Jayakrishnan Final

8/22/2019 Jayakrishnan Final

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A STUDY ON THE EFFECTIVENESS OF

TRAINING PROGRAMMES IN TRAVANCORE

CEMENTS LTD

PROJECT REPORT

SUBMITTED TO

THE UNIVERSITY OF KERALA IN PARTIAL

FULFILMENT OF THE AWARD OF THE

DEGREE OF BACHELOR OF

BUSINESS ADMINISTRATION

SUBMITTED BY

JAYAKRISHNAN.U

REG. NO. 195 -10 822 012

UNDER THE GUIDANCE OF MR.DAMU CHANDRAN

FACULTY : BBA

2010 - 2013

SREE NARAYANA GURU MEMORIAL ARTS AND SCIENCE

COLLEGE (APPROVED BY THE AICTE AND AFFILIATED TO

THE UNIVERSITY OF KERALA) VALAMANGALAM SOUTH P.O.,

CHERTHALA, ALAPPUZHA,

KERALA


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CERTIFICATE

This is to certify that this project title A STUDY ON THE

EFFECTIVENESS OF TRAINING PROGRAMMES IN

TRAVANCORE CEMENTS LTD submitted in partial fulfillment of

the requirement for the award of degree of Bachelor of Business

Administration of the University of Kerala is a confide record of the

orginal work done by Jayakrishnan (Reg.No:195-10 822 012) under

the guidance and supervision and that this work has not been submitted

for the award of any degree, from any university

Principal Project guide

Prof. B.Geetha Mr Damu chandran

Place :

Date :


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DECLARATION

I hereby declare that the project titled A STUDY ON

EFFECTIVENESS OF TRAINING PROGRAMMES IN TRAVANCORE

CEMENTS LTD(TCL) in kottayam submitted in partial fulfillment of the

requirement for award of the degree of Bachelor of Business Administration

of the University of Kerala is a record of orginal work done by during the

period from 28January 2013 to 28February 2013 under the guidance of Mr.

Damu chandran faculty of BBA SNGM Arts&Science College

Valamangalam, Thuravoor.

Place:

Date : JAYAKRISHNAN. U


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ACKNOWLEDGEMENT

My prayer and thanks to the Almighty is acknowledged here,first

showering upon me with his blessings to complete this project successfully

in time.

I take this opportunity to express my gratitude and indebtedness to our

principal Prof.B.Geetha,SNGM Arts& Science College Thuravoor.

I am extremely thankful to Mr.Damu chandran faculty of BBA,SNGM

Arts & Science College,Thuravoor for their help and encouragement.

My sincere thanks to Mr.Joseph dosth (junior manager), TCL LTD

Nattakom for their support and guidance in parting with relevant information

vital for my work

Finally I would like to thank all relatives and friends who have hepled

me in completing this organisation study report successfully.

JAYAKRISHNAN.U


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TABLE OF CONTENTS

Chapter Title Page No.

1 INTRODUCTION

ORGANIZATIONAL PROFILES

INDUSTRY PROFILE

COMPANY PROFILE

PRODUCT PROFILE

RESEARCH PROBLEM

SCOPE OF THE STUDY

OBJECTIVES OF THE STUDY

RESEARCH METHODOLOGY

2 REVIEW OF LITERATURE

3 & 4 DATAANALYSIS AND INTERPRETATION

5 FINDINGS & SUGGESTIONSFINDINGS SUGGESTIONS

CONCLUSION

BIBLIOGRAPHY


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LIST OF TABLES

NO. PARTICULARS PAGE NO.

1 AGE OF THE WORKERS

2 GENDER WISE CLASSIFICATON OF WORKERS

3 WORK EXPERIENCE

4 DIVISION WISE CLASSIFICAION OF WORKERS

5 PARTICIPATION IN TRAINING PROGRAMMES

IN PAST THREE YEARS

6 TABLE SHOWING WHETHER TRAINING

PROGRAMMES CONDUCTED ARE BASED ON

IDENTIFIED NEEDS

7 TRAINING IS OF SUFFICIENT DURATION IN

THE ORGANISATION

8 EXTENT TO WHICH THEORATICAL

CLASSES CO-RELATED TO PRACTICAL

EXPERIENCE

9 OPINION ABOUT PREVAILING TRAINING

METHORD

1 0 TABLE SHOWING OPINION ON TRAINING

IMPROVES QUALITY OF PERFOMENCE

11 TRAINING INITIATES TEAM BUILDING

1 2 TRAINING REDUCES WASTAGE


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1 3 TRAINING HELPS IN ELIMINATING FEAR IN

ATTEMPTING TASKS

14. TRAINING HELPS TO HANDLE

STRESS,TENSION,FRUSTRATION AND CONFLICTS

1 5 TRAINING PROGRAMMES IMPROVES RELATION SHIP

BETWEEN SUPERIOR AND SUBORDINATES

1 6 TRAINING HELPS TO WORK WITH LESS

DEPENDENCE AND MORE EFFICIENCIES

1 7 TRAINING HELPS TO INCREASE

PRODUCTIVITY AND ACHIEVE MINIMUM

LEVEL OF ACCOMPLISHMENT

1 8 TRAINING MAKES THE ORGANISATION A

BETTER PLACE TO WORK AND LIVE IN

1 9 TRAINING IS PERIODICALLY EVALUATED AND

IMPROVED IN THE ORGANISATION

2 0 TRAINING GIVEN HELPS TO COPE UP WITH THE

COSTANTLY CHANGING TECHNOLOGY FOR

PERFOMING JOB

21 TRAINING PROGRAMME INCREASE OUR

CREATIVITY

22 OPINION ABOUT TRAINING PROGRAMMES

ARE BECOMING MONOTONOUS DUE TO

REPETATION


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LIST OF TABLES

NO. PARTICULARS PAGE NO.

1 AGE OF THE WORKERS

2 GENDER WISE CLASSIFICATON OF WORKERS

3 WORK EXPERIENCE

4 DIVISION WISE CLASSIFICAION OF WORKERS

5 PARTICIPATION IN TRAINING PROGRAMMES

IN PAST THREE YEARS

6 TABLE SHOWING WHETHER TRAINING

PROGRAMMES CONDUCTED ARE BASED ON

IDENTIFIED NEEDS

7 TRAINING IS OF SUFFICIENT DURATION IN

THE ORGANISATION

8 EXTENT TO WHICH THEORATICAL

CLASSES CO-RELATED TO PRACTICAL

EXPERIENCE

9 OPINION ABOUT PREVAILING TRAINING

METHORD

1 0 TABLE SHOWING OPINION ON TRAINING

IMPROVES QUALITY OF PERFOMENCE

11 TRAINING INITIATES TEAM BUILDING

1 2 TRAINING REDUCES WASTAGE


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1 3 TRAINING HELPS IN ELIMINATING FEAR IN

ATTEMPTING TASKS

14. TRAINING HELPS TO HANDLE

STRESS,TENSION,FRUSTRATION AND CONFLICTS

1 5 TRAINING PROGRAMMES IMPROVES RELATION SHIP

BETWEEN SUPERIOR AND SUBORDINATES

1 6 TRAINING HELPS TO WORK WITH LESS

DEPENDENCE AND MORE EFFICIENCIES

1 7 TRAINING HELPS TO INCREASE

PRODUCTIVITY AND ACHIEVE MINIMUM

LEVEL OF ACCOMPLISHMENT

1 8 TRAINING MAKES THE ORGANISATION A

BETTER PLACE TO WORK AND LIVE IN

1 9 TRAINING IS PERIODICALLY EVALUATED AND

IMPROVED IN THE ORGANISATION

2 0 TRAINING GIVEN HELPS TO COPE UP WITH THE

COSTANTLY CHANGING TECHNOLOGY FOR

PERFOMING JOB

21 TRAINING PROGRAMME INCREASE OUR

CREATIVITY

22 OPINION ABOUT TRAINING PROGRAMMES

ARE BECOMING MONOTONOUS DUE TO

REPETATION


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TRAINING EFFECTIVENESS

INTRODUCTION

What is Training ?

Training is the way to learn the spiritual technology of Scientology. It

is the word used to describe the study of Scientology principles by a parishioner

so they can be applied to accomplish the purpose of improving conditions in

life, both his own and the lives of others.

