On the job traning program @ bagalkot shakti cement project report mba hr


Published on

On the job traning program @ bagalkot shakti cement project report mba hr

Published in: Business, Technology
  • Be the first to comment

No Downloads
Total Views
On Slideshare
From Embeds
Number of Embeds
Embeds 0
No embeds

No notes for slide

On the job traning program @ bagalkot shakti cement project report mba hr

  1. 1. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENTEXECUTIVE SUMMARYThe Bagalkot cements and industries ltd was incorporated on 6th September1955.it was started by late shri. A.G.Tendulkar. the Company started itsproduction with installation of wet process kiln with a capacity of 300TPD in1960. Initially it was started with one Kiln, one raw mill and one cement millas its machinery assets, 1200 strong workforce and 990 acres of landedproperty.Project title: Study on impact of on the job training provided to mid-level employees at Bagalkot cements and Industries ltd.Statement of the problem:This particular topic is selected because in today’s competitive environmentevery organization is more focused on their Human resource and there is alot of scope for improvement in the performance of an organization throughtraining, in this regard I have selected this topic to understand theimportance of HR activity particularly the on the job training which canincrease the skills and competency of employees.Scope of the study:The study is conducted for the employees working in organization and it isonly restricted to the employees of BCIL.FINDINGS: • Most of the employees are fresher i.e. 66% are new comers so lack the experience at BCIL. • 99% employees have attended the training programme i.e. almost all are given training. • 57% employees are given with 1-3 trainings where as only 10% are provided with 7-9 trainings.BABASAB PATIL Page 1
  2. 2. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENT • According to rating of efficiency only 37% employees feel that it is average rest feel that it is below the average level • From rating of effectiveness 40% feel it as average effectiveness rest feel it is below average.SUGGESTION: . • It is recommended to enhance the duration of practical training programs for clear understanding of the skill. • Appointment of internal or external career counselors provides direction to employees in navigating their career by choosing the appropriate training programs based on their interest, need and aspiration • Though the employees are getting training programs it is found that there is a need to improve or introduce new training methods like off job training, Cross functional, role plays which will help them in improving their knowledge & performance.CONCLUSION: Taking the organization to its zenith is a very challenging and verytoughest job where employees and officials face lot of problems likeresistance of the workforce and lack of readiness to cope up with changes inworkplace. So we can say that to rebuild any organization commitment andhard work is very essential so to cope up with these changes we have toBABASAB PATIL Page 2
  3. 3. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENTtrain them according to the needs of the organization which will pushorganization in a right direction and also helps in achieving success.The method of training is well received by the employees. The training in theorganization is having greater impact on the efficacy and morale of theemployees and also instrumental to increase the overall quality of workThe techniques of on the job training provided by the company are averageand up to the mark as more no of employees are satisfied by training.INDEXS.NO. PARTICULARSChapter 1 HISTORY OF THE CEMENT INDUSTRY INDUSTRY PROFILEChapter 2 COMPANY PROFILE • MISSION • SWOT ANALYSIS • ORGANISATION STRUCTUREChapter 3 • DEPARTMENTAL FUNCTIONS PRODUCT PROFILE • PRODUCTION PROCESS • PROCESS CHARTChapter 4 • GROWTH OF THE BCIL DESIGN OF STUDY Research methodologyBABASAB PATIL Page 3
  4. 4. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENT Sample size , units, elementsChapter 5 . ABOUT THE TOPIC Introduction of HRM Need of HRM Scope of HRM Training Objectives of trainingChapter 6 Methods / Techniques of Training Evaluation of Training ANALYSIS AND INTERPRETATION FINDINGS SUGGESTIONS CONCLUSIONBABASAB PATIL Page 4
  6. 6. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENTChapter 1HISTORYHISTORY OF CEMENT INDUSTRY:The history of Cement can be reviewed from the olden days of Babyloniaand Assyria. The Egyptians used clay motor in the Pyramids, and theRomans produced the type of cement by combination and mixture ofVolcanic Ash with Quicklime which today , is often entirely free fromfissures whenever manual work is to be carried on . It has been foundthat some form and some part of Cement is an indispensableconstruction material.BABASAB PATIL Page 6
  7. 7. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENT Before the invention and usage of Portland cement the mainand core Cements were Natural Cement and Puzzolan. Natural Cement isprepared from Cement rock, naturally existing limestone which needs only tobe burned and pulverized. Puzzolan Cement is a mixture of slaked lime andgranulated blast furnace slag. The history of Portland cement takes us to past back to 18 thCentury when a patent for making of Portland cement was obtained byJoseph,who was a brick layer of Leeds,at England in 1824. The Cement wasnamed as Portland cement because when it was hardened it formed ayellowish Grey mass which looked like the stone from the famous quarry ofPortland, England. The new Cement did not receive instant acceptancebecause of the reputation of the natural Cements. it was only after the 1850that Portland cement came into existence and by 1860 the industry haddeveloped to a large extent in the Europe, particularly in Belgium, Germanyand France. The industry was perfectly established in Europe before the firstpatent to produce Portland cement was permitted and granted in 1872 in theUS.It was only after the year 1904 when the Portland cement entered to ourcountry and from then till now it is one of the leading industry in oureconomy and contribute a major share..INDUSTRY PROFILE: India is 3rd largest producer of cement with total production capacitywhich is more than 102.2 MT, including mini sector. China ranks 1 and japanranks 2 in the world for production of cement.BABASAB PATIL Page 7
  8. 8. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENT The cement industry has more power of centralization and controlover the industry as compared to any other sector or any other industry inour country.the industry has well established roots all over the country i.e ithas very strong existence.. Cement plays an important role in the development of the country.Usage of cement is from quite long past i.e it is being used from more than150 years for the purpose of various man made things likeroads,houses,buildings,bridges,etc. The consumption of cement evaluatesand determines the infrastructure, strength and development,and position ofthe country. Since the manufacture of cement require huge raw materials likelimestone, clay & gypsum. The industry has been attracted at the point ofminimum transportation costs in relation to raw materials .Lime stone ofexcellent quality exists in abundance in many parts of the country. The history of cement industry in India started when the first plantwas set up in 1904 at Chennai (Madras) in their earlier stage. Now-a-days cement has become the essential unit used for theconstruction works. The cement industries have been growing with globalcompetence for quality and satisfaction of the products.BABASAB PATIL Page 8
  10. 10. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENTCOMPANY OVERVIEWName of the company: Bagalkot cements and Industries LtdChairman : Ajay KanoriaBoard of directors : K.A.Kandelwala Vinayak Kanoria D.B.Mundra ShettarLocation : Bagalkot Dist, Karnataka.Registered office : Air – India Building 14th floor, Nariman Point. Mumbai-400021Year of establishment: 6th September 1955.Products : Bagalkot Shakti Bagalkot supremeWebsite :www.bagalkotudyoglimited.comMISSION STATEMENTSBABASAB PATIL Page 10
  11. 11. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENT a. We will provide products of superior Quality at competitive price and ensures sustained profitability and growth. b. We will protect the interest of all concerned Promoters, Shareholders, Customers, Distributors, Employees, Community. c. We believe in fair trade practices, principles of integrity standard and strive for total customer satisfaction, keeping the environment friendly. d. We believe that our people are the most valuable assets, personal and organizational growth synonymous. e. We will treat our people with dignity, look after the safety, welfare of individuals and their Families. f. We will be a World Class organization through leadership, in production, efficiency, cost of leadership by achieving the lowest consumption levels of fuel energy and raw materials. g. We will continue to be a moving force in our national progress.BABASAB PATIL Page 11
  12. 12. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENT SWOT ANALYSISSTRENGTH:  Abundance of Lime stone (raw material) available in the region.  Its local brand & can be supplied and distrubuted around Bagalkot surrounding area.  It has a formal technical collaboration with M/S Blue Circle Industries Ltd., PLC,UKWEAKNESS:  Problems due to old machinery i.e the plant is old so it requires lot of traditional manual work which affects the production speed so as to compete with other brands.  Due to night shifts employees get teeth aches and dental problems.BABASAB PATIL Page 12
