A Project on Rayen Steels by Atul Jain

An organization study At Rayen Steels PVT Limited

INTRODUCTION

THE COMPANY IS INTENDED TO EVALUATE THE EXISTING

“ORGANIZATIONAL STUDY AND EFFECTIVENESS OF TRAINING AND

DEVELOPMENT FOR FRESHERS A CASE STUDY CONDUCTED AT RAYEN

STEELS Pvt Ltd”.

The study will help the company to know, the employees point of view and

to know how training and development has direct relationship with the behavior

and their employees. It was found that the training and development method

used for customer sales specialist was field review method and for sales

executive it was self assessment method and 360 degree method, which was

assessed by the superiors. 84% of respondents know

About the Training and Development system in the company. 84% have

been appreciated by the company for their performance. 94% think team work

contributes for achieving the goals or targets. It is recommended to use formal

performance reviews for developmental purposes and hold them more frequently

than once in 6 months.

Training and Development as a process should not be sidelined. It should

be treated as formal and indispensable part of the system; the advantages of

holding the appraisals should be utilized to its best possible extent. The

outcomes of training and development should be looked into and appropriate

development measures in the form of training and development, counseling

should be incorporated. Base promotion decisions on individual’s potential to

perform in the new job.

A person’s brilliant performance in one type of task does necessarily mean

he would perform well on other different tasks. It is usual practice to promote

people and put them on a different task. The promotion should be based on the

person’s ability to adapt and work effectively on the new job, which can be looked

into with adequate training.

RJS Institute of Management Studies Page 1


STEEL MAKING: The well established route of steel making is through Blast Furnace-

Basic Oxygen Furnace (BF-BOF). This route of steel making requires not only huge

investment but also implementation period would be very long. Also it requires a large

quantity of coking coal whose availability is limited in India. The huge capital cost

together with the scarcity of coking coal had given raise to the development of secondary

steel making i.e., through arc furnace and induction furnaces established to operate on

scrap were facing certain problems, which have given raise for finding an alternate

material for scrap. Hence sponge iron has emerged as substitute for scrap in the secondary

steel, making.

The development of steel industry in India should be viewed in conjunction

with the type & systems of government that had been ruling the country. However

production is signification quantity started only after 1900.

The growth of steel industry can be traced or conveniently studied by dividing

the periods into post & pre independence periods.

By installed capacity for ignorant steel production was 1.5 million tones &

during the independence period there was no significant development in the steel sector

mainly due to apathy of the government.1950 the total

Only after independence bold steps were taken to develop this sector & the

capacity increased from 2.2 to about 16 million tons by 90’s.

China, producing less than a million tons of steel prior to revolution in 1949,

has now become the largest steel producer in the world. During 2005 the global steel

production stood at 1132 million tones, showing a rise of 6 per cent over the last year. The

countries in South America, CIS (former Soviet Union) Europe and North America have

actually shown negative growth. The Asian continent for the first time produced more

crude steel than the rest of the world combined. Major shift has taken place because during

2005 with China producing 349 million tons of steel, accounting for 32 per cent of the

world steel production. During 2005, Chinese steel production increased by 69 million

tones i.e. by 25 per cent. Chinese steel output was more than three times that of Japan and

four times of USA during 2005.



OBJECTIVES OF STUDY

1. To conduct a detailed study of rayon

2. To understand the structure and functioning of the various departments in rayon

3. To develop a SWOT of the organization.

4. To identify the various problem areas and give suitable suggestions

SCOPE OF THE STUDY

The scope of the organizational study is wide. The study helps to know about the

work culture of the organization. It also helps us to enable about the duties, responsibilities,

and functions of each departments in achieving the organizational goal of the company.

Moreover, it helps to ascertain the interrelationship among different departments in the

organization. It also helps us to know about the organization hierarchy, structure and its

policies.



INDUSTRY PROFILE

The history of the industry and its growth begins with iron & steel. In India,

significant additions to iron and steel capacity were made during the 50s & 60s by setting

up new integrated steel plants at Rourkela, Bhili, and Durgapur & Bokhara, which

involved large investments in the public sector. These plants are based on the conventional

route of iron making, using blast furnaces. While the initial growth has been quite

impressive, the 70's witnessed constraints in further growth due to the deteriorating quality

as well as limited reserves of metallurgical 'coking' coal, the essential feed material for

blast furnace and the spiraling capital costs in building economically feasible sizes of

integrated steel plants. In advanced countries, and more so in the developing countries the

need to find alternative technologies which do not require 'coking' coal for the production

of iron and steel was being felt

However, considering its potential as relevant to our raw material situation, the

Government of India decided to establish a semi-commercial 'Demonstration Plant' so that

raw materials available in the country could be extensively tested and processed regimes

developed. It was envisaged that the demonstration plant would provide the necessary

interface for developing.

WORLD STEEL INDUSTRY

Steel, the recycled material is one of the top products in the manufacturing sector of the

world. The Asian countries have their respective dominance in the production of the steel

all over the world. India being one among the fastest growing economies of the world has

been considered as one of the potential global steel hub internationally. Over the years,

particularly after the adoption of the liberalization policies all over the world, the World

steel industry is growing very fast.



World Steel Industry Production

The following table gives a clear picture upon the major steel producers in the world as of

the year.

Country Steel Production (tap)

China 272.5

Japan 112.7

United State 98.9

Russia 65.6

South Korea 47.5

Brazil 32.9

India 32.6

Italy 28.4

In the year 2004, the global steel production has made a record level by crossing the 1000

million tones. Among the top producers in the steel production, China ranked 1 in the

world.

Production of steel in the 25 European Union countries was at 16.3 met in January 2005.

Production in Italy increased by 11.5 per cent in comparison to the same month in 2004.

Italy produced 2.5 met of crude steel in January 2005. Austria produced 646,000 metric

tons.

In Russia it increased by 4.0 per cent to reach at 5.5 met in January.

In case of the North America region particularly in Mexico it was 1.5 met of crude steel

in January 2005, up by 8.0 per cent compared to the same month in 2004. Production in

the United States was 8.3 met.

Brazil had produced 2.6 met of crude steel in January 2005. In South America region it

was 3.7 met for January 2005.



According to rating made by the “World Steel Dynamics", Indian HR Products are

categorized in the Tier II category quality of products. Both EU and Japan have ranked

the top. USA and South Korea comes as like India.

GROWTH AND DEVELOPMENT OF STEEL INDUSTRY IN INDIA:

The development of steel industry in India should be viewed in conjunction

with the type & systems of government that had been ruling the country. However

production is signification quantity started only after 1900.

The growth of steel industry can be traced or conveniently studied by

dividing the periods into post & pre independence periods.

By 1950 the total installed capacity for ignorant steel production was 1.5 million

tones & during the independence period there was no significant development in the steel

sector mainly due to apathy of the government.

Only after independence bold steps were taken to develop this sector &

the capacity increased from 2.2 to about 16 million tons by 90’s.



COMPANY PROFILE

RAYEN STEELS PVT LTD, which involves in producing sponge iron as a raw material

for the steel manufacturing industries, has been established on 25 th Feb 2003 and it has

started its commercial production on 20th May 2003.

“Within the short span of time it has achieved an annual turnover of 30 cores.”

LOCATION:

Rayen steel plant is located in the state of Karnataka. It is located in Haraginadoni village

and it is 16km far from Bellary and 5 km far from Kudithini.

In general selection of suitable site for the sponge iron plant is governed by following

factors:

Proximity to raw materials

Proximity to consuming centers

Availability of infrastructure facilities like land, power, water, communication.

Availability of Labor.

Transport Facilities

Nearness to Markets

Government Policy

Natural Environments

Finance and Research Facilities

Cultural and Economic peculiarities etc

An ideal location for establishing a sponge iron plant is when the proposed site is near to

the iron ore and other raw material sources (mainly coal) and at the same time relatively

close the market centers i.e., secondary steel making units.

