1

A PROJECT REPORT ON

TRAINING AND DEVELOPMENT IN CONSTRUCTION MANAGEMENT AT SUSHEE INFRA PVT LTD HYDERABAD

KAUSHIK KUMAR.K ROLL NO 11219 BATCH XIX, 2011-2012 Project submitted in partial fulfillment for the award of Post Graduate Diploma in Management VIGNANA JYOTHI INSTITUTE OF MANAGEMENT (APPROVED BY AICTE, MINISTRY OF HRD, GOVT OF INDIA) BACHUPALLY, HYDERABAD

DECLARATION

I hereby declare that this project report entitled TRAINING AND DEVELOPMENT IN CONSTRUCTION MANAGEMENT at SUSHEE INFRA PVT. Ltd Hyderabad submitted by me is a bonafide work undertaken by me and it is not submitted to any other Institution or university for the award of any degree/diploma certificate or published any time before.

KAUSHIK KUMAR.K

Signature of the Student

ACKNOWLEDGEMENT

I hereby convey my deep acknowledgement to all those who made it possible for me to complete this project, by extending their support and continuous co-operation. I would like to acknowledge the consistent encouragement extended by Dr. Ch. S. Durga Prasad, Dean-Academic Planning of Vignana Jyothi Institute of Management. I would also like to thank my faculty members and my guide Mrs. Dr.manchala gorantle. I sincerely thank to Mr. V balakoti reddy (vice president-mining operations) Sushee infra Pvt ltd for giving me this opportunity to work in their esteemed organization and helping me for completing the project in a successful manner. My sincere gratitude to my project guide Mr. K N Satish (Sr.Manager HR at Sushee infra Pvt ltd) whose constant guidance, efforts, heartfelt support, suggestions and consideration helped me in the successful completion of this project. I also extend my humble thanks to all staff members of for their full hearted support and assistance during my stay at Sushee infra Pvt ltd. Finally, I would like to thank all my friends, batch mates and staff members without whom this dissertation work would not have been successfully completed.

TABLE OF CONTENT Introduction .... 5 Executive Summary ... 6 Company Profile 7 Training 20 a. b. c. d. Definition . 20 Training and development ... 20 Training need and analysis ....... 22 Training programme at Sushee .... 26

Objective of study .... 28 Scope of the study .... 28 Limitations of the study ... 28 Research Methodology 29 a. Selection of sample size ... 29 b. Sampling technique used . 29 c. Data collection . 30 Data Analysis ... 31 Questionnaire 42 Findings/conclusion.. 45 Recommendations. 46 Bibliography. 47

INTRODUCTION

Employee training tries to improve skills or add to the existing level of knowledge so that employee is better equipped to do his present job or to prepare him for a higher position with increased responsibilities. However individual growth is not and ends in itself. Organizational growth need to be measured along with individual growth. Training refers to the teaching or learning activities done for the primary purpose of helping members of an organization to acquire and apply the knowledge skills, abilities and attitude needed by that organization to acquire and apply the same. Broadly speaking training is the act of increasing the knowledge and skill of an employee for doing a particular job .In todays scenario change is the order of the day and the only way to deal with it is to learn and grow. Employees have become central to success or failure of an organization they are the cornucopia of ideas. So it high time the organization realizes that train and retains is the mantra of new millennium.

EXECUTIVE SUMMARY
Every organization needs to have well trained and experienced people to perform the activities that have to be done. If current or potential job occupants can meet this requirement, training is not important. When this not the case, it is necessary to raise the skill levels and increase the versatility and adaptability of employees. It is being increasing common for individual to change careers several times during their working lives. The probability of any young person learning a job today and having those skills go basically unchanged during the forty or so years if his career is extremely unlikely, may be even impossible. In a rapid changing society employee training 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. The entire project talks about the training and development in theoretical as well as new concepts, which are in trend now. Here we have discussed what would be the input of training if we ever go for and how can it be good to any organization in reaping the benefits from the money invested in terms like mining and infrastructure . What are the ways we can identify the training need of any employee and how to know what kind of training he can go for? The best and latest available trends in training method, the benefits which we can derive out of it. How the evaluation should be done and how effective is the training all together. Some of the companies practicing training in unique manner a lesson for other to follow as to how to train and retain the best resource in the world to reap the best out of it.