  13. 13. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENTOPPORTUNITIES:  By utilizing existing dealer’s network and skill force, they can look forward for more ventures in coastal areas.  Until Company attains reputation in the market and captures the heart and mind of people, company should promote there brand by selling at lower price than their rivals brands.THREATS:  Due to more consciousness towards pollution control social groups in the region will provoke public to stop the production.  Due to environmental problem and global warming there is shortage of rain in the state, which will effect the generation of power. The company has to solely depend on its DC .  Compared to other company the technology of the plant is quite old..As the utilization of Slag in the production of BagalkotBABASAB PATIL Page 13
  14. 14. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENT Mktg A/C L&P HR R/M VP Mgr Mgr Sr. Mgr Mgr Mgr D Officer (Power) Kiln Mines Person Burner Mgrs(store Asst MinesRegional A/C al Office Engg Officer rHR s) Mgr Mgr Elect Mgr Elect D WorkerManager Asst Asst Mgr Security Asst Engg Officer Asst Mgr Mgr DG ElectArea Peons Clerk PurchaseSales Officer Asst Engg C Clerk Foreman Jr. EnggSr. Sales Asst Operator Officer Workers ORGANISATION STRUCTURE Workers Workers WorkersSales PRORepresentativesSales Asst Sr.Mgr Mec Sr. Mgr Instr Mgr(P&QC) Sr.Plant Asst Engg Asst Engg Plant Mechanic Chemist Engg BABASAB PATIL Page 14 Asst Engg Worker Tester Junior Engg Worker
  16. 16. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENT  Culture  Tools, equipment  Management style  Machinery Goals  Interaction process  Information tech Strategies  Informal patterns network  Job design Structure  Individual attributes Policies  Workflow design Systems  Technical expertise Reward Punishment  Technical procedures Ownership  Technical systemBABASAB PATIL Page 16
  18. 18. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENTHUMAN RESOURCES DEPARTMENTHR FUNCTIONS 1. Meetings: HR functions the first and basic part which the organization performs on daily basis is meetings,these are the meeting carried on between the managers of the organization.i.e the HR manager,finance and rest all executives the meeting is conducted from 11:30 to 12:30. 2. Recruitment & Placement: Firstly the notifications are made by the Company based on the vacancies present among different units of the organization. Then further procedure is carried on by deputy general manager Mr Asit Chakravorti 3. Induction:BABASAB PATIL Page 18
  19. 19. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENT The fresh candidates are firstly oriented i.e they are made known about various aspects of the organization and in this they are guided by supervisors under whom later on they start working as trainee. 4. Training& Development: The selected candidates are treated as trainees and are given training depending upon their capability and requirements.Not only to freshers they also provide training to the senior staff by using both on the job and off the job methods, for learning skills, information and attitude related to job for existing employees. 5.Performance appraisal: In this the performance of employees is being supervised and monitored by HR department periodically with the time intervals.the appraisal forms are prepared then the employees are listed to whom performance appraisal is to be rewarded it is then appraisals are sent to respective HOD then it is approved by them and resent back to HRD for its appraisal.The criteria on which appraisal is done is attendance,behaviour,discipline,skills,punctuality etc. 6. Compensation & Benefits Company provides many kinds of benefits to their employees such as the insurance,accident funds,promotions,bonus etc.FINANCE DEPARTMENT:BABASAB PATIL Page 19
  20. 20. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENT Finance is the main aspect i.e the most important part of any Organization and therefore managing this dept efficiently leads organization to greater altiudes and zenith. The functions and various sections of the finance dept are listed below: 1. MAIN ACCOUNTS: This deals with accounts of the official assets, interplant reconciliation, MIS etc. 2. PURCHASE ACCOUNTS: This account deals with the payments and supplies Bills of purchase of raw materials and also the bills of goods supplied. 3. CASH ACCOUNTS:This acconunt deals with the cash affairs and matters of the organization,and also the receipt of cash as per bills passed by the officers of various sections.. 4. PROVIDENT FUND A/c: Deals with the accounting of providentfund, gratuity etc.PRODUCTION DEPARTMENT: It is the one of the essential unit of the organization, which convertsavailable raw material into saleable goods. It looks after the production ofthe cement and without this department there is no question of running theindustry. All the functions like crushing, kiln, heating, packing will be takencare by department.LABORATORY AND QUALITY CONTROL DEPARTMENT:BABASAB PATIL Page 20
  21. 21. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENT He laboratory of BCIL, is well equipped with all modern instruments oftesting cement, here the cement sample is taken for test & is tested on thebase of specialization as recommended by the ISI & cement association ofIndia. The features like setting time, compressive strength, color limestone,quality, clinker quality, gypsum, iron & grade of cement is tested to itssatisfaction & the similar process is carried on for all production of cementtones.STORE DEPARTMENT: In store department the things, which are required by the variousdepartment of factory, are stored in proper way & in systematic racks. Everyitem from pin to bag is stored & made available to the department as & whenrequired so that there won’t to be any stores manager & is assisted by thisstaff ever requirement of the employees like dress etc stored.ELECTRICAL DEPARTMENT: It is the department which stores the power so generated in & centerof power supply & thus it regulates the power supply to the department in aneconomical way.BABASAB PATIL Page 21
  22. 22. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENTENVIRONMENT PROTECTIONThe Company is situated in a full greenery atmosphere and has givenprime importance for environment protection.At the time of installation and modernization of the plant, adequatemeasures were taken to install pollution control equipment for the allprocess equipment’s. Two number of Electrostatic Precipitators (ESP),one each for Kiln and Raw mill. Number of pulse jet bag type dustcollector were installed for cement mill, coals mills and packing houseetc., at an expenditure of over Rs 1.25 Crs, to maintain dust emissionlevel within the stipulated levels. Apart from this, the company hasinvested in the most modern and advanced equipment’s for blastingoperations. In order to operate all the pollution control equipment’sabout 97kw of electric power is required. Therefore the Company hasinstalled second DC set in 1989 and with this the pollution controlequipment’s has been monitoring strictly in spite of power cuts fromKEB by utilizing installed DC sets.The company has planted about 65000 trees to give aesthetic look tothe plant and protect the environment. The company has fulfilled allthe obligations of statutory and non-statutory requirements ofpollution control and obtained consent from the pollution controlboard, Government of Karnataka.BABASAB PATIL Page 22
  24. 24. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENTPRODUCTS OF THE COMPANY Bagalkot Cements & industries division produces two types ofcement namely, 1. BAGALKOT SHAKTI (PSC Portland slag cement) it does not have any grade. As even after the final reading on 28th day, the strength will increase so the grade is not assigned, In this the slag is added as extra material.BABASAB PATIL Page 24
  25. 25. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENT 2. BAGALKOT SUPREME (OPC Ordinary Portland cement) it is 43- Grade cement, on 28th day the final reading is taken, Thereafter the strength of the cement remains the same. Features of Bagalkot Shakti:  long term strength  Resistance to attack by sea water  No risk of early Thermal cracking  Highly resistantApplication of cement:  Bridges & Fly-over  Roads & pathway  Deep Foundation & Marine works  Water storage tanks & Reservoirs  Marine constructions like Ports, Harbors & Jetties  Effluent treatment plants & swages treatment plants  Chemical factories where acids & alkali aggregates are present.  Canal LiningsBABASAB PATIL Page 25
  26. 26. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENTPRODUCTION PROCESS OF CEMENT PLANTCement is manufactured from various methods for like wet process and dryprocess. Bagalkot Cement Industries Ltd., manufacturers cement adoptingDry process method. Various processes in the production are as follows.BABASAB PATIL Page 26
  27. 27. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENT 1. Limestone: The process starts with quarry where the limestone is found. Lime stone is chief raw materials used. The contents of limestone are calcium carbonate (caco3 98%). Lime is formed after heating the limestone & carbon dioxide is released as by product. Further the limestone has to be processed by reducing them in there size. This is done by feeding the limestone into the crusher. The limestone is reduced to the size round about 20-25mm. 2. Stockpile/blending: The crushed raw materials are stored ready for use in many plants; a buildings stockpile is used in order to assist in checking any chemical variations in the raw materials coming from quarries. A stocker builds up a layer upon layer to from the stockpile. Depending on area of the quarry it comes from each layer may have slightly different composition. 3. Raw milling/Ball millBABASAB PATIL Page 27