Study programs ranges from the introductory where an individual learns

the basics of Scientology, to the advanced were individuals study the higher

levels of scripture on their path to advanced spiritual levels. Programs also

exist for those who seek to become ministers and apply the auditing technology

to others as an auditor.

In every church of Scientology are special rooms where parishioners

study the written works and listen to tape recorded lectures of L. Ron Hubbard

in a precise order. A Course Supervisor is present in each course room to

assist Scientologists to attain full understanding of the material they are

learning. The student finds out for himself that Scientology principles work.

A Course Supervisor does not teach, lecture or interpret in any way, but instead

refers the individual to the correct material if the student is experiencing

difficulty. Because of the check sheets and Supervisors role, parishioners

studying Scientology materials are able to proceed at their own individual

pace.


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The end result of auditor training is that an individual is able to minister

auditing to another person. In every church of Scientology around the world

there is one passing standarda 100% perfect auditing session every time.

Through Scientology training, that standard is reached daily.

Because Scientology offers an understanding of human behavior,

training as an auditor also provides individuals with a means of dealing with

real-life situations by understanding their causes. Training gives an individual

the know-how to resolve difficulties in life that might otherwise appear

unsolvable.

TRAINING DEFINED

It is a learning process that involves the acquisition of knowledge,

sharpening of skills, concepts, rules, or changing of attitudes and behaviors

to enhance the performance of employees.

Training is activity leading to skilled behavior.

1. Its not what you want in life, but its knowing how to reach it.

2. Its not where you want to go, but its knowing how to get there.

3. Its not how high you want to rise, but its knowing how to take off.

4. It may not be quite the outcome you were aiming for but it will be an

outcome.

5. Its not what you dream of doing, but its having the knowledge to do it.

6. Its not a set of goals, but its more like a vision.

7. Its not the goal you set, but its what you need to achieve it.


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8. Training is about knowing where you stand (no matter how good or bad

the current situation looks) at present, and where you will be after some

point of time

Training is about the acquisition of knowledge, skills, and abilities

(KSA) through professional development.

ROLE OF TRAINING


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IMPORTANCE OF TRAINING

Training is a very important priority for us. Training and developing

our people is a strategic focus. Were talking about winning in a highly

competitive business. Our objective is to drive our competitiveness through

this training. Now, its not going to happen unless every person in the division,

including the President, makes a personal investment in leadership, in learning

and in development. We think this is the central concept around building

quality of work life. It is the central concept around getting the best people

to come to work for you, and it is the central concept around moving to the

next level. It cant be overemphasized.

Organizations are under pressure to justify various expenses. The

training budget is, often, not exempted from this purview. There are a number

of questions raised on the value derived from training programesboth

directly and indirectly. Business heads and training managers are under

pressure to prove the effectiveness of training.


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1.1 INDUSTRY PROFILE

Travancore Cements Ltd is one of the oldest cement manufacturing

public sectors undertaking functioning in the state of Kerala since 1946. The

TCL has been producing White cement since 1959. TCL is the only white

cement manufacturer in the country to produce white cement from a raw

material other than lime stone. The raw material for the companys white

cement is Lime Shell, which is purest source of calcium carbonate available

for cement manufacturer since it does not contain magnesium oxide. There

are only two companies in the world in which white cement manufacturer

raw materials other than lime stone. The TCL wishes raw materials as lime

shell is available in Vembanad Lake, one of the backwaters of Kerala.

It has very good product and service. Research study on cement paint

was conducted in Travancore Cements Limited, which was dated from 21-

December-2010 to 22-Feb-2011.The major objective of research is to know

consumption pattern of cement paint in Kottayam district at Travancore

Cements Limited.

The sample size or the number of respondents who provided their

opinions through questionnaires were 100. These respondents were asked for

their opinion based on certain factors like quality of the product, price and

other features they are looking for in the product. Based on their reponse, the

business problem was analyzed, interpreted and concluded on.


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Evolution of Paint Industry

Indian Paint Market

Indian paint market is vast and is growing fast. The estimated size of

Indias paint industry is 3500 crores. Our paint industry is highly competitive

and well versed with latest technology. After the recession of late 80s and

early 90s branded paint market was growing in double digit growth rates.

Consumption Pattern

Era of economic reformation marked a wide change in the pattern of

consumption of all products, paints are not any exception. Consumers are

showing colour sensitivity and quality consciousness. However 70 percentage

of the paint products are still consumed in urban and semi urban regions.

Types of Paints

There are two kinds of paints- Decorative and Industrial. Industrial paints

are essentially protective in functionality. Decorative paints are less protective

even through it accounts for a whopping the segments together contribute towards

making the paint industry worth around 3,500 crores annually

Decorative Paints Vs Industrial Paints

All along decorative paints has been the mainstay in India and it

accounts for around 80 percentageof the market while industrial paints

accounts for the remaining 20 percentage. This is in sharp contrast with the

global scenario where the reverse is true.


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Per Capita Consumption

India s per capita consumption on paints is very low (300 gms a year)

when compared to Taiwan which has a per capita consumption of 1.5 kg,

Philippines has 3.55 kg, Japan has 16.44 kg and US having the per capita

consumption of 25 kg which is the highest in the world.

Organized Vs Unorganized Market

The paint industry is segmented into organized and unorganized sectors.

There are 24 large and medium sized plants in the organized sectors while in

the unorganized sector, there are around 1600 units which accounts for

approximately 35 percentage of production in the Indian Paint Industry. They

cater mostly to the semi urban rural markets. All along, this segment has

thrived at the cost of the organized sector. This is because consumers of paints

are extremely price sensitive.

Price Sensitive Market

In paint market only those who can reduce the cost can survive such a

situation came up because of the peculiar nature of the Indian industry where

decorative paints as a luxury item and for them the cheaper the better.

Simultaneously, by harnessing other strategies like reducing inventories and

offering superior products, they have managed to gain the loyalty of vital

segment of the population which is not sensitive and which looks at decorative

as a status symbol.


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Low Capacity Utilization

The industry is characterized by low capacity utilization. It averages

around 55percentage. The total demand for paints from organized sector in

the country projected at around 31 lakh ton per annum. The current production

is approximately 2.83 lakh in this is as wide as the mind can imagine.

Consumers want the final product tailored to suit the exact demand, like the

shade and quality. In paint industry attaining a capacity utilization of

60percentage is considered to be a major

Cement Paints

Cement Paint is water based paint widely used for painting buildings

both exterior and interior. Cement paint is a special formulation of white

cement and water proofing compounds with oxide extender, oxide pigments

and hardening agents. The pioneer in this field was Killick Nicholson, who

launched the product, branded as snowcem in year 1968. After a decade a

few companies ventured into this field, after identifying the potential for this

product

Usually cement paints are marked in a powered form. The powder is

mixed with suitable quantity of water to get thick slurry, which is then applied

on the plastered brick work, concrete work, stone masoning etc. for application

on corrugated iron; it is mixed with boiled linseed oil. For good result a 1.5

to 2.1 aqueous solution of sodium silicate and sulphate is applied as primer

coat before applying cement paint.


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1.3 COMPANY PROFILE

Nesting amidst the lush green paddy fields, under a canopy of majestic

coconut trees, beside the intricate patterns woven by canals, is Travancore

Cements Ltd, - the house of White Cement. Bustling with activity against

the sylvan landscape, it is a place where Art and Nature merge and mingle.

The Travancore Cement Limited was incorporated in the year 1946.

The year of commencement of Grey Cement in the year 1949. The licensed

capacity of the plant was 50,800 Ts of cement per annum.The master-mind

behind setting up of this factory was that of late Sir. C.P.RamaswamiIyer,

the Divan of Travancore, who had realized the vital role of cement in the

industrial development of Kerala. The company was promoted by M\s. Essel

Limited, Bombay and the Technology tie up made with M\s. F.L.Smith&

Co. Denmark.

Travancore Cements Ltd. deposits of the required quality were not

available to start a cement plant factory in travancore. However, lime shells

available in the backwaters offered in alternative ofcourse a better source

for calcium raw material. Sir C.P RamaswamyIyer induced the promoters of

TCL for pulling up cement plant based on the lime shell reserve. Thus the

first cement plant starts its operation on 7.12.1946 in Kerala.