COMPANY PROFILE

Sushee Infra is a leader in Mining and Irrigation sectors with collective expertise to conceive, design and execute Projects across the value chain. Sushee Infra Pvt Ltd is the major flagship of the Sushee group associated with prestigious majors viz. Irrigation Department of Andhra Pradesh, Singareni Collieries Company Ltd, Coal India Ltd. Indian Railways. Sushee has been incorporated, as a company more than two decades ago involved in multi-disciplinary civil and infrastructure projects. Sushee Infra is re-engineering itself, to integrate with the companys focus on Mining, Railway Projects, Infrastructure Projects, Irrigation Projects, Mineral exploration, Roads etc. The Company intends to leverage, its expertise and experience to exploit opportunities in these sectors. Sushees commitment to quality, efficiency, discipline and safety has helped it emerge as a company with strong fundamentals. The company strongly believes that continued pursuit of these attributes will contribute immensely for the future growth of the organization. The company has a contingent of dedicated engineers, supervisory personnel, and skilled manpower on regular roles, to meet the challenges of high magnitude. The company is proud of having equipped with a fleet of modern and latest infrastructure equipment and machinery to keep abreast with latest technology in infrastructure industry. Vision & Mission VISION To reach global standards while contributing to nation building in every domain we venture, and to contribute our expertise to the growing Indian Economy. MISSION To passionately promote our expertise and significantly expand our reach through excellence in : Innovative, hassle-free services Knowledge sharing Providing for the needs of our Clients, business associates and employees

MANAGEMENT TEAM

Directors Mr. K. ANIL REDDY: Mentor & Chairman

Mr. Reddy, the mentor of the Company is a technocrat with a science degree. He leads the core team and strategically manages product and service innovations, implementation of core competencies, speed-to-market approaches and ingenious use of networks and alliances. With more than 30 years experience in varied sectors, his passion, commitment, and approachability serve as valuable assets to penetrate the markets quicker than the competitors.

Mr. LAKSHMIKANTH REDDY: Managing Director

A progressive individual, Mr. Reddys actions reflect and support the leaders vision. He plays a significant role in the evolution of the managements style of functioning - to focus on contribution to the larger good and not just the achievement of the companys objectives. He brings to the table a global experience of over 10 years in Business Development, Administration and Human Resource Management.

Mrs. K. LAXMI REDDY: Director

The inspiration and driving force of the Company, Mrs. Reddy has been instrumental in making sure that all day-to-day operations are well managed with the strong values of integrity and transparency that Sushee believes in. Besides playing an active role in leading the marketing effort, Mrs. Reddy also manages work order acquisitions and execution aspects of the business.

SUSHEE GROUPS IRRIGATION Water is the Elixir of Life and Sushee Infra is a specialist when it comes to safeguarding and better managing it to make India water-rich. Employing the latest in irrigation standards and norms, a team of irrigation designers, engineers, have all created a commendable portfolio in the design and execution of canals, dam spillways, canal spillways, reservoirs etc. Two decades

industry-relevant experience adds the much needed edge to resolve critical issues and deliver projects on time.

Sushee Infra takes immense pride in building projects for the Irrigation Department of Andhra Pradesh. Some of which have received special commendations for timely completion and adherence to highest standards of quality.

Turnkey Capabilities: Investigation Land Acquisition Structure design Canal excavation Cross Masonry & Cross Drainage works Maintenance Sushee employs I-Cube, Innovation in Irrigation, a proprietary work system developed by its engineering department to construct spillways and reservoirs that suit the terrains and conditions of the geographical locations they are built in. MINING Sushee Infra focuses on long-life, low cost, high-quality mining assets. It has strong domain expertise in non-core mining - a series of mission critical operations executed for removal of the overburden. Through sustained performance excellence, the Company has surpassed industry standards in project implementation and business operations. Its all-encompassing expertise is part of a broader capability that includes equipment, manpower and experience.

Completed Mining Works 100 Lakh Cu.m work at GK OC Project of Singareni Collieries Company Ltd., during the years 2000 & 2001 as a sub-Contractors to M/s Engineering Projects (India) Ltd (EPIL). 100 Lakh Cu.m work at RG OC-II Project of Singareni Collieries Company Ltd. during the period from Nov-2001 to Apr-2003 as a Sub Contractor to EPIL.

10

53 Lakh Cu.m work at Ukni OC Mine of Wani North Area of Western Coalfields, Subsidiary of Coal India Ltd. during the period from Dec-2004 to March-2006. 175.4 Lakh Cu.m work at Jayant OC Project of Northern Coalfields (CIL) during the period from Nov-2006 to August-2008. This work was executed in 22 months only as against the ordered period of 36 months. 287.5 Lakh Cu.m work at Krishnasila OC Project of Northern Coalfields (CIL) during the years 2007-08 to 2009-10. Ongoing Mining Works Executing the work for 300 Lakh Cu.m in 36 Months period at Krishnasila OC Project of Northern Coalfields (a subsidiary of Coal India Ltd). The work has commenced from 05.05.2010 Executing 621.40 Lakh Cu.m (including Coal) works at Khairagura OCP of Singareni Collieries Company Limited for a period of 48 Months. The work has been grounded on 20.06.2008. This work includes controlled blasting with nonels to protect the nearby medium irrigation dam & other structures

