TRAINING PROGRAMMES IN KESORAM

CEMENT LTD

NAME:N.PRIYANKA
ROLL NO:17491E0023
CONTENTS

• INTRODUCTION
• INDUSTRY PROFILE
• COMPANY PROFILE
• THEORITICAL FRAME WORK
• DATA ANALYSIS AND INTERPRETATION
• FINDINGS
• SUGGESTIONS
• CONCLUSION
• BIBLIOGRAPHY
• APPENDIX
INTRODUCTION

Training makes a very important contribution to the development of the organization’s human resources and hence
to the achievement of its aims and objectives. To achieve its purpose, training needs to be effectively managed so
that the right training is given to the right people, in the right form, at right time and at the right costs.Training is
different from college education. Training is purely vocational, in contrast to education, the main purpose of which
is the development of general culture. Education is person-oriented while training is job-oriented.The term
‘Training’ indicates the process involved in improving the aptitudes, skills, and abilities of the employees to
perform specific jobs. Training helps in updating old talents and developing new ones .People are the most
important and valuable resources of every organization or institute as in the born of its employees. Dynamic people
can build dynamic organization competent and motivated people can make things happen and enable an
organization to achieve goals. Therefore organization should continuously ensure that the dynamic competency,
motivation and effectiveness of employees remain at high level. Training and development is a continuous process
to ensure the development and effectiveness and systematic and planned way.
INDUSTRY PROFILE

In the most general sense of the word, a cement is a binder, a substance which sets and hardens
independently, and can bind other materials together. The word "cement" traces to theRomans, who
used the term "opus caementicium" to describe masonry which resembled concrete and was made
from crushed rock with burnt lime as binder. The volcanic ash and pulverized brick additives which
were added to the burnt lime to obtain a hydraulic binder were later referred to as cementum,
cimentum, cäment and cement. Cements used in construction are characterized as hydraulic or non-
hydraulic.
TYPES OF CEMENT

• Portland blastfurnace cement • Pozzolan-lime cement

• Portland flyash cement
• Slag-lime cement
• pozzolan cement
• Supersulfated cement
• Portland silica fume cement.
• Calcium aluminate cement
• Masonry cement

• Expansive cement • Calcium sulfoaluminate cement

• White blended cement • Natural" Cement
• Very finely ground cement • Geopolymer cements
COMPANY PROFILE

ABOUT THE COMPANY

Kesoram cement industry is one of the leading manufacturers of cement in

India. It is a day process cement plant. The plant capacity is 8.26 lakhs tones
per annum. It is located at Basanth Nagar in Karim Nagar district of Andhra
Pradesh, Basanth Nagar is 8km away from the ramagundem railway station
linking madras to New Delhi. The chairman of the company is sty. B.K Birla
COMPANY PROFILE

HISTROY:
The First Plant for manufacturing of Rayon Yarn was established at Tribeni, District Hooghly, West
Bengal and the same was commissioned in December, 1959 and the second plant was commissioned
in the year 1962 enabling it to manufacture 4,635 metric ton per annum (mtpa) of Rayon Yarn. This
Unit has 6,500 metric ton per annum (mtpa) capacity as on 31.3.2011.

NOW KESORAM:
The Company is a well-diversified entity in the fields of Tyre, Cement, Rayon Yarn, Transparent
Paper, Spun Pipes and Heavy Chemicals with two core business segments i.e. Tyres and Cement
constituting about 94.91% of the turnover as on 31.3.2011.
 TRAINING PROGRAMMES

Training is a process, to increase the performance level of an employee and to develop manpower to
meet the current as well as future needs of the organization. Training and Development’ is an
important ‘Human Resource Development activity which reinforces ‘Human Resource Management
in an organization. A part from the need for internal staffing, training enhances job related skills and
also facilitates acquiring of new skills required for averting skill obsolescence in an organization
TRAINING = Standard Performance – Actual Performance
TRAINING PROGRAMMES

OBJECTIVIES:
Increased productivity
Reduced employee turnover
Increased efficiency resulting in financial gains
Decreased need for supervision.
Improved morale.
Reduced accidents
Increased organizational stability.
METHODS OF TRAINING:

ON-THE-JOB TRAINING: OFF-THE-JOB TRAINING:

• Coaching • Lectures
• Rotation of Position • Case Study
• Special Projects • Management Games
• Apprenticeship • Brainstorming
STEPS IN DESIGNING TRAINING PROGRAMMES:

DISCOVERING OR IDENTIFYING TRAINING NEEDS

GETTING READY FOR THE JOB

PREPARATION OF THE LEARNER

PRESENTATION OF OPERATIONS AND KNOWLEDGE

FOLLOW-UP
EVALUATION OF TRAINING PROGRAMME:

• Reactions
• Learning

• Job behavior
• Organization
• Ultimate value
THEORETICAL FRAME WORK
TRAINING PROCESS IN KESORAM:
Assessment of training needs

Calendar

Plan the training programmers

Techniques-Locations-Trainers

Feedback

Training record

Training effectiveness form

FINDINGS

46% of the employees feel that the work is very good.

44% of the respondent is opinioned that the recruitment is just satisfactory.
54% of the employees feel that the work is guided by the Professionals.
50% of the respondents felt that the company will provide the training to the employees based on their needs.
66% of employees felt that the company is providing the training programs to the employees at the right time.
53% of employees felt that to some extent only organization provides qualitative material to the training program.
42% of the employees opinioned that the company is providing the training programs for them on every month.
SUGGESTIONS

1. The organization must and should take some steps regarding to recruitment policy to satisfy the employees.

2. They should be a system of prediscussion on the subject matter on training by Superior before the employees
are sent for training.

3. Adequate training should be given to the employees on the result of performance.

4. Its better to take some percussions to provide the training and development programs to the employees at the
right time.

5. Organization must provide sufficient qualitative material to the employees which are required for the training
programs.
CONCLUSION

Training & Development helps the employees in getting more grip on the regular routine as well as particular task.
Employees are also able to distinguish the effect of training programmers’ and they had agreed the training
programmers would benefits to the employees for better performance rather than giving them recognition.

A perfect Training & Development programs results, if the human resource management could foresee the opinions
in training, to achieve this through analysis of workers opinion is essential.

KESORAM CEMENT is providing satisfactory Training & Development and it is up to data with the latest
technology. Most of the employees are satisfied and feel that the Training & Development is sound in the
organization.