Travancore Cements Ltd is one of the oldest cement manufacturing

public sectors undertaking functioning in the state of Kerala since 1946.

The TCL has been producing White cement since 1959. TCL is the only


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white cement manufacturer in the country to produce white cement from a

raw material other than lime stone. The raw material for the companys white

cement is Lime Shell, which is purest source of calcium carbonate available

for cement manufacturer since it does not contain magnesium oxide. There

are only two companies in the world in which white cement manufacturer

raw materials other than lime stone. The TCL wishes raw materials as lime

shell is available in Vembanad Lake, one of the backwaters of Kerala.

During 1959, the company diversified into the production of White

Portland Cement. The installed capacity for the production of White Cement

is 30,000 Ts per annum. Till 1974, the company was manufacturing both White

Cement and Grey Cement in the same plant, disturbing the production of two

over certain period in a year. Since 1974, the company manufacturing white

Cement alone, as the demand for white cement went up.

During the last 54 years of its existence, TCL has diversified its

activities to relate areas. Besides Super Shelcem brand Cement paint, the

company has added to its products ranges, Sheltex Acrylic Emulsion paint

for interiors and exteriors and Shelprime Cement Primer.

The Travancore Cements Limited is the only manufacturer, perhaps in

the whole world, producing White Cement from a raw material other than

conventional limestone. The main raw material of TCL is lime shell, which is

dredged out of Vembanad Lake, one of the back waters in Kerala. The company

has successfully executed a diversification project for manufacture of Grey

cement during the year 2000, with a capacity of 66,000 MT per annum.


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TCL has a history of continuous profit. The profit before tax during 1999-

2000 was Rs.1.95 crores. The company has paid a dividend of 50% to its

share holders during the last 4 years continuously. TCL is a public sector

undertaking with the Kerala government having 51 percent share. The

authorised share capital of the company amounts to Rs. 5000000. The Board

of Directors heads the company. The Board of Directors consists of Chairman,

M.D, and seven other directors. The milestones of the company so far are

listed as follows:-

Started production of Vembanad Grey cement from lime shell in August

1949.

Started production of Vembanad White cement from lime shell in August

1959.

Grey cement production stopped in 1976.

Diversified into cement paint Super Shelcem production in 1977.

Celebrate Silver Jubilee in 1982.

Become a government company in April 1989.

Celebrate Golden Jubilee in 1997.

Launched Shelprime Dry Cement primer in January 2000.

Diversified into Acrylic Emulsion Paint Sheltex for interiors and Exteriors

in April 2000

Diversified into Grey cement production from bought outclinker in 2000.

Become an ISO 9002 company in December 2000.

Started HRD centre in 2002. Started production of Vembanad Wall

Putty in 2008.


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TCL has implemented the Quality Management System and maintain

best quality throughout the production process. The row materials are taken

by verifying quality and after and every production process they are testing

the quality of sample in the laboratory. Thus customers are well satisfied with

the products

Branches and offices

The cement plant is situated at a picturesque locality on the bank of

Kodoor River and on the side of the state highway, M.C Road, 4KM away

from the cosmopolitan town of Kottayam in Kerala. The location of plant

makes it accessible by road as well as by water. It is the only cement plant

where the raw material is transported by water. The rail head is only 3 km

away at Kottayam. The beautiful locality in which the company is situated

extends over an area of 60 acres. The location facilitates the need of

transportation of raw material and finished goods.

The company has its registered office and factory at Nattakom, Kerala.

Also it has another registered office in Trivandrum; it has depots at Bangalore,

Coimbatore and Vijayawada.

Promoters of the organization

Travancore Cements Ltd. The company was originally started under

private management of M/s EsselPvt. Ltd. In 1975 government of Kerala

took over the management of the company. The director of the managing

agency of the company at the time of its commencement was Mr. T.S.


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Narayanaswamy. The factory was installed under the supervision of Mr. S.

Rudlinger. Now the government of Kerala is holding 51.33 percent of the

equity share capital. The pyramid group of the company is holding another

25 percent of the shares and the remaining shares are held by General Public.

Problems faced by company

The main problem faced by the company is the storage of row materials.

The company has serve storage of lime shell which is the major row material

for both the products of the company. The difficulty in commencing mining

operations for lime shell in the companys lease hold area at Vaduthala is

affecting the lime shell availability. The issue is being sorted out. Now the

company is obtained lime shell from Chithira lake. The increasing use of oil

and diesel is badly affecting the profitability of the company. Surplus labour

is the another major problem faced by the company.

Pricing of product

The price for 1Kg of Vembanad White Cement is Rs.-16. For 50Kg of

white cement is Rs.800. For Super Shelcem Cement Paint 5Kg is priced at

Rs. 1480. and for jute bag Rs.90.80. These products are priced very high

mainly because the raw materials particularly lime shell and white clay is

scared.

TCL has an advertisement budget of 25 lakhs per annum. Since the

amount is too small the company is advertising at a low level. Other

promotional activities include, conducting dealers meeting once in two years.


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In addition to these the company offers various incentive schemes for its

details according to their sales performance.

Due to very low advertisement budget the company does not engage in

any large scale type of advertisement activities. The company occasionally

engages in advertisement through news papers, magazines etc. the main modes

of advertisement are displaying boards which are positioned where they get

maximum attention. They also use Asianet cable vision, wall painting etc.

TCL gives trade discounts of 10 percent and each discount of 4 percent

for purchase of 250Kg and above. The company allows 3 percent discount on

freight allowances and 3 percent on special discount. In every three months,

the company gives 1 percent quantity discount for 200Kg, 2 percent for 500Kg.

They also give annual discount of 3 percent.

Market share

The cement paint industry is divided into organized and unorganized

sectors. The major players are in the organized sector, however majority of

the brands come from unorganized sector. TCL has 40 percent of market share

of white cement and 33 percent for Super Shelcem Paint in the cement industry

of Kerala.

Objectives of the organization

The main objective of TCL is the production of Vembanad White

Portland cement. It is the first and foremost product of the company. By quality,

it is the best whit cement produced in India. The company is now engaged in


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the production of cement paint known as Super Shelcem Cement Paint which

is available in 42 different shade.

The main objectives of the tcl are the following

To produce white cement paints using natural resources

To provide employment opportunities

To earn maximum profit

To provide training to apprentice

To make the company as the market leader.

.Vision of TCL

In the fast paced global development as the barriers are withering away.

India need proper external synergy creations from the manufacturing sector

for which TCL, pioneer of the white cement manufacturing in the country ,

can play a remarkable role and so is committed towards effective utilization

of Man, Machine, Material and Money (4 Ms)

Mission of TCL

Having a unique role in the Heavy industry sector of the country, TCL

is committed for catering the society towards the specific need expected by

producing quality product at a customer friendly price while keeping sustained

growth of the organization and total growth of the society.

Quality policy of TCL

At TCL are committed to continual improvement of the system

enhancing customer satisfaction by providing consistent quality products

through the implementation of Quality Management System


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Quality control policy

TCL has implemented the Quality Management system and best quality

throughout the production process. The row materials are taken by checking its

quality and after each and every production process they are testing the quality of

sample in the laboratory. Thus customers are well satisfied with the product

Infrastructural facilities

Infrastructure is the basic physical and organizational structures needed

for the operation of a society or enterprise, or the services and facilities

necessary for an economy to function .

As physically I was present there every working day in the companys

branch, I found that the Travancore Cements Limited has fulfilled all

infrastructural facilities require for the company, both the customer point of

view as well as internal company point of view.

These infrastructure facilities involve of

Location of branches

Telecommunication services

Energy infrastructure

Internal illumination

Communications infrastructure

IT Tools and Software

Networks system

Parking for vehicles


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The company provides following Infrastructural facilities to the

employees,

A fare price canteen is operating at the premises. The employees are

given Rs. 30 per day of attendance. Maximum Rs.900 per month is allowed

by the company.

Allowances

Uniform 3 pairs of uniform once in two years

Foot wear allowance Every year

Umbrella Once in two years

Rain coat Once in three years

Washing soap Two half bars in a month

Toilet soap Two numbers in a month

Turkey towel Every year

Company scholarship

Company is giving scholarship to the children of employees.