INFRASTRUCTURE By utilizing its project management capabilities, industry-leading technologies, best practices and engineering acumen, Sushee Infra is creating structures and future-defining spaces that assist in economic development. Sushee Infra is growing faster by exploring on opportunities like Building, Ports, Airports, and SEZs. Sushee Infra is playing an active part in building Indias landmark road projects that are accelerating economies and changing lives along their course From traditional design-build projects to the more complex Design Finance Build Operate Transfer (DFBOT) to site development, paving and utility systems, Sushee has been a reliable partner in executing the job from planning and design phase to the final layer of asphalt. Sushee Infra in Consortium with IVRCL A&H have bagged the prestigious Trans Arunachal Highway (NH-229) Road Project, being developed by Ministry of Road Transport and Highways. Under this Project, the 311 kms long existing road between Nechipu-Hoj will be developed into a standard two-lane National Highway with 7m carriageway and 12m formation. The project is proposed to be developed on a DFBOT (Annuity).

11

TUNNELING IN INFRA Sushee Infra Pvt Ltd (SIPL) is participating in creating a Railway link to the state of Manipur from Silchar to Imphal. SIPL is engaged in digging four Tunnels totaling 3859 RM.

SUSHEE CEMENT Be it to strengthen the economy or to protect millions of families with a roof and four-walled security, cement has a critical role to play. Sushee Infra intends to introduce quality and technical excellence into the manufacturing and supplying of cement and related materials such as ready mix concrete, aggregates, Concrete blocks etc.

Tomorrow is change. Tomorrow for Sushee is all about new beginnings, new systems and processes. It sees and seizes opportunities even in economic environments that are complicated and severe. It is driven by its ability to innovate, by its DNA to dabble with leading core technology, and by its capability to secure and implement complex and sophisticated projects for the nation. Let tomorrow come on !

SUSHEE POWER Sushee Infars proven ability and expertise in the infrastructure domain has been the stepping stone for it to venture into the production of power - an ever-growing need of the nation. The Company is swiftly moving towards constructing conventional Hydro Power Plants and making elaborate plans to ensure efficient transmission and distribution of energy.

SUSHEE FUTURE The Company has domain expertise in the field of mining. Presently company is engaged into overburden/coal removal activity with Coal India and Singareni Collieries Companies Ltd.Going forward, company is intending to owning and operating mines. Company is exploring opportunities in Asia, Africa, Australia and South America Company is looking forward to enter into extraction of coal and other major and minor minerals in India and overseas.

12

Thinkers, Enablers of the Future Backed by immense experience in infrastructure development and a deep domain understanding of various allied sectors, the top management led by K Anil Reddy, K Laxmi and M Lakshmikanth Reddy have steered seemingly unattainable construction pursuits towards sustainable achievements. They ensure enterprise-wide cross functional collaboration with a faster speed-to-ground functioning style - Sushee Infars key drive to outperform They have been the cornerstone for Sushee Infars foray into a wide spectrum of business lines and its consistently rising success graph. Strengthened by its ability to design, manage and implement complex projects and the first-mover advantage it enjoys in high-potential market segments and in adopting latest technologies, Sushee Infra has evolved into a highly responsive corporate that proactively serves every need of the business environment. COMPLETED PROJECTS

Sl. COMPLETED PROJECTS No. 1. EWE of Flood Flow canal of SRSP, Jagtial in AP 2. EWE and construction of CM & CD Works I & CADD, Govt. of A.P. of Flood Flow canal of SRSP, Jagtial in AP 3. EWE and construction of CM & CD Works I & CADD, Govt. of A.P. of Flood Flow canal of SRSP, Jagtial in AP 4. Hiring of removal at Equipment for overburden Northern Coalfields Ltd. Rs. 134.00 Crs. Rs. 54.45 Crs. Rs. 68.87 Crs. I & CADD, Govt. of A.P. Rs. 21.63 Crs. Client COST IN CRS.

Jayant OCP in Madhya Pradesh 5. Hiring of removal at Equipment for overburden Northern Coalfields Ltd. Rs. 178.00 Crs.

Jayant OCP in Madhya Pradesh

13

6. EWE and construction of CM & CD Works I & CADD, Govt. of A.P. of Flood Flow canal KM 86.00 to 103.000 of SRSP, Jagtial in AP 7. EWE and construction of CM & CD Works I & CADD, Govt. of A.P. of Flood Flow canal KM 86.00 to 103.000 of SRSP, Jagtial in AP

Rs. 203.25 Crs.

Rs. 46.05 Crs.

8. Site Development for the "ADRAJA" A.P. Rajiv SwagruhaCorp. Rs. 12.70 Crs. Township Ltd. at Yendada (V) in Visakhapatnam district under Rajiv Swagruha Scheme (Package-I) 9. Blast hole drilling, Excavation, Loading, Singareni Transportation Company Ltd. & dumping of Gouthamikhani Over Burden at Colleries Rs. 25.83 Crs.

