training and development in dsm sugar mills.doc
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A
PROJECT REPORT
ON
TRAINING & DEVELOPMENT PROCESS
FOR
UNIVERSAL CONSTRUCTION MACHINARY &
EQUIPMENT PVT. LTD. RUDRAPUR
Submitt! T"
COLLEGE OF ENGINEERING
IN PARTIAL FULFILLMENT OF THE
REQUIREMENT OF THE AWARD FOR THE DEGREE OF
MBA (Dual Degree)
Under
TEERTHANKER MAHAVEER UNIVERSITY
UNDER THE GUIDANCE OF
Faculty Guide Company Guide
Mr. Sidart Matur Name and De!i"nationSubmitted by
#ANU$ %UMAR RA&'Enrollment No.(T)*+++,-)
SEMESTER I
COLLEGE OF ENGINEERING
MBA (Dual Degree)TEERTHANKER MAHAVEER UNIVERSITY
MORADABAD/uly 0)+-
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College certificate
This is to certify that M#. A$u% um'# R'( is pursuing two year full time
Master of Business Administration (MBA) Course from Teerthanker Mahaeer
!niersity" Morada#ad as regular student" in session ($%1&'$%1)
*n compliance with the proision+guidelines of Teerthanker Mahaeer
!niersity" Morada#ad" ,e has #een assigned a -ummer Training .eport The
-ummer Training .eport work has #een genuinely carried out #y the student during
specified period #y the uniersity
,e has made sincere efforts in the completion of the -ummer Training .eport work
M#. Si!'#t) M't)u#
PROJECT REPORT GUIDE*
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CONTENTS
C)'%t# $". Tit+ P', $".
/reface
Acknowledgement0eclaration
2ecutie -ummary
-. *ntroduction 3
. Company /rofile 1
/. .eiew of 4iterature $5
0. .esearch O#6ectie $3
1. .esearch Methodology 7&
2. 0ata Analysis 8 *nterpretation 77
3. 9indings 35
4. 4imitations 5$
5. Conclusion 51
-6. -uggestions 5%
--. Bi#liography 5&
Anne2ure 5'5:
PREFACE
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*t is wonderful opportunity proided #y Teerthanker Mahaeer !niersity" 0elhi
.oad" Morada#ad to interact with the industrial surface during the academic session of
Masters of Business Administration (MBA)
* feel ery enthusiastic a#out the compulsory actiity proided #y academic plot in
the form of /ro6ect .eport This training has proided an opportunity to understand the
theoretical concept and to see that how these concepts are applica#le in practical life
;orking with U$i7#8'+ C"$8t#u9ti"$ M'9)i$#( & E:ui%m$t P7t. Lt!. Ru!#'%u#was
a nice opportunity gien to me which made me understanding the working of *nsurance
-ector
* am fortunate that in this interactie session * got the priilege of working with
U$i7#8'+ C"$8t#u9ti"$ M'9)i$#( & E:ui%m$t P7t. Lt!.Ru!#'%u#management starts
from planning to implement and ends with the recruitment and selection process in U$i7#8'+
C"$8t#u9ti"$ M'9)i$#( & E:ui%m$t P7t. Lt!. Ru!#'%u#
ACNO;LEDGEMENT
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*t gies me immense pleasure to place #efore my e2aminers my /ro6ect .eport T#'i$i$, &
D7+"%m$t P#"988 i$ U$i7#8'+ C"$8t#u9ti"$ M'9)i$#( & E:ui%m$t P7t. Lt!.
Ru!#'%u#
My sincere acknowledgement and oerriding de#t is to my pro6ect guide
M#. Si!'#t) M't)u# ?