As one of the two main raw materials i.e., iron ore is availability in abundance in

Sandur sector, the ideal location of plant is considered to be near Bellary. In so far as coal

is concerned, the nearest coal field is Singareni Collieries (SCCL) from where acceptable



quality of coal can obtained. As the quality of coal required is only 40,000 TPS it’s an

availability and transportation from SCCL by road in feasible. Apart from this if needed

imported coal can also be considered through Chennai port in fact, Jindal Vijayanagar steel

is obtaining imported coal for their operations.

As regards marketing the product, the same can consumed by large number of induction

furnaces of even by mini blast furnaces located in the south. In fact, use of sponge iron to

some extent in combination with iron ore would tend to reduce the coke rate of the blast

furnace.

PLANT LAYOUT:

Objectives of a good Layout

1. Provide enough production capacity.

2. Reduce material handling cost.

3. Reduce congestion.

4. Reduce hazards to personnel.

5. Utilize labor efficiently.

6. Increase Employee morale.

7. Reduce accidents.

8. Utilize available space efficiently and effectively.

9. Provide for volume and product flexibility.

10. Provide ease of supervision.

11. Facilitate coordination and face-to-face communication.

12. Provide for employee safety and health.

13. Allow ease of maintenance.

14. Allow high machine/equipment utilization.

15. Improve Productivity.

PROMOTORS:



1. Mr. P. Obol Reddy (Executive Director)

2. Mr. S. Prakash (Director)

3. Mr. A. Manohar (Director)

4. Mr. G Ramu (Director)

o CATEGORY : Medium scale industry

o TYPE : Private Limited Company

o INITIAL INVESTMENT : 14.86 cores.

o PRODUCTION CAPACITY : 100TPD

IDENTIFICATION OF TYPE OF LAYOUT

In this plant I have identified it is a product layout or straight line layout is a single product

oriented layout appropriate for standardized product and for large volume production. The

facilities are laid out such that each equipment gives a specialized service of sequence of

task.

STRUCTURE OF THE COMPANY

In this organization there are FIVE DEPARTMENTS, they are:

a) Processing department

b) Mechanical department

c) Electrical department

d) Stores department

e) Civil department

A) PROCESSING DEPARTMENT:

Here we can say that processing department is the heart of the industry. In this

department the employees have been working on the processing of the production. In steel

industry maintaining quality is very important. In getting quality output the procedure of

processing takes a vital part like in what proportion the raw materials are to be used; in

what time it is to be released etc...



The following chart show entire process

The main component in this production process is that Kiln

The following are main components are included in the kiln.

1. Kiln main drive: It is used for rotating kiln.

2. Cooler main drive: It is used for cooling after all process the products should be cool.

3. Sheller fan: it is used for controlling temperature that is increasing or decreasing the

temperature.

4. Lube compressors: it is used for coal feed into Kiln by pressure.

5. Iron weighing feed: it is used for transfer raw materials into kiln.

6. ESP ID fan: it is used for maintaining a pressure.

7. Feed coal range: it should be range +14………-1.

8. Injection coal

9. Dolomite

10. CB Fan: it is used for output increasing to temperature RACF: Rotary Air Lock of

System.


Stock house (raw materials)

Feed Belt

Kiln main drive

Processes Cooling Sponge iron

CD beltProduct house Lab testing


11. Poll: it is used for controlling air pollutions.

12. Char coal: wastage ECT………

Production capacity of plant: Every day the capacity of production this plant 100 tones

sponge Iron per day.

B) MECHANICAL DEPARTMENT:

This department deals with mechanical function of the company. Some of

their works are erection, maintenance of the plant etc. Their role is considerable in this

industry.

C) ELECTRICAL DEPARTMENT:

This department deals with electrical aspects of the company. They have been

working on wiring, checking the motors which are very important in running the plant,

checking the power fluctuations in the plant etc.

D) STORES DEPARTMENT:

All the required materials or goods by the plant are kept in the stores and

whenever there is necessity they utilize those goods. The some goods like spare motors,

lubricants, tools etc.

E) CIVIL DEPARTMENT:

This department is involved in constructive works of the company. They also

work on cleaning the raw materials like coal, iron ore etc.

SPONGE IRON



Sponge iron is a metallic product is produced by direct reduction of iron ore or

pellets in the solid state (i.e., without the material going into the liquid phase as is the case

in the blast furnace, which is the conventional route for converting iron ore into iron). It is

also known as Direct Reduced Iron (DIR). The final product after such direct reduction

contains a large percentage of metallic iron with levels of metallization unto 90% and the

balance being some amount of reduced iron oxide and the gangue in the ore. The Sponge

Iron has a highly porous structure when viewed under the microscope and hence this

product is called “Sponge Iron”.

COAL-BASED AND GAS-BASED PROCESSES FOR MANUFACTURE OF

SPONG IRON

The reduction of iron ore either lump ore or pellets can be achieved by using either

carbon bearing material, such as non-coking coal or a suitable reducing gas in the form of

reformed natural gas. The processes employing coal are known as solid-reactant or coal-

based processes, while those employing educing gasses are known as gas-based processes.

Sponge iron produced by gas-based process is normally hot briquette and hence it is also

known as Hot Briquette Iron (HBI). The choice of coal-based process depends largely on

the availability of the reducing agent and iron ore/pellets as the case may be. Gas based

Sponge Iron Plants are not only capital intensive but are also of large capacity in the range

of 1.0 to 2.0 million TPA, where as coal based Sponge Iron Plants are less capital intensive

and can be smaller in size to suit the investment requirement.

USE OF SPONGE IRON

Sponge iron is a part-substitute for steel scrap in the manufacture of steel scrap in the

manufacture of steel by electric arc furnaces and induction furnaces (i.e., the secondary

sector). Steel melting scrap is primarily required for using as a feed material in all mini

steel plants, which also use scrap for melting in electric arc furnaces/induction furnaces for

manufacturing steel.



Due to acute shortage of scrap worldwide, sponge iron has become the only alternative

feed stock for secondary steel making and hence its demand is growing day by day. This is

an abundantly reflected by the manner in which he price it commands in the market.

RAW MATERIALS

The principle raw materials required for the plant are:

LUMP IRON ORE

COAL

LIMESTONE

Requirement of raw materials and their possible source of supply are indicated in the

table given below:

Sl.No: Raw materials Sources of Supply Quantity for 100TPD

1. Lump iron ore

(5mm-20mm)

Sandur 51,000

2. Coal Singareni collieries 40,000

3. Limestone

Dronachalam

1,500


GENERAL MANAGER

PLANT MANAGER

G.M FINANCE

PRODUCITON MANAGER

MANAGER

HR MANAGER

MARKETIG MANAGERMANAGER

ACCOUNTS MANAGER

FUEL OFFICER

PERSONAL MANAGER

ASSISTANT CLERK

TESTINGTEAM

SECURITY STAFF


ORGANIZATION STRUCTURE

The above organization structure shows the following points.

1) Hierarchy relationship between different department members.

2) Participative management.

3) Cooperative work culture.

4) Standardized of polices.

5) Decentralized decision making system provided that some exceptions:-

Valuable & economical decisions are taken by top level management only. So it

is centralized decision making.

Rayen steels ltd it is an organic structure.



FUNCTIONAL DEPARTMENTS

HUMAN RESOURCE DEPARTMENT

FINANCE DEPARTMENT

MARKETING DEPARTMENT

PRODUCTION DEPARTMENT

HUMAN RESOURCE DEPARTMENT

STRUCTURE OF HR DEPARTMENT

Human Resources Management [HRM]:

Human Resources Management (HRM) means “employing people,

developing their resources, utilizing, maintaining and compensating their services in tune

with the job and organizational requirements”.