For S.S.L.C, P.D.C, to Degree & Diploma

Rs. 700/- for 1st highest rank. Rs 500/- for 2nd rank.

Transportation

Free transportation facility provided to employees for coming and return

after duty. For the children of employees for attending education institution

in and around Kotayam.


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Quarters facility

A limited number of employees are provided with quarters with free

electricity and water.

Recreation facility

Recreation facility for indoor games, reading rooms with newspaper

and periodicals, T.V with cable facility.

Training and developnent

There are both internal and external training for workers and employees,

and it is conducted by the HRD centre under the supervision of the Personnel

Development. Job rotation is allowed only for officers. Conference, talks,

workshops, etc. are conducted as part of training and development.

Achievement

The Company has taken the ISO 9002 Certification during the year

2000. During the year 2003 it switched over to ISO 9001:2000

certifications

Work Flow Model

The basic cement making process consist of collecting the row

materials, grinding them to a fine stage, blending them to a uniform

composition and heating them to the point of sufficient fusion when the cement

compounds are formed. Portland cement is the product obtained by cooling

and grinding the clinker thus formed with gypsum to a fine powder.

Production process can be mainly divided into three stages:

Slurry preparation

Clinker making

Clinker grinding


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The different processes under these main stages are:

Dredging

Unloading station

Wash mill

Shell-sand grinding(Ball mill)

Slurry making(Raw mill)

Slurry section

Clinker making(Kiln)

Clinker grinding(Cement mills)

Packing and Despatching

Dredging

The main raw material for the production of Vembanad White Cement

is lime shell an underwater deposit in Vembanad Lake, is dredge and brought

and brought to the company by means of power bargers.

The company has two dredgers, one hydraulic dredger and one mechanical

dredger. The capacity of two dredgers may about 30 tonnes/hour. The dredger

can cut the lime shell around 40 feet maximum depth. The dredger works on two

powerful engines, a dredger pamper engine and an auxiliary engine.

Unloading station

The shell brought by Barger from lake is unloaded here. Shell in barger

is diluted with about 60 percent of water by means of diluting pump for easiness

of sucking. A sucking pump draws water along with the shell to receiving

tank near the rotary grill of screening plant. The shell is then passed through


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the rotary grill and waste materials are washed out during its rotation. Cleaned

shell is either passed through the belt conveyors through hoppers or stored

out. There are two rubber conveyors (Conveyor 1-short and straight, conveyor

2-long and inclined) for conveying the shell to the ball

Wash mill

Before actually used for the process clay is mixed with water. This work is

done in a clay wash mill. Clay is put into the mill and about 65 percentage of

water is also added during the grinding. During the hammering action of the

weights provided in the wash mill clay is made to slurry is pumped to the storage

tank known as silo. From silo, it is taken for process when required.

Shell-sand grinding

Slurry preparation is the fourth stage in the production process of whit

cement. Slurry is a mixture of shell, sand and clay with around of 40percentage

of water.

For slurry preparation two grinding mills are used:

Roughing mill known as ball mill

Finishing mill known as row mill

Ball mill is a cylindrical shell of welded metal plates.

The shell around required amount of white sand and water is fed to the

ball mill by rotating feed table. When the mill rotates the materials are crushed

down to the small particulars while it passes through the ball. The materials

coming out of the ball mill is diverted to a hammer screen by means of slurry


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elevator. Fine material come out of the hammer screen is fed to the row mill.

The coarse material return to the ball mill for further grinding.

Slurry making

The row mill is hollow cylindrical shell, the inside of which is line with

flint blocks. The shell lining are avoided to reduce the contamination of slurry by

iron. The grinding media is used is Flint Pebbles. The mill is rotated by a motor

at constant speed while passing through the mill, the fine materials discharged

from ball mill and clay pumped from clay silo are finally ground and comes out

as a party material known as slurry which then flows to slurry pit.

Slurry section

Slurry discharged from the row mill is stored in silos by means of pipes.

The chemical composition of the slurry will be adjusted by this stage. There are

three silos for storing the slurry. From these silos slurry is pumped to the slurry

basin. In the basin slurry is constantly agitated with compressed air and stirring

mechanism. From the basin, slurry is taken from burning in the kiln.

Clinker making

Kiln is a cylindrical steel lined with refractory bricks mounted at an

inclination of 30 degrees on roller supports. The kiln having a length of 285 feet

with diameter of about 9 feet and is rotated at about 1rpm by an electric motor.


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During the process of slurry passes through three stages:

Drying zone

Calcinations zone

Burning zone

In the drying zone about 99 percent of water content in the slurry will

removed. In the calcinations zone the removal of CO2 take place. After that the

materials enters the burning zone. The clinker is formed in the burning stage by

fusing Diclacium Silicate, Tricalcium silicate, and Tera calcium Alumino Ferrite

at about 400 degree celsuis. There after the clinker is cooled by flow of air.

Clinker come out of the cooler will be usually in the modular form.

Cilnker grinding

The cooled clinker is grinded is very finely to make white cement.

Clinker grinding take place in the cement mill. There are cement mill A, B

and C with clinker grinding capacity of 60 tonnes, 50 tonnes, 50 tonnes

respectively. The mills B&C are identical in nature. During grinding, small

quantity about 3 percent to 4 percent Gypsum is added. The Gypsum controls

the initial setting time of cement. If gypsum is not added, the cement wouldnt

set as water is added. The gypsum act as retarder and it delays the setting

action of cement. It thus permits cement to be mixed with aggregate and to be

placed in the position. The cement coming out of the mill is conveyed to

claufies by means of bucket elevator. In the separator, causes particles are

separated and they flow to the mill while fine particles flow to the Flaxo


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pump, which is operated by compressing air. Using Flaxo pump cement is

transferred to the cement silo located at the packing house.

Packing and despatching

The white cement stored in silos is packed in paper bags in the packing

house. Compressed air is used for the free flow of the cement from the Silo

and hopper located above the packing machine. While the bag is filled with

50Kg materials discharges from the spout is automatically transferred to truck

through a fixed point belt conveyer and a movable belt conveyer. The filled

bags fall down from the spout to the wire net conveyor and are transferred to

truck through a fixed point belt conveyer and a movable belt conveyer.

Future Growth and Prospects

The company has planned some diversification schemes which will be

implemented in the near future, which include proposal to insist setting up of

Enamel paints and textured coating under cooperative societies. There are

proposals to start a pocking unit, the venturing project for manufacturing

Calcium nitrate and Dicalcium phosphate, shifting of present technology to

dry process technology, reinitialize the production of Grey cement and the

proposal to export white cement to Srilanka, Gulf, South Africa and Mauritius.

The company is at present having a bright future ahead.

Functional Analysis

The departments of the company are briefed as follows:-

Administration Department


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Finance Department

Marketing Department

Human Resource Department

Production Department

Administration Department

This department consists of the front line office and other employees

who assist the head of the administration department. The front office

employees responsibility is to look after all other departments, the calls

coming into office to the various departments and attending the visitors. The

other administration departments employees have to look after the stationary

requirements from all the departments, maintenance of stock of stationary,

maintaining the photocopy and the printing section. The everyday needs to be

organized in the company are the responsibility of the administration is

responsible for every small necessity of the company.

Finance Department

Finance manager is the head of department. This department controls

the finance matters like payment of bill, salary, collection of bill and receipt,

bank transaction etc. This department deals with all the inflow and outflow

of cash in the organization. All the accounts of flow of cash and monthly and

yearly balance sheet and cash flow statement are being prepared by this

department. All the issues regarding monthly incomes, incentives, payroll,

pension and all other deduction like taxes are taken care of by them.


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By producing an accurate portrayal of the potential profits and costs of each

title, the finance department aids all departments in making the best financial

publishing decisions. The department is charged with the following tasks and

reporting procedures:

Forecasting, budgeting, and strategic planning for departments, titles, and

imprints.

Accurately projecting the companys financial performance.

Controlling costs through internal auditing and external research of

alternatives.

Developing business plans and models for growth of the company trend

analysis.

