A

PROJECT REPORT ON
Training and Development

Ambuja Cements Ltd



Submitted by: - Submitted to:-
Minakshi Daga


INDEX
S.No. Contents
1. Acknowledgement
2. Introduction
3. Major Achievement of Ambuja Cement
4. Vision & Mision
5. Award & Recognition
6. Integrated management system policy
7. Occupational health & Safety
8. Corporate Social Responsibility
9. Activities Of Ambuja Cement Foundation
10. Technology, plant location, cement process & Departments
11. Introduction Of Project Topic
12. Project Profile
13. Scope & Significance of Study
14. Research Methodology
15. Data & Data Analysis
16. Swot Analysis
17. Suggestions
18. Conclusion
19. Bibliography



ACKNOWLEDGEMENT


We wish to express our gratitude to those who generously helped to color the mosaic of this
research work with the tiles of their knowledge & expertise.

We wish abyssal prerogative extend very sincere gratitude to Prof. Rajesh Mehrotra
(Director School of Business & Management) for his able guidance invaluable suggestions,
keen interest and considerable attitude. We pay Our special thanks to Mr. Anil Sharma
(H.R Manager, ACRL) and other officers of HR deptt. Of ACRL, who provided Our necessary
information about the company and guided us at every step whenever required while
working on this project work.


Mithun Vyas
Surendra Singh Khatana
Surya Pratap Singh

P.G.D.M. (4
th
Semester)
JAIPUR NATIONALUNIVERSITY
JAIPUR (RAJ.)



Introduction



Ambuja Cements Limited was earlier known as Gujarat Ambuja Cements Limited (GACL). The company
was set up in 1986. In this short span Ambuja Cements has achieved massive growth and presently, the
total cement capacity of the company is 16 million tonnes. The company has three subsidiaries, viz,
Ambuja Cement Rajasthan Limited (ACRL), Ambuja Cement Eastern Limited (ACEL) and Ambuja Cement
India Limited (ACIL). Ambuja also has a strategic investment in ACC through its subsidiary (ACIL).

The company had set up its first cement plant in the joint sector with GIIC in the state of
Gujarat. To reflect the manufacturing base in Gujarat the name of the company was kept as Gujarat
Ambuja Cement Ltd.

Ambuja Cements is the most profitable cement company in India, and the lowest cost producer of
cement in the world. One of the major reasons that Ambuja Cements is the lowest cost producer of
cement in the world is its emphasis on efficiency. Power consists over 40% of the production cost of
cement. The company improved efficiency of its kilns to get more output for less power. Thereafter
Ambuja Cements set up a captive power plant at a substantially lower cost than the national grid. The
company sourced a cheaper and higher quality coal from South Africa, and a better furnace oil from the
Middle East. As a result, today, the company is in a position to sell its excess power to the local state
government.

Ambuja cement is the first company to introduce the concept of bulk cement movement by sea in
India. This resulted in speedier transportation and brought many coastal markets within easy reach.
Ambuja Cements has a port terminal at Muldwarka, Gujarat. It is an all weather port that handles ships
with 40,000 DWT. The port has a fleet of seven ships with a capacity of 20500 DWT to ferry bulk cement
to the packaging units. The company has bulk cement terminals at Surat, Panvel, and Galle. The Surat
terminal has a storage capacity of 15,000 tonnes and Panvel terminal has a storage capacity of 17,500
tonnes. Both the terminals have bulk cement unloading facility. The port at Galle, 120 km from
Colombo, Sri Lanka, handles million tonnes of cement annually.

As the operations of the company have spread to several states in the country in the last 23
years, the word Gujarat was dropped to reflect to the true geographical presence of the company and
the name was changed to Ambuja Cements Ltd. w.e.f. 5
th
April 2007, with all requisite approvals.


Major Achievements of Ambuja Cement

Most profitable cement company in India.
Lowest cost producer of cement in the world.
Its environment protection measures are at par with the best in the world. The pollution
levels at all its cement plants are lower than the rigorous Swiss standards of 100
mg/NM3.
The only cement company to be awarded with the National Quality Award.
First cement company to first to receive the ISO 9002 quality certification.
Received ISO 14000 Certification for environmental systems.
India's largest exporter of cement.
Received Best Award for highest exports by CAPEXIL.
First company to introduce the concept of bulk cements movement by sea in India.