Human Resources Management can be defined as “that part of management

process which develops and manages the human elements of enterprise considering the

resourcefulness of the organization’s own people in terms of total knowledge, skills,

creative abilities, talents, aptitude and potentialities for effectively actuating”.


General Manager

Welfare & safety

Administration Securities Environment Transport Legal & compensation

HR (assistant)

Time officer


According to Leon C. Megginson, the term human resources is define as “the total

knowledge, skills, creative ability, talents and aptitudes of an organization’s workforce, as

well as the value, attitudes and benefits of the individuals involved”.

FEATURES OF HRM:-

Human resources management is concerned with employees both as individuals

and as a group in attaining goals.

It is also concerned with behavior, emotional and social aspects of personnel.

It is a continuous and never ending process.

It is concerned with the development of Human resource, i.e. Knowledge,

capability, skills, potentialities and achieving employee’s goals, including job satisfaction.

It is a responsibility of all line managers and a function of staff managers in an

organization.

It is concerned mostly with managing human resources at work.

Human resources management aims at securing unreserved co-operation from all

employees in order to attain predetermined goals.

FUNCTIONS OF HRM:-

Managerial functions

1. Planning

2. Organizing

3. Directing

4. Controlling

Operative functions

1. Employment

2. Human resources development

3. Compensation

4. Human relation

5. Industrial relations

OBJECTIVES OF HRM:-



To create and utilize an able and motivated workforce, to accomplish the basic

organizational goals.

To establish and maintain sound organizational structure and desirable working

relationships among all the members of the organization.

To secure the integration of individual and groups within the organization by co-

ordination of the individual and group goals with those of the organization.

To create facilities and opportunities for individual or group development so as to match

it with the growth of the organization.

To attain an effective utilization of human resources in the achievement of

organizational goals.

MODEL OF HRM:-

Environment refers to the external source or sources used to identify and select

suitable candidate for recruiting to the job requirements of the organization. It consists of

agencies registered for potential employees or executives and employment exchanges. It

would also include in the present days, online ‘employment bureau’ or ‘help line’ for ‘job

search’.

After selection and recruitments, employees and executives placed in their duties

and responsibilities. The managers of human resource department to assess the

performance of the recruited employees and executives carry out periodical monitoring and

follow up. Training is imparted where necessary. The training would be conducted either

by an organization or by specific employees or executives are sponsored by the

organization to attend training program relevant to their activity.

The employees and executives recruited from the competent and willing workforce striving

towards the achievement of the organizational goals.

SELECTION PROCESS AT RAYEN STEELS LTD



FINANCE DEPARTMENT


Reception of application

Preliminary Interview

Application bank

Physiological Test

Interview

Back ground investigation chart

Final selection by Interview

Physical examination

Placement

Waiting list of desirable application


Structure of Finance Department

At any moment business firm can be viewed as a pool of funds. These funds come

from variety of sources, investors or shareholders, creditors who lend in money and past

earnings retained in the business. Funds provided from these sources are committed to

number of uses: fixed asset used in production of product or service, inventory used in

production and to facilitate sales, accounts receivable owed by the customers and cash and

marketable securities used for transactions and liquidity purposes. At a given moment, the

pool of funds of the firm is static. However the pool changes and these changes are known

as funds flow.

The term “financial management” connotes that these flows are directed according

to some plan; it is with managing the flow of funds within the firm.

Only when the funds are managed the company can spin money. This spinning of

money out of money is entrusted with this department. So the finance department functions

should be well organized.

In this modern era of making money, finance is one of the basic foundations for all

kinds of economic activities. It is the master key, which provides access to all sources to be


MANAGING DIRECTOR

GENARAL MANAGER FINANCE

FINANCE EXECUTIVES

CHARTERED ACCOUNTANT

ACCOUNTS OFFICER

SECTIONAL


employed in manufacturing and merchandising activities. It has been said that business

needs money to make more money.

GOALS:

Profit maximization.

Functions of finance department:

1 Funding Activity:

Banks provide both long term and short term funds.

Long term funds like debentures, term loans etc. are used for project financing.

Short term fund is taken to meet the working capital requirements.

Commercial banks help in providing short term funds.

Individual banks will not finance the whole requirement but they will share with

other banks.

The finance department of BSIPL has to be always in touch with head office, so

that the corporate office can transfer fund to the factory. This operation is called fund

transfer booking.

2 Treasury Function:

They maintain separate cash and bank balance book. They deal with funds by

issuing cheques or with drawing cash.

3 Book Keeping:

A company should maintain separate books of account. There is a computerized

system including the accounts of purchase, sale, cash, bank, stock, fixed assets etc.

4 Audits:

There are two kinds of audit:

1. Internal Audit, which is for only department.

2. External Audit, which include outside experts.

The closing of account is done on yearly basis. There will be yearly date i.e. on

April-March, which is considered as financial year. The main responsibility of accounts

department is to arrange the funds time to time. At the end of accounting period they



prepare profit and loss account, balance sheet. Then the final account is submitted to share

holders. After that the auditors do the final auditing.

5 Taxation:

There are different types of taxes like income tax, sales tax, and excise tax etc. the

income tax is of two types one on the company and the other in the establishment. On the

company it is based on the profitability. The authorities take the responsibility of paying

tax by deducting the amount from their salaries.

6 Preparation of financial statement:

Monitoring financial performance.

Looking into the working requirements like men, materials, money etc.

Maintaining proper books of account.

Responsible of auditing.

Remind the management about the plant maintenance and performance by way of

budget monitoring.

Accounts are totally independent. Company maintains its own accounts. Then

comes funding. It is based on cost basis. It is not profit centre, it is cost centre. The

functions of this department is to maintain accounts of this unit, coordinating of head office

and the unit for funds see that production is on.

RESPONSIBILITIES:

To ensure that the accounts are maintained properly and costing is calculated using

computerization technique.

Deviations of costs are highlighted to management and effective utilization of

funds.

Any decision regarding the financial requirements is taken jointly between the site

and corporate office. It is taken in a formalized means.

Raw material purchase Accounting:

The department maintains the supplier’s ledger. Bills of the suppliers are passed

against the suppliers made and payment is made to them. Bills from suppliers are received



in purchase department from where they are forwarded to the finance department along

with the material received.

COST OF CAPITAL

The estimated cost of capital of plant is Rs. 1473.33 Lakhs (inclusive of taxes and

duties). This includes land, civil/structural work; the cost has been arrived based on

prevailing rates for estimated quantities. As for plant and machinery it is based

quotations/offers received for similar plant of our other clients/s.

MEANS OF FINANCING

The cost of the project would be financed in the following manner

1. Equity (own) 30% Rs. 442.00 Lakhs

2. Term loans from

Institution/banks 70% Rs. 1031.33 Lakhs

_________________

Total 1473.33 Lakhs

__________________

FINALCIAL RESULTS/RATIOS



Taking into consideration estimated cost of the project, means of financing as mentioned

above on the working results projected over a period of ten years the financial aspects of

the project are as follows:

1. Operating cost : Rs. 1828.61 lakhs on 3rd year

2. GP ratio : Rs. 38.58 lakhs on 3rd year

3. Operating profit : 0.33% on 3rd year

4. Break Even Point : 12.56% on 3rd year

5. Pay Back Period : 2 years

6. Internal Rate of Return : 45.43%

MARKETING DEPARTMENT



DEFINITION OF MARKETING

Marketing is a social process by which individuals and groups obtained what they

need and want through creating, offering and freely exchanging products and services of

value with others.

AIM OF MARKETING

To know and understand the customer so well that the product or service first him and

sells itself. Ideally marketing should result in customer who is ready to buy. All that

should be needed then in to make the product or service available.

BACKGROUND

During the early 90s, sponge iron industry emerged to provide an alternative to

steel melting scrap which was increasingly becoming scarce. Special benefits were

provided at required level by the government to encourage the production of sponge iron in

India.