  28. 28. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENT After milling in the correct proportions the limestone & the shale are fed to a mill where they are ground to a fine powder called raw meal. In most modern plant, a closed circuit hall milling system is used. The ball mill basically a steel tube containing steel balls ranging is size typically from 90mm downwards. The balls gradually grind the raw materials to a fine powder. The mill is usually of single chamber design & may be fitted with a classifying liming. The lining has the effect of grinding the ball sizes of that the larger balls at the inlet end when the larger pieces of raw material have to be broken & smaller balls at the outlet end where the finger grinding takes place 4. Raw meal blending The raw meal is then conveyed to silos for the future blending. It is essential for raw meal to be of consistent chemical quality, if problems at the kiln stage are to be avoided. The base of the blending silo is divided into segments covered with porous tiles or canvas blending is achieved by arranging for up to three times as much air to be blown through one action of the base compared to the others tumbling mixing action is imported the raw meal after predetermined mixing time, or when the technical department is satisfied, that the raw meal is of consistent chemical composition. 5. Raw meal storage The raw meal is from blending silo’s blow. It is now ready to beintroduced to the next stage of the process, the kiln system. 6. Pre-heater (4 stage suspension):BABASAB PATIL Page 28
  29. 29. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENT The raw meal passes through a pre-heater. This 4 stages suspension pre-heater is just one of the many types in use. It consists the 4 stage of cyclones. Hot exhaust gases from the kiln enter the bottom of the pre-heater column at the stage 4 cycle one & travel upwards through each of the other stage. The raw meal is fed the gas dust from the stages 2 cyclone. The meal is immediately picked up by the hot gas & carried into the stage 1. This process continues until the meal falls from the stage 4 cyclone & into the kiln in let chute or hearth. At reaching pre-heat stage, heat from the hot gases is transferred to the meal. Then gases from the kiln enter the pre-heater at about 1000 degree centigrade & leaves stage 1 at about 350*c the raw meal leaves stage at about 800*c. 7. Calcinations At this temperature of 800 c, the calcinations of the calcium carbonate in the raw meal, that is conversion of cac3 to line has started. About 30% of calcinations will have take place by the time the raw meal reaches the kiln 8. Dust control electrostatic precipitators: To prevent dust from the kiln or raw milling system entering the atmosphere, the gas is passes through electrostatic precipitators. To condition the dust laden gas using a water spray, either in the preheater or in as external conditioning lower. As the dust laden gas enters the chamber in which electrodes & earthed collector plates By vibrating the collector plates periodically the dust drops into the happer & is returned with the raw meal to the kiln system. The cleaned exhaust gas, mainly carbon dioxide nitrogen & water vapour, can then be safely released into the atmosphere.BABASAB PATIL Page 29
  30. 30. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENT The kiln: The partially pre-heated clacinized raw meal is fed to kiln through a steel tube typically with a length to diameter ratio of 16:01 & in clined at an angle of about 3*. It rotates at a speech of 3rpm on a system of rollers & is driven through a mounted belt around the circumference. The seals at either end of the kiln are designed to prevent the ingress of cold air & to accommodate expression & rotation. The kiln is lined refractory bricks & fired either by oil or gas at the lower end. If coal is used, it must be pulverized often using a ring roller mill such as this. If heavy fuel oil is used, it must first be heated to reduce its viscosity & aid atomization. Raw meal from the pre-heater enters at the end & gradually moves down that the kiln rotates. At firstly of the calcination takes place so that the feed consists mostly of lime, silica, alumina & iron all in a hot reactive state. The hottest part of the kiln is near the tip of the frame. This is the burning zone where the feed as at temperature of around 1450*c & is in a partially molten state it is here that the four main constitutes of the feed by chemical reaction from cement clinker. 9. Clinker: A mix of complex compounds referred to in cement chemist’s nations as c2s, c3a and c4af. 10. Grate cooler:BABASAB PATIL Page 30
  31. 31. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENT Another type of cooler is commonly used in the grate cooler. There is an empty cooler; the reciprocating grate through which air is blown is visible. As the clinker moves along the grate air cools it & the air itself cools the pre-heater prior to relating the kiln as secondary combustion air. However, more air is required for combustion is blown through the gate some of this excess hot air is used to dry & cool the fired plants after cooling the clinker is stored ready for grinding into cement. 11. Cement milling: The mixture of clinker & gypsum now passes to the cement mill. Ordinarily, the cement ball mill is similar to the raw mill. The cement mill is divided into 2 or 3 chambers by perforated steel diaphragms, each chamber containing a range of ball sizes, but because cement required finer grinding the smallest balls is smaller than those in a raw mill. Classifying lining are often used in the 2nd chamber mill to separate the ball size. 12. Open circuit milling: Open circuit milling is often used for ordinary Portland cement (opc). Here the cement is ground to required fineness in one pass through the mill. Open circuit mills are generally longer than closed circuit mills for this reason. The ground cement is conveyed directly away & the mill is vented in a dust filtration system. 13. Closed circuit milling: In a certain circumstances closed milling can have advantage consuming less power overall. The closed circuit system is similar classifier to that used raw milling a separating out the coarse fiction of the mill production & returning it to the mill for further grinding. ThisBABASAB PATIL Page 31
  32. 32. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENT particularly suitable for hardening cement RHC that has to be ground very finally.14. Storage: From milling the system, the cement is often pumped through pipes by what is basically a screw fed blower. The speed screw delivers the cement into a high volume airflow provided by compressors. The air conveys the cement along a pipeline to storage silos.16. Dispatch: Cement is bagged, prior to bulk dispatch by either rail or road. Thelatest packing plants are fully automatic. For packing, various types of thebags are used like HDPE, polythene bags, paper bags.PROCESS CHARTBABASAB PATIL Page 32
  34. 34. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENTGROWTH OF THE COMPANYThe present Management of Kanoria Group Keeping in view of the goodprospect for the Cement Industry has made many changes. In order toeconomize the Cost of production, Management modernized themachinery’s and changed the production process from Wet to Dry method.As a result, its capacity of production changed from 90 thousands tones/annum to 3.3 lakh tones/annum. To bring more Technological changes inproduction the management reached an agreement with M/s Blue CircleIndustries PLC in 1985. Under the services of BCI, it has been envisagedthat the existing capacity 1000TPD will reach to 1200 to 1500 TPD underexisting resources only. To meet the growing needs of the nation, another Wet process Kilnof 300TPD was installed. The entire machinery for the two kilns wasimported from M/s Krupps of West Germany. In order to upgrade thecapacity of the Kiln and bring operational improvement, the companyentered into a technical agreement with PLC UK, who is one of the largestoperating cement companies in the world.The chief advantages of this technical agreement with Blue Circle are:- 1. Sustained increased production of cement. 2. Improved thermal efficiency of the Kiln. 3. Energy conservation. 4. Training. 5. Improved method of plant maintenanceBABASAB PATIL Page 34
  35. 35. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENTIn September 1982, to achieve fuel saving, the two wet process Kilns werereplaced by a new 1000TPD dry process Kiln, supplied by ACC Ltd. Theprecision and care observed at bagalkot cements and Industries Ltd.,throughout the manufacturing process, reflects in quality and product whichsurpasses the specifications laid down by the Indian Standards Institution(ISI).The cement produced undergoes a number of physical tests such asCompressive strength, Fineness, Setting time, Soundness etc. In order to overcome the chronic power shortage of the stateelectricity grid, Bagalkot has installed a Diesel Generator set of 4000Kwcapacity from Japan. With the assistance of M/s Blue Circle BCI Ltd as setup a separate training department in the company, which caters to completetraining needs of the managerial, supervisory & operating staff? BCI Ltdenjoys a unique distinction of offering cement in a variety of packing bagsviz. jute, & paper bags etc. according to customer needs & preferences.BABASAB PATIL Page 35