M#. R.. Mitt'+
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*" A$u% um'# R'( " here#y declare that the report for Summ# T#'i$i$, P#"=9t
entitled T#'i$i$, & D7+"%m$t P#"988 i$ U$i7#8'+ C"$8t#u9ti"$ M'9)i$#( &
E:ui%m$t P7t. Lt! Ru!#'%u#is a result of my own work and my inde#tedness to other
work pu#lications" references" if any" hae #een duly acknowledged
/lace > Morada#ad (-ignature)
0ate > (Anup =umar .ay)
EBECUTIVE SUMMARY
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The present report is prepared for the partial fulfillment of MBA and as a part of curriculum
This is an attempt to determine and do a T#'i$i$, & D7+"%m$t P#"988 i$ U$i7#8'+
C"$8t#u9ti"$ M'9)i$#( & E:ui%m$t P7t. Lt! Ru!#'%u# To pursue the research area are
commercial areas like Morada#ad was chosen ;here the surey conducted through
@uestionnaire and *nteriew The data collection is as analyed and some practical tools were
applied to get inferences from the surey The results are printed in forms of graphs and
diagrams
The report has two sections" in its first section company and industry profile is gien" where as in
second section" research methodology is gien which includes sample design" analysis on sample
and findings are gien -uggestions with respect to the surey for future improement is gien to
improe the surey #ecause there competitors hae also taken up the surey
At the end of the report limitations" -;OT analysis" Conclusion of the research 4ast
there is Bi#liography
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INTRODUCTION
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A program of training and deelopment is important as it lends sta#ility and fle2i#ility
to an organiation" #esides contri#uting to its capacity to grow Accidents" scrap and
damage to machinery and e
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*n the present industrial era" it is necessary to raise the skill leels and increase the
ersatility and adopta#ility of employees *nade
According to 9lippo" Training is the act of increasing the knowledge and skill
of an employee for doing a particular 6o#
According to lucius" The term training is used to indicate only a process" #y
which the aptitudes" skills and a#ilities of the employees to perform specific 6o#s are
increased
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C)'#'9t#i8ti98 "# N'tu# " T#'i$i$,
On the #asis of different gien #y arious scholars and on the #asis of general
knowledge the following facts can #e presented a#out the nature or training and its
characteristics>
E%$8 "$ T#'i$i$, i8 i$78tm$t '$! $"t '8t',*
The most important characteristics of training are that e2penditure incurred on it is
inestment and not wastage *n other words the e2penses on training of employees will
#e a recurring adantage for the enterprises for a long run" which will #e in the form of
an increased efficiency of the employees
It #+'t8 t" 8%9i'+ ="b8*
The purpose of training is not to increase the general knowledge of the employees #ut
to make them proficient or skillful in a special 6o#
It i8 b$i9i'+ b"t) t" t) "#,'$i'ti"$ '$! the m%+"(8*
Training is a process which #enefits #oth the organiation and the employees on the
one hand "the dream of the enterprise to hae more production is fulfilled" and on the
other hand" #ecause of increased proficiency the employee get #etter remuneration #y
increasing production in less time Because of a decrease in the num#ers of accidents
their life is also safe and secured
T#'i$i$, i8 ' 9"$ti$u"u8 %#"988
Training is not a process which can gie all the knowledge to an employee regarding
a particular work for all time to come ;heneer some new procedure and new
technology are adopted in the enterprise" training #ecomes imperatie
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Di#$9 bt$ T#'i$i$, '$! D7+"%m$t
'8i8 T#'i$i$, D7+"%m$t
Meant for Operaties 2ecuties
9ocus Current 6o# Current and future 6o#s
-cope *ndiidual employee ;ork group or
organiation
Doal 9i2 current skill deficit /repare for future work
demands
*nitiated #y Management The *ndiidual
Content -pecific 6o# related
information
Deneral =nowledge
Time' frame *mmediate 4ong term
IMPORTANCE
ENEFITS OF THE USINESS ENEFITS OF THE EMPLOYESS
Trained worker works more
efficiency
Training makes an employee more
useful to a firm ,ence he will find
employment more easily
They use machines tools" materials
in a properly is thus eliminated to a
large e2tent
Makes employees more efficient and
effectie
9ewer accidents" Trained worker
need not #e put under close
superision as they know how to
handle operations properly
Training ena#les employees to secure
promotions easily
Training makes employees more
loyal to an organiation They willless in client to leae the unit where
there is growth opportunity
*t can ena#le employees to cope up
with organiational social 8technological changes
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N! "# T#'i$i$,
Training is needed to sere the following purposes>
Newly recruited employees re
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-.Job Instruction Training
The E*T methods are a four step instructional process inoling preparation"
presentation" performance tryout and follow up *t is used generally to teach workers
how to do their current 6o#s The four steps followed in the E*T methods are>
The trainee receies an oeriew of the 6o#" its purposes and its desired
outcomes" with a clear focus on the releance of training
The trainer demonstrates the 6o# in order to gie the employees a model to copy
The trainer shows a right way to handle the 6o#
Ne2t" the employee is permitted to copy the trainer way 0emonstrations #y the
trainer and practice #y the trainee are repeated until the trainee masters the right
way to handle the 6o#
9inally" the employee does the 6o# independently without superision
. Coaching
Coaching is a kind of daily training and feed#ack gien to employees #y immediate
superisors *t inoles a continuous process of learning #y doing *t may #e as an
informal" unplanned training and deelopment actiity proided #y superisors and
peers *n coaching" the superisor e2plain things and answers
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/.Mentoring
Mentoring is the process of shaping competencies or behaviors by providing
feedback, usually to subordinates or even peers, about how to achieve the best in life.