Open Cast Project, Kothagudem 10. Blast hole drilling, Excavation, Loading Singareni Transportation Company Ltd. & dumping etc., of over burden at RGOC II in Ramagundam area 11. Site Leveling Works Package for SIPAT NTPC Super Thermal Power Project, Stage - I, 3 X 660 MW 12. Offsite Civil Works for Super Thermal INTPC Power Project, Orissa Rs. 11.7684 Crs. Rs. 10.395 Crs. Colleries Rs. 50 Crs.

14

13. EWE of Flood Flow canal from KM 6-11, 12.60-14, 17-18, Jagityal in AP 19-20 & 27.-28.40,

I & CADD, Govt. of A.P.

Rs. 43.3267 Crs.

14. Hiring of HEMM, Tippers, Drills & Dozers Western for removal Limited of all type of material at Ukni OC Mine of Wani North Area

Coal

Fields Rs. 18.3321 Crs.

15. EWE of Flood Flow canal from KM 45.00 I & CADD, Govt. of A.P. to 50.000 of SRSP, Jagtial in AP 16. EWE and construction of CM & CD Works I & CADD, Govt. of A.P. of Flood Flow canal from KM 57.00 to 64.000of SRSP, Jagityal in AP 17. EWE and construction of CM & CD Works I & CADD, Govt. of A.P. of Flood Flow canal from KM 64.00 to 67.000 of SRSP, Jagityal in AP

Rs. 21.6303 Crs.

Rs. 68.8759 Crs.

Rs. 54.4506 Crs.

15

ONGOING PROJECTS Sl. ONGOING PROJECTS No. 1. Construction of Single Line BG Tunnel No 8 between Mahur - Migrandisa station & Tunnel No. 9 between stations Migrandisa - New Haflong 2. Investigation, preparation of hydraulic particulars, designs and drawings and excavation of H.N.S.S. Main Canal from K.M. 20.000 to K.M. 42.000 3. Investigation, preparation of hydraulic Particulars, designs and drawings and Excavation of H.N.S.S. Main Canal from K.M. 77.000 to K.M. 100.000 4. Investigation, Designs and Construction of Additional Complex Cross Regulator at Banakacherla I & CADD, Govt. of A.P. I & CADD, Govt. of A.P. I & CADD, Govt. of A.P. Northeast Frontier Railway Client

for SRBC Main canal 5. Blast hole drilling, controlled blasting with shock Singareni Collieries tube Company Ltd. initiation, excavation, transportation, dumping of Over Burden at Khairagura OCP, Adilabad Dist. in AP 6. Dr. B.R. Ambedkar Pranahitha - Chevella Sujala Sravanthi - Package No-27:-Investigation, Designs and execution of water conveyor system I & CADD, Govt. of A.P.

16

7.

Dr. B.R. Ambedkar Pranahitha - Chevella Sujala Sravanthi - Package No-IV:-Detailed Investigation and preparation of designs, drawings and excavation of Gravity Canal

I & CADD, Govt. of A.P.

8.

Balance work of Construction of single Line BG Tunnel No.12 (III/9) between New Haflong Harangajao station

Northeast Frontier Railway

9.

Removal of Over Burden of First Dig (Solid) by Northern Coalfields Limited Hiring of Equipment at Krishnashila OCP of NCL.

10. Construction of Single line BG Tunnel No.17 (App. Total Length 1040 RM) between Jiribam to Imphal 11. Construction of Single line BG Tunnel No.18

Northeast Frontier Railway

Northeast Frontier Railway

12. Construction of Single line BG Tunnel No.19A and Northeast Frontier Railway 19 (App. Total Length 1499 RM) between Jiribam to Imphal

17

EQUIPMENT Sl. Description Of Make/Model No. Equipment 1. Hydraulic Excavators Nos. Capacity Owned 3.5 Cum 3.5 Cum Year Of Manufacture 2001 2000

Tata Hitachi Ex- 01 600 03 Tata Hitachi Ex600 05 Volvo 460 BLC 01 Zaxis 650 Zaxis 450 Zaxis 450 02 Tata Hitachi Ex- 02 350 03 Zaxis 330 04 02 06

3.0 Cum

2005

3.8 Cum 2.8 Cum 2.8 Cum

2007 2007 2005

1.7 Cum 1.7 Cum 1.5 Cum 1.5Cum 1.5 Cum 1.0 Cum 0.7 Cum

2004 2005 2004 2003 2002 2005 2006

Tata Hitachi Ex- 01 300 03 Tata Hitachi Ex02 300 Tata Hitachi Ex300 Tata Hitachi Ex200 Tata Zaxis 110