VISION

To deliver a strong consumer surplus through a superior quality at affordable prices


MISSION


# To sustain its reputation as the most efficient cement
Manufacturers in the world.


# To strengthen realization through intelligent brand buildings.


# To drive down costs through innovative plant practices.


# To communicate superior product quality through a credible
And convincing communications process with consumers






AWARD AND RECOGNITION


a) Asian Institute of Management, Philippines, conferred on the company the Asian CSR
Award 2007 in the Concern for Health category for its robust programme on health
and HIV/AIDS for the welfare of the communities.

b) Greentech Environment Excellence Gold Award- 2007 was awarded to the company for
outstanding achievement in Environment Management for Himachal Unit By Greentech
Foundation, New Delhi.

c) Indian Institute of Materials Management conferred the Corporate Excellence Award,
2007 for the companys overall performance particularly in the fields of company
visibility, brand image, and contribution to corporate social responsibility.

d) Construction World M.B.A. Trophy for 1
st
rank was awarded to the company for bei9ng
the largest and most profitable cement company for the year 2007.

e) CAPEXIL, an export promotion council, sponsored by the Ministry of Commerce has
once again conferred the Top Export Award to the company for its outstanding export
performance for the year 2006-07.

f) The Government of India has conferred the honour of Padma Bhushan to the companys
Chairman Mr. Suresh K. Neotia for his outstanding contribution to the India business
and industry.







Integrated Management System Policy

( ISO 9001: 2000, ISO 14001: 2004, OHSAS 18001: 2007 )

We are committed to win the trust of stake holders and customers by demonstrating and
achieving excellence in EHS Practices, and providing,product and services, which excel in
applicable legislations and statutory requirements, guidelines, code of practices and stake
holders / customers expectations.

All the persons and elements of organization are committed to continual improvement,
excellence & the attitude.

DO IT RIGHT FIRST TIME AND EACH TIME


This shall be achieved :
By building best OH&S, environment and quality practices into all of our operations and people
of our organization.

We shall strive for :
Optimization of natural resources and energy.
Minimize gaseous and fugitive emissions.
Prevent injury and ill health.
Promote usage of alternate materials such has industrial by product / waste, recyclable
materials as fuel and raw material.
Create and maintain green environment.
Promote awareness on health and fatal diseases such as AIDS, hepatitis etc. among the
employees, stake holders and neighbouring society.


Occupational Health and safety (OH&S)

Change in mindsets: Working towards Zero harm.

The health and safety of the people at work place is a key priority. This is not only
includes its own employees but also for the personnel of sub-contractors and for visitor.
To focus on crucial aspect Du-Pont a leading international consultant were assigned the task of
disseminating knowledge and techniques to various functionaries to ensure that the Zero
harm objective is achieved.

Five Cardinal Rules
}Safety Provisions
Do not override or interferes with any safety provisions nor let anyone else override or
interferes.
Protective Equipment
Personal Protective Equipment (PPE) rules, applicable to a given task, must adhered to at all
times.
Lock out Procedures
Isolation and lock out procedures must always be followed.
No Alcohol no drugs
No person may work if under the influence of alcohol or drugs.
< Reporting Culture
As Injuries and Incidents must be reported.


Corporate Social Responsibility

Through ambuja cement foundation set up in 1993, the company has engaged the neighbouring
communities as partners in all developmental activities.

The company has carried out numerous activities like water harvesting and conservation
to prevent salinity ingress in areas close to the sea, sustainable agriculture and animal
husbandry, health and sanitation, HIV / AIDS programme, promotion of self help group of
woman for socio-economic development and capacity building for enhancing skills of students,
women and farmers in the villages adjoining all our locations, as our commitment to corporate
social responsibility.


Activities of Ambuja Cement Foundation


HEALTH : Mobile Medical Van operation and construction of toilets and drains.

EDUCATION: Construction of 4 class rooms.

INFRASTRUTE DEVELOPMENT: Construction of footpaths, 3 rooms at cremation
grounds, community hall, culverts, drinking water storage tanks & pipelines in three
villages.


CAPACITY BUILDING: Training cum production centers - tailoring & weaving.