Mentoring is relationship in which senior manager in organiation assumes
responsi#ility for grooming a 6unior person Denerally" technical" interpersonal 8
political skills are coneyed in such a relationship from a more e2perienced person
Ob=9ti7*
1 To help identify Mentors who can train the ne2t generation Trainees" to align and
moe into the organiation" thus #uilding a talent pool in the years to come
$ To help in institutionaliing a Mentoring system which would help nurture high
potential indiiduals and put them on a faster learning cureG
& -tart an initiatie that would #ring a different culture and space for the future
managers
Mt)"!"+",(
Phase - I!$ti(i$, M$t"#8
1 *dentify prospectie Mentors
$ *dentify the Critical Competencies re
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institutionaliing mentoring as a system
$ A three'day .ole and *dentity 4a#> This would #e designed to #uild up the energy
re
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standards and proide serices
OFF THE JO TRAINING
SIMULATIONS
-imulations are designed to mimic the processes" eents" and circumstances of the
traineeIs 6o#
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appropriate theory (eg" economics" organiational #ehaior" etc) Many #usiness
games represent the total organiation" #ut some focus on the functional
responsi#ilities of particular positions within an organiation (eg" marketing
director" human resource manager) These are called functional simulations Dames
that simulate entire companies or industries proide a far #etter understanding of the
#ig picture They allow trainees to see how their decisions and actions influence not
only their immediate target #ut also areas that are related to that target
/rior to starting the game trainees are gien information descri#ing a situation and
the rules for playing the game They are then asked to play the game" usually #eing
asked to make decisions a#out what to do gien certain information The trainees are
then proided with feed#ack a#out the results of their decisions" and asked to make
another decision This process continues until some predefined state of the
organiation e2ists or a specified num#er of trials hae #een completed 9or e2ample"
if the focus is on the financial state of a company" the game might end when the
company has reached a specified profita#ility leel or when the company must
declare #ankruptcy Business games inole an element of competition" either against
other players or against the game itself *n using them" the trainer must #e careful to
ensure that the learning points are the focus" rather than the competition
IN@ASET TECHNIQUE.
The in'#asket techni
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6o#) and general information a#out the situation Trainees are then gien a packet of
materials (such as re
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must guide the trainees in e2amining the possi#le alternaties and conse
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;hether structured or spontaneous" role plays may also differ #ased on the num#er
of trainees inoled -ingle" multiple" and role'rotation formats proide for more or
less participation in the role play *n a single role play" one group of trainees role
plays while the rest of the trainees o#sere ;hile o#sering" other trainees analye
the interactions and identify learning points This proides a single focus for trainees
and allows for feed#ack from the trainer This approach may cause the role players to
#e em#arrassed at #eing the center of attention" leading to failure to play the roles in
an appropriate manner *t also has the draw#ack of not permitting the role players to
o#sere others perform the roles ,aing non'trainees act out the role play may
eliminate these pro#lems" #ut adds some cost to the training
*n a multiple role play" all trainees are formed into groups ach group acts out the
scenario simultaneously At the conclusion" each group analyes what happened and
identifies learning points The groups may then report a summary of their learning to
the other groups" followed #y a general discussion This allows greater learning as
each group will hae played the roles somewhat differently Multiple role plays allow
eeryone to e2perience the role play role play in a short amount of time" #ut may
reduce the
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O#serers then discuss what has happened so far and what can #e learned from it
After the discussion" the role play resumes with different trainees picking up the roles
from some" or all" of the characters .ole rotation demonstrates the ariety of ways
the issues in the role play may #e handled Trainees who are o#serers are more
actie than in the single role play since they hae already participated or know they
soon will #e participating A draw#ack is that the progress of the role play is
fre
1 0efine the key skill deficiencies
$ /roide a #rief oeriew of releant theory
& -pecify key learning points and critical #ehaiors to watch for
,ae an e2pert model the appropriate #ehaiors
: ,ae trainees practice the appropriate #ehaiors in a structured role play
? ,ae the trainer and other trainees proide reinforcement for appropriate imitation
of the modelIs #ehaior
$$
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Behaior modeling differs from role plays and games #y proiding the trainee with
an e2ample of what the desired #ehaior looks like prior to attempting the #ehaior
;hile this method is primarily #ehaioral" steps $ and & reflect the cognitiely
oriented learning features of the techni
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Business decision'making skills (#oth day to day and strategic)" planning" and
comple2 pro#lem soling can #e effectiely learned through the use of #usiness
games
The in'#asket techni
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TRAINING PROCESS
STEP* - N! A$'+(8i8*
J *dentification of Training Needs>
11 9or 2ecuties> =ey duties 8 responsi#ilities are mentioned positionwise" after
that re
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Approals are to #e o#tained for the training programs (outhouse training) from
,O0 ,.