Today, India is the largest producer of sponge iron in the world. The production

of sponge iron in country as also resulted in providing an alternative feed material to steel

melting scrap which was hitherto imported in large quantities by the electric arc furnace

unit and the induction furnace unit. This has resulted in considerable saving in foreign

exchange.

The present capacity of sponge iron (both gas and coal based) in India is of the

order of over 6.5 million tones surpassing that of Venezuela which is around 5.0 million

tones. Major part of metallic requirement by the secondary steel sector is mostly dependant

on sponge iron, as availability of indigenous melting scrap is limited coupled with shortage

of imported scrap. The imported scrap prices are spiraling day by day and have increased

from US$ 260 to US$ 325 presently.

TARGET MARKET

CUSTOMER NEEDS



Integrated marketing and profitability

OBJECTIVES OF MARKETING

To take care of the sales and dispatching them properly

To look after the central excise matters pertaining to the sales of the department.

POLICIES

1. Keep a watch on the market conditions.

2. Branch officials and agents should always be in touch with customer.

3. RAYEN always prefer to have direct contact with the plot owners for timely supply of

raw materials.

4. Orders are always taken on first cum first basis and credit sales are negotiated only after

knowing buyers credibility and prior approved of management.

5. The transporter approaches marketing section for billing and other various document

required as per government rule.

PRACTICES/PROCEDURE

1. Only those employees who know the local language are sent to the customers.

2. Marketer makes the customer to know the quality checks done at RAYEN.

3. The customer’s financial strength and weakness and requirements are known to the

branch officers and agents.

MARKETING MIX OF RAYEN

1. PRODUCT: Sponge iron

Quality : High quality

Branding: RAYEN STEELS PVT LTD

Packing : Not required

Color : ash

After sales service: Good

2. PRICE



Cash transaction: As Price is fixed by the sponge iron association it can’t be changed. It is

useful to maintain good and healthy relation with competitors.

Cash discount: It is left to the company weather to discount or not if it is paid from cash.

Credit period: 30 to 45 days

3. PROMOTION

Public relation: Good relationship

Advertising & publicity: Not needed

4. PLACE

Channels of distribution: Direct selling and commission agents.

Mode of transport : By truck only

MARKETING RESEARCH

DEFINITION OF MARKETING REASEARCH

American Marketing Association defines marketing research as “the systematic

planning, gathering, recording, analyzing and interpreting of data for application of

specific marketing decisions”.

PRODUCTION DEPARTMENT



PRODUCTION PROCESS;

The process consists of reducing iron ore (lump or pellets) with solid carbonaceous

material such as non – cocking coal in a rotary kiln heated to a temperature of about 1000

c. If coal with a relatively low constant of volatile matter is used as the reluctant, the kiln

firing is supplemented by gas or oil. the use of coal with high volatilize however eliminates

the need for this additional oil the rotary kiln, which is inclined down words at

approximately 2.5% is driven by a variable speed, thirstier controlled DC drive which

enables the kiln speed to be maintained between 0.3 and 0.9 rpm . Due to its inclination ,

the raw – materials gradually moves down towards the result , iron ore first gets pre-

heated in the pre-heating zone and then gets reduced to sponge iron in the reduction zone.

The material discharged from the kiln is a mixture of sponge iron, char and dolochar. Since

thismatarial is at a Farley high temperature. It requires to be cooled down to be a

temperature where it could be congenitally handled. This is accomplished in a rotary cooler

by means of indirect water sprays. The cooled product is subsequently screened to the

required size fractions and magnetically separated for recovery of sponge iron while the

non-magnetic like char and dolochar are dumped as waste.

The operating temperature in the kiln varies between 950 deg. C and 1050 deg. C

depending up on actual process requirement. The temperature is controlled by adjusting the

combustion air volumes injected in to the kiln by means of blowers mounted on the kiln

shell. Coal is used as reluctant and fed in from feed end. In addition, fine coal is injected in

to the kiln from the discharge end for the effective control of temperatures in the lower

region of the kiln and also as substitute for oil.

The required quality of sponge iron (degree of metallization) is attained by controlling

various process parameters like secondary air input, temperature profile, pressure inside the

kiln, which is adjusted by adequate instructions, control systems designed for the purpose.

RAW MATERIAL STORAGE AND HANDLING



Sized iron ore, sized coal and sized limestone will be received from the mines/suppliers

directly by road unloaded and stacked in the raw material yard. The material will be

withdrawn by means of pay loader and tippers and unloaded into the ground hoppers.

From the ground hoppers, the materials would be conveyed to respective vibrating screens

by means of belt conveyors and ultimately the sized material would be stored in the

earmarked day bins. One road weight bridge would be provided for weighing all the

incoming materials to the storage yard and outgoing materials from the storage yard.

STOCK HOUSE



The reduction plant would have a stock house housing the day bins for storing sufficient

requirements of various raw materials. Here, sized iron ore, sized fine coal, sized feed coal

and limestone will be stored in separate RCC bins. Weigh feeders will be provided to the

raw material bins for withdrawing predetermined quantities of iron ore, coal and limestone

from the bins which will be conveyed to the kiln feed building by means of belt conveyor.



KILN AND COOLER

For Direct Reduction of Iron ore, two rotary kilns which is the main/major facility. The

kiln feed from the charging end will consist of screened iron ore, feed coal and limestone.

A portion of fine coal will be injected from the discharge end of the kiln. Inside the kiln,

the raw materials will be dried and heated to the reduction temperature of approximate

1000 degree centigrade. The iron oxides of the ore would

Be reduced to metallic iron by carbon monoxide generated inside the kiln.

The heat required for the process would be supplied by controlling of carbon and volatiles



in the kiln. Thermocouples would be located along the length of the kiln shell for

temperature measurement in various zones. The temperature would be regulated by

controlling the amount of combustion air admitted into the kiln through fans mounted on

the kiln shell. A variable speed main drive has been provided to rotate the kiln at desired

speeds. Tor initial starting and during emergency operation an auxiliary drive has been

provided which will rotate the kiln at a constant RPM. The inside of the kiln will be lined

with special high alumina refractory. Light diesel oil or H.S.D oil will be used for initial

heating of the kiln during start-up and during disturbed operation of the kiln. No fuel oil

will be required in normal operation. However, in the event of any thermal imbalance

occurring during operation, fuel oil will required to be used for correcting the imbalances

in the shortest possible time.

The product from the kiln will be cooled in a Rotary Cooler by means of indirect spray of

water. Arrangement for by passing the product will be provided at the discharge end of the

cooler for any emergency discharge of materials.

The cooled product would be conveyed to the screening and magnetic separation

building by a system of belt conveyors. The cooling water will be collected in troughs

below the cooler and pumped to the cooling tower for cooling and recycling after adding

the required make up water.

PRODUCT SEPARATION



The cooler discharge consisting of sponge iron (lumps and fines) which are

magnetic and char and dolochar which are non magnetic will be conveyed to magnetic

separators. Magnetic fraction of + 3mm will be conveyed to sponge iron storage bin. The

non magnetic fraction of +3mm will be stored in char bin. Similarly 3mm sponge iron fines

and char fines (dolochar) are also separated and stored separately in different bins.



WASTE GAS HANDLING SYSTEM

The waste gases from the kiln flowing in counter current to raw materials will pass through

a dust settling chamber where heavier dust particles settle down due to sudden decrease in

velocity of gases. Thereafter, the flue gases pass through an after burning chamber where

any un-burnt carbon monoxide present in the gases will be completely burnt by blowing

excess air. The completely burnt gases will then pass through a down duct into an

evaporation cooler where the temperature is brought down and then through a E.S.P where

balance dust particles are separated. Now the waste gases free from any dust particles and

at a temperature of about 140c is let out into the atmosphere through an RCC stake of 40

meter high.