18

2. Dozers

D-80 BD65 BD65 BD65 Komatsu BD65

01 02 01 05 02 01 02 01 45 25

210 HP 165 HP 165 HP 165 HP 165 HP 230 HP 230 HP 230 HP 18 Cum 16 Cum 16 Cum 16 Cum 16 Cum 6 Cum 6 Cum

1998 2007 2001 2003 2007 2000 1999 2007 2007 2005 2002 2001 2000 2004 1998

3. Motor Graders 720 A Champion Volvo 690 G 4. Tippers Volvo India FM400

Volvo India Ltd 15 FM9 Volvo India Ltd.- 20 FM7 25 Volvo India Ltd.- 15 FM7 15 Volvo India Ltd.FM7 Ashok Leyland Ashok Leyland 5. Water Tankers Ashok Leyland 6. Concrete Mixer Conmix Equipments 7. Drill Machines Inger Soll Rand 8. Loader Tata JD 315 Terex 9. Vibratory Greaves Limited 10 05

12000 Ltrs. 5Cum/Hr.

1997 2001

05 02 01 01

160 Dai 1.0 Cum 1.0 Cum 35 Tons

2006 2001 2004 2001

19

Compactor 10. Rollers 11. Stone Crusher Joseph Ahuja Primary Secondary 04 Make 03 10 Tons 20 Cum/Hr 1998 2000

12. Batching Plant Maxomix

01

20 Cum/Hr

2000

CLIENTS

20

TRAINING Definition: - it is a learning process that involves the acquisition of knowledge, sharpening of
skills, concepts, rules, or changing of attitude and behavior employee to enhance the performance of

Training & Development

Initiate the process of training and development need identification on conclusion of performance management using performance appraisal forms as a tool. Also take into account the observations of senior management staff into account. Consolidate the training and development needs and classify the needs as job related and individual (behavioral) related. Identify the training resources, both internal and external, share the inputs required with the training resources for effective training. Preparations of a perspective plan for training to make a realistic budget and have it approved by the concerned. Draw a training calendar keeping in view individual and organization requirements. Conduct training programme, both in house and outside, adopting cost effective means, without affecting the work schedules. Issue training feedback forms to the training participants and elicit their views on the effectiveness of the program and faculty. Summarize the feedback form and share the same with the head of division/Dept. and top management regularly. Have proper follow up with head of division and Dept. on the effectiveness of the training programs conducted.

21

TRAINING AND DEVELOPMENT FLOW CHART

START

NEED IDENTIFICATION

SUMMARISE THE NEED

CLASSIFICATION/GOUPING THE NEEDS

IDENTIFICATION OF TRAINING PROCESS

PREPARATION OF TRAINING CALENDER

CONDUCTING REMAINING PROGRAMMS

COLLECTION OF FEED BACK

SUMMARISE THE FEED BACK

FOLLOW UP ON PROGRAM

REVIEW

END

22

Training Need and Analysis An analysis of training need is an essential requirement to the design of effective training. The purpose of training need analysis is to determine whether there is a gap between what is required for effective performance and present level of performance.

Why Training Needs Analysis? Training need analysis is conducted to determine whether resources required are available or not. It helps to plan the budget of the company, areas where training is required, and also highlights the occasions where training might not be appropriate but requires alternate action.

Need arises at three levels

TRAINING NEEDS

ORGANIZATION LEVEL INDIVIDUAL LEVEL OPERATIONAL LEVEL

23

Organization Level Training need analysis at organizational level focuses on strategic planning, business need, and goals. It starts with the assessment of internal environment of the organization such as, procedures, structures, policies, strengths, and weaknesses and external environment such as opportunities and threats. After doing the SWOT analysis, weaknesses can be dealt with the training interventions, while strengths can further be strengthened with continued training. Threats can be reduced by identifying the areas where training is required. And, opportunities can be exploited by balancing it against costs. For this approach to be successful, the HR department of the company requires to be involved in strategic planning. In this planning, HR develops strategies to be sure that the employees in the organization have the required Knowledge, Skills, and Attributes (KSAs) based on the future KSAs requirements at each level. Individual Level Training need analysis at individual level focuses on each and every individual in the organization. At this level, the organization checks whether an employee is performing at desired level or the performance is below expectation. If the difference between the expected performance and actual performance comes out to be positive, then certainly there is a need of training. However, individual competence can also be linked to individual need. The methods that are used to analyze the individual need are: Appraisal and performance review Peer appraisal Competency assessments Subordinate appraisal Client feedback Customer feedback Self-assessment or self-appraisal

24

Operational Needs Training Need analysis at operational level focuses on the work that is being assigned to the employees. The job analyst gathers the information on whether the job is clearly understood by an employee or not. He gathers this information through technical interview, observation, psychological test; questionnaires asking the closed ended as well as open ended questions, etc. Today, jobs are dynamic and keep changing over the time. Employees need to prepare for these changes. The job analyst also gathers information on the tasks needs to be done plus the tasks that will be required in the future.

Training Classification It may be job related like technical, functional, performance or it may be behavioral related Training Methods On job training Class room training.

On Job Training Most commonly used method primarily concerned with developing and employees repertoire of skills and habits consistent with the existing practices of an organization and with orienting him to his immediate problems. On job training mostly used for unskilled and semi-skilled jobs Learning by doing: personal observation and practice. Class Room Training Lectures Conferences Group discussions Case studies Role play Programme instruction.