#) Attendance sheet is filled during the training program
c) Training feed#ack is o#tained at the end of the training program
STEP* 0 T#'i$i$, E7'+u'ti"$8
Training aluation is to #e made on the #asis of the feed#ack gien #y the ,O0 this
is to #e done within three month after the training Then the training records are
maintained
R8u+t8 '$! 9"$9+u8i"$8
The training need of the e2ecuties and workers were found with recommendation
from ,O0s and analysis of their 6o# responsi#ilities
The needs identified were associated with the competencies which the employees
need to deelop to effectiely to carry out their 6o# responsi#ilities
The training also aims to honor their e2isting skills to work in a productie manner
The training imparted is not 6ust limited to the technical specification of their work
#ut also one of its o#6ecties was to deelop the personality and attitude in the
employees This was done to keep in mind the comprehensie nature of the training
imparted and increased emphasis on the human resource of the company
9or the period April %:'Mar%? the num#er of training programs were only 3"But
for the periodApr%?'Mar%7 the num#er of training programs hae #een increased to
$%% with more emphasis on the safety training Out of these $%% programs %L were
of safety training" $L for *nduction training" 1?L for *T training" 1$L for #ehaioral
$?
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$5
COMPANY PROFILE
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COMPANY PROFILE
!niersal came into #eing in * 57 with the ision of Mr .ohidaas alias 0adasahe# More
to forge ahead in the sphere of construction e
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Our
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CORPORATE PROFILE*
;ithin the three decades of its eolution" !niersal has #ecome more than 6ust #eing one
of lndiaIs largest engineering companies lt has #een a pioneer of new technology" a prime
moer at eery stage" introducing products and technologies that helped take the
construction industry a giant leap forward The state'of'the'art facilities of !niersal hae
rolled out oer a million construction and material handling e
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RUDRAPUR PLANT
!N*P.-A4 commissioned the .udrapur /lant recently in 9e#ruary $%1%" in order to
cater to the growing demand from all oer the world
The plant is sprawling oer a ast industrial area in !ttarakhand and is located $:% kms
away from 0elhi
The plant is self'sufficient and well e
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OARD OF DIRECTOR*
M#. R")i!'8 H. M"#
Chairman
Mr .ohidas More has a technical #ackground and ast e2perience inngineering ,e started M+s !N*P.-A4 with clients such as Telco"
Alfa 4aal etc ,is design of the Block Making Machine resulted in great
success ,e has deeloped products for defence organiations as well;inning ConstroH e2hi#ition for four times" Bharat Pikas AwardH in
the year 155: and ;orld @uality Commitment Dold Category AwardH
glorify his credentials
M#. R'$=t R. M"#
Pice Chairman 8 M0
/ossessed with a ision to make !niersal the largest selling constructionmanufacturing company and a Dlo#al 4eader ,e has #een honored as the
Pice /resident of /une Construction AssociationH alongwith /rerna
/uraskarH in $%%1 and /une ki Asha AwardH in $%%& ,e initiated theconcept of 9ie Kear /lanH that ena#led the Company to spread out
glo#ally and e2pand the -ales 8 -erice network Also" he has #een
unanimously elected as the Chairman of the Builders Association of *ndia"/une Center for two consecutie years and Pice /resident for Builders
Association of *ndia
M#. Ab)i=t R. M"#
0irector
Mr A#hi6eet More is the /roprietor of M+s !niersal -ales Corporation
monitoring sales 8 after sales serice ;ith efficient managing skills and
dedication he deeloped ast dealer network 8 after sales serice all oer*ndia ,is #ackground helped him handle the 4a#or force and logistics
with great competence
&
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M#8. R'$='$' M"#
0irector
Mrs .an6ana More" fondly known as Aai sahe# is the #ack#one of the
!niersal family 8 has always lent her support to her hus#and 8 sons
-he has cultured alua#le morals into her sons which has helped them inachieing great success -he has also formulated a warm 8 caring
relationship with the staff at !niersal
M#. . . T'%'#i'