Marketing Department

The marketing department is responsible for creating, preparing and

establishing marketing strategies and policies for each title by coordinating

the efforts of publicity, promotion, advertising, online, and sales. The

marketing department performs the following functions:

Preparing all sales presentation materials: audio recordings, fact sheet

collation, and promotions

Creating and producing additional account-specific presentation materials

Creating pricing strategies

Researching and establishing relations with new markets

Planning and maintaining sales and marketing scheduled, including title

launch and planning meetings.

Measuring the effectiveness of strategies once completed.


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Human Resource Department

The human resources department works closely with all divisions and

departments to ensure the health and happiness of their employees through

benefits administration, rewards and recognition, facilitation of company- wide

events, and the recruitment of new employees. They also act as a liaison between

the employee and the recruitment of new employees. The company is working

towards institutionalizing a performance-oriented culture. The entire HR

systems e.g. recruitment, performance management system, reward &

recognition have been aligned with the business objectives. The company

attaches considerable importance to training and employee development with

focus on customer sensitivity, process and ISO training. Regular communication

channel is maintained with the employees through town halls, departmental

meets and such other forums. The fortnightly leadership meet is conducted to

keep the employees informed about the performance and strategic objectives

of the organization. An independent employee engagement survey is conducted

annually involving the entire organization. The survey results are shared with

the employees and action plan is worked out through consensus. The company

has aligned its employee policies with those of Travancore Cements Ltd to

ensure uniformity.

Production Department

Production department controls the production function, the production

manager analysis the customers demand with the help of merchandiser and

MD and decide the production quantity and style of production.


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Function of Production Department

The main function of the production is to produce the main product of

the company ie Dennis Morton

The production department controls and coordinates the production

process

The production department conducts research for new product

Verification of raw material stock statement and maintaining stock

Verification of production statements

1.2 PRODUCT PROFILE

The company is producing three types of products. They are,

White Portland Cement under the brand name VEMBANAD.

Cement paints under the brand name SUPER SHELSEM in 42 different

shades.

Wall putty under the brand name VEMBANAD.

Vembanad White Portaland Cement

It is the first place in Indian white cement market by its excellent quality

and its quality is at pas with that of the best available in the world market. As

compared to others brand it accounts for its superior whiteness and maintain

its quality by using lime shells instead of lime stone. The white cement is the

best suited for housing and construction of industries. Vembanad White

Cement is quickly drying, process high strength and superior aesthetic values.

Also it is good for floor finish, plaster and ornamental works. The

miscellaneous application of white cement are in swimming pools, where it


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replaces the use of glazed tiles with coloured shades under water, for moulding

sculptures and statues, for painting furnitures. It is also used for ready mixed

concrete and precast blocks and also fixing marbles and glazed tiles. Today

the company enjoys the highest 8042 e-1976 specification.

Special features

Lowest magnetic content and hence most durable white cement.

Brilliant whiteness.

High strength.

Super soundness.

Super finishing.

Excellent properties.

Ideal for manufacturing cement paints, mosaic tiles etc.

Applications

Pointing brick works.

Road marking.

Cast stone finish.

External rendering.

Mosaic tiles.

Terrazzo flooring.

Primary coat for cement paints.

Super Shelcem Cement Paint


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In 1977 TCL started manufacturing cement paints under the brand name

SHELCEM. It was rebranded as SUPER SHELCEM in 1986. Super

Shelcem is a unique technology formulation with the most durable

VEMBANAD white cement. It is an intimate mixture of Vembanad white

cement, water proofing fungicides, oxide extends, non fading oxide pigments

and hardening agents. Cement paint is water biased paint widely used for

painting buildings.

Unlike other cement paints, Super Shelcem doesnt require water curing

after first and second coat. Only initial wetting of the surface is necessary. This

makes it ideal for exteriors of multi storied buildings and sky scrapers. Also it is

ideal for interiors since, tedious curing after removing furniture can be avoided

which means saving of labour. Once a wall is painted with Super Shelcem , it

looks and stays good for years un affected by weather and fungal attack .

Super Shelcem carries ISI marks and the approval of Bureau of Indian

Standards, is E-1969. It is available in a wide range of colours of total 42

different shades in the market.

Special features

Capacity: Any previous deep shade made on the surface can be effectively

hidden with a single coat of Super Shelcem. The second coat completely

covers the dark patches and stains on the wall.

Coverage: Super Shelcem covers greater area than any other cement paint.

1Kg covers 100 sq feet for a single coat or 65 sq feet for two coats.


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Adhesion: Super Shelcem can be applied on a wide variety of surface

like cement plaster, concrete, brick work and plastered surface.

Drying: Super Shelcem dries very quickly. While other cements paints

requires 16 to 24 hours waiting time for applying the second coat, Super

Shelcem need only 3 to 6 hours after the first coat.

Production of Super Shelcem

The main raw material for the production of cement paint, i.e.; lime

shells is dredged from Vembanad Lake by the company themselves. Lime

Shell, rich white clay, white silica sand is used for the production of white

cement. The white cement is mixed with hydrated lime, colouring pigments,

and fine sand and water repellent compound in a separate mill to get the

cement paint of desired colour.A premium quality cement paint, always

consistent and of international standards.

Vembanad Wall Putty

Vembanad Wall Putty was introduced in the last year, i.e. in 2008. It is

dry powder putty with Vembanad White Cement as the base. By the low content

of MgO in Vembanad White Cement, the putty when applied on the cement

plastered wall and ceiling will ensure durability, extra coverage and smooth

finish. Vembanad Wall Putty can be applied on freshly plastered surface also.

Like other products of TCL, Vembanad Wall Putty is also excellent in quality.

Before applying wall putty, one or two coats of Vembanad White Cement is

recommended to be applied on the newly plastered wall.


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Special features

Quality tested Vembanad White cement is used for making wall putty.

Its production process goes through the strictest quality test.

It has a unique formulation.

It has more coverage than any other wall putty in the market.

Area of operation

The Travancore Cements Ltd, has regional area of operation. TCLs

Vembanad white cement is the best white cement available in the country.

TCL having its sales office at Kottayam and godowns at Bangalore,

Coimbatore, Culcutta and Delhi. For sales promotion C&F (commission

agents) are appointed at Madurai and Vijayawada. The regional office is

situated at Trivandrum.

TCL was exporting white cement to various Asian countries, but due

to the greater demand of the product in the country, it stopped exporting.

Ownership pattern

Travancore cements ltd is a public sector company. 51 percent of the

shares are owned by Kerala state government and the rest 49 percent are owned

by public.

Competitors information

Major Competitors of Super Shelcem


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Snowcem India Ltd.

Berger Paints India Ltd., Kolkata

Classic Paints, Vennala Cochin


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STATEMENT OF RESEARCH PROBLEM

The efficiency and productivity of the firm can be increased

considerably with right training methods. This is the reason why HR

department gives Training such a huge importance. So it is essential that we

conduct studies and experiment s to improvise our training methods.

The motive behind this study is to understand the effectiveness of training

and development programs on the employees of Travancore cements in

kottayam.

The training cannot be measured directly but the change in attitude

and behavior that occurs as a result of training. By studying and analyzing

the response of employees regarding training, we can make scientific

conclusions, which is the core idea of this study.

Problem Statement

The intention of this research is to analyze and evaluate the effectiveness

of training and development process in Travancore cements in kottayam.


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SCOPE OF THE STUDY

This study identifies the effectiness of the training progrmme for staffs

and identifies the factor which are to be changed and improve which makes

the organization to adopt a better method and thereby impore performance

and achieve its mission and vision effectively and efficiently. The responses

are taken for analysis to arrive at the findings and suggestions which can be

beneficial for the organization to increase the effectiveness of the training

programme

LIMITATIONS

The study was conducted at TCL., Kottayam. Therefore its findings may

not applicable to other industries or organizations.

The study has been conducted only to staff people. So findings may not

apply to any other employees.


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OBJECTIVES OF STUDY

Primary Objective

To study the effectiveness of training and development programs in

Srivirad Systems and Services, Chennai.

Secondary Objectives

To study the methods used in training the employees

To analyze whether the quality of training and satisfaction of

respondents related.

To analyze whether the employees are satisfied with their current

training methods.

To collect and analyze the views of the participants and superior on

the training.

To study the training program on the basis of relevance, implementation

and outcomes.