25

Identification of Training Resources It may be internal resource or form outside training institutes it means faculty may be for their own organization or form the outside training institute It may be in house training or external training. Preparing Of Training Calendar After the identification of the resources than prepare a schedule for the training. The date of training programme should not affect the work schedule. Conduct Remaining Programmes After the preparation of calendar conduct the training program accordingly. The training program may be in house or external Conducting a program in house is less expensive the external. Collection Of Feedback Forms After the completion of the training collect the feedback from the candidates and summarize the feedback forms and write a review on the program conducted Follow Up On Program Activities Keep a follow up on the program activities after the training is done.

26

TRAINING PROGRAMME AT SUSHEE SUSHEE follows the philosophy to establish and build a strong performance driven culture with greater accountability and responsibility at all levels. To that extent the Company views capability as a combination of the right people in the right jobs, supported by the right processes, systems, structure and metrics. The Company organizes various training and development programme, both in house and at other places in order to enhance the skills and efficiency of its employees. These training and development programmes are conducted at various levels for officers. Training in Sushee SUSHEE provides training to all its employees as per the policy of the organization. Purpose Of Training: To ensure availability of trained manpower. Scope: All categories of employees Identification Of Needs Management Staff The Performance Appraisal form of the organization has a section in which the training and development needs are filled up. The Individual Officer first identifies the training needs of himself and then it is recommended by the reporting Officer and then by the Departmental Head. The Training needs as identified in the PAR are recorded by the HRD Department and necessary action is taken for imparting the identified training. Training needs are identified based on:Companys strategy and policy. Organizational Thrust Areas. New Emerging Areas Preparation of training plan: The training of Executives in SUSHEE is given by: SUSHEE INFRA INTERNAL FACULY OR ENGINEERING STAFF COLLEGE OF INDIA Imparting Training Actual training is imparted with the help of in-house and outside agencies. The selection of these agencies is done on the basis of reputation; programmes offered by them, past experience and

27

feedback received from the earlier participants. Training is also imparted by nominating the concerned employee for an external training programme. All records of the training are maintained at branch as per Record of Training in the Personnel folder and the same is intimated to the Executive Office Personnel through the Monthly Personnel Report. Feedback A feedback is taken from the participants through a questionnaire on the programme and their impressions in order to further improve upon the same. There are three such questionnaires available and one of these is used depending upon the nature of the training programme and the level of participants. Also, a person from the personnel department sits through the final session of the programme and takes the verbal feedback about the programme. Induction Training This is carried out as the very first step for any new entrant into Company. The department prepares a schedule for the employee as per which he is required to spend specific time in each department. During such period, he is reporting to the respective department head. The objective of the induction programme is to familiarize the participant to the function of different department. The copies of the same are sent to the General Manager and all concerned. At the end of the induction, the trainee has to submit a report to the Personnel Department Training programmes flowing from training needs: The programmes are divided into three broad categories:Functional Behavioral General/Omnibus programmes. Functional: The outcome of the training is measured by comparing the data pre-training and post-training. A scale is developed for measuring the effectiveness of training based on the %achievement of the objectives. Behavioral: The effectiveness of the training of this nature is measured annually. This is seen through the training need identification for the coming year for the employee. If the training needs repeated there, then the training provided is taken as ineffective. If the training need is repeated but with focus on a part of the need, then the training is partially effective. If not repeated, then the training is effective.

28

OBJECTIVE OF STUDY
1) To study awareness of employees about training. 2) To study relevance of training programme. 3) To understand the sufficiency of duration of training programme. 4) To explain the different process used to evaluate the training programme.

SCOPE OF THE STUDY Training Effectiveness is the process where in the management finds out how effective it has been at training and developing the employees in an organization. This study gives some suggestions for making the present training and development system more effective. It gives organization the direction, how to deal differently with different employees. It identifies the training & development needs present among the employees.

LIMITATIONS OF THE STUDY The following are the limitations of the study: The sample size was small and hence the results can have a degree of variation. The response of the employees in giving information was lukewarm.

29

RESEARCH METHODLOGY To achieve the objective of the study I first prepared a questionnaire (APPENDIX). The Respondents of the questionnaire are the employees of the organization .For the descriptive Research design following is done. Framing of questionnaire keeping objectives in mind (considering the objectives) Feedback from the employees Analysis of feedback Conclusion, findings and suggestions.

Selection of Sample Size In order to take a reasonable sample size and not to disturb the functioning of the organization, a sample size of reasonable strength of the Company has been taken in order to arrive at the present practices of training in the Company. Accordingly, 50 officers have been selected at random from all the departments of the organization and feedback forms (questionnaire) have been obtained. The data has been analyzed in order to arrive at present training practices in the organization.