  37. 37. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENTAs per the requirement of the modern era human resource is recognized asan important tool for the development of the company. Proper utilization ofhuman resources is interlinked to the utilization of other resources in anyorganization. So we can say that it is essential to manage the humanresource in any organization to achieve the organizational objective.Hence, “HUMAN RESOURCE DEVELPOMENT” has become an essentialfunction of any organization in the world today.In developing human resources, personal department of the company playsan important role and the personal manager who heads the departmentplays pivotal role in employment of skilled employees and their properdevelopment through various training programs.As knowledge expanded in this role, the manager began to understand thenecessity for ascertaining and accommodation to the needs of humanbeings who constituted that work force. In today’s modern, dynamic and fastphased life and cut-throat competition, a company simply cannot do withouta personnel manager and a personnel department, which takes care ofpersonnel in the company by taking proper and effective care of theirgrievances and shortcomings and seeing to it that their problems andgrievance do not affect the company in any way, either during the process ofsales or during any other process, and also seeing to it that the company inany given point of time does not incur losses because of the personnel’sBABASAB PATIL Page 37
  38. 38. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENTshortcomings.After the employee has been recruited, selected and inducted he or shemust next be developed to better fit the job and the organization. No one isperfect at the time of hiring, and some education must take place. Noorganization has choice of whether to develop employees or not; the onlychoice is that method, if no organized program exits, then development willbe self development while learning on the job. Development would includeboth training to increase skill in performing a specific job and education toincrease general knowledge and understanding of out total environment.Training is defined as a process of learning, a sequence of programmedbehavior; it is an awareness of the rules and regulations, procedure to guidethe behavior. It attempts to improve their performance on the current or theintended job.Hence the study on Training and Development in “BAGALKOT CEMENTSAND INDUSTRIES LTD”.After personnel have been obtained, they must be to some degree trainedfor up gradation of their acquired skills. The development has to do with theincrease of skill, through training, that is necessary for proper performance.OBJECTIVES OF STUDY:In this study an attempt is made to examine the training and development inBagalkot Cement and Industries Ltd. Some specific objectives are:BABASAB PATIL Page 38
  39. 39. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENT • To identify the overall impact of on job training programme provided by BCIL. • To find out different techniques used for providing training at BCIL. • To identify the training factors which have decessive impact on productivity and quality enhancement of the employee. • To find out the satisfaction level of employee towards on the job training.METHODOLOGY OF RESEARCH: • Primary data will be collected by holding both formal discussion with the HR manager and the employees of the organization. • Questionnaires will be prepared for employees containing questions aimed at collecting most essential data for ascertaining, analyzing and drawing conclusion for making suggestions to the findings of the study. • Secondary data will be collected by using company’s Annual Reports, Project- Reports, company’s website and magazines of the company. • Respondents for data are selected on the basis of random sampling.Population: All 140 employees who work under each dept constituteBABASAB PATIL Page 39
  40. 40. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENTpopulation.Sampling units: Each dept concerned employees of BCIL are consideredas sample units.Sampling method selected: Random sampling method.Sample size: 30Sampling frame: Direct approach with the company officials and employeeswithin the organization.Sample Element: Each employee of sample unit is element.Sample Extent: BCIL department.Instrument Used: Questionnaire and personal interview.Research Methodology: Descriptive methodology.Tools used for the study: • The collected data is tabulated, analyzed and validated by using SPSS package to compute various statistical values wherever it is necessary. • Suitable pie diagrams are used to exhibit the analyzed data.PLAN OF ANALYSIS: • The data collected from questionnaire will be presented in the form of tables and pie charts. • Percentage will be calculated for better appreciation of the dataBABASAB PATIL Page 40
  41. 41. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENT collected. • Data analysis and interpretation will be done on the primary data collected. • Inferences will be drawn to attain objectives of the study. • Summary of findings will be recorded based on the data collection. • Primary data collected will be interpreted and will be presented as required.LIMITATIONS OF THE STUDY: • The study is restricted to a sample group at Bagalkot cement and Industries Ltd, the findings of the study cannot be generalized. • As the study is based on convenience sampling, the study suffers the disadvantages of such sampling procedure.Human Resource Management (HRM) is the function within an organizationthat focuses on recruitment, management, and providing direction to thepeople who work in the organization. Human Resource Management canalso be performed by line managers.Human Resource Management is the organizational function that deals withissues related to people such as compensation, hiring, performancemanagement, organization development, safety, wellness, benefits,employee motivation, communication, administration, and training.Employee involvement requires providing employees with much moreinformation then previously and consulting them more about the operation ofthe work place. The key is two-way communication. Near team briefings orcascading information down the management chain are not enough.Organisational operating HRM policies devote resources to staff recruitment,selection, appraisal, training, and development. They are particularly keen toBABASAB PATIL Page 41
  42. 42. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENTemploy individuals who can operate flexibly and adapt to different tasks asopposed to keeping in rigidly defined job demarcations. They must also beable to adapt to rapidly changing working arrangements such as annualizedhours. These organizations would expect to eliminate old-fashionedhierarchies between white collar and the blue collar workers. Employeeswould be treated similarly regarding method of payment, recording startingand finishing times, and subsidized meals.SIGNIFICANCE OF HUMAN RESOURCE MANAGEMENT:The Human Resources (HR) function provides significant support andadvice to line management. The attraction, preservation and development ofhigh caliber people are a source of competitive advantage for any business,and are the responsibility of HR.Human Resource management is based inthe efficient utilization of employees in achieving two main goals within acorporation or other type of organization. The first goal is to effectively makeuse of the talents and abilities of employees to achieve the operationalobjectives that are the ultimate aim of the organization. Along with realizingthe goals of the organization, Human Resource management also seeks toensure that the individual employee is satisfied with both the workingenvironment and the compensation and benefits that he or she receives.At times, the two main functions of Human Resource management (HRM)seem to be at odds with one another. There are certain instances where it isimpossible to arrive at solutions that are in line with both the aims of thecompany and the desires of the employee. When this happens, effectiveHuman Resource management is faced with the task of finding a resolutionthat protects the interests of the company, but at the same time providesand acceptable level of satisfaction to the employee. This process cansometimes take a great deal of expertise on the part of the Human Resourcepersonnel, but ultimately will help establish the best solution for allBABASAB PATIL Page 42
  43. 43. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENTconcerned parties.Among the human resource issues that are generally handled by HumanResource Management personnel are the drafting of position descriptionsfor all levels of employment within the company, setting the standards andprocedures that are used for hiring new employees, and determiningbenefits that are extended to existing employees. Disciplinary procedures,as well as procedures for recognizing employees for exemplary work, alsofall under the province of Human Resource management. Human Resourcemanagement often seeks to provide the highest quality benefit packagespossible, given the current financial position of the company. To this end,personnel concerned with HR will seek the best in group health insurance,retirement programs, profit sharing, and vacation and personal profits. Preparing and maintaining a company employee handbook is often theprovince of Human Resource management. As part of that process, themanagement team will ensure that all guidelines and regulations containedwithin the text are in compliance with local, state, and federal laws thatimpact the status of employees. Human Resource management will alsoprovide all employees with opportunities to understand the provisions withinthe handbook, both as part of new employee orientation and as an ongoingemployee education process. Often, Human Resource management and personnel are called upon tomediate grievances between employees and immediate supervisors. Inthese situations, the mediator will seek to represent the best interests of thecompany, ensure that the dialogue and process is in compliance with lawsgoverning employment within the country of residence, and seek to affectresolution and reconciliation of all parties.NEED FOR HRM:BABASAB PATIL Page 43
