.

Systematic Model Training

The system model consists of five phases and should be repeated on a regular basis to make further improvements. The training

should achieve the purpose of helping employee to perform their work to required standards. The steps involved in System Model of training

are as follows:

1. Analyze and identify the training needs i.e. to analyze the department, job, employees requirement, who needs training, what do they need to learn, estimating training cost, etc The next step is to develop a performance measure on the basis of which actual performance would be evaluated. 

2. Design and provide training to meet identified needs. This step requires developing objectives of training, identifying

The learning steps, sequencing and structuring the

 

3. Develop- This phase requires listing the activities in the training program that will assist the participants to learn,

selecting delivery method, examining the training material, validating information to be imparted to make sure it accomplishes all the goals & objectives.

4. Implementing is the hardest part of the system because one wrong step can lead to the failure of whole training program.

5. Evaluating each phase so as to make sure it has achieved its aim in terms of subsequent work performance. Making necessary amendments to any of the previous stage in order to remedy or improve failure practices.

Research Methodology

For Every Comprehensive research a proper research methodology & it has to be properly conceived. The methodology adopted by me is as follows:-

The 45 days vocational training is required for partial fulfillment of master of business administration (M.B.A) course.

a)Objectives:-

The study at Birla Cement Works has the below mentioned objectives:

I. To study and assess the effectiveness of training and development in the organization.

II. To assess the attitude of the employees towards the training and development.

III. To suggest and recommend some measures in order to motivate the employees to participate in the training and development.

b)Methodology:

1) Questionnaire: - A detailed set of questions was developed to elicit the response of the respondents. The questions were of the mixed form the open and closed ended, multiple choice, ranking question, control question. It is a structured form of questionnaire. It was designed in order to assess the effectiveness of the training and development in Birla Cement Works and to find out the employees towards the training and development and fulfill the other objectives.

2) Pre Tasting and Administration of the Questionnaire: - To determine the authenticity and relevance of the questions prepared they were pre-tested. Main objectives of the pre-testing are to point out the weakness of the questions. Based on protesting some of the questions were dropped while some other are included.

3) Discussions and Observation: Detailed personal discussion with the training respondents, senior management, personnel and human resources development coordinators for getting important

classification about various aspects of the study followed questionnaire.

4) Procedure of Data Collections: - The questionnaire was filled through various employees. The respondents or the sample of the population was identified the help of the concerned head of the department in the organization and respondents were selected according to the no. of suggestions given by them in last three years. The questionnaire was filled by them at their convenience (with in 3-4).

5) The respondents were cooperative and helpful in filling the questionnaire with in the schedule time.

c). The Sample size and Sampling Design:-

The questionnaire was distributed among 45 respondents but the information was collected from 30respondents of the various department of the organization and they constitute 77respondents.

The Sample of different department was comprised of;

S.No

Departments No. of respondents

1. Production 42. Establishments 33. Thermal Power Plants 24. Sales and Marketing 015. Accounts 26. Diesel Power House 27. Purchase 68. Electrical 39. Personal welfare 310. Information Technology 411. Environments and Safety 312. Engineering 213. Instrumentations 514. Other 5

Total 45

Conclusion On the analysis of data obtained we concluded that the success of any organization largely depends upon the effective use of the employee.

We observed that training and development programs play an important role in increasing the effectiveness of employees. They try to improve their knowledge and skills so that may be able to contribute to the progress of the organization as much as possible.

We concluded that:1) Training is important for improving performance in

organization.2) Training should be improved thrice a year.3) Maximum employee feels that the training and

development program’s duration are adequate.4) Maximum employee feel that training help in promotion.5) After attaining training program, maximum employees ---

Clarify some previous knowledge Confirm new ideas and approach Improve productivity Help in change behavior Solve the work related problem

6) Maximum employee is satisfied with present training and development program system.7) Maximum employee feels that existing training and development is excellent and good.

SWOT ANALYSIS OF BIRLA CORPORATION LIMITED

Strengths:-

1. The industry is likely to maintain its growth momentum and continue growing at about 9 – 10% in the foreseeable future.2. Government initiative in the infrastructure sector such as the commencement of the second phase of the National Highway Development project, freight carriers, rural roads and development of the housing sector, are likely to be the main drivers of growth.

3. Measures initiated by the Government towards public-private partnership for removing bottleneck in the development of infrastructure in the country, augurs well for the industry.

4. In the coming few years the demand for the cement will increase which will be booming news for cement manufactures.

5. For the purpose of the packing of essential item, jute products, which are environment friendly and biodegradable characteristic, are considered as best option.

Weaknesses

1. High capital cost and investment cost for each and every project.

2. The complex Excise Duty structure based on the category of buyer and end use of the cement has caused at lot of confusion in the industry.

3. The recent ban on export of cement clinker would increase the availability of cement in the domestic market, which in turn would put pressure on cement prices.