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RESEARCH METHODOLOGY

Research methodology is a way of systematically solving the research

problem. Research mentodoliogy deals with the research design used and

methods used to present the study.

RESEARCH DESIGN

A research design is a detailed blue print used to guide a reserch study

toward its objective. The process of designing a research study involves many

interrelated decisions. The most significant decision is the choice of research

approach, because it determines how the information will be obtained. The

choice of the reserach approach depends on the nature of the research that

one wants to do.

The research design adopted for the studey is Descriptive Research.

Descriptive method was adopted because it deals with description of the state

of affairs as if exists at present.

DATA COLLECTION METHOD:

Data are collected from primary and secondary data. The data collection

can be categorized into two types.

Primary Data

Secondary Data

Primary Data:

Primary data is the information that is collected or generated by the

researcher for the purpose of the research work and constitutes the principle

source of data. The primary data for the study was collected through a

questionnaire.


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Scondary Data:

Secondary data consists of information that has been collected by

somene other than the researchers. Researchers usually start investigation by

examining secondary data. Secondary data was collected from company

websites, magazines and web articles.

Method of Data Collection:

Primary data was collected from the employees of TCL., with the help

of the questionnaire.

Secondary data was collected form webistes and book refernces.

A pilot study was conducted based on which a few changes made in the

questionnaire.

Questionnaire Design:

Proper care has been taken to ensure that the information needs match

the objectives which in turn match the questionnaire. The basic cardinal rules

of questionnaire design, like using simple and clear words, the logical and

sequential arrangement of question has been taken.

SAMPLING TECHNIQUE:

A sample is a representation of a large whole. When some of the

elements are selected with the intention of finding out something about the

plpulation from which they are taken, that group of element is referred as a

sample, and the process of selection is called sampling.

Sampling unit:

The respondents are staffs of TCL Ltd., kottayam works.

Sample Size:

The sample size for the study is 100.

Sampling Method:

Convenient sampling is used in the study.


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CHAPTER 2

REVIEW OF LITERATURE


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REVIEW OF LITERATURE

Depending on the size, goals and nature of the organization,

trainers may be differ considerably in their responsibilities and in the methods

they use. Training methods also vary by whether the training is conducted

in a classroom setting. Most skill- training provides some combination of

hands-on instruction, demonstration, and practice at doing something and

usually is conducted in a classroom setting. Most skill-training provides

some combination of hands-on instruction, demonstration and practice at

doing something and usually conducted on a shop floor, studio or

library where trainees gain experience and confidence. Some on-the-job

training methods could apply equally to knowledge or skill training and

formal apprenticeship training programmers combine classroom training and

work experience. Increasingly, training programmers involve interactive

internet-based training modules that can be downloaded for either individual

or group instruction, for dissemination to a geographically dispersed class, or

to be coordinated with other multimedia programs. These technologies allow

partic ipants to take advantage to take advantage of distance learning

alternatives and to attend conferences and seminars through satellite or internet

communications hookups, or use other computer-aided instructional

technologies, such as those for the hearing-impair or sight-impaired.

TYPES OF TRAINING

There are many different types of job training, including on-the-job

training and computer-assisted training. Simulations are another popular

way for individuals to gain job training. Most popular are the following:


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1. INDUCTION TRAINING

Induction training is as important as it enables a new recruit to

become productive as quickly as possible. It can avoid costly mistakes by

recruits not knowing the procedures or techniques of their from job to job

and will depend on complexity of the job, the size of the business and the

level or position of the job within the business.

The following areas may be included in induction training

Learning about the duties of the jobs

Meeting new colleagues

Seeing the layout of the premises

Learning the values and aims of the business

Learning about the internal working and policies of the business

1. ON THE JOB TRAINING

On the job training (OJT) is job training that occurs in the work place.

The new employee learns the job while doing the job and while earning his or

her pay cheque. On the job training has many advantages, but it can also have

a few disadvantages if the OJT is not properly planned and executed.

This is the most common method of training. The trainee is placed on the

job and the manager or mentor shows the trainee how to do the job. To be

successful, the training should be done according to a structured programme that

uses task lists, job breakdown, and performance standards as a lesson plan.

Pros: The training can be made extremely specific to the employee

needs. It is highly practical and reality based, It also helps the employee

establish important relationships with his or her supervisor or mentor.


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Cons: Training is not standardized for employees. There is often a tendency

to have a person learn by doing the job, providing no real training.

a. Mentoring

A mentor can tutor in their learning. Mentors help employees solve problems

both through training them in skills and though modeling effective attitudes

and behaviors. This system is sometimes known as a buddy system.

Pros: It can take place before, during, or other shift. It gives the trainee

individual attention and immediate feedback. It also helps the trainee get

information regarding the business cultures and organization structure.

Cons: Training can be interrupted if the mentor on. If a properly trained

mentor is not chosen, the trainee can pick up bad habits

.b. Coaching

Coaching is the practicegiving sufficient direction, instruction and

training to a person or a group of people, so as to achieve some goals or even

in developing specific skills. Through coaching is a system of providing

trainee, the method of coaching differs the persons to person, aim or goals to

be attained, and the areas needed. Stills there are some common methods in

coaching. They are essential part of an effective coaching. These common

areas included:

Motivational speaking

Seminars

Workshops

Supervised practice


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Coaching method included both theoretical and practical session. Where

motivation speeches are done theoretically, working, seminars comes under

practical method. Hence the method of training is decided depending on the

need of trainee.

c. Job instruction training

Job Instruction Training (JIT) is a step-by-step, relatively simple

technique used to train employees on the job. It is especially suitable for

teaching used to train employees on the especially suitable for teaching manual

skills or producers; the trainer is usually an employees supervisor but can be

a co-worker. The JIT technique consist of a series of steps that a supervisor or

other instructor follows when teaching an employee to do something. Usually,

the steps consist of the following (1) get ready to instruct; (2) prepare the learns;

(3) present the learning; (4) try out leaner performance; and (5) follow up.

d. Role play

Role play is a simulation in which each participant is given a role to

play. Trainees are given with some information related to description of the

role, concerns, objectives, responsibilities, emotions, etc. then, a general

description of the situation, and the problem that each one of them face, is

given. For instances, situation could be strike inn factory, managing conflict,

two parties in conflict, scheduling vacation days, etc. once the participants

read their description, they act out their roles by interacting with one another.

e. Job rotation

This of training involves the movement of trainee from one job to

another. This helps to have a general understanding of how the general

understanding of how the generation functions. The purpose of job rotation


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is to provide is provide trainee with larger organizational perspective and a

greater understanding of different functional areas as well as a better sense of

their own career objectives and interests. Apart from relieving boredom, job

rotation allows to build rapport with a wider range of individuals within the

organization facilitating future cooperation among departments. The cross

trained personnel offer a great a mount of flexibility for organizations when

transfer, promotions or replacements become inevitable.

Merits

1) Improves participants job skill, job satisfaction.

2) Prices valuable opportunities to network within organization.

3) Offer faster promotions and higher salaries to quick learners.

4) Lateral transfers may be beneficial in rekindling enthusiasm and

Sdeveloping new talents.

Demerits

1) Increased workload for participants

2) Constant job change may produce stress and anxiety

3) Mere multiplication of duties doesnt enrich the life of trainee.

4) Development costs may shoot up when trainee, commit mistakes

handle tasks less optimally.

2. OFF THE JOB TRAINING

a. Lecture

A lecture is the method in which learners often most commonly

associate with college and secondary education. Yet, it also considered one of


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the least effective methods to use for adult learners. In this method, one person

(the trainer) does all of the talking. He or she may use handouts, visual aids,

question/answer, or poster to support the lecture. Communication is primarily

one-way: from the instructor to leaner.

Pros: Less time is needed for trainer to prepare tan other methods. It provides

a lot of information quickly when it is important that the trainees retain a lot

of details.

Cons: Does not actively involve trainees in training process. The trainees

forget much information if it is presented only orally.

b. Demonstration

Demonstration is very effective for basic skill training. The trainer

shows trainees how to do job. The trainer may provide an opportunity for

trainees to perfume the task being demonstrated.

Pros: This method emphasizes the trainee involvement. It engages

several senses: seeing, hearing, feeling, touching.

