Harish - Synopsis

“A STUDY ON TRAINING AND DEVELOPMENT IN
SAGAR CEMENT LTD., HYDERABAD”
Project Synopsis submitted in partial fulfillment of the requirement for the

Award of the Degree of
MASTER OF BUSINESS ADMINISTRATION
Of
JAWAHARLAL NEHRU TECHNOLOGICAL UNIVERSITY,
ANANTHAPUR
By
Name: G.HARISH
Reg. No. 17AK1E0025
Under the guidance of
Mr. P. GANESH, M.B.A.,

Assistant Professor
Department of MBA
DEPARTMENT OF MANAGEMENT STUDIES

ANNAMACHARYA INSTITUTE OF TECHNOLOGY & SCIENCES
TIRUPATI-517520
MBA 2017-2019
AITS - TIRUPATI Page 1

1.INTRODUCTION:
TRAINING & DEVELOPMENT
Organization and individual should develop and progress simultaneously for their
survival and attainment of mutual goals. So every modern management has to develop the
organization through human resources development. Employee Training is the important
sub – system of human resources development Employee Training is a specialized function
and is one fundamental operative functions for human resources management.
TRAINING:
Training is a short term educational process and utilizing a systematic and organized
procedure by which employees learn technical Knowledge and skills for a definite purpose.
Training is a planned process to modify attitude, Knowledge or skilled behaviour
through learning experience to achieve performance in any activity or 0range of activities.
Its purpose in the work situation is to develop the abilities of the individual and to
satisfy the current the current and future needs of the organization.
DEVELOPMENT:
Management development is a systematic process of growth and development by
which the manages develop their abilities to manage. So it is the result of not only
participation in formal sources of instruction but also of actual job experience. It is
concerned with improving the performance of the managers by giving them opportunities
for growth and development.
It is any attempt that improves managerial performance by imparting knowledge,
changing attitudes, or increase skills. It thus includes in house programs like courses,
coaching and rotational assignments. Its focuses more on the employee’s personal growth.
DEFINITIONS:
“The learning experiences which are mainly concerned with actual job performance”
“The process of teaching new employees the basics skills they need to perform their
jobs”.
Training is a systematic process to increase the knowledge and improve the skills of
people performing various specialized parts of overall tasks of the enterprise.
The purpose of training is to bring the hidden skills of individual upto a desired
standard for present and future assignments. In a more general sense, training improves the

skills and provides knowledge and information for carrying out various specialized
assignments, in the total work of the enterprise.
All types of jobs require some type of training for their efficient performance
and therefore all employees new or old should be trained in terms of job security and greater
opportunity for advertisement. Skills thus acquired by the employee through training are an
asset to the organization and employer. Thus establishing a sound training programme is a
necessity for every organization for the development of the personnel.
2. INDUSTRY PROFILE
In India the manufacture of cement was started in tamilnadu as in 1904. The output of
the major and mini plants has been increased from 57.96 million tonnes in 1993-94. It has
been raised to 68 million tonnes in 1995-96. In 1996-97 the output has increased to 73.98
million tonnes.
HISTORY OF CEMENT INDUSTRY:
The cement industry occupies a position of predominance not only as on the basic
infrastructure for development but also it is eighty largest in the world which directly
employees about one million persons.
The first cement factory was established around in the year 1890 in both Canada,
Portland and Australia . while it was found in 1884 in new Zealand . However in India it
came to be established during the beginning of the twentieth century. Today port land cement
is an essential commodity on which our modern standards of living is greatly dependent,
building, seaports, airports, irrigation schemes etc., all demand cement.
Cement is manufactured either by wet process or by dry process or semi dry
process .Wet process remained popular for many years with the modern development of the
techniques of dry mixing of powered materials using compressed air, the dry processed
gained momentum. Now-a-days in the most of the plants,cement is being manufactured by
dry process.
The basic raw material for manufacturing cement is limestone, which is available in
plenty,in the form of limestone deposits in nature. Limestone is excavated from mines by
mechanical equipments with the help stacker and reclaimed the correct blending of lime stone
is ensured. The same is processed through crushers to bring it to the required size.
The raw material consisting of limestone, iron ore, and bauxite or literate in the
correct proportions are fed into grinding mill where they are reduced to a very fine powder .
It further blended and corrected for the right composition and mixed by means of compressed

air. The powder from the storage sides is fed into rotary kiln, the material is subjected to a
temperature of about 1500c chemical reaction takes place between various materials resulting
in the formation of cement compounds.
3. COMPANY PROFILE
Sagar group a reputed industrial house in Andhra Pradesh is a 25 years old enterprise
which has interest in cement and power generation and group turnover of Rs.1300 millions.
Shri S.Veera reedy, a well known industrialist hailing from Nalgonda district in A.P
and with his friends and associates promoted the sagar cements limited the flag ship company
of the group in 1981. This company established a mini cement plant at mattampally in
nalgonda dist, as an assistant unit under the auspices of A.P industrial development
corporation. SCL as a chequred history of growth and but for the brief interval of a few years
as paid dividend consistently at reasonable levels.
HISTORY OF SAGAR CEMENTS LIMITED:
Sagar cements is engaged in the manufacture of cement at its plant in mattampally in
nalgonda dist. This plant commenced its commercial production on 26th Jan 1985. With
annual capacity of 560000 tonnes and 66000 tonnes of clinker and cement respectively. The
cement capacity has been increased to 198000 tonnes per annual.
The company chairman and also board of director is Shri O. Swaminatha reddy, C.A,
Ex-chairman of Andhra bank limited. And APSFC limited and well known management
from Hyderabad.
The board includes Shri K.Thanupillai, Ex-managing director of S.B.H. and Shri
S.Ramana a nominee director of APIDC.
Shri S.Veera reddy and his sons, DR.S Anand reddy ,medical graduate and Sri S.
sreekanth reddy, a cement technologist and industrial production engineer and both are board
of directors.
SCL’s VISION:
”To provide foundations for society’s future.”
The new millennium will bring it new challenges and greater opportunities. The 21 st
century will most certainly see the unfolding of a period of extraordinary possibilities and
incredible developments bringing about more fundamental changes in global economy than
the last 200 years. The successful corporates will be those who equip themselves to meet the