SPORT PROMOTION: Construction of play grounds in two villages.


Technology

The company is implementing a Project Connect India Plus which aims at connecting all the
plants, business places across India online, under a standardized business template to run on
SAP software.

After adoption of SAP Technology all operations, locations and transactions will become
fully integrated.

The new system will greatly enhance the companys capability to capture the process a
comprehensive range of data to be used for decision making for day to day operations.

It will incorporate internal control requirements through well defined authorization
profiles and rigid systems.

Project CONNECT India Plus will integrate good governance practices into the business
processes through the use of IT tools and software components.


HOLCIMS SUPPORT

The integration of program with HOLCIM is progressing well. HOLCIM which has a presence in
70 countries across the globe has extended its support to help us to achieve global
benchmarks.
Its implementing various programmes across the company, which includes building
robust business systems and processes, through the implementation of SAP.



Plant Locations






Cement Process


Limestone Raising




















Coal Mill
Limestone Crusher
Kiln
Raw Mill
Cement Mill
Packing Plant
Departments

Process Project

Laboratory @ Civil

Mines Mechanical

Security Drawing

Auto & Control Engineering

w Electrical 7Logistics

Power Plant q Packing

(Finance & Accounts Costing

T System & Audit B InfoTech

@ Stores & Raw Material m HRD


HUMAN RESOURCE

We continue to empower our people

Building organizational capabilities has been the central theme for all our HR initiatives. A
formal employee survey was conducted during the year to identify the characteristics of our
organization that has made us distinctive and successful and to identify specific areas where we
can improve ourselves, especially in comparison to our competition. Quite appropriately, the
company has initiated therefore the People Power project, and as the name suggests, aims at
empowering people through initiatives related to talent management, organization structure
and processes.

Global HR practices related to talent assessment techniques are being used to assess our
talent and develop leadership skills for future challenges. Career planning is being given a fresh
impetus with emphasis on overall development in different function areas. Multiple projects
are being implemented within the company that provides new developmental opportunities to
our people in inter-disciplinary areas.

Performance management as an ongoing activity is well established in the organization
with larger and deeper involvement of employees across all levels and an objective mechanism
for assessment and feedback. The employee development aspect of Performance
Management Systems (PMS) provides a meaningful linkage to leadership training.

Global HR systems and processes related to talent development and compensation
management will enable the organization to realize its people potential and develop
capabilities for future growth.
This company has a very unique and efficient employee strength which differs this company
from others and because every company can only progress if it has skilled and dedicated human
resource, which always work for companys benefits and enhancing companys corporate
image.


At Rabariyawas unit.

300 management grade staff.
243 wage board workers according to CMA rules.
700 1000 contract base workers according to need and requirement.

It has distinct recruitment policy, which includes the various tests as follow: -

GET/DET at the entry level through company.
Lateral Entry for experienced persons.















INTRODUCTION
TO
PROJECT
TOPIC



My project topic is
Approaches to training and its contribution in organisation effectiveness.

SYSTEMATIC APPROACH TO TRAINING

Training is most effective when it is planned,implemented and evaluated in a systematic
way. Unplanned and uncordinated training efforts greatly reduce the learning that can be
expected.


1) Assessment-


Determine training needs
Identify training objectives


2) Implementation-

Select training methods
Conduct training


3) Evaluation-
Compare training outcomes against criteria
Training needs assessment-

Training efforts must aim at meeting the requirements of the organisation (long-term)
and the individual employees (short-term). Training needs can be identified through the
following types of analysis-

1) Organisational Analysis- It involves a study of the entire organisation in terms of its
objectives,its resources,the utilisation of these resources,in order to achieve stated
objectives and its intraction pattern with enviornment.

2) Task or role analysis- This is a detailed examination of a job,its components,its
various operations and conditions under which it has to be performed.The focus
here is on the roles played by an individual and the training needed to perform such
roles.

3) Person analysis- Here the focus is on the individual in a given job.There are three
issues to be resolved through manpower analysis. First try to find out whether
performance is satisfactory and training is required.Second,whether the employee is
capable of being trained and the specific areas in which training is needed. Finally,
we need to state whether poor performers on the job need to be replaced by those
who can do the job.