Cons: it requires a great deal of trainer preparation and planning. There

also needs to be an adequate spaces for the training to take place. If the trainer

is not skilled in the task being taught, poor work habits can learned by the

trainee.

c. Seminar

Seminar often combines several group methods: lectures, discussions,

conferences, demonstrations.

Pros: Group members are involved in the training. The trainer can use many

group methods as part of the seminar activity.


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Cons: Planning is time-consuming. The trainer must have skill in conducting

seminar. More time needed to conduct a seminar than is needed for many

other methods.

d. Conference

The conference method is a good problem-solving approach. A group

considers a specific problem or issue and they work to reach agreement on

statements or solutions.

Pros: there is a lot of trainee participation. The trainees build consensus

and the trainer can use several method (lecture, panel, seminar) to keep session

interesting.

Cons: It is difficult to control a group. Opinion generated at the

conference may differ from the managers ideas, causing conflict.

e. Case studies

A case study is description of real or imagined situation which contains

information that trainee can use to analyze what has occurred and why. The

trainees recommend solutions based on the content provided.

f. Simulations

Trainees participate in a reality-based, interactive activity where they

imitate actions required on the jobs. It is a useful technique for the skills

development. Simulation is the imitation of some real thing, state affairs, or

process. The act of simulation something generally entails representing certain

key characteristics or behaviors of a selected physical or abstract system.

Simulation can be used to show the eventual real effects of alternative

conditions and courses of action. Simulation is also used when the real system


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cannot be engaged, or it is being designed but not yet built, or it may simply

not exist.

Pros: Training becomes more reality-based, as trainees are actively

involved in the learning process. It directly applies to jobs performed after

training. Simulations involve yet another learning style, increasing the chances

that trainees will retain what they have learned.

Cons: Simulations are time-consuming. The trainer must be very skilled

make sure that trainees practice the skill correctly. Only perfect practice makes

perfect results.

g. Projects

Projects require the trainees to do something on the job which improves

the business as well as helps them learn about the topic of training. It might

involve participation on a team, the creation of database, or the forming of a

new process. The type of project will vary by the business and the skill level

of the trainee.

Pros: This is a good training activity for experienced employees.

Projects can be chosen which helps solve problems or otherwise improve the

operation. Trainees get first-hand experience in the topic of the training. Little

tine is needed to prepare the training experience.

Cons: Without proper introduction to the project and its purpose,

trainees may think they are doing somebody elses work. Also, if they do not

have an interest in the project or there is no immediate impact on their own

jobs, it will be difficult to obtain and maintain their interest.


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3. APPRENTICESHIP TRAINING

Most craft workers are trained through formal apprenticeship programe.

Apprentices are trainees who spend a prescribed amount of time working

with an experienced guide, coach or a trainer. Assistantship and internship

are similar to apprenticeship because they also demand high levels of

participation from the trainee. An internship is a kind of on the job training

with classroom instruction in trade, school, colleges, or universities. One

important disadvantage of the apprenticeship methods in the uniform period

of training offered to trainees. People have different abilities and learn varied

rates. Those who learn fast may quit the program in frustration. Slow learners

may need additional training time. Its also likely that in these days of rapid

changes in technology old skills may get outdated quickly. Trainees who spend

years learning specific skills may fin, completion their programmes the job

skills they acquired are no longer appropriate.

4. VESTIBULE TRAINING

A vestibule is a large entrance or reception room or area. Vestibule

Training is a term for the near-the-job training, as it offers access to something

new (learning). There are many advantages of vestibule training. The workers

are trained as if on the job, but it does not interfere with the more vital task of

production. Transfer of skill and knowledge of the workplace is not required

since the classroom is a model of the working environment. Classes are small

so that the learners receive immediate feedback and ask question more easily

than in a large classroom. Its main disadvantage is that is quite expensive as

it duplicates the production line and has a small learners to trainer ratio.


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5. REFRESHER TRAINING

Sometime known as remedial or continuing education training, refresher

training is a process aimed at providing individuals with the opportunity to

one the skill and talents they already use in the workplace. At times, the focus

of this type of remedial training has to do discard habits that have crept in

over time, effectively aiding the employee in regaining efficiency that has

been lost over time. In other cases refresher training allows the individual to

revisit some aspect of former training and be exposed to new methods or

technology that enhances his or her ability to perform.

Factory worker may receive remedial training that helps them to

abandon habits that slow them down on an assembly line and hamper their

productivity. There are even math refresher courses for individuals involved

in academic pursuits or research where the uses the use of mathematical

formulas is crucial to the success of the research, exposed to new methods or

technology that enhances his or her ability to perform at its best, refresher

training helps to increase the competency and knowledge base of the individual

participating in the training. In many cases, people who undergo this training

find themselves with an increased level of satisfaction in their work and their

ability to perform efficiency on the job. Since continuing and remedial training

tends to increase both productivity and builds self-confidence among

employee, many employers find the time and resources devoted to this type

of training effort to be well worth the effort.


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CHAPTER-3&4

DATA ANALYSISAND INTERPRETATION


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AGE GROUP NO. OF RESPONDENTSPERCENTAGE OF

RESPONDENTS

60 22 44

Total 50 100

Sources : Primary Data

Interpretation:-

Table 1 reveals that out of the 50 respondents, 46% are between 40-50

year, 44% belong to more than 50 years, 10% are between 30-40 years and no

one belongs to >30 years.

DATA ANALYSIS AND INTERPRETATION

TABLE - 1

AGE OF THE WORKERS


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FIGURE NO. 1

AGE OF THE WORKERS

0

5

10

15

20

25

30

35

40

45

50

60

0

10

4644


61/104

61

GENDER NO. OF RESPONDENTSPERCENTAGE OF

RESPONDENTS

Male 40 80

Female 10 20

Total 50 100


Interpretation:-

Table 1 reveals that the genderwise classification of respondents reveals

that 80% are male and 20% are female

TABLE - 2

GENERAL WISE CLASSIFICATION OF THE WORKERS


62/104

62

FIGURE NO. 2

AGE OF THE WORKERS

0

10

20

30

40

50

60

70

80

Male Female

80

20


63/104

63

TABLE NO. - 3

WORK EXPERIENCE

AGE GROUP NO. OF RESPONDENTSPERCENTAGE OF

RESPONDENTS

30 8 16

Total 50 100


Interpretation:-

From the above table, it is clear that 70% of workers fall under the category

20-30 years experience in their work, 16% of the workers got more than 30 year

of experience, 14% fall under category of 10-20 years and no one belongs to less

than 10 years category.


64/104

64

0

10

20

30

40

50

60

70

30

0

14

70

16

FIGURE NO. 3

WORK EXPERIENCE


65/104

65

TABLE NO. 4

DIVISION WISE CLASSIFICATION OF WORKERS

DEPARTMENT NO. OF RESPONDENTSPERCENTAGE OF

RESPONDENTS

HR 3 6

SALES 6 12

MARKETING 6 12

PRODUCTION 35 70

Total 50 100


Interpretation:-

From the above table, it is clear that 70% of respondents belongs to

production department, 12% belongs to marketing, another 12% belongs to sales

and 6% belongs to HR department.


66/104

66

0

10

20

30

40

50

60

70

HR Sales Marketing Production

6

12 12

70

FIGURE NO. 4

DIVISION WISE CLASSIFICATION OF WORKERS


67/104

67

TABLE NO. 5

PARTICIPATION IN TRAINING PROGRAMMES IN PAST

THREE YEARS

DEPARTMENT NO. OF RESPONDENTSPERCENTAGE OF

RESPONDENTS

ONE 19 38

TWO 7 14

THREE 7 14

NONE 35 34

Total 50 100


Interpretation:-

Above table shows that 38% of respondents have participated once in

training programmes conducted during last three years, 14% of respondents have

participated twice and another 14% have participated thrice. 34% of respondents

have not yet particpated in any of the training programme for last three years.


68/104

68

FIGURE NO. 5

PARTICPATION TRAINING PROGRAMME IN

PAST THREE YEARS

0

5

10

15

20

25

30

35

40

One Two Three None

38

14 14

34


69/104

69


RESPONDENTS

Yes 15 30

No 35 70

Total 50 100


Interpretation:-

According to the above table, 70% feel that training conducted is not

based on identified needs and only 30% of respondent feel that the training

programmes conducted are based on identified training needs.