Managing 0irector0eputy Managing 0irector with more than &: years ofe2perience in dierse array of industries" his strategic 8 marketing e2pertise is
alued and highly respected #y the *ndian Cement industry ,e has #een
instrumental in launching and nurturing arious prestigious #rands like the
Birla Cement" .a6ashree cement" /olad -teel" ,ND /leat Dlass etc ,iscontri#ution to !niersal" as the 0eputy Managing 0irector has #een
noteworthy after successful stints at -aurashtra -t Du6arat -idhee Cements and
the Aditya Birla Droup
M#. S. A. R!!(
*ndependent 0irector
Mr - A .eddy has studied Management from *ndian *nstitute of
Management 0uring his work e2perience he was honoured with arious
positions ,e was also awarded with 4ifetime Achieement AwardHfrom C*0C 0elhi Mr -A .eddy is admired #ecause of his e2cellent
Management -kills alongwith total engineering e2posure of more than ::
years in /ro6ect Management 8 Construction
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Smt. Vi='('t'i P'ti+
*ndependent 0irector
*ndependent 0irectorMs /atil has 13 years of association with the -akalH
group of pu#lication -he is known for her administratie a#ility" she has
also pu#lished a #ook namedF Q-econd -econdR #ased on TimeManagement Ms /atil has #een honoured with numerous positions and
awards such as the =artutya Doura /uraskarH" Mahila Bhushan
/uraskarH" Corporate .atna Media /uraskarH" S*nnoatie /u#lisher and2hi#itor AwardH" Arya#hushan /uraskarH to name a few
M#. J. L. D'8)mu)
*ndependent 0irector
Mr 0eshmukh has oer & years of industry e2perience in application
engineering ,e is also known for his high Organiational -kills with
Oerseas Business know'how 0uring his work years" he has #eenhonoured with many prestigious awards ,e was associated for oer $3
years with Cummins *ndia 4td
M#. A8)" . Gu%t
*ndependent 0irector
;ith oer &% years of e2perience in 4a#our 4aws 8 *ndustrial .elations"
he has a rich Corporate 4aw e2perience with multinational and large sie*ndian companies ,e is a prominent speaker in arious national
management institutes in /ersonnel Management 8 4a#or 4aws Mr
Dupte has #een honored as the /resident of 4a#or 4aw /ractitionerHsAssociation ,e has also sered as Pice /resident of 9ederation of 4a#or
4aws practitioner Association
&?
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OUR STRENGTHS
U$i7#8'+ b+i78 t)'t R&D i8 t) b'9b"$ " '$( 8u9988u+ "#,'$i8ti"$.
Thus" through e2cellent .80" !niersal is inoled in deeloping new products 8
procedures which will contri#ute to the field of mechaniation and deelopment of
superior machines !niersal has indigenously deeloped an incredi#le range of
construction machines from the simple sand plastering machine to the mo#ile #atching
machine
All the machines of !niersal are at par with the worldHs #est while deliering their
optimum performance !niersal has specially designed customied products for Border
.oad Construction Organiation and National Thermal /ower Corporation At !niersal" a
highly
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metal products thus aoiding on product failure saing on material cost 8 time /roduct
animation Through these sofwares it is possi#le to 0esign parts" su# assem#lies 8
assem#lies
&3
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TRAINING CENTRE*
As a part of the Customer mpowerment /rogramH" !niersal took upon itself the
responsi#ility of training the customerHs operators and industry associates The training
programmes are deliered in the modern training centre located in the -hiare plant
Trainings on arious topics are imparted to the participants which could #e selection"
operation" maintenance 8 optimum use of construction e
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PRODUCT PROFILE
C"$9#ti$, S"+uti"$8
C"$9#t Mi#
-66 Lit# Mi#8
66 Lit# Mi#8
R7#8ib+ Mi#8
%
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't9)i$, P+'$t
M"bi+
St'ti"$'#(
C"$9#t Pum%
""m P+'9#
1
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$
OJECTIVE OF THE
STUDY
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OJECTIVE OF THE STUDY
The following training o#6ecties in keeping with the companyHs goals 8 o#6ecties>'
To study arious training 8 deelopment methods adopted #y !niersal Construction
Machinery 8
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LITERATURE REVIE;
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LITERATURE REVIE;
A++i,# & J'$'? -545 A++i,#? T'$$$b'um? $$tt? T#'7#? & S)"t+'$!?