  44. 44. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENTThe human resource management which has been gaining the attention ofmanagement professionals during the last decade has become the need ofthe hour due to various reasons. • Humanisation of work environment in developed countries has influenced other countries to attain better organization. • Changes in business environment have substantially affected the approach to manpower. • Globalization of business is another important aspect which is necessitating a human resource to manpower. • Large scale production, increasing effects of recession, technical and technological development have opened of new training needs, for the people at work.Human resource development has therefore, become the need of the hour.Government policies of importing technology have also necessitatedintroducing new facilities and avenues for training and development. Freshinitiatives and emphasis on research and development in the realm ofindustry also led to a new policy of human resource development to copewith the increasing demand for technically capable people. Resultantly aneed arouse for new approach to human resource.Scope of HRM:BABASAB PATIL Page 44
  45. 45. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENTWithout a doubt is vast. All the activities of employee, from the time of hisentry into an organization until he leaves, come under the horizon of HRM.The divisions included in HRM are Recruitment, Payroll, PerformanceManagement, Training and Development, Retention, Industrial Relation, etc.Out of all these divisions, one such important division is training anddevelopment.TRAINING:It is a learning process that involves the acquisition of knowledge,sharpening of skills, concepts, rules, or changing of attitudes and behaviorsto enhance the performance of employees.Training is activity leading to skilled behavior.• It’s not what you want in life, but it knows how to reach it.• It’s not where you want to go, but it knows how to get there.• It’s not how high you want to rise, but it knows how to take off. It may not be quite the outcome you were aiming for, but it will be anoutcome.• It’s not what you dream of doing, but it’s having the knowledge to do it.• Its not a set of goals, but it’s more like a vision.• It’s not the goal you set, but it’s what you need to achieve it.Training is about knowing where you stand (no matter how good or bad thecurrent situation looks) at present, and where you will be after some point oftime.Training is about the acquisition of knowledge, skills, and abilities throughprofessional development.BABASAB PATIL Page 45
  46. 46. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENTTRAINING AND DEVELOPMENT is a subsystem of an organization. Itensures that randomness is reduced and learning or behavioral changetakes place in structured format.TRADITIONAL AND MODERN APPROACH OF TRAINING ANDDEVLOPMENTTraditional Approach – Most of the organizations before never used tobelieve in training. They were holding the traditional view that managers areborn and not made. There were also some views that training is a verycostly affair and not worth. Organizations used to believe more in executivepinching. But now the scenario seems to be changing.The modern approach of training and development is that IndianOrganizations have realized the importance of corporate training. Training isnow considered as more of retention tool than a cost. The training system inIndian Industry has been changed to create a smarter workforce and yieldthe best resultsTRAINING AND DEVELOPMENT:The principal objective of training and development division is to make surethe availability of a skilled and willing workforce to an organization. Inaddition to that, there are four other objectives: Individual, Organizational,Functional, and Societal.Individual Objectives – help employees in achieving their personal goals,which in turn, enhances the individual contribution to an organization.Organizational Objectives – assist the organization with its primaryobjective by bringing individual effectiveness.Functional Objectives – maintain the department’s contribution at a levelBABASAB PATIL Page 46
  47. 47. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENTsuitable to the organization’s needs.Societal Objectives – ensure that an organization is ethically and sociallyresponsible to the needs and challenges of the society.Training objective is one of the most important parts of training program.While some people think of training objective as a waste of valuable time.The counterargument here is that resources are always limited and thetraining objectives actually lead the design of training. It provides the clearguidelines and develops the training program in less time becauseobjectives focus specifically on needs. It helps in adhering to a plan. Trainingobjectives tell the trainee that what is expected out of him at the end of thetraining program.Training objectives are of great significance from a number of stakeholderperspectives:1. Trainer.2. Trainee.3. Designer.4. Evaluator.Trainer – The training objective is also beneficial to trainer because it helpsthe trainer to measure the progress of trainees and make the requiredadjustments. Also, trainer comes in a position to establish a relationshipbetween objectives and particular segments of training.Trainee – The training objective is beneficial to the trainee because it helpsin reducing the anxiety of the trainee up to some extent. Not knowinganything or going to a place which is unknown creates anxiety that cannegatively affect learning. Therefore, it is important to keep the participantsaware of the happenings, rather than keeping it surprise.Secondly, it helps in increase in concentration, which is the crucial factor toBABASAB PATIL Page 47
  48. 48. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENTmake the training successful. The objectives create an image of the trainingprogram in trainee’s mind that actually helps in gaining attention.Thirdly, if the goal is set to be challenging and motivating, then the likelihoodof achieving those goals is much higher than the situation in which no goal isset.Therefore, training objectives helps in increasing the probability that theparticipants will be successful in training.Designer – The training objective is beneficial to the training designerbecause if the designer is aware what is to be achieved in the end then he’llbuy the training package according to that only. The training designer wouldthen look for the training methods, training equipments, and training contentaccordingly to achieve those objectives. Furthermore, planning always helpsin dealing effectively in an unexpected situation.Consider an example; the objective of one training program is to dealeffectively with customers to increase the sales. Since the objective isknown, the designer will design a training program that will include ways toimprove the interpersonal skills, such as verbal and non verbal language,dealing in unexpected situation i.e. when there is a defect in a product orwhen a customer is angry.Therefore, without any guidance, the training may not be designedappropriately.Evaluator – It becomes easy for the training evaluator to measure theprogress of the trainees because the objectives define the expectedperformance of trainees. Training objective is an important to tool to judgethe performance of participants.BABASAB PATIL Page 48
  49. 49. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENTRole of HRD Professionals in Training:This is the era of cut-throat competition and with this changing scenario ofbusiness; the role of HR professionals in training has been widened.HR role now is:1. Active involvement in employee education.2. Rewards for improvement in performance.3. Rewards to be associated with self esteem and self worth.4. Providing pre-employment market oriented skill development educationand post employment support for advanced education and training.5. Flexible access i.e. anytime, anywhere training.There are various methods of training, which can be divided in to cognitiveand behavioral methods. Trainers need to understand the pros and cons ofeach method, also its impact on trainees keeping their background and skillsin mind before giving training.Cognitive methods are more of giving theoretical training to the trainees. Thevarious methods under Cognitive approach provide the rules for how to dosomething, written or verbal information, demonstrate relationships amongconcepts, etc. These methods are associated with changes in knowledgeand attitude by stimulating learning.The various methods that come under Cognitive approach are: •Lectures. •Demonstrations. •Computer Based Training (CBT). •Intelligent Tutorial System (ITS).BABASAB PATIL Page 49