SRORAGE SHED

Sponge iron from the product separation unit will be conveyed to sponge iron bin of about

180 tones capacity. In the normal course, it is envisaged that customer’s trucks will be

directly loaded from the sponge iron bin. However, in case the bin is full sponge iron from

the bin will be transported to a covered shed for storage.



CONTROL ROOM

A centralized control room is provided with metering and control instruments besides

interlocking and protection schemes. The room will be centrally air-conditioned.

INDUSTRIAL WATER SUPPLY

There is a hot well and cold well of supply and return water storage from cooler where

sponge iron is cooled separately. Pumps are provided for circulation, cold water to cooler

and hot water through cooling tower. The other requirements like for cooling compressor

etc. is met from the ground water reservoir directly. An overhead tank is provided in the

plant to meet the water requirement for about half an hour during emergency, like power

failures, fire etc. This overhead tank has one separate compartment to store and supply

drinking water to the plant personnel.



COMPRESSED AIR FACILITIES

To meet the demand of compressed air, two water cooled compressor of 400 cfm and at a

discharge pressure of 6 kg/cm sq is installed. This compressed air is used for operating the

grease pumps and the pneumatic seals to kiln and cooler. For distribution of compressed air

to different consuming points, an adequate distribution net work of pipelines has been

provided.

LABORATORY FACILITIES

Laboratory equipments required are jaw crusher/roll crusher, disc pulverize, muffle

furnace, drying cabinet, rotary sieve shaker, C and S apparatus, satmagan, electronic

balance and glassware.



VENTILATION AND AIR CONDITIONING FACILITIES

The main system of ventilation for most of the buildings is naturally ventilated.

Mechanical ventilation is provided in such premises where natural ventilation cannot

provide the desired effect. The control room shall be centrally air conditioned. Local

exhaust fans are provided where necessary for removing objectionable fumes and vapors.

De-dusting system has been considered for removing dust generated at transfer points in

the handling, transportation of raw materials and finished products. Exhaust ventilation are

provided for the switch gear room of the main step down sub-station, transformer station,

store room and toilets.

CENTRAL STORES

One central store is provided to store various materials consumables and spares viz,

equipment, conveyor belts, grease, lubricants and refractors to meet operation requirement

of the plant.

POLLUTION CONTOL FACILITIES

AIR POLUTION CONTROL

The air over a Sponge Iron Plant area and beyond its boundaries tends to get polluted with

gases and dust particles emanating from the stack, transfer points of conveying and



handling equipment. The major atmospheric pollutants in a Sponge Iron plant are waste

gases mainly consisting of carbon dioxide, sulphur dioxide, nitrogen, iron ore dust, coal

fines, ash, limestone fines, etc.

Exhaust from both technological and ventilation equipment would be treated and

let off to atmosphere at a height according to air pollution control norms. The stack height

will be chosen as to ensure that ground level concentration of pollutants remains within the

permissible limits ensuring that the chimney height is at least 2m above the top most point

of the adjacent tallest building.

The off gas from the rotary kiln containing combustibles like carbon particles and carbon

monoxide apart from oxides of sulphur and fines of iron ore, coal and limestone are

completely burnt in the after burning chamber and the waste gas is passed through gas

cleaning plant consisting gas conditioning tower and EP to make free from any hazardous

elements before being let out into the atmosphere through a 40 m high stack.

WATER POLLUTION

Adequate effluent handling, treatment and disposal measures have been taken to

conform to prescribed norms. The waste water after treatment would be discharged into

the storm water drainage system, chemical wastes from laboratory, will be neutralized

before discharging into the sanitary sewerage treatment system

NOISE POLLUTION CONTROL

Due to technological reasons, it may not be practicable to entirely eliminate the noise.

However, noise levels could be brought down to the acceptable level wherever possible.

The major equipment of high noise production can be identified as ID fan, de-ducting fan

of Sponge Iron Plant, compressors in compressed air station, ventilation fans, etc.

Various measures like reduction of noise at source, providing acoustic lagging for the

equipment, isolating the noise producing equipment etc would be adopted to reduce the

noise pollution from this equipment. The compressors in the compressed air station would

be provided with suction side silencers.



Ventilation fans would generally be installed in enclosed premises. Supply ducts and grills

on the ventilation and air conditioning system would be suitably sized for minimum noise

level.

WATER GAS EMANATING POINTS AND CONTROL

DUST EMISSIONS AND CONTROL

From the transfer points at crushing, screening, cooler discharge and product

separation, some quantity dust is eliminated. To avoid the pollution of the environment,

the de-dusting points are provided at these three places. In this system, the suction ducts

are provided at various points and connected to a bag filter house. One ID fan is used to

create suction and the dust particles collected in the hopper are drawn out with the help of

a rotary valve, for humidifying the dust to avoid flying of the same.

THE ROLE OF AN INDIVIDUAL IN THE PREVENTION OF POLLUTION;

Initially individual must try to answer four basic questions;

Where do the things that individual consume come from?

What an individual know about the place where he live?

How an individual connected earth and other living things?

What is the individual purpose and responsibility as a human being?

Try to plant trees wherever we can and more importantly take care of them.

They reduce the air pollution .

Use rechargeable batteries.

Try to avoid asking for plastic carry bags when we buy groceries or vegetables or any

other items. Use our own cloth bags instead.

Use sponges and washable cloth napkins, dish towel and handkerchiefs instead of

papers ones.



Don’t use disposable paper and plastic plates and cups when reusable version is

available.

EFFECTS OF ENVIRONMENTAL POLLUTION;

Soil loss causes poor growth of crops, grassland and forests.

Loss of nutrients from land maser to the oceans and other water bodies takes place

causing water pollution.

Air pollution caused by fine soil particles in the air intercepts sunlight and might affect

chemical process in the atmosphere

EFFECTS OF INDUSTRIAL WASTE;

Spread of infectious diseases

Pollution (soil, water, land)

Landscape total spoilage.

Reduction in aesthetic value and usefulness of roads. Industrial waste also acts as

birthplace for rate, insects, mosquitoes and bacteria.

ELECTRICS

POWER REQUIREMENT

The power requirement of the proposed Sponge Iron Plant is estimated at 1500 KVA

on 30 minute maximum demand arsis with an annual energy consumption of 5 million

KWH. HT power shall be made available at plant site by KEB.

EMERGENCY POWER SUPPLY



One set of 500 KVA rating at 415 V, 50 Hz is provided to cater to the emergency

power requirement of vital units of the plant requiring uninterrupted power supply. The

DG set will be complete with auxiliaries like AMF panel, day oil storage with transfer

pumps etc, and necessary instrumentation.



SWOT ANALYSIS

STRENGTHS:

RAYEN STEELS PVT LTD is a reservoir of skilled and experienced personnel.

RAYEN STEELS is located near the major power generating stations both hydra and

thermal like Raichur, Munirabad, Shalvathe and Kalinga all these stations are connected to

the grid at Munirabad about 55kms from Bellary.

Commissioning the sponge iron plant as reduced the dependability on scrap.

Good corporate image of Rayen enhances the level of confidence in manager.

Rayen has a customer friendly approach and improved customer orientation.

Non-existence of lab our unions.

Customer percentage of Rayen is fair and of reliable supplier.

Market demand for sponge iron is more.

Young and enthusiastic managers and staff.



WEAKNESS:

RAYEN is largely dependent on bank loans rather than other sources.

Concentrated on south India market and neglected other parts.

It has to depend on other sources for the procurement of raw materials.

Transferring of employees

Obsolescence of existing technology

High pollution

OPPORTUNITIES:

Efforts are on for reducing the power cost, which is key element in the process of

sponge manufacture.

Since RAYEN has wide network of traders, it can supply its product directly to

customers without any difficulty.

This year RAYEN has given very good performance, so it will imbibe a new enthusiasm

in its employee to do better.