-553
Reaction criteria, which are operationalied #y using self'report measures" represent
traineesH affectie and attitudinal responses to the training program ,oweer" there
is ery little reason to #eliee that how trainees feel a#out or whether they like a
training program tells researchers much" if anything" a#out (a) how much they
learned from the program (learning criteria)" (#) changes in their 6o#'related
#ehaiors or performance (behavioral criteria)" or (c) the utility of the program to the
organiation (results criteria) This is supported #y the lack of relationship #etween
reaction criteria and the other three criteria
C'89i"? -55-? -554
9inally" results criteria (eg" productiity" company profits) are the most distal and
macro criteria used to ealuate the effectieness of training .esults criteria are
fre
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criterion measure used 9or instance" all things #eing e
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T'$$$b'um & Yu+? -55?
*n spite of the fact that Qreaction measures are not a suita#le surrogate for other
inde2es of training effectienessR" anecdotal and other eidence suggests that
reaction measures are the most widely used ealuation criteria in applied settings 9or
in'stance" in the American -ociety of Training and 0eelopment $%%$ State-of-the-
Industry Report, 73L of the #enchmarking organiations sureyed reported using
reaction measures" compared with &$L" 5L" and 7L for learning" #ehaioral" and
results" respectiely
earning criteria are measures of the learning outcomes of trainingF they are not
measures of 6o# performance They are typically operational ed #y using paper'and'
pencil and performance tests
T'$$$b'um '$! Yu+ ?
QTrainee learning appears to #e a necessary #ut not sufficient prere
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capa#ilities on the 6o# 9or e2ample" the post training enironment may not proide
opportunities for the learned material or skills to #e applied or performed
3
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5
RESEARCH
METHODOLOGY
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RESEARCH METHODOLOGY
I$t#"!u9ti"$ " t) %#"b+m*To find out the Training 8 0eelopment procedure of
U$i7#8'+ C"$8t#u9ti"$ M'9)i$#( & E:ui%m$t P7t. Lt!. Ru!#'%u#" so that the
importance of the procedure may #e o#tained and the knowledge" attitude and opinion of
the employees can also #e e2amined
R8'#9) !8i,$* .esearch design is simply the framework or plan for a study" !sed
guide in collecting and analying data
0escriptie research is the e2ploration of the e2isting certain phenomena The details of
the facts wont #e known The e2isting phenomenaHs facts are not known to the persons
-. S'm%+i$, !8i,$*
I. P"%u+'ti"$*
-ampling unit> mployees of !niersal Construction Machinery 8
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*P T(%8 " D't'* 9or the study * hae used #oth primary 8 secondary data
P D't' C"++9ti"$ Mt)"!8*
i /rimary data was collected through
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DATA ANALYSIS & INTERPRETATION
:$
DATA ANALYSIS
&
INTERPRETATION
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@1 ,ow are you getting training and deelopment in your organiationG
Table No 1
S.N". O%ti"$8 P#9$t',
1 *ndiidually ?%L$ *n team &:L
& Both :L
Figure No 1
INTERPRETATION*@
9rom theFigure No 1" it is interpreted that> ?%L employees are getting training and deelopment indiidually
&:L employees aregetting training and deelopment in team :L employees respond that" they are getting training and deelopment
indiidually
@$ ;hat are the methods adopted in your organiationG
Table No
S.N". O%ti"$8 P#9$t',
:&
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1 4ectures ::L
$ Audio'isuals $%L
& On'the'6o# training $%L
Computer'Assisted instruction :L
Figure No
INTERPRETATION*@
9rom theFigure No " it is interpreted that> ::L employees said that" lecture method is adopted #y our organiation for
training and deelopment
$%L employees said that" audio'isuals class method is adopted #y our
organiation for training and deelopment
$%L employees said that" On'the'6o# training method is adopted #y our
organiation for training and deelopment
:L employees said that" Computer'Assisted instruction method is adopted #y our
organiation for training and deelopment
:
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@& 0o you #eliee that training and deelopment system reflect any scope of
improement in oneHs performanceG
Table No !