Sampling Technique Used The technique of Random Sampling has been used in the data collection. Random sampling from a group population refers to that method of sample selection, which gives each possible sample combination an equal probability of being picked up and each item in the entire population to have an equal chance of being included in the sample. This sampling is without replacement, i.e. once an item is selected for the sample, it cannot appear in the sample again.

30

DATA COLLECTION To determine the appropriate data for research mainly two kinds of data was collected namely primary & secondary data as explained below: Primary Data Primary data are those, which were collected afresh & for the first time and thus happen to be original in character. However, there are many methods of collecting the primary data. All have not been used for the purpose of this project. The ones that have been used are: Questionnaire Informal Interviews Observation

Secondary Data Secondary data is collected from previous researches and literature to fill in the respective project. The secondary data was collected through: Text Books Articles Journals Websites

31

DATA ANALYSIS Q1) I am aware of training programme in the organization Yes 60% No 30% Not sure 10%

70% 60% 50% 40% 30% 20% 10% 0% yes no not sure

INTERPERTAION 60 % of the respondents say that they are aware of the training programme conducted in the organization and 40 % of people are not aware of the training programme .therefore the programme must be informed to everyone in the organization.

32

Q2) Know the purpose of the training programme Yes 50 % No 30 % Not sure 20%
60% 50% 40% 30% 20% 10% 0% yes no not sure

INTERPRETATION 50 % of the respondents say that they know the purpose of the training programme.in addition 30% of the respondents say that the they are not aware of the purpose of the programme and 20 % of people are not sure about the programme .the purpose of the training programme must be known to the every employee who is attending the programme.

33

Q3) How many training programmes have you attended in the last 5 years?

No of programmes 0-5 6-10 10-15 More than 15 total

No of respondents 20 12 10 8 50

% of response 40% 26% 20% 15% 100%

No of respondents
0-5 10-Jun 15-Oct More than 15 total

20% 50% 12% 10% 8%

INTERPRETATION 45% of the officers have attended 6-15 training programmes in the last 5 years, which is an indication of an effective training policy of the organization. However, 40% of the officers have attended only 0-5 training programmes, which needs to be evenly monitored by the organization.

34

Q4) Is training programme conducted is relevant to your development needs? Yes 70 % No 30%

Series 1
300% 250% 200% 150% 100% 50% 0% yes no Series 1

INTERPRETATION 70 % of the respondents feel that the training programme were in accordance to their development needs .15 % respondents could not comment on the question and 15%think that the programme are irrelevant to their development needs and the organization must ensure programme that satisfy the development needs of the employees.

35

Q5) the training aids used were help full to you.

Use full 60% not use full 20% not sure 20%

70% 60% 50% 40% 30% 20% 10% 0% Use full not use full not sure

INTERPRETATION 60% of the respondents feel that the aids used are very helpful to them .20% people feel that aids used are not sufficient for their needs and 20% are not sure about them. The organization must use the aids which are useful to the employees to fulfill their needs.

36

Q6) Is the programme helped you In increasing your overall effectiveness.

Yes 70% NO 20% cant say 10%

80% 70% 60% 50% 40% 30% 20% 10% 0% Yes NO can't say

INTERPRETATION 70 % of the respondents say that training programme conducted helped them in increasing their overall efficiency.20% people say they are not able to increase the efficiency and 10% people cant say about it .the organization must see that the employees must utilize the training programme to increase the efficiency.

37

Q7) the time limit of the training programme was sufficient.

Options Strongly agree Moderately agree Cant Say Moderately Disagree Strongly Disagree total

No of respondents 9 18 6 7 10 50

% of responses 18% 34% 13% 15% 20% 100%

Time Limit
Strongly agree Cant Say Strongly Disagree 50% Moderately agree Moderately Disagree total 9% 18% 6% 10% 7%

INTERPRETATION 42% respondents feel that the time limit of the training programme was adequate but 35% feel that it was insufficient. Also, 13% could not comment on the question. All the respondents though felt that increase in time limit of the programmes would certainly be advantageous and the organization should take some steps in this direction.

38

Q8) The time limit of the training programme, if increased would make it more effective.

options Strongly agree Moderately agree Cant say Moderately disagree Strongly disagree Total

No of respondents 23 10 5 10 2 50

% of responses 45% 20% 10% 20% 5% 100%

No of respondents
Strongly agree Moderately disagree Moderately agree Strongly disagree Cant say Total

50%

23% 10% 5% 2% 10%

INTERPRETATION 65% respondents feel that the increase in the duration of the training programmes would be beneficial but 25% differ to this opinion. Going by the majority, the organization should make required changes to increase the duration of the programmes and also take the opinion of the workers to have an effective training session.

39

Q9) The numbers of training programmes organized during the year were sufficient for employees.

Options Strongly agree Moderately agree Cant say Moderately disagree Strongly disagree Total

No of respondents 5 7 13 5 20 50

%of responses 10% 15% 25% 10% 40% 100%

No of respondents
Strongly agree Moderately disagree Moderately agree Strongly disagree 5% 50% 20% 5% 7% 13% Cant say Total

INTERPRETATION 25% respondents have the opinion that the frequency of the training programmes is sufficient but50% of the respondents differ to this. They believe that the number of training programmes organized in a year should be increased and some in house training programmes should also be organized by the organization regularly.