Steel industries such as Jindal, Kalyani and Mukunda have come up in Bellary region

from which demand for sponge is more.

THREATS:

Increased competition in the market with other domestic producers.

Obsolescence of existing technology.

High cost of input materials.

Tight money market situation.

Less accumulation of funds from promoters.



They cannot change the selling price of the product as it is fixed by Sponge Iron

Association.

VISION

After commissioning the sponge iron plant, on which has reduced the dependability on

scrap, RAYEN is now concentrating its efforts on reducing the power costs.

Installation of pre-heated power plant, which helps in reducing the power cost.

The company is planning to increase their production, presently 100 tones to 200 tons

per day in future.

To reduce cost of production.

MISSION

To maximize creation of wealth, value and satisfaction for the stakeholders.

To provide technology and services through sustained research and development.

To foster a culture of participation and innovation for employee growth and

contribution.

To cultivate high standards of business ethics and Total Quality Management (TQM)

for a strong corporate identity and brand equity.

To help enrich the quality of life of the community and preserve ecological balance and

heritage through a strong environment conscience.

To develop healthy interpersonal relation and positive and discipline in the organization.

Establish long term relationship with customers achieve lower possible energy

consumption.

GOALS AND OBJECTIVES



To earn a reasonable rate of interest on investment.

To maximize utilization of the existing facilities in order to improve efficiency and

increase productivity.

To further enhance distribution network for providing assured service to customers

throughout the country through expansion of reseller network as per marketing plan.

To supply reliable quality sponge iron to the customer.

RESEARCH DESIGN AND METHODOLOGY:-

Research methods are those methods, techniques that are for conducting research.

This refers to the methods a researcher uses in performing the research operations. It is

the way to systematically solve the research problems.

STATEMENT OF THE PROBLEM: -

Employees are the real assets of the company & the task of management is to

arrange organizational conditions & methods of operation so that employees can achieve

their own goals best by directing their own efforts towards organizational objectives. The

goals of the individuals & the organization can be achieved through motivation process.

It is a process of arousing action, sustaining the activity in progress, and regulating the

pattern of activity until objectives have been attained.

SCOPE OF THE STUDY: -

The scope of the study limited to various elements that make up the workers



attitude and perception towards “TRAINING AND DEVELOPMENT” for overall

development i.e., individual, organizational. The study benefits employees and

management for further changes in the program for their improvement

OBJECTIVES OF STUDY:-

This study was carried out with the following objectives:

To study the effectiveness of training at work.

To study the level of satisfaction of employees.

To examine different training program conducted in organization.

To suggest appropriate measures for improving training & development.

SOURCES FOR COLLECTION OF DATA:-

Two types of sources of data collection were used.

(Primary & secondary sources of data collection were used)

PRIMARY SOURCES:

Since the research was of descriptive type, a survey was conducted; primary data

was to be obtained through questionnaires with the employees in Rayen Steels.

SECONDARY SOURCES:

Secondary data was collected from internal records of the company such as

library records, trade journals and various manuals of the company. It was also collected

from the officials of the human resource department at Rayen Steels. Secondary data

provides a better view of the problem study. Many books and magazines were also

referred.

LIMITATIONS OF STUDY: -

Study was limited to Rayen Steels, Bellary unit only.

Frequent visiting to various departments & collecting information was not



possible.

Interaction with employees/executives was very limited because of their busy

work schedule.

Study was conducted under the assumption that the information given by the

respondents are all correct.

SAMPLAING TECHNICS

Simple Random Sampling

SAMPLE SIZE: -

This refers to the numbers of items selected from the unversed to constitute a sample.

The sample size in this case was 100 workers. It consisted of employees of Rayen

Steels, Bellary who were mostly workers from the human resource department, public

relationship department, materials department and Marketing department.

ANALYSIS AND INTERPRETATION

TABLE:-1

YEARS OF SERVICE

PARTICULAR NO OF RESPONDENTS PERCENTAGE (%)

Less than 1 year 23 23

1 to 5 years 21 21

6 to 10 years 12 12

11 to 20 years 10 10

20 and above 34 34

TOTAL 100 100

ANALYSIS: - 34% of the employees have previous work experience above 20 years,

23% have mentioned that they have experience less than 1year, 21% of the employees

mentioned that they have experience between 1 to 5 years, 12% are between 6 to 10 years

and remaining 10% have between 11 to 20 years of work experiences.



Less then 1 year 1 to 5 years 6 to 10 years 11 to 20 years 20 and above0

5

10

15

20

25

30

35

40

2321

1210

34

Interpretation:

34% of the employees have previous work experience and 10%of them have 11 to 20

years experience,

TABLE:2

Nature of work


Administration department 34 34

Supervisors 32 32

Contract laborers’ 23 23

Operators 11 11

TOTAL 100 100

Analysis: - 34% of the employees are working in Administration department, 32% of

them are working as supervisors, 23% of them are working as contract labor and 11% of

them are working as operator in this company.



Administration Supervision Contract labour Operator 0

5

10

15

20

25

30

35

3432

23

11

Interpretation: 34% of the employees are working in Administration department and

11% of them are working as operators.

TABLE:3

TYPES OF TRAINERS PROVIDED BY THE ORGANIZATION


On the job training 65 65

Off the job Training 35 35

TOTAL 100 100

Analysis:- 65% of the employees it is absorbed that they have undergone on the job

training and 35% of them have undergone off the job training.



On the job training

Off the job Training

010203040506070

65

35

Interpretation : 65% of them have undergone on the job training and 35% of them have

undergone off- the job training.

TABLE:4

FREQUENCY OF THE TRAINING PROGRAM


Weekly 40 40

Monthly 35 35

Half yearly 15 15

Yearly 10 10

TOTAL 100 100



Analysis:- 40% of the employees it is absorbed they get training program weekly, 35%

have absorbed monthly, 15% have absorbed half yearly and remaining 10% of them

absorbed on yearly.

weekly monthly Half yearly0

5

10

15

20

25

30

35

40

40

35

15

10

Interpretation : 40% of the employees it is absorbed they get training program weekly,

and 10% they get yearly training program.

TABLE:5

TRAININERS PROVIDED BY COMPANY FOR FRESHERS


Internal trainer 68 68

External trainer 32 32

TOTAL 100 100



Analysis: - 68% of the employees are trained by the internal trainers and remaining 32%

of the employees are trained by the external trainers.

Internal trainer External trainer0

10

20

30

40

50

60

70

80

68

32

Interpretation: - 68% of the employees are trained by internal trainers and 32% of them

are trainer by external trainers.

TABLE:6

FEEL THE STRESS DURING THE TRAINING PERIOD


Agree 28 28

Disagree 42 42

Can`t say 30 30

TOTAL 100 100



Analysis:- 42% of the employees disagree that they feel stress during the training period,

30% have given no response and remaining 28% have agree to stress during the training

period.

2.5

7.5

12.5

17.5

22.5

27.5

32.5

37.5

42.5

28

42

30

Interpretation: - 42% of employees disagree that they feel stress during the training

period and 28% have agree to stress during the training period.

TABLE:7

CRITERIA FOR SELECTION TO TRAINING PROGRAM


Seniority 35 35

Previous training 20 20

Experience 25 25

Fresher 20 20



TOTAL 100 100

Analysis:- 35% of the employees it is absorbed that they get selected on seniority, 25%

of them it is absorbed that they get selected from experience and another 20% of

Freshers they give training program.

Seniority Previous training Experience Fresher0

5

10

15

20

25

30

35

40

35

20

25

20

Interpretation: - 35% of employees it is absorbed that they get selected from seniority

and only 20% of Freshers they give training program.

TABLE:8

TRAINING PROGRAM HELPS IN PREVENTING INDUSTRIAL ACCIDENTS

& MISTAKES


Agree 15 15

Disagree 30 30

Can’t say 55 55

TOTAL 100 100



Analysis:- 55% of the employees have no idea about how the training program helps in

preventing industrial accidents and mistakes and 30% of them disagree and only 15%

agree for this.