S.N". O%ti"$8 P#9$t',
1 Agreed ?%L
$ /artially agreed &%L
& 0isagreed 1%L
Figure No !
INTERPRETATION*@
9rom theFigure No !" it is interpreted that> ?%L employees #eliee that training and deelopment system reflect any scope of
improement in oneHs performance
&%L employees arepartially agreed that training and deelopment system reflect anyscope of improement in oneHs performance
1%L employee are disagree that training and deelopment system reflect any scope of
improement in oneHs performance
@ ;ho is proiding the training to youG
::
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Table No "
S.N". O%ti"$8 P#9$t',
1 Mem#ers of the personnel staff $%L
$ Outsides consultants 1%L
& Kours superisors :%L
9aculty mem#ers of uniersities $%L
Figure No "
INTERPRETATION*@
9rom theFigure No "" it is interpreted that> $%L employees respond that" mem#ers of the personnel staff are proiding the
training to them
1%L employees respond that" mem#ers of the outsides consultants are proiding
the training to them
:%L employees respond that" superisors are proiding the training to them
$%L employees respond that" faculty mem#ers of uniersities are proiding the
training to them
@: ,ow does Training and deelopment helps youG
Table No #
:?
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S.N". O%ti"$8 P#9$t',
1 Career planning 1%L
$ Doal achieement &%L
& /romotion %L
Others $%L
Figure No #
INTERPRETATION*@
9rom theFigure No #" it is interpreted that> 1%L employees respond that" training and deelopment helps us in career
planning
&%L employees respond that" training and deelopment helps us in goal
achieement
%L employees respond that" training and deelopment helps us in promotion
$%L employees respond that" training and deelopment helps us in other actiities
:7
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@? Are you satisfied with the criteria adopted #y your organiationG
Table No $
S.N". O%ti"$8 P#9$t',
1 Kes ?%L$ No &%L
& CanHt say 1%L
Figure No $
INTERPRETATION*@
9rom theFigure No $" it is interpreted that> ?%L employees are satisfied with the criteria adopted #y their organiation
&%L employees are not satisfied with the criteria adopted #y their organiation
1%L employees donHt respond
:3
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@7 *s there any re
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Table No &
S.N". O%ti"$8 P#9$t',
1 Agreed &:L
$ /artially agreed :%L
& 0isagreed 1:L
Figure No &
INTERPRETATION*@
9rom theFigure No &" it is interpreted that> &:L employees are strongly agreed that" the training system proides an
opportunity for orientation of indiidual o#6ecties towards the achieement oforganiation goal
:%L employees are partially agreed that" the training system proides an
opportunity for orientation of indiidual o#6ecties towards the achieement of
organiation goal
1:L employees are disagreed that" the training system proides an opportunity
for orientation of indiidual o#6ecties towards the achieement of organiation goal
?%
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@5 *s the training system of your organiation transparentG
Table No '
S.N". O%ti"$8 P#9$t',
1 Kes :L$ No &%L
& CanHt say $:L
Figure No '
INTERPRETATION*@
9rom theFigure No '" it is interpreted that> :L employees said that the training system of the organiation is transparent
&%L employees said that the training system of the organiation is not transparent
?1
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@11 0o you think that need assessment diagnoses present and future challenges to
#e met through training and deelopmentG
Table No 11
S.N". O%ti"$8 P#9$t',
1 Kes %L
$ No &%L
& CanHt say &%L
Figure No 11
INTERPRETATION*@
9rom theFigure No 11" it is interpreted that> %L employees said yes" that need assessment diagnoses present and future
challenges to #e met through training and deelopment &%L employees said No" that need assessment does not diagnose present and
future challenges to #e met through training and deelopment
&%L employees donHt respond
?&
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@1$ Are you satisfied #y the training and deelopment proided #y the
organiationG
Table No 1
S.N". O%ti"$8 P#9$t',
1 Kes ?%L
$ No 1%L
& CanHt say &%L
Figure No 1
INTERPRETATION*@
9rom theFigure No 1" it is interpreted that> ?%L employees aresatisfied with the training and deelopment proided #y
the organiation
1%L employees arenotsatisfied with the training and deelopment proided
#y the organiation &%L employees donHt reply
?