  50. 50. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENT •Programmed Instruction (PI). •Virtual Reality.Behavioral methods are more of giving practical training to the trainees. Thevarious methods under Behavioral approach allow the trainee to behavior ina real fashion. These methods are best used for skill development.The various methods that come under Behavioral approach are: •Games and Simulation. •Behavior modeling. •Business Games. •Case Studies. •Equipment Stimulators. •In-Basket Techniques. •Role Plays.Another Method is MANAGEMENT DEVELOPMENT METHOD –MANAGEMENT DEVELOPMENT –The more future oriented method and more concerned with education of theemployees. To become a better performer by education implies thatmanagement development activities attempt to instill sound reasoningprocesses.Management development method is further divided into two parts:ON-JOB TRAINING:BABASAB PATIL Page 50
  51. 51. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENTThe development of a manager’s abilities can take place on the job. The fourtechniques for on-the job development are: •Coaching. •Mentoring. •Job Rotation. •Job Instruction Technique (JIT) COACHING is one of the training methods, which is considered as a corrective method for inadequate performance. According to a survey conducted by International Coach Federation (ICF), more than 4,000 companies are using coach for their executives. These coaches are experts most of the time outside consultants. A coach is the best training plan for the CEO’s because A It is one to one interaction A It can be done at the convenience of CEO A It can be done on phone, meetings, through e-mails, chatA It provides an opportunity to receive feedback from an expertA It helps in identifying weaknesses and focus on the area that needsimprovement his method best suits for the people at the top because if wesee on emotional front, when a person reaches the top, he gets lonely and itbecomes difficult to find someone to talk to. It helps in finding out theBABASAB PATIL Page 51
  52. 52. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENTexecutive’s specific developmental needs. The needs can be identifiedthrough 60 degree performance reviews.ProcedureoftheCoaching:The procedure of the coaching is mutually determined by the executive andcoach. The procedure is followed by successive counseling and meetings atthe executive’s convenience by the coach. 1. Understand the participant’s job, the knowledge, skills, and attitudes, and resources required to meet the desired expectation 2. Meet the participant and mutually agree on the objective that has to be achieved 3. Mutually arrive at a plan and schedule 4. At the job, show the participant how to achieve the objectives, observe the performance and then provide feedback 5. Repeat step 4 until performance improvesFor the people at middle level management, coaching is more likely done bythe supervisor; however experts from outside the organization are at timesused for up and coming managers. Again, the personalized approach assiststhe manger focus on definite needs and improvement.BABASAB PATIL Page 52
  53. 53. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENT MENTORING is an ongoing relationship that is developed between a senior and junior employee. Mentoring provides guidance and clear understanding of how the organization goes to achieve its vision and mission to the junior employee. The meetings are not as structured and regular than in coaching. Executive mentoring is generally done by someone inside the company. The executive can learn a lot from mentoring. By dealing with diverse men tee’s, the executive is given the chance to grow professionally by developing management skills and learning how to work with people with diverse background, culture, and language and personality types.Executives also have mentors. In cases where the executive is new to theorganization, a senior executive could be assigned as a mentor to assist thenew executive settled into his role. Mentoring is one of the important methodsfor preparing them to be future executives. This method allows the mentor todetermine what is required to improve mentee’s performance. Once thementor identifies the problem, weakness, and the area that needs to beworked upon, the mentor can advise relevant training. The mentor can alsoprovide opportunities to work on special processes and projects that requireuse of proficiency.Some key points on MentoringBABASAB PATIL Page 53
  54. 54. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENT • Mentoring focus on attitude development • Conducted for management-level employees • Mentoring is done by someone inside the company • It is one-to-one interaction • It helps in identifying weaknesses and focus on the area that needs improvement JOB ROTATION takes on different perspectives. The executive is usually not simply going to another department. In some vertically integrated organizations, for example, where the supplier is actually part of same organization or subsidiary, job rotation might be to the supplier to see how the business operates from the supplier point of view. Learning how the organization is perceived from the outside broadens the executive’s outlook on the process of the organization. Or the rotation might be to a foreign office to provide a global perspective. For managers being developed for executive roles, rotation to different functions in the company is regular carried out.This approach allows the manger to operate in diverse roles and understandthe different issues that crop up. If someone is to be a corporate leader, theymust have this type of training. A recent study indicated that the single mostsignificant factor that leads to leader’s achievement was the variety ofexperiences in different departments, business units, cities, and countries.BABASAB PATIL Page 54
  55. 55. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENTAn organized and helpful way to develop talent for the management orexecutive level of the organization is job rotation. It is the process of preparingemployees at a lower level to replace someone at the next higher level. It isgenerally done for the designations that are crucial for the effective andefficient functioning of the organization.Benefits of Job RotationSome of the major benefits of job rotation are: • It provides the employees with opportunities to broaden the horizon of knowledge, skills, and abilities by working in different departments, business units, functions, and countries • Identification of Knowledge, skills, and attitudes (KSAs) required • It determines the areas where improvement is required • Assessment of the employees who have the potential and caliber for filling the positionBABASAB PATIL Page 55
  56. 56. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENTJOB INSTRUCTION TECHNIQUE uses a strategy with focus onknowledge (factual and procedural), skills and attitudes development.Procedure of Job Instruction Technique (JIT)JIT consists of four steps: • Plan – This step includes a written breakdown of the work to be done because the trainer and the trainee must understand that documentation is must and important for the familiarity of work. A trainer who is aware of the work well is likely to do many things and in the process might miss few things. Therefore, a structured analysisand proper documentation ensures that all the points are covered in thetraining program. The second step is to find out what the trainee knows andwhat training should focus on.Then, the next step is to create a comfortable atmosphere for the trainees’i.e. proper orientation program, availing the resources, familiarizing traineewith the training program, etc.w Present – In this step, trainer provides the synopsis of the job whilepresenting the participants the different aspects of the work. When thetrainer finished, the trainee demonstrates how to do the job and why is that BABASAB PATIL Page 56
  57. 57. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENT OFF THE JOB TRAINING: There are many management development techniques that an employee can take in off the job. The few popular methods are: •Sensitivity Training. •Transactional Analysis. •Straight Lectures/ Lectures. •Simulation Exercises.Advantages of Training: •This type of training gets employees away from their work environment to a place where their frustrations and bustle of work are eliminated. This more relaxed environment can help employees to absorb more information as they feel less under pressure to perform. •Can be a source to supply the latest information, current trends, skills and techniques for example current employment legislation or other company law and regulations, current computer software or computerized technologies or improved/innovative administrative procedures. These new skills can be brought back and utilized within the company. •Experts in their field would cover these courses, and this would mean that training for staff members would be taught to a reasonable standard. •As the courses are held externally, our company would not have addedBABASAB PATIL Page 57