challenges and convert opportunities into winning strategies. If we are to keep pace, it is
imperative that we learn to successfully tread the global pathway.
SCL’S MISSION
“To be the India’s most respected and attractive company in our industry creating
value for all our stakeholders.”
We work in an environment when the cement industry is giving through a period of
sealing up and consolidation. We should be one of the largest cement companies in the
country. Our growth in size will be through cement assured review of potentials of the
existing manufacturing resources, strategic organizes and expansions.
Cement will be our main stay, however we shall venture into related fields, which
offered purposeful synergy.
4. PRODUCT PROFILE
CEMENT MANUFACTURING PROCESS:

Cement is the basic and the most widely used building material. Twice as much
cement /concrete is used worldwide than all other building materials. Ordinary Portland
cement is produced by grinding cement clinker in association with Gypsum (3-5%) to
specified fineness depending on the requirements of the cement consumers. Cement clinker is
produced on large scale by heating finely pulverized Calcareous and Argillaceous materials
obtained from the earth are properly proportioned to get a suitable ratio of lime (CaO), Silica
(SiO2), Alumina (Al2O3) and iron (Fe2O3) present in the mixture. As the raw materials are
obtained directly from limestone and clay mines, minor constituents like Magnesia (MgO),
Sodium, Potassium, Sulphur, Chlorine compounds etc., may also be present in the raw
materials up to limited extent which do not adversely affect either the manufacturing process
or the quality of cement produced.
5. Need For the Study
Now-a-days it is clear that every organization is giving very much importance to

either crew and also educating them by giving proper training then and there whenever
required if the company is also able to satisfy the growth factors in the organization
(employees) it will be a tough task for the market to measure the success rate.

This study is going to help and analyze the growth factors (employees) and can take
necessary steps for the improvement of services from the company.
Because employees are the pillars for an organization, the company should identify
the areas where genuinely training will be required and also should maintain a relationship
with them.
6. Scope of the Study
The importance of HRM to a large extent depends on HRD. Training is the most
important technique of HRD. At stated earlier no organization can get a candidate who
exactly matches with the job and the organizational requirements. Hence training is important
to develop the employee and make him suitable to the job.
Job and organizational requirements are not static; they are changed from time to time
in view of technological advancement and change in the awareness of the total quantity and
productivity management . the objective of the TQPM can be achieved only through as
training develops human skills and efficiency.
7. Objectives of study:
 To find out the impact on the employees before and after the training and
development programs.
 To study the adequacy and effectiveness of training programs.
 To identify how this training & development program affects the working
environment.
 Trained employees would be a valuable asset to an organization.
 To study on training methods.
 To develop the employee potentialities for the next level job.
8. Research methodology:
3.4.1 Research methodology:
To achieve the objective of research, a planned and strategic descriptive investigation

is carried out. Descriptive study is helpful to know the proportion of people in the given
population who have behaved in a particular manner making projection of a certain things or
determining the relationship between two or more variables. Descriptive study tends to be

rigid and its approach cannot be changed now care should be taken only in the initial stages
of planning and research otherwise data collected with the study a training programs
conducted for the employees in the organization .
3.4.2 Research Design:

A research is the arrangement of conditions for collection and analysis of data in a
manner that aims to combine relevant to research purpose with economy in procedure.The
central part of the research activity to develop an effective research strategy or design.
3.4.3 Data sources:

Data is collected from primary and secondary sources. Collection of the data is
primary aspect in the research process. Data which is collected for the purpose of research
helps in proper analysis to develop findings which are help full to conduct research
effectively. The data source which is very important in the collection of data is both primary
and secondary.
Primary data:
The data which is collected through administrating the questionnaire by
direct contact and also involved in personal discussions to obtained in sides of the
information.
Secondary data:
This data collected from records, manuals and brouchers, maintained by
the personal department.
3.4.4 Sampling Size:

The sampling size consists consists of 118 respondents.
Sampling Unit:
Sampling unit for the study is Staff, supervisors, Asst Officers, and workers in Sagar
Cements Limited.
Sample Technique:
Sampling can be broadly classified into probability sampling and non-
probability sampling.But the study is conducted by non-random convenient sampling
techniques for the purpose of assuring the sample size.

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“A STUDY ON TRAINING AND DEVELOPMENT IN

SAGAR CEMENT LTD., HYDERABAD”

Project Synopsis submitted in partial fulfillment of the requirement for the

Reg. No. 17AK1E0025

Under the guidance of

Mr. P. GANESH, M.B.A.,

DEPARTMENT OF MANAGEMENT STUDIES

AITS - TIRUPATI Page 1

AITS - TIRUPATI Page 2

AITS - TIRUPATI Page 3

AITS - TIRUPATI Page 4

CEMENT MANUFACTURING PROCESS:

Now-a-days it is clear that every organization is giving very much importance to

AITS - TIRUPATI Page 5

 Trained employees would be a valuable asset to an organization.

 To study on training methods.

 To develop the employee potentialities for the next level job.

To achieve the objective of research, a planned and strategic descriptive investigation

AITS - TIRUPATI Page 6

3.4.2 Research Design:

3.4.3 Data sources:

3.4.4 Sampling Size:

AITS - TIRUPATI Page 7

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