Agree Disagree Can’t say0

10

20

30

40

50

60

15

30

55

Interpretation: 55% of the employees have no idea about how the training program

helps them from industrial accidents and mistakes and 15% agree for this.

TABLE:9

TRAINING ORIENTS THE NEW EMPLOYEE


Yes 35 35

No 65 65

TOTAL 100 100



Analysis :- 65% of the employees says training programme doesn’t orient the new

employees, and remaining 35% have mentioned as yes.

Yes No0

10

20

30

40

50

60

70

35

46

Interpretation: 65% of employees have given no and 35% of them have given yes.

TABLE:10

PROBLEM FACED IN JOB EVEN AFTER ATTENDING THE TRAINING

PROGRAMME.


Yes 25 25

No 75 75

TOTAL 100 100



Analysis:- 75% of the employees it is absorbed that they do not face any problem after

attending the training but only 25% of them face the problem even after attending the

training.

Yes25%

No75%

Interpretation: 25% of the employees face problem even after completing the training

and 75% of them said no.

TABLE:11

BENEFITES AFTER COMPLETING THE TRAINING PROGRAM


Improve self confidence 20 20

Improve skills 30 30

Improve technical efficiency 40 40

the above 10 10

TOTAL 100 100



Analysis:- 20% of the employees it is absorbed that they have Improved self confidence

after undergoing to the training program, and 30% of them improved skills and 40% of

them said easy of work and 10% have mentioned all the above.

Improve self con-fidenc

Improve skills Easy in work All of the above0

5

10

15

20

25

30

35

40

20

30

40

10

Interpretation: - 40% of employees feel easy in working after undergoing the training

program and 10% of them feel all of the above.

TABLE:12

HAS THE TRAINING HELP IN THE WORK PLACE


Yes 80 80

No 20 20

TOTAL 100 100

Analysis:- 80% of the employees feel that the training helps in the work place and

remaining 20% do not agree for this.



Yes

No

0 10 20 30 40 50 60 70 80

80

20

Interpretation: - 80% of employees have given good respondence that training helps in

the work place and 20% of them said no.

TABLE:13

TRAINING INCREASES PRODUCTIVITY


Agree 60 60

Disagree 10 10

Can’t say 20 20

TOTAL 100 100



Analysis:- 60% of the employees agree that the training increases the productivity, 20%

don’t have any idea and remaining 10% disagrees for this statement.

60

10

20

AgreeDisagreeCan’t say

Interpretation: - 60% of employees said that training increases the productivity and only

10% of them said disagree.

TABLE:14

TRAINING PROGRAM HELPED IN BRINGING BEHAVIORAL CHANGE


Yes 80 80

No 20 20

TOTAL 100 100



Analysis:- 80% of the employees believe that the training helps them to get the

behavioral changes in them and remaining 20% have mentioned as no.

Yes No0

10

20

30

40

50

60

70

80

80

20

Interpretation: 80% of the employees believe that the training helps them to get the

behavioral changes in them and 20% have mentioned as no.

TABLE:15

TRAINING PROGRAM MEET EXPECTATION


Yes 50 50

Can’t say 20 20

No 30 30

TOTAL 100 100



Analysis:- 50% of the employees feel that the training program has met their

expectation, 20% have said that it`s can’t say and remaining 30% of them said training

didn`t met their expectation.

50

20

30

Yescan't sayNo

Interpretation: - 50% of employees feel that the training program has met their

expectations. But remaining 20% have said it’s can’t say they met their expectations.

TABLE:16

IS THERE ANY FEEDBACK TAKEN BY THE TRAINING CENTRE AFTER

THE TRAINING PROGRAM


Yes 65 65

No 35 35

TOTAL 100 100



Analysis:- 65% have said that they are taking the feedback after that training programme,

remaining 35% said that they don’t take feedback after the training.

yes No0

10

20

30

40

50

60

70

65

35

Interpretation: - 65% of them given feedback after the training and 35% 0f them not

given any feedback.

TABLE:17

TRAINING ENABLES THE EMPLOYEE TO BE MORE COMMUNICATIVE

WITH THEIR SUPERIORS AND COLLEAGUES


Strongly agree 45 45

Agree 35 35

Disagree 20 20

TOTAL 100 100



Analysis:- 45% of them strongly agree that Training enables to be more communicative

with their superiors and colleagues, 35% agree and remaining 20% disagree for this.

Strongly agree Agree Disagree0

5

10

15

20

25

30

35

40

45

45

35

20

Interpretation: - 40% of the employees strongly agree and only 20% of them disagree that

training enables employees to be more communicative with their superiors and colleagues.

TABLE:18

TRAINING HELPS IN REDUCING STRESS AND STRAIN FOR FRESHERS


Agree 56 56

Disagree 14 14

Can’t say 30 30

TOTAL 100 100



Analysis:- 56% of them agreed that the training helps in reducing stress and strain for

freshers and remaining 14% disagreed for this and 30% of them no response.

Agree Disagree Can’t say0

10

20

30

40

50

6056

14

30

Interpretation: - 56% of the employees agree that training helps in reducing stress and strain

for freshers. and14% of them disagreed this statement.

TABLE:19

PLEASE TICK THE APPROPRIATE ON-THE-JOB RESPONSIBILITIES

PROVIDED BY COMPANY


On-the job 55 55

Job rotation 35 35

Off-the job 10 10

TOTAL 100 100



Analysis:- 55% of the employees are More respondent On-The-Job responsibilities

provided by company, 25% feel Job rotation and remaining 10% of them feel off-the job

Training

On-the job Job rotation Off-the job0

10

20

30

40

50

6055

35

10

Interpretation: - 55% of the employees are more respondent On-The-Job responsibilities

provided by company and remaining 10% of them feel off-the job Training.

TABLE:20

EMPLOYEES ATTITUDE TOWARDS THE DIFFERENT MEASURES


Health benefits 40 40

Workmen compensation 25 25

Safety measures 35 35

TOTAL 100 100

Analysis:- 40% of the employees have that health benefits 35% of them safety measures

and remaining 25% have mentioned workmen compensation.



Health benefits Workmen compensation Safety measures0

5

10

15

20

25

30

35

40

40

25

35

Interpretation: - 40% of the employees feel that the organization is providing health

benefits to them. and 25%of employees feel on workmen compensation.

TABLE:21

WHAT ARE THE AREAS OF IMPROVEMENT THAT YOU NOTICED IN

YOURSELF AFTER THE TRAINING PROGRAM


Interpersonal skills 40 40

Technical skills 38 38

Managerial skills 22 22

TOTAL 100 100



Analysis: - 40% of the employees working in the organization have mentioned

interpersonal skills, 38% of them said technical skills and remaining 22% have been

mentioned Managerial skills

Interpersonal skills Technical skills Managerial skills0

5

10

15

20

25

30

35

40

45

4038

22

Interpretation: - 40% of the employees it is absorbed that interpersonal skills areas are

improved and remaining 22% have been absorbed Managerial skills

FINDINGS, SUGGESTIONS& CONCLUSIONS

FINDINGS

Traditional technology used in the production.

Lack of training to the employees or the workers to improve quality of production

They are not providing any safety for the workers.

Lack of implement the information system for the benefit of organization (like

internet).



The surrounding area of Rayen was polluted.

They are not providing the reasonable commission to the traders.

Rayen is fails to expand its market in India (except south India).

Rayen is largely dependent on bank loans rather than other sources.

The quality of product is good than competitors.

Pollution is more

No proper use of new manpower in the organization

SUGGESTIONS

Provide good commission to the traders for further increase of sales.

Improve the technology for growth in production.

Rayen should try to enter all the regions of India as its new market place.