  58. 58. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENT costs incurred as a result of extra equipment or additional space. •Sending an employee on a course could help to make an employee feel more valued as they would feel as if they are receiving quality training. •As many courses or seminars invite employees form other companies to attend, this would allow employees to network and perhaps drum-up business. •Disadvantages of Training: •Depending on the course, the overall cost could prove quite expensive for example; many courses may require an overnight stay at a hotel if the course is outside the area or the course itself may prove to be expensive due to the level of expertise or equipment need to deliver the course. •As there is no real way to know the abilities both as a trainer and their subject knowledge of the people delivering the external training courses, there is no guarantee that sufficient skills of knowledge will be transfers or valuable. •Many courses do not have a system of assessment or standardization of learning, so there is no set yardstick that can be guarantee learning has been achieved to a specified standard. •Sending employees to a training program for one or two days would mean loss of production within the company.Companies that fully train their workforce benefit from: •Increased productivity. •Reduced employee turnover. •Increased efficiency resulting. In financial gains.BABASAB PATIL Page 58
  59. 59. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENT •Decreased need for supervision.Employees who are fully trained: •Are more satisfied with their jobs. •Are more motivated. •Have a lower turnover rate. •Are more innovative and efficient. The prospective benefits of training outsourcing are well recognized.Organizations go for outsourcing to save training costs, gain access topractical and technical proficiency, concentrate on core competencies andoffer an overall enhanced training to their employees. Also, outsourcing allows companies to deliver best training to theiremployees and get the clients the best of their abilities. The key to increasein customer turn over is customer satisfaction. With rapid globalization,increase in competition, technological innovation, increase in access toinformation, and improve in customer services, the customer loyaltyprograms have become an integral part of the organizations. Retainingexisting customers is now much more important than acquiring newcustomers.Some facts: •Recommendations from the existing customer are 107% greater than the fresh customer. •Loyal customer spend 33% more than fresh customer. •Selling to a prospect requires 6% more than selling to an existingBABASAB PATIL Page 59
  60. 60. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENT customer.Outsourcing is a competent tool that ensures and offers convincing Returnon Investment (ROI). Outsourcing subtracts the risk in setting up acomplicated function that is not a core competency. If outsourced tocompetitive and right consultancy then the cost savings could be as high as50%. In addition to that, outsourcing leads to customer retention, customerloyalty, customer satisfaction, and greater efficiencies on the part ofemployees.Training Implementation:To put training program into effect according to definite plan or procedure iscalled training implementation. Training implementation is the hardest part ofthe system because one wrong step can lead to the failure of whole trainingprogram. Even the best training program will fail due to one wrong action.Training implementation can be segregated into:• Practical administrative arrangements.• Carrying out of the training.Implementing Training:Once the staff, course, content, equipments, topics are ready, the training isimplemented. Completing training design does not mean that the work isdone because implementation phase requires continual adjusting,redesigning, and refining. Preparation is the most important factor to tastethe success. Therefore, following are the factors that are kept in mind whileimplementing training program:BABASAB PATIL Page 60
  61. 61. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENTThe trainer – The trainer need to be prepared mentally before the deliveryof content. Trainer prepares materials and activities well in advance. Thetrainer also set grounds before meeting with participants by making sure thathe is comfortable with course content and is flexible in his approach.Physical set-up – Good physical set up is pre-requisite for effective andsuccessful training program because it makes the first impression onparticipants. Classrooms should not be very small or big but as nearlysquare as possible. This will bring people together both physically andpsychologically. Also, right amount of space should be allocated to everyparticipant.Establishing rapport with participants – There are various ways by which atrainer can establish good rapport with trainees by:• Greeting participants – simple way to ease those initial tense moments.• Encouraging informal conversation.• Remembering their first name.• Pairing up the learners and have they familiarized with one another.• Listening carefully to trainees’ comments and opinions.• Telling the learners by what name the trainer wants to be addressed.• Getting to class before the arrival of learners.• Starting the class promptly at the scheduled time.• Using familiar examples.• Varying his instructional techniques.• Using the alternate approach if one seems to bog down.Reviewing the agenda – At the beginning of the training program it is veryimportant to review the program objective. The trainer must tell theBABASAB PATIL Page 61
  62. 62. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENTparticipants the goal of the program, what is expected out of trainers to do atthe end of the program, and how the program will run.The following information needs to be included:• Kinds of training activities.• Schedule.• Setting group norms.• Housekeeping arrangements.• Flow of the program.• Handling problematic situations.Training Evaluation:The process of examining a training program is called training evaluation.Training evaluation checks whether training has had the desired effect.Training evaluation ensures that whether candidates are able to implementtheir learning in their respective workplaces, or to the regular work routines.Purposes of Training Evaluation:The five main purposes of training evaluation are:Feedback: It helps in giving feedback to the candidates by defining theobjectives and linking it to learning outcomes.Research: It helps in ascertaining the relationship between acquiredknowledge, transfer of knowledge at the work place, and training.Control: It helps in controlling the training program because if the training isnot effective, then it can be dealt with accordingly.Power games: At times, the top management (higher authoritativeBABASAB PATIL Page 62
  63. 63. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENTemployee) uses the evaluative data to manipulate it for their own benefits.Intervention: It helps in determining that whether the actual outcomes arealigned with the expected outcomes.Process of Training Evaluation:Before Training: The learner’s skills and knowledge are assessed before thetraining program. During the start of training, candidates generally perceive itas a waste of resources because at most of the times candidates areunaware of the objectives and learning outcomes of the program. Onceaware, they are asked to give their opinions on the methods used andwhether those methods confirm to the candidates preferences and learningstyle.During Training: It is the phase at which instruction is started. This phaseusually consist of short tests at regular intervals.After Training: It is the phase when learner’s skills and knowledge areassessed again to measure the effectiveness of the training. This phase isdesigned to determine whether training has had the desired effect atindividual department and organizational levels. There are variousevaluation techniques for this phase.Techniques of Evaluation:The various methods of training evaluation are:• Observation• Questionnaire• Interview• Self diariesBABASAB PATIL Page 63
  64. 64. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENT• Self recording of specific incidentsBABASAB PATIL Page 64
  66. 66. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENT experience in BCIL Cumulative Frequency Percent Valid Percent Percent Valid 0-2yrs 20 66.7 66.7 66.7 2-5yrs 10 33.3 33.3 100.0 Total 30 100.0 100.0 experience in BCIL 2-5yrs 0-2yrsANALYSIS: From the above table and graph it is observed that 66% of thestaff is fresher and are working only since last 1-2 years. and 34% of theemployees are working since last 2-5 years.BABASAB PATIL Page 66
  67. 67. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENTINTERPRETATION: as per the survey we observe and understand thatmaximum no of employees are recent joiners and lag experience in BCIL. training attended Cumulative Frequency Percent Valid Percent Percent Valid yes 29 96.7 96.7 96.7 3.00 1 3.3 3.3 100.0 Total 30 100.0 100.0 training attended 3.00 yesANALYSIS: From the above graph it is observed that 99% of the employeeshave attended the training programme and only 1% haven’t.INTERPRETATION: As per the survey we observe that maximumemployees i.e the utmost employees have attended the trainingprogrammes and generally the training is provided to all.BABASAB PATIL Page 67
  68. 68. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENT no of training programmes attended Cumulative Frequency Percent Valid Percent Percent Valid 1-3 17 56.7 56.7 56.7 4-6 12 40.0 40.0 96.7 7-9 1 3.3 3.3 100.0 Total 30 100.0 100.0 no of training programmes attended 7-9 4-6 1-3ANALYSIS:from the above graph it is observed that 56% of the employeeshave attended 1-3 trainings,40% of employees have attended 4-6 trainingsand only 4% of employees have attended 7-9 trainings.INTERPRETATION:As per the survey it is observed that maximum mo ofemployees have attended 1-3 trainings and least have attended 7-9trainings.BABASAB PATIL Page 68