40

Q10) The training methods used during the training were effective for understanding the subject.

options Strongly agree Moderately agree Cant say Moderately disagree Strongly disagree Total

No of respondents 10 20 8 7 5 50

% of responses 20% 40% 15% 15% 10% 100%

No of respondents
Strongly agree Moderately disagree Moderately agree Strongly disagree 10% 50% 20% 5% 7% 8% Cant say Total

INTERPRETATION 40% of the respondents believe that the training methods used during the programmes were helpful in understanding the subject, yet 25% disagree to this notion. The organization should use better, hi-tech methods to enhance the effectiveness of the methods being used during the training programmes.

41

Q11) The training aids used were effective in improving the overall effectiveness of the programme. options Strongly agree Moderately agree Cant say Moderately disagree Strongly disagree Total No of respondents 13 5 15 10 7 50 % of responses 25% 10% 30% 20% 15% 100%

No of respondents
Strongly agree Moderately disagree Moderately agree Strongly disagree Cant say Total 5% 15% 10% 7%

13% 50%

INTERPRETATION 35% respondents believe that the training aids were effective in improving the overall efficiency of the programme. Contrary to this, 35% disagree and 30% could not comment on the issue. The organization should ensure positive awareness about the training aids used. Also, the use of better presentation aids should be facilitated.

42

Dear Sir / Madam, I am a student of Vignana Jyothi Institute Of Management, pursuing 3rd semester of PGDM. As part of my curriculum, I have selected the subject Executive Training and Development at Sushee Infra Pvt Ltd as my project work. Thus, I am submitting my questionnaire for your kind opinion. This questionnaire is only for the study purpose. Thanking you Yours Faithfully KAUSHIK .K PERSONAL DATA (OPTIONAL) NAME: DESIGNATION: QUALIFICATION: EXPERIENCE: QUESTIONNAIRRE QUESTIONNAIRRE ON EXECUTIVE TRAINING AND DEVELOPMENT IN SUSHEE INFRA PVT LTD

Q1) I am aware of training programme in the organization 1) Yes 2) No 3) Not sure Q2) Know the purpose of the training programme 1) Yes 2) No 3) Not sure

Q3) How many training programmes have you attended in the last 5 years?

43

1) 0-5 2) 6-10 3) 10-15 4) More than 15

Q4) Is training programme conducted is relevant to your development needs? 1) Yes 2) No

Q5) the training aids used were help full to you. 1) Useful 2) Not useful 3) Cant say

Q6) Is the programme helped you In increasing your overall effectiveness. 1) Yes 2) No 3) Cant say

Q7) the time limit of the training programme was sufficient. Strongly agree moderately agree Cant Say Moderately Disagree Strongly Disagree

. Q8) The time limit of the training programme, if increased would make it more effective.

44

strongly agree moderately agree Cant Say Moderately Disagree Strongly Disagree Q9) in your opinion, the numbers of training programmes organized during the year were sufficient for employees. strongly agree moderately agree Cant Say Moderately Disagree Strongly Disagree

Q10) the training methods used during the training were effective for understanding the subject. strongly agree moderately agree Cant Say Moderately Disagree Strongly Disagree 11) The training aids used were effective in improving the overall effectiveness of the programme. strongly agree moderately agree Cant Say Moderately Disagree Strongly Disagree

45

FINDINGS/CONCLUSION The major findings of the project are enumerated as follows: Training is considered as a positive step towards augmentation of the knowledge base by the respondents. The objectives of the training programmes were broadly known to the respondents prior to attending them. The training programmes were adequately designed to cater to the developmental needs of the respondents. Some of the respondents suggested that the time period of the training programmes were less and thus need to be increased. Some of the respondents also suggested that use of latest training methods will enhance the effectiveness of the training programmes. Some respondents believe that the training sessions could be made more exciting if the sessions had been more interactive and in line with the current practices in the market. The training aids used were helpful in improving the overall effectiveness of the training programmes. The training programmes were able to improve on-the-job efficiency. Some respondents also recommended that the number of training programmes be increased.

46

RECOMMENDATIONS Based on the data collected through the questionnaire and interactions with the Officers of SUSHEE INFRA PVT LTD the following recommendations are made for consideration: The organization may utilize both subjective and objective approach for the training programmes. The organization may consider deputing each employee to attend at least one training programmes each year. The In-house training programmes will be beneficial to the organization as well as employees since it will help employees to attend their official work while undergoing the training. The organization can also arrange part time training programmes in the office premises for short durations, spanning over a few days, in order to avoid any interruption in the routine work. The organization can arrange the training programmes department wise in order to give focused attention towards the departmental.

47

BIBLOGRAPHY