It should reduce the costs, develop customer sensitiveness and give incentives to the

workers and employees.



They should provide the safety measures for the workers.

They have to implement the Management Information System (MIS) for the benefit of

organization. (Such as intranet and website).

Improve new methods doing of work environment.

Improve product quality than the competitor

CONCLUSIONS

Rayen has come a long way, for renovation & modernization of plant seems to be a part of

their vision. The company is planning to increase their production, presently 100 tones to

200 tons per day in future. Rayen planning to upgrade present technology.

Rayen is maintaining optimum inventory management so that within a period of time it

may get profits. In future if banks should supported them well so it may satisfy its working



capital requirements easily.

As for as my concerned company has got better sales turnover, it is providing quality

products to their customers so it will sustain better in future

QUESTIONNAIRE

Dear respondent,

I am Mr. Himantharaja.B, student of III semester MBA of RJS Institute of

Management studies, Bangalore. As a part of my curriculum I am doing internship titled

“ORGANESATION STUDY AND EFFECTIVENESS OF TRAINING AND

DEVELOPMENT FOR FRESHERS in Rayne Steels Pvt Ltd” and I would



appreciate if you could spend a few moment of time in responding to the

following questions.

Designation _ _ _ _ _ _ _ _ _ _ _

Age _ _ _ _ _ _ _ _ _ _ _

Educational qualification ---------------------------

1. Years of service

A) Below 1 year : D). 11 to 20 years :

B) 1 to 5 years : E). 20 and above :

C) 6 to 10 years :

2. Nature of work

A) Administration : C). Contract labor

:

B) Supervision : D). Operator

3. Training methods conducted in your organization?

A) On the job Training :

B) Off the job Training :

4. How often the training program is conducted in your organization?

A) Weekly :



B) Monthly :

C) Half yearly :

D) Yearly :

5. What kind of training the company provide for freshers?

A) On-the job :

B) Off-the job :

6. Do you feel the stress during the training period?

A) Stress :

B) High level of stress :

C) No stress :

7. How to get selected for training program?

A) Seniority :

B) Previous training :

C) Experience :

D) Fresher :

8. Training program helps in preventing Industrial accidents or mistakes?

A) Agree :

B) Disagree :

C) Can’t say :

9. Training orients the new employee?

A) Excellent :

B) Good :

C) Average :

10. Do you face any problem in your job even after undergoing Training?

A) Yes :

B) No :



11. In What way you are benefited after completing the Training program?

A) Improve self confidence :

B) Improve skills :

C) Easy in work :

D) All of the above :

12. Has the training helped you in day to day activity?

A) Yes :

B) No :

13. Training increases productivity?

A) Agree :

B) Disagree :

C) can’t say :

14. Did the training program helped in bringing behavioral change?

A) Yes :

B) No :

15.Do the training program meet your expectation?

A) Yes :

B) More or loss :

C) No :

16. Is there any feedback taken by the training centre after the training program?

A) Yes :

B) No :



17. Training enables the employee to be more communicative with their superiors and

colleagues?

A) Strongly agree :

B) Agree :

E) Disagree :

18. Training helps in reducing stress and strain for freshers?

A) Agree :

B) Disagree :

C) Can’t say :

19. Please tick the appropriate On-The-Job responsibilities provided by your company?

A) On-the job :

B) Job rotation :

C) Off-the job :

20. What is the employee attitude towards the different measures?

A) Health benefits :

B) Workmen compensation :

C) Safety measures :

21. What are the areas of improvement that you noticed in yourself after the training

program?

A) Interpersonal skills :

B) Technical skills :

C) Managerial skills :



D) Any other :

22. How do you overcome the problem facing in the Training &Development?

------------------------------------------------------------------------------------------------------------

------------------------------------------------------------------------------------------------------------

------------------------------------------------------------------------------------------

23. Your suggestions for Effectiveness of Training &Development for freshers at your

area of work.

------------------------------------------------------------------------------------------------------------

------------------------------------------------------------------------------------------------------------

------------------------------------------------------------------------------------------------------------

----------------------------------------------------------------------------------------------------------

BIBLIOGRAPHY:

BOOKS

1. Kotler Philip, Keller kevin lane “Marketing Management” 12 th Edition, Prentice-Hall of

India, 2007.

2. I.M Pandey, Financial Management, Vikas Publishing house (P) ltd, 9th edition, 2005.

Websites

www.steelscenario.com

www.spongeironindialtd.com


http://www.spongeironindialtd.com/


INTERNSHIP REPORT

“ORGANISATIONAL STUDY AND EFFECTIVENESS OF

TRAINING AND DEVELOPMENT FOR FRESHERS”

at

RAYEN STEELS Pvt. Ltd.

Submitted in the partial fulfillment of the requirements for the

award of the degree of

MASTER OF BUSINESS ADMINISTRATION

Submitted By



Mr.HIMANTHARAJA.B

(Reg. No. 09RYCMA011)

UNDER THE GUIDANCE OF

Mrs.ARUNA.K

HR Faculty

RJS Institute of Management Studies

#1, 100FT. Road, III Block,

Koramangala, Bangalore-560034

STUDENT DECLARATION



I hereby declare that this project titled “ORGANISATIONAL STUDY AND

EFFECTIVENESS OF TRAINING AND DEVELOPMENT FOR FRESHERS” at

RAYEN STEELS Pvt. Ltd” is prepared by me under the supervision of

Mrs.ARUNA.K, Faculty of RJSIMS, Bangalore. I further declare that this

report has not formed the basis for the award of any degree, diploma of any

other university or institutions.

Date : HIMANTHARAJA.B

Place : Bangalore (Reg. No.: 09RYCMA011)

CERTIFICATE BY GUIDE



This is to certify that this project report titled “ORGANISATIONAL STUDY

AND EFFECTIVENESS OF TRAINING AND DEVELOPMENT FOR

FRESHERS” at RAYENSTEELS Pvt.Ltd” submitted to Bangalore

University in partial fulfillment of the requirement for the award of the

Degree of Masters of Business Management, is a record of the original and

independent work carried out by HIMANTHARAJA.B under my guidance

and supervision.

This report has not previously formed the basis of the award of any degree,

diploma any other institution or university

Date : Mrs. ARUNA.K

Place: Bangalore

CERTIFICATE BY PRINCIPAL



This is to certify that the study titled “ORGANISATIONAL STUDY AND

EFFECTIVENESS OF TRAINING AND DEVELOPMENT FOR FRESHERS” at

“RAYEN STEELS Pvt Ltd” is conducted by HIMANTHARAJA.B

bearing reg. 09RYCMA011, under the guidance and supervision of

Mrs.ARUNA.K, Faculty RJSIMS.

This report is submitted in partial fulfillment of the requirement for the

Degree of Master of Business Administration of Bangalore University, and

has not formed on the basis for the award of any degree, diploma or

fellowship of any other Institute or University.

Date: (DR. A.K. BHAGATH)

Place: Bangalore

ACKNOWLEDGEMENT

The presentation of this Internship offers me an opportunity to express my deep feelings

of gratitude to Mrs.ARUNA.K HR faculty, RJS Institute of Management Studies, for

valuable guidance extended to me without whose suggestions, this Internship report

would not be possible.



I thank Dr.A.K.BHAGHATH Principal of RJS Institute of Management Studies. and

other staff members of RJS Institute of Management Studies, and all the Respondents

without whose kind Co-operation this study could not have been conducted.

My heartful thanks to Mr.KRISHANA MURTHY Project manager of Rayen Steels

(P).Ltd for his inspiring guidance, constant supervision and valuable discussion

throughout the tenure of my internship.

Last but not the least my heart full thanks are due to my beloved parents, friends and who

have helped me directly and indirectly to complete this project work successfully.

Date : HIMANTHARAJA.BPlace : Bangalore Reg No. 09RYCMA011


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