TABLE NO. 5

TABLE SHOWING WHETHER

TRAINING PROGRAMMES CONDUCTED ARE BASED ON

IDENTIFIED NEEDS


70/104

70

FIGURE NO. 6

TABLE SHOWING WHETHER

TRAINING PROGRAMMES CONDUCTED ARE BASED ON

IDENTIFIED NEEDS

0

10

20

30

40

50

60

70

Yes No

30

70


71/104

71

OPINION NO. OF RESPONDENTSPERCENTAGE OF

RESPONDENTS

Agree 25 50

Neither Agree

Nor disagree 7 14

Diagree 18 36

Total 50 100


Interpretation:-

From the above table it is clear that 50% of respondents agree to the

statement Training is of sufficient duration in the organization while 36% disagree,

14% agree nor disagree.

TABLE - 7

TRAINING IS OF SUFFICIENT DURATION IN THE

ORGANIZATION


72/104

72

FIGURE NO. 7

TRAINING IS OF SUFFICIENT DURATION IN THE

ORGANIZATION

0

5

10

15

20

25

30

35

40

45

50

Agree Neither Agree nor

disagree

Diagree

50

14

36


73/104

73


RESPONDENTS

High 15 30

Moderate 27 54

None 8 16

Total 50 100


Interpretation:-

The above table show Theoretical classes co-related to practical experience

by the worker, 54% of them open that they moderately agree and 30% high while

16% none.

TABLE - 8

EXTENT TO WHICH THEORATICAL CLASSES CO-RELATE

TO PRACTICAL EXPERIENCE


74/104

74

FIGURE - 8

EXTENT TO WHICH THEORATICAL CLASSES CO-RELATE

TO PRACTICAL EXPERIENCE

0

10

20

30

40

50

60

High Moderate None

30

54

16


75/104

75

TABLE NO. 9

OPINION ABOUT PREVAILING TRAINING METHOD

Motivation Level No. of RespondentsPercentage of

respondents

Highly Satisfied 3 6

Moderately 24 48

Satisfied 13 26

Dissatisfied 10 20

Total 50 100


Interpretation:-

From the above table, we can point out that 48% of respondents are

moderately satisfied about the company where as 26% are satisfied and 6% are

highly satisfied.


76/104

76

FIGURE NO. 9

OPINION ABOUT PREVAILING TRAINING METHOD

0

5

10

15

20

25

30

35

40

45

50

Highly Satisfied Moderately Satisfied Dissatisfied

6

48

26

20


77/104

77

TABLE NO. 10

TABLE SHOWING OPINION ON TRAINING IMPROVES

QUALITY OF PERFORMANCE

Motivation Level No. of RespondentsPercentage of

respondents

Help very Much 10 20

Helps to Some Extent 29 58

Satisfied 7 14

Dissatisfied 4 8

Total 50 100


Interpretation:-

It can be defined from following the abvoe table that, 58% of respondent

say that training programme helps to some extent in improving quality of

performance, 20% say that it helps very much, 14% say that it doesnt help and

8% cant say.


78/104

78

FIGURE NO. 10

TABLE SHOWING OPINION ON TRAINING IMPROVES

QUALITY OF PERFORMANCE

0

10

20

30

40

50

60

Help very Much Helps to Some

Extent

Satisfied Dissatisfied

20

58

14

8


79/104

79


RESPONDENTS

Agree 40 80

Disagree 7 14

Neither agree nor

disagree 3 6

Total 50 100


Interpretation:-


statement training initiates team building while 14% disagree, 6% neither agree

nor disagree

TABLE - 11

TRAINING INITIATES TEAM BUILDING


80/104

80

FIGURE - 11


0

10

20

30

40

50

60

70

80

Agree Disagree Neither agree nor

disagree

80

14

6


81/104

81


RESPONDENTS

Agree 38 76

Disagree 10 20

Neither agree nor

disagree 2 4

Total 50 100


Interpretation:-


statement training initiates team building while 20% disagree, 4% neither agree

nor disagree

TABLE - 12



82/104

82

FIGURE - 12


0

10

20

30

40

50

60

70

80


disagree

76

20

4


83/104

83


RESPONDENTS

Agree 40 80

Disagree 3 6

Neither agree nor

disagree 7 14

Total 50 100


Interpretation:-


statement training helps in eliminating fear in attempting taks whereas 6% neither

agree not disagree, 14% disagree

TABLE - 13

TRAINING HELPS IN ELIMINATING FEAR IN ATTEMPTING

TASKS


84/104

84

FIGURE - 13

TRAINING HELPS IN ELIMINATING FEAR IN ATTEMPTING

TASKS

0

10

20

30

40

50

60

70

80


disagree

80

6

14


85/104

85


RESPONDENTS

Yes 15 84

No 35 16

Total 50 100


Interpretation:-

Above table shows that 84% of respondents agree to the statment training

helps to handle stress, tension, frustration and conflict, whereas 16%

TABLE NO.14

TRAINING HELPS TO HANDLE STRESS, TENSION,

FRUSTRATION AND CONFLICTS


86/104

86

0

10

20

30

40

50

60

70

80

90

Yes No

84

16

FIGURE NO.14

TRAINING HELPS TO HANDLE STRESS, TENSION,

FRUSTRATION AND CONFLICTS


87/104

87


RESPONDENTS

Agree 37 74

Disagree 3 6

Neither agree nor

disagree 10 20

Total 50 100


Interpretation:-

Table No. 15 reveals that 74% of respondents agree to the statment training

improves relationship between superior and subordinates, while 20% neither agree

nor disagree and 3% disagree.

TABLE - 15

TRAINING PROGRAMMES IMPROVES RELATIONSHIP

BETWEEN SUPERIOR AND SUBORDDINATES


88/104

88

FIGURE - 15

TRAINING PROGRAMMES IMPROVES RELATIONSHIP

BETWEEN SUPERIOR AND SUBORDDINATES

0

10

20

30

40

50

6070

80


disagree

74

6

20


89/104

89


RESPONDENTS

Agree 44 88

Disagree 2 4

Neither agree nor

disagree 4 8

Total 50 100


Interpretation:-

From the above table, it is revealed that 88% of respondents agree to the

statement Training helps to work with less dependence and more efficiency while

4% disagree and 8% neither agree nor disagree.

TABLE - 16

TRAINING HELPS TO WORK WITH LESS DEPENDENCE

AND MORE EFFICICIENCES


90/104

90

FIGURE - 16

TRAINING HELPS TO WORK WITH LESS DEPENDENCE

AND MORE EFFICICIENCES

0

10

20

30

40

50

60

70

80

90


disagree

88

4 8


91/104

91


RESPONDENTS

Agree 35 70

Disagree 2 10

Neither agree nor

disagree 4 20

Total 50 100


Interpretation:-

Above table shows that 70% of respondents agree to the statement training

helps to increase productivity and achieve maximum level of accomplishment,

whereas 10% disagree and 20% neither agree non disagree.

TABLE - 17

TRAINING HELPS TO INCREASE PRODUCTIVITY AND

ACHIEVE MAXIMUM LEVEL OF ACCOMPLISHMENT


92/104

92

FIGURE - 17

STRAINING HELPS TO INCREASE PRODUCTIVITY AND

ACHIEVE MAXIMUM LEVEL OF ACCOMPLISHMENT

0

10

20

30

40

50

60

70


disagree

70

10

20


93/104

93


RESPONDENTS

Yes 45 90

No 5 10

Total 50 100

Sources :PrimaryData

Interpretation:-

From the above table it is clear tha t90% of respondents said that training

makes the organization a better place to work and live in, while 10% of respon-

dents not satisfied.

TABLE NO.18

TRAINING MAKES THE ORGANIZATION A BETTER PLACE

TO WORK AND LIVE IN


94/104

94

0

10

20

30

40

50

60

70

80

90

Yes No

90

10

FIGURE NO.18

TRAINING MAKES THE ORGANIZATION A BETTER PLACE

TO WORK AND LIVE IN


95/104

95

Documents

Jayakrishnan Final