Training methods- Training methods are usually classified by the location of instruction.
On the job training training is provided when the workers are taught relevant
knowledge,skills and abilities at the actual workplace. In on the job training,there are
job instruction training (JIT),coaching,mentoring,job rotation,apprenticeship
training,committee assignments etc.

Off the job training,on the other hand requires that trainees learn at a location other
than the real workspot. In off the job training,there are vestibule training,role
playing,lecture method,conference/discussion approach,programmed instruction.













EVALUATION OF TRAINING- five levels at which evaluation of training can take place-
reactions,learning,job behaviour,organisation and ultimate value.

(1) Reactions- Trainees reactions to the overall usefullness of the training including the
coverage of the topics,the method of presentation,the techniques used to clarify
things,often throw light on the effectiveness of the programme.

(2) Learning- Training programme,trainers ability and trainees ability are evaluated on
the basis of quantity of content learned and time in which it is learned and learners
ability to use or apply the content learned.


(3) Job behaviour- This evaluation includes the manner and extent to which the trainee
has applied his learning to his job.

(4) Organisation- This evaluation measures the use of training,learning and change in
the job behaviour of the department/organisation in the form of increased
productivity,quality,morale,sales turnover and the like.

(5) Ultimate value- It is the measurement of ultimate result of the contributions of the
training programme to the company goals like survival,growth,profitability etc.and
to the individual goals like development of personality and social goals like
maximising social benefit.






PROJECT
PROFILE



TITLE OF STUDY


Approaches to training and its contribution in organization effectiveness.


OBJECTIVES OF STUDY:-


To study about the various approaches to training.

To evaluate the training programme and its contribution to organisation effectiveness.




SCOPE
AND
SIGNIFICANCE
OF
STUDY




SCOPE


SCOPE:- Scope of evaluating training programme has a lot to do in knowing its important for
the organization and its contribution in increasing organisation effectiveness.


SIGNIFICANCE


SIGNIFICANCE:- The significance of the research work is to know that whether the training
programme is carried out properly or not and whether it is benificial for the organisation or not.









RESEARCH METHODOLOGY


UNIVERSE:-
The first step in a sampling plan was to decide the number of the population.According to
the company sources 100 employees are on the roll,so I took 100 employees as the size of the
universe,made by consulting by project guide.

UNIVERSE= Rabariyawas, jaitaran, pali distt.

SAMPLE SIZE:-
The purpose of effectiveness of training survey, sample size taken is 100.

SAMPLING TECHNIQUE:-
Area sampling.

RESEARCH DESIGN:-
Descriptive and Analytical.

DATA COLLECTION METHOD:-

Data can be classified into two categories.
1. Primary data
2. Secondary data
Data base for the research is prepared from both primary and secondary data from the
company records and website.
PRIMARY DATA

Primary data has been collected through questionnaires.

SECONDARY DATA

When an investigator uses the data that has already been collected by others, such data is
called secondary data. This data is primary data for the agency that collect it and becomes
secondary data for someone else that uses this data for his own purpose.




SAMPLE SIZE

Sample size is taken 100 employees
LIMITATIONS OF STUDY


Limitations of study are considered as two sides of a coin, which cant be
separated.Completion of any research is not at all possible without being bounded to some
limitation or binding. So,it is the responsibility of researcher to take care of decreasing the
number of limitation of the minimum extent.

LIMITATIONS ARE:
This study was conducted in Rabariyawas only.
As the researcher has undergone the training for the first time so there might be some
faults in the research.
Cost and time constraints.










DATA
&
DATA ANALYSIS





Q1). What were your learning goals for the programme?




INTERPRETATION:-

According to the servey a 54% of the people said that there learning goal was
interpersonal,42% learning goals were technical,4%was social and others which includes
political were 0%.



Q2). Did you achieve them?





INTERPRETATION-

According to the graph all the people from which survey was conduced had achieved their
goals.



Q3). Did you like this programme?






INTERPRETATION:-
According to the graph all the people from which survey was conduced had achieved their goals




Q4). Would you recommend it to others who have similar learning goals?







INTERPRETATION:-

According to the graph all the people from which survey was conduced had achieved their goals


Q5). Are you aware of the objectives of the programme at the time of your nomination for
this programme?