4. The major concern for the industry is:· Continuous increase in labor cost.· Shortage of skilled laborers.· Appreciation of rupees against foreign currencies.· Procuring of limestone mines at economical price an

entry barrier.

Opportunities

1. Adequate support from the Government is very essential to promote business activities.

2. Increase in the production and sell of cement at different plants have increased the turnover of the company.

3. It would be in the interest of both the government and the industry to work together with aim to streamline the indirect tax regime and keep the prices of the inputs such as coal under control so that the cement price can be maintained at reasonable levels.

4. Despite slightly lower economic growth, the construction and infrastructure sector is expected to record healthy growth, which augurs well for cement industry.

5. The modernization, productivity improvement and cost control measures will improve the performance of the division in times to come.

Threats· The recent moves by the Central Government in making

the import of the cement total duty free, is a cause of for the Indian cement industry.

· Further recent changes in the Central Excise Duty structure by way of introduction of multiple slabs of Excise Duty is also a cause of worry for the industry.

· Almost all the major players in the industry have announced substantial increase in the capacity and the possibility of oversupply situation cannot be ruled out.

· Increased railway freight, coal prices and dispatch bottlenecks on account of truck Loading restrictions imposed by various State Governments

· Scarcity of good quality Coal is some other factors which are cause of concern for the industry.

Suggestion

Human resource management is the most important activity in the totalManagement system. It aims to developing the enabling capabilities of people in pursuit of excellence in the organization. Such as enabling capabilities can be development in a climate that provides some art of initiative, trust openness, autonomy, risk taking, collaboration and commitment to work.

It is the responsibility of the top management to create a climate of development and make the place of work enjoyable so that people may give their best for the organization along with a sense of satisfaction and growth.

Keeping in view of the discussion on the foregoing pages, some important suggestion is as follows-

1) Training and development program should be according to changes in organization environment.

2) Before starting training program the study material should be delivered among nominated employee.

3) Computer added training program should adopt for training.

4) Practical training should be among at sight.5) To ascertain future training and development follow-

up training should be taken seriously.

6) To make training program more valuable it should be based on games, case study role-playing and simulations.

7) Training and development program should also be conducted out side from company. (External training should be provided)

8) Deserving employee must be promoted to encourage them and also motivated them to work better.

9) Training and development program should be regularly for every year and the gap between training programs should be minimum.

Bibliography

The Reference Books Author

Human Resource Management V.S.P.RAOResearch Methodology C.R.KothariPersonnel Management Mamoria Other books

Other material

Cement Manufacturing Association (CMA). (April-2010)Internet Related reportsHelpful employee of BCWCollege faculty (MIT College)

RAKESH HADA (MBA II Ed SEM.)

(MIT College mandsaur, Vikram University Ujjain)

COMPANY NAME – BIRLA CEMENT WORKS CHANDERIA (RAJ.)

Name of employee _________________________________________________

Employee Account Number __________________________________________

Contact number -___________________________________________________

DATE ___________________________________________________________

“Questionnaire”

A study on effectiveness of training and development of employee at BCW.

Dear Respondent

The research intents to study the effectiveness of training & development in the organization will be very helpful for the project.

Please feel to make your opinion.

1- your organization considers training as a part of organization strategy.

A)Strongly agree B)Agree C)Somewhat agreeD) Disagree

2- Training improves efficiency and productivity?

A)A)Strongly agree B)Agree C)Somewhat agreeD) Disagree

3- How you rate the present system of training program in BCW?

A)Strongly agree B)Agree C)Somewhat agreeD) Disagree

4- How many training programs will you attend in last 2 years?

A)1-2B)2-4C)4-6D) Above -6

5- To whom the training is given more in your organization?

A)Senior staff B)New staffC)Junior staffD) Based on requirements

6- Which kind of training is more beneficial?

A)On the job B)Off the jobC)Both

7- What is the best method of assessing a training need?

A)Observation of WorkB)Interview C)Discussion D) QuestionnaireE)Performance appraisal

8 - Does training help increase in employee morale?

A)Strongly agree B)Agree C)Somewhat agreeD) Disagree

9- Training needs = job requirements-employee’s present job skills?

A)Yes B)No

10- Training is a widely accepted problem solving device?

A)Strongly agreeB)AgreeC)Somewhat agreeD) Disagree

11 - What are the general complaints about training session?

A)Take away precious time of employee B)Too many gaps between the sessions C)Training sessions are unplanned D) Boring and not useful

12- The time duration given to you for the training period is?

A)SufficientB)To be extendedC)To be shortenedD) Manageable

13- What type of problems you face during the time of training period?

A)Language problemB)Timing problemC)No problem D) Other problem

14- What type of tool and technique are needed doing training?

A)Graphics and picture

B)Industrial visitC)Case studies and management gamesD) All aboveE)Others

15- What is the experience about training?

A)Very goodB)Good C)Average D) Bad