A
SYNOPSIS
ON
“ANALYTICAL STUDY OF TRAINING AND
DEVELOPMENT PROGRAMME W.R.T. MANIKGARH
CEMENT INDUSTRY, GADCHANDUR”
Submitted to
School of Commerce and Management
Yashwantrao Chavan Maharashtra Open University, Nashik.
In partial fulfillment of the Requirement for the award of the degree of
Master of Business Administration (MBA)
By
Mr. Nilesh K. Shende
PRN No. - 2012017001470005
Under the Guidance of
Dr. Nitin D. Ghugare
Through
The Coordinator
Study centre code – 42121
Dr. Ambedkar College of Arts, Commerce and Science, Chandrapur
1. Introduction
1.1 Introduction to Topic:
Training & Development is not only an activity that is desirable but also an
activity that an organization must commit resources to if it is to maintain a viable and
knowledgeable work force. In modem industrial organizations, the need for training
of employees is also widely recognized to keep the employees in touch with the new
technological developments. Every company must have a systematic training
programme for the growth and development of its employees.
Training is a complex process, is concerned with increasing the capabilities of
individuals, and groups so that they may contribute effectively to the attainment of
organizational goals. 'Training' is used to teach special skills, whereas the term
'Development' denotes overall development of personality of the employees.
Training is a process of learning a sequence of programmed behavior. It is
application of knowledge. It gives people an awareness of the rules and procedures
to guide their behavior. It attempts to improve their performance on the current job or
prepare them for an intended job. Development is a related process. It covers not
only those activities, which improve job performance, but also those, which bring
about growth of the personality, help individuals in the progress towards maturity and
actualization of their potential capacities so that they become not only good
employees but also better men and women. Training a person for a bigger and
higher job is development.
1.2 Introduction to Organization
Manikgarh Cement is situated at Gadchandur, Dist. Chandrapur in the State
of Maharashtra with an installed capacity of 1.9 Million TPA. Apart from this,
company has two more cement plants namely Century Cement at Baikunth, Dist.
Raipur in the State of Chhattisgarh with an installed capacity of 2.1 Million TPA and
Maihar Cement at Sarlanagar, Dist. Satna, in the State of Madhya Pradesh with an
installed capacity of 3.8 Million TPA. The combined Capacity of all cement plants
taken altogether is 7.80 Million TPA. By Dec-2011 the group capacity will touch 8.5
MTPA with Manikgarh Cement Standing at 2.2 MT installed capacity. Emphasis is
given for production of blended cement which constitutes about 95% of the total
cement produced by the company.
All cement plants are equipped with captive power plants, for uninterrupted
power supply, with synchronized support of grid power. The company sells its
cement under the mega brand - Birla Gold. Manikgarh embarks upon brown field 2nd
phase expansion of 2.8 Million TPA capacity to the gross installed capacity of
Manikgarh Cement at 5.00 Million TPA by 2012-2013 concurrently with setting up a
new captive power plant of 40 MWH with this expansion. To cater to our prestigious
customers from the North East, Grinding Unit of 1.50 Million TPA at Sagar Dighi,
West Bengal is under erection and will be completed by Oct-2012.The group
capacity by 2012-2013 will reach a new land mark of 12.8 MTPA.
2. Importance and Significance of the Study
Training & Development plays an important role in human resource development.
It is necessary, useful and productive for all categories of employees and
supervisory staff. Training is important as it gives various benefits to employers and
employees. It is very important in the present age as developments in science and
technology are introducing radical changes in the industrial field. Training is actively
and intimately connected with all personnel or managerial activities. It is an integral
part of the whole management programme, with all its many activities functionally
inter-related. Training is a practical and vital necessity because it enables employees
to develop and rise within the organization, and increase their “market value”,
earning power and job security. Training, moreover, heightens the morale of the
employees, for it helps in reducing dissatisfaction, complaints, grievances and
absenteeism, reduces the rate of turnover. It moulds the employees’ attitudes and
helps them to achieve a better co-operation with the company and a greater loyalty
to it.
How Training & Development Benefit to the Organization
Be kept to the minimum by the trained employees. These will lead to lower cost of
production per unit.
The major benefits of training to the organization are:
+ Quick learning
+ Higher productivity
+ Standardization of procedures + Less supervision
+ Economical operations + Higher morale
+ Preparation of future managers + Better management
Development helps the employees in the following ways:
+ Confidence
+ New Skills
+ Promotion
+ Higher Earnings
+ Adaptability
3. Objectives of the Study
1. To know training & development program organized by the company to train the
new and current employees.
2. To know the various human resources activities.
3. To know the job profile of the employees are decided.
4. To know the employee’s satisfaction level in organization.
5. To know the effectiveness of the training & development program conducted by
the company.
6. To know whether employees are aware about their responsibilities and
authorities.
7. To know whether training & development program is conducted successfully or
not.
4. Hypothesis
The presumptions of the present study are as under :
1. Training and Development programs effectively implemented in Manikgarh
Cement, Gadchandur.
2. Training and development has increased efficiency of their employees.
3. Employees of the Manikgarh Cement, Gadchandur are satisfied with training and
development program.
4. Employees of Manikgarh Cement are aware about the training and development
program.
5. Research Methodology
There are two ways to collect the data for the research, Primary data & Secondary
data.
Primary data source
The primary data was collected through
1) Observation
2) Interview schedules
3) Personnel visit to obtain the necessary information.
The only instrument used was a structured interview schedules for the study. The
interview schedules were given for collection of data
Secondary data source
Secondary data was obtained from
1) Company records
2) Magazines
3) Annual reports etc.
Limitation of Study
1) The study is related to the Training and Development.
2) The study will only focus on Training and development of programs conducted in
Manikgarh Cement, Gadchandur
3) Out of the total employees only 100 employees are selected for this study.
6. Expected Contribution
This research work will help to understand the theoretical framework of the
subsystem of HRD i.e., training and development. The study will put some light on to
know the awareness and involvement of the organization in the respect of training
and development functions. The study will put some light on to understand the HRD
functions undertaken by organization.
.
7. Chapterisation
Chapter- I : Introduction
Chapter- II : Theoretical Background
Chapter_ III : Industry Profile
Chapter- IV : Data Presentation and Analysis
Chapter- V : Findings, Conclusions and Suggestions
Bibliography
Appendix
Bibliography
Books Referred
1) P. Subbarao; “Personal and HRM”, IV Edition, 2010 Mumbai
2) V.S.P. Rao; “Human Resource Management”, II Edition, 2005, New Delhi.
3) Deepak Kumar Bhatacharya; “HRM” II Edition, 2006, New Delhi
4) Raymond A. Noi; “HRM”, V Edition, 2007, New York.
5) Tapomay Deb; “Managing HR And Industrial Relations” I Edition, 2009 New
Delhi.
6) Patnayak; “Human Resource Management” III Edition, 2005, Delhi
7) Dr. Ravindranab Badi; “Human Resource Management” I Edition, 2011, Mumbai.
8) K. Ashwathapa; “Human Resource Management”, VI Edition, 2010, Delhi
Websites
1) https://en.wikipedia.org/wiki/Training_and_development
2) http://traininganddevelopment.naukrihub.com/
3) http://www.managementstudyguide.com/training-and-development.htm
4) http://www.businessdictionary.com/definition/training-and-development.html
5) http://www.manikgarhcement.com
Sign of Research Candidate Sign of Research Supervisor