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@1& 0oes Kour trainer proide honest feed#ack to youG
Table No 1!
S.N". O%ti"$8 P#9$t',
1 True ?%L$ /artially true &:L
& 9alse :L
Figure No 1!
INTERPRETATION*@
9rom theFigure No 1!" it is interpreted that> ?%L employees said yes" itHs true that our trainer gies us honest feed#ack
&:L employees said that itHs partially true that our trainer gies us honest
feed#ack :L employees said that itHs false that our trainer gies us honest feed#ack
?:
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??
FINDING
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FINDING
Most of the employees are getting training and deelopment indiidually
Most of the employees said that" lecture method is adopted #y our organiation for
training and deelopment
Most of the employees #eliee that training and deelopment system reflect any
scope of improement in oneHs performance
Most of the employees respond that" superisors are proiding the training to them
8$%L employees respond that" faculty mem#ers of uniersities are proiding the
training to them
Most of the employees respond that" training and deelopment helps us in
promotion 8 $%L employees respond that" training and deelopment helps us in
other actiities
Most of the employees are satisfied with the criteria adopted #y their organiation
Most of the employees respond yes" if any deelopment is re
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Most of the employees said that" lack of management commitment makes a
training programme ineffectie 8 $%L employees said that" inade
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?5
LIMITATIONS
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LIMITATIONS
The facilities or capa#ilities of the company that originally collected the data might #e
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71
CONCLUSION
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CONCLUSION
*t is concluded that" ma2imum employees are partially agreed that" the
training system proides an opportunity for orientation of indiidual o#6ecties
towards the achieement of organiation goal *t is concluded that" according to
ma2imum employees training system of the organiation is transparent *t is
concluded that" ma2imum employees are agree and said yes" that some reward is
gien to them according to their performance *t is concluded that" ma2imum
employees said that" lack of management commitment makes a training program
ineffectie *t is concluded that" ma2imum employees said yes" that need assessment
diagnoses present and future challenges to #e met through training and deelopment
*t is concluded that" ma2imum employees said that" lecture method is adopted #y our
organiation for training and deelopment and minimum employees said that"
Computer'Assisted instruction method is adopted #y our organiation for training
and deelopment *t is concluded that" ma2imum employees said yes" itHs true that
our trainer gies us honest feed#ack
This study #rings us to the conclusion that careful selection is ery important for the
growth and deelopment of any organiation Because the success of the company is
depends on the employees" so the employee should #e a#le to manage the things The
working efficiency and morale of the employees should #e increased so that their
productiity is stepped up" the cost of production #rought down and the
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production improed ery mem#er should create an atmosphere of respect for the
human personality and human relations
7&
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7
SUGGESTIONS
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SUGGESTIONS
4earning should #e made one of the fundamental alues of the company
Company should ensure that training contri#utes to competitie strategies of
the firm 0ifferent strategies need different ,. skills for implementation 4et
training help employees at all leel ac
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7?
ILIOGRAPHY
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ILIOGRAPHY
OOS@
Aswathappa" = ($%%$) ,uman .esource and /ersonnel ManagementH" &rd edition"
Tata McDraw',ill /u#lication /t 4imited" New 0elhi"pp:&'1%
0essler" ,uman .esource Management" /rentice',all" 5th edition" pp :':5
=othari C." .esearch Methodology' Methods and techni++uceindiacom+rudrapur'plant
77
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73
ANNEBURE*
QUESTIONNAIRE
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QUESTIONNAIRE
T#'i$i$, A$! D7+"%m$t P#"9!u# I$ U$i7#8'+ C"$8t#u9ti"$ M'9)i$#( &
E:ui%m$t P7t. Lt! Ru!#'%u#
0ear .espondent"
* Anup =umar .ay student of MBA *** -em is undergoing summer training pro6ect
=indly space me few minutes to fill this
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@? Are you satisfied with the criteria adopted #y your organiationG
a Kes # No c CanHt say
@7 *s there any re
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a True # /artially true c 9alse
PERSONAL INFORMATION
1 Name UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU
$ Age group UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU
& Occupation UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU
ducation UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU
: Address>