INTERPRETATION:-

According to the servey a 54% of the people said that there learning goal was
interpersonal,42% learning goals were technical,4%was social and others which includes
political were 0%.


Q6). Do the training programme fulfilled your need?





INTERPRETATION:-

According to the servey a 98% of the people said that the training programme fulfilled their
need and 2% said that it was not fulfilled their need.



Q7). How well was the programme organised?




INTERPRETATION:-

According to the survey a 66% of the people said that the programme was well organised,26%
of people said that the programme was very well,8% said programme was exceptionally
well,0% said that the programme was badly and very badly.




Q8). How the training programme affect your job behaviour?





INTERPRETATION:-

According to the servey a 56% of the people said that the training programme affect their job
behaviour was very well,32% was well,12% was exceptionally well and 0% was very badly and
badly.

Q9). How the training programme affects your effectiveness?




INTERPRETATION:-

According to the survey a 56% of the people said that the training programme affects their
effectiveness was very well,28% was exceptionally well,16% was well and 0% was very badly
and badly.



Q10). How the training programme affects your personal growth and development?





INTERPRETATION:-

According to the survey a 46% of the people said that the training programme was
exceptionally well in personal growth and development,42% of people said that it was very
well,12% of people that it was well and 0% included in very badly and badly.


Q11). Do the training programme helped you in knowing values of the company?





INTERPRETATION:-

According to the survey a 98% of the people said that the training programme was helpful in
knowing the values of the company and 2% of people said that the training programme was not
helpful for them.

SWOT analysis

Strength Weakness

1. Brand equity.
2. Cost effectiveness.
3. Good quality.
4. R & D
5. It is launched through a
Already established reputed brand
like Gujarat Ambuja cement





1. Color is light.

2. Price is little bit higher.

3. Awareness is very low.

4. Lack of advertisement.

5. Distribution network.

Opportunity Threats

1. Brand image of Gujarat
Ambuja cement.

1. Good response of people
Regarding Ambuja cement.

2. Good early & later
Strength.

4. Use market potential.





1. Bad image of DLF cement
Limited.

2. Ambuja cement is anew
Product in Rajasthan.

3. Price is little bit higher
Than competitor.







CONCLUSION

The conclusions are as follows:-
The programme has helped the employees to achieve their goals.
The programme succeed in fulfilling their needs.
The programme has affected their job behaviour positively.
The programme was helpful in increasing employees effectiveness.
The programme was helpful in affecting personal growth & develpoment
of the employees.










SUGGESTIONS


Training programme should be well planned and then executive.
Employees should be made aware of the objectives of training programme.
Training programme should also focused on polishing employees inner qualities.
Training programme should also include suggestions from the employees.












ANNEXURE
QUESTIONNAIRE

Please fill the questionnaire accordingly:
(For the employees)

Name of the employee-
Address-
Job Profile-

Q.1) What were your learning goals for the programme?
a) Technical b) Interpersonal c) Political
d) Social e) others

Q.2) Did you achieve them?
a) Yes b) No


Q.3) Did you like this programme?
a) Yes b) No


Q.4) Would you recommend it to others who have similar learning goals?
a) Yes b) No


Q.5) Are you aware of the objectives of the programme at the time of your nomination for this
programme?
a) Yes b) No

Q.6) Do the training programme fulfilled your need?
a) Yes b) No


Q.7) How well was the programme organized?
a) Very badly b) Badly c) Well
d) Very well e) Exceptionally well



Q.8) How the training programme affect your job behavior?
a) Very badly b) Badly c)Well
d) Very well e) Exceptionally well


Q.9) How the training programme affects your effectiveness?
a) Very badly b) Badly c) Well
d) Very well e) Exceptionally well


Q.10) How the training programme affects your personal growth and development?
a) Very badly b) Badly c) Well
d) Very well e) Exceptionally well


Q.11) Do the training programme helped you in knowing values of the company?
a) Yes b) No

















BIBLIOGRAPHY

1) Research Methodology- C.R.Kothari
2) Human Resource Management- K Aswathappa
3) Human Resource Management- V S P Rao
4) Website of Airtel: www.ambuja.cement.com
5) Company Literature by HR Manager Mr. Anil Sharma