  69. 69. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENT rating of on job training Cumulative Frequency Percent Valid Percent Percent Valid very helpfull 18 60.0 60.0 60.0 average 9 30.0 30.0 90.0 not so helpfull 3 10.0 10.0 100.0 Total 30 100.0 100.0 rating of on job training not so helpfull average very helpfullANALYSIS:from the above graph it is understood that 60% of employeesfind that training is very helpful and 30% find that the on job training providedto them was average and 10% feel that it was not so useful.INTERPRETATION:as per the survey it is understood that majority ofemployees find that on job training provided to them is very useful.BABASAB PATIL Page 69
  70. 70. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENT effeciency Cumulative Frequency Percent Valid Percent Percent Valid efficiency1 1 3.3 3.3 3.3 efficiency2 10 33.3 33.3 36.7 efficiency3 11 36.7 36.7 73.3 efficiency4 7 23.3 23.3 96.7 efficiency5 1 3.3 3.3 100.0 Total 30 100.0 100.0high effeciency efficiency5 efficiency1 efficiency4 efficiency2 efficiency3ANALYSIS:from the above graph it is understood that 3.35 of employeesfeel that efficiency level is very low i.e only 3% of employees have ratedefficiency as rest more than 72% have rated it as below average.INTERPRETATION:as per the survey it is observed that efficiency level israted very low by the employees.BABASAB PATIL Page 70
  71. 71. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENT effectiveness Cumulative Frequency Percent Valid Percent Percent Valid effectiveness1 1 3.3 3.3 3.3 effectiveness2 3 10.0 10.0 13.3 effectiveness3 12 40.0 40.0 53.3 effectiveness4 11 36.7 36.7 90.0 effectiveness5 3 10.0 10.0 100.0 Total 30 100.0 100.0 effectiveness effectiveness1 effectiveness5 effectiveness2 effectiveness4 effectiveness3ANALYSIS:from the above graph it is observed that the effectiveness of onthe job training is above the average as 47 % of employees have rated thisabove averageINTERPRETATION:As per the survey it is found that the effectiveness of onthe job training is above the averageBABASAB PATIL Page 71
  72. 72. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENT productivity Cumulative Frequency Percent Valid Percent Percent Valid productivity1 3 10.0 10.0 10.0 productivity2 1 3.3 3.3 13.3 productivity3 7 23.3 23.3 36.7 productivity4 13 43.3 43.3 80.0 productivity5 6 20.0 20.0 100.0 Total 30 100.0 100.0 productivity productivity1 productivity5 productivity2 productivity3 productivity4ANALYSIS:from the above graph it is observed that productivity iscomparatively higher than other quality factors as more than 64%employees have rated it as above average.INTERPRETATION:as per the survey it is found that after the inducement ofon the job training on employees the productivity is increased.BABASAB PATIL Page 72
  73. 73. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENT training as stepping stone to carrer growth Cumulative Frequency Percent Valid Percent Percent Valid yes 29 96.7 96.7 96.7 4.00 1 3.3 3.3 100.0 Total 30 100.0 100.0 training as stepping stone to carrer growth 4.00 yesANALYSIS: from the above chart it is observed that 97% of employees findthat their career graph has increased after getting trained in various aspectsand areas.BABASAB PATIL Page 73
  74. 74. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENTINTERPRETATION: As per the survey it is found that employees havegained more knowledge and skills after getting trained as majority ofemployees have positively reacted towards the question. over all opinion Cumulative Frequency Percent Valid Percent Percent Valid effenciecy is increased 3 10.0 10.0 10.0 productivity has increased 3 10.0 10.0 20.0 work method improves 10 33.3 33.3 53.3 training given was not 8 26.7 26.7 80.0 sufficent facculty was not 5 16.7 16.7 96.7 competent training duration was too 1 3.3 3.3 100.0 short Total 30 100.0 100.0 over all opinion training duration wa effenciecy is increa facculty was not com productivity has inc training given was n work method improvesBABASAB PATIL Page 74
  75. 75. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENTANALYSIS: From the above chart it is been understood that there is mixedoverall opinion as 10% find their productivity is increased,10% find theirefficiency is increased,33% feel that their work method improves,27% feelthat the training was not sufficient,17% feel that faculty was not socompetent, and 3% feel that As per the survey it is observed that there isoverall mixed training duration was too short.INTERPRETATION: opinion among the employees, both positive andnegative feedback is found. future needs Cumulative Frequency Percent Valid Percent Percent Valid off job training 4 13.3 13.3 13.3 different training 12 40.0 40.0 53.3 techniques longer duration 14 46.7 46.7 100.0 Total 30 100.0 100.0 future needs longer duration off job training different training tBABASAB PATIL Page 75
  76. 76. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENTANALYSIS: from the above chart it is observed that 40% employees are inneed of different training techniques, where as 47% of employee seek forlonger duration of training period, and 13% of people want to be trained byoff the job training method.INTERPRETATION:As per the survey it is found that there is mixedresponse for future training technique to be adapted but majority ofemployees are demanding for longer duration of training programme.FINDINGS ANDSUGGESTIONSBABASAB PATIL Page 76
  77. 77. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENTFINDINGS: From the survey conducted for 30 employees, following findings arerevealed; • Most of the employees are freshers i.e 66% are new comers so lack the experience at BCIL. • 99% employees have attended the training programme i.e almost all are given training.BABASAB PATIL Page 77
  78. 78. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENT • 57% employees are given with 1-3 trainings where as only 10% are provided with 7-9 trainings. • According to rating of efficiency only 37% employees feel that it is average rest feel that it is below the average level • From rating of effectiveness 40% feel it as average effectiveness rest feel it is below average. • The productivity of organization is above average as 43% employees have rated it as above the average 10 as excellent and rest as below average. • On the rating of satisfaction of employee towards on the job training it is observed that 40% find it is very helpful and 10% feel that it is not so helpful. • 99% of employees have given their positive opinion that training has helped in their carrer growth. • There is mixed overall opinion i.e 33% find that their work method has improved after training where as 27% find that the training given was not sufficient. • 40% of employees are in need of different training techniques where as 47% want the longer duration of training.SUGGESTIONS: . • It is suggested to enhance the duration of practical training programs for clear understanding of the skill.BABASAB PATIL Page 78
  79. 79. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENT • Appointment of internal or external career counselors provides direction to employees in navigating their career by choosing the appropriate training programs based on their interest, need and aspiration • Though the employees are getting training programs it is found that there is a need to improve or introduce new training methods like off job training, Cross functional, role plays which will help them in improving their knowledge & performance. • The company should strive for its improvement in quality factors like efficiency,effectiveness and productivityfor the increase and improvement in these quality factors training techniques may be upgraded to incorporate on-line methods which can be administered at any time, enabling all employees to participate at their convenience so after which they can contribute atleast bit of their skills which can increase these factors. • The training provided by the company should be using different techniques of training and also with longer duration so that employees get adjusted and then gain interest in training programme,i.e the training period should be properly adjusted as per the convenience of the employees so that they can gain knowledge with their own mindset and with interest the period may be from 1 day or may extend upto a month or year.BABASAB PATIL Page 79
  80. 80. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENT • Lastly I would also like to suggest that company should develop separate counseling department where employees can share their problems and they feel free to communicate about the problems and it encourages them to work in the organization.CONCLUSION:Taking the organization to its zenith is a very challenging and very toughestjob where employees and officials face lot of problems like resistance of theworkforce and lack of readiness to cope up with changes in workplace. Sowe can say that to rebuild any organization commitment and hard work isvery essential so to cope up with these changes we have to train themBABASAB PATIL Page 80
  81. 81. ON THE JOB TRANING PROGRAM AT BAGALKOT SHAKTI CEMENTaccording to the needs of the organisation which will push organization in aright direction and also helps in achieving success.The method of training is well received by the employees. The training in theorganization is having greater impact on the efficacy and morale of theemployees and also instrumental to increase the overall quality of workThe techniques of on the job training provided by the company are averageand upto the mark as more no of employees are satisfied by training.BABASAB PATIL Page 81