Report on t&d

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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

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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

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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 thankto Mr. V balakoti reddy (vice president-mining operations)Sushee infra Pvt
ltdfor 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.

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TABLE OF CONTENT

Introduction …………………………………………………………………………………….... 5

Executive Summary ……………………………………………………………………………... 6

Company Profile ………………………………………………………………………………… 7

Training ………………………………………………………………………………………… 20

a. Definition …………………………………………………………………………….… 20
b. Training and development …………………………………………………………...… 20
c. Training need and analysis …………………………………………………………....... 22
d. 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

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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

withincreased responsibilities. However individual growth is not and ends in itself.

Organizationalgrowth need to be measured along with individual growth.Training refers to the

teaching or learning activities done for the primary purpose of helpingmembers of an

organization to acquire and apply the knowledge skills, abilities and attitudeneeded by that

organization to acquire and apply the same. Broadly speaking training is the actof increasing the

knowledge and skill of an employee for doing a particular job.In today’s scenario change is the

order of the day and the only way to deal with it is to learn andgrow. Employees have become

central to success or failure of an organization they are thecornucopia of ideas. So it high time

the organization realizes that train and retains is the mantra of new millennium.

a

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EXECUTIVE SUMMARY
Every organization needs to have well trained and experienced people to perform the

activitiesthat have to be done. If current or potential job occupants can meet this requirement,

training isnot important. When this not the case, it is necessary to raise the skill levels and

increase theversatility and adaptability of employees. It is being increasing common for

individual to changecareers 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 isnot only an activity that is desirable but also an activity that an

organization must commitresources 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

newconcepts, 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

identifythe 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

thecompanies practicing training in unique manner a lesson for other to follow as to how to

trainand retain the best resource in the world to reap the best out of it.

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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 major’s 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 company’s 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.

Sushee’s 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

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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. Reddy’s actions reflect and support the leader’s vision. He
plays a significant role in the evolution of the management’s style of functioning - to focus on
contribution to the larger good and not just the achievement of the company’s 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’

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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.

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• 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 India’s 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).

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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 Infar’s 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.

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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 Infar’s key drive to outperform

They have been the cornerstone for Sushee Infar’s 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 Client COST IN CRS.
No.

1. EWE of Flood Flow canal of SRSP, I & CADD, Govt. of A.P. Rs. 21.63 Crs.

Jagtial in AP

2. EWE and construction of CM & CD Works I & CADD, Govt. of A.P. Rs. 68.87 Crs.
of Flood

Flow canal of SRSP, Jagtial in AP

of Flood

Flow canal of SRSP, Jagtial in AP

4. Hiring of Equipment for overburden Northern Coalfields Ltd. Rs. 134.00 Crs.
removal at

Jayant OCP in Madhya Pradesh

5. Hiring of Equipment for overburden Northern Coalfields Ltd. Rs. 178.00 Crs.
removalat

Jayant OCP in Madhya Pradesh

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of Flood

Flow canal KM 86.00 to 103.000 of SRSP,
Jagtial in AP

of Flood

Flow canal KM 86.00 to 103.000 of SRSP,
Jagtial in AP

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 Colleries Rs. 25.83 Crs.
Transportation Company Ltd.

& dumping of Over Burden at
Gouthamikhani

Open Cast Project, Kothagudem

10. Blast hole drilling, Excavation, Loading Singareni Colleries Rs. 50 Crs.
Transportation Company Ltd.

& dumping etc., of over burden at RGOC -
II

in Ramagundam area

11. Site Leveling Works Package for SIPAT NTPC Rs. 10.395 Crs.
Super

Thermal Power Project, Stage - I, 3 X 660
MW

12. Offsite Civil Works for SuperThermal INTPC Rs. 11.7684 Crs.
Power

Project, Orissa

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13. EWE of Flood Flow canal from KM 6-11, I & CADD, Govt. of A.P. Rs. 43.3267 Crs.

12.60-14, 17-18, 19-20 & 27.-28.40,
Jagityal in AP

14. Hiring of HEMM, Tippers, Drills & Dozers Western Coal Fields Rs. 18.3321 Crs.
for removal Limited

of all type of material at Ukni OC Mine of
Wani

North Area

15. EWE of Flood Flow canal from KM 45.00 I & CADD, Govt. of A.P. Rs. 21.6303 Crs.
to 50.000

of SRSP, Jagtial in AP

of Flood

Flow canal from KM 57.00 to 64.000of
SRSP,

Jagityal in AP

of Flood

Flow canal from KM 64.00 to 67.000 of
SRSP,

Jagityal in AP

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ONGOING PROJECTS

Sl.
ONGOING PROJECTS Client
No.

1. Construction of Single Line BG Tunnel No 8 Northeast Frontier Railway

between Mahur - Migrandisa station & Tunnel

No. 9 between stations Migrandisa - New Haflong

2. Investigation, preparation of hydraulic particulars, I & CADD, Govt. of A.P.

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, I & CADD, Govt. of A.P.

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 I & CADD, Govt. of A.P.

Additional Cross Regulator at Banakacherla
Complex

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 I & CADD, Govt. of A.P.

Sravanthi - Package No-27:-Investigation, Designs

and execution of water conveyor system

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7. Dr. B.R. Ambedkar Pranahitha - Chevella Sujala I & CADD, Govt. of A.P.

Sravanthi - Package No-IV:-Detailed Investigation

and preparation of designs, drawings and excavation

of Gravity Canal

8. Balance work of Construction of single Line BG Northeast Frontier Railway

Tunnel No.12 (III/9) between New Haflong -

Harangajao station

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 Northeast Frontier Railway

(App. Total Length 1040 RM) between Jiribam

to Imphal

11. Construction of Single line BG Tunnel No.18 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

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EQUIPMENT

Sl. Description Of Nos. Year Of
Make/Model Capacity
No. Equipment Owned Manufacture

1. Hydraulic Tata Hitachi Ex- 01 3.5 Cum 2001
Excavators 600
03 3.5 Cum 2000
Tata Hitachi Ex-
600
05 3.0 Cum 2005

Volvo 460 BLC
01 3.8 Cum 2007

Zaxis 650 02 2.8 Cum 2007

Zaxis 450 06 2.8 Cum 2005

Zaxis 450
02 1.7 Cum 2004

Tata Hitachi Ex- 02 1.7 Cum 2005
350 03 1.5 Cum 2004
Zaxis 330 04 1.5Cum 2003
Tata Hitachi Ex- 01 1.5 Cum 2002
300
03 1.0 Cum 2005
Tata Hitachi Ex-
300 02 0.7 Cum 2006

Tata Hitachi Ex-
300

Tata Hitachi Ex-
200 Tata Zaxis
110

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2. Dozers D-80 01 210 HP 1998

BD65 02 165 HP 2007

BD65 01 165 HP 2001

BD65 05 165 HP 2003

Komatsu BD65 02 165 HP 2007

3. Motor Graders 720 A 01 230 HP 2000

Champion 02 230 HP 1999

Volvo 690 G 01 230 HP 2007

4. Tippers Volvo India – 45 18 Cum 2007
FM400
25 16 Cum 2005
Volvo India Ltd -
FM9 15 16 Cum 2002

Volvo India Ltd.- 20 16 Cum 2001
FM7 25 16 Cum 2000
Volvo India Ltd.- 15 6 Cum 2004
FM7
15 6 Cum 1998
Volvo India Ltd.-
FM7

Ashok Leyland

Ashok Leyland

5. Water Tankers Ashok Leyland 10 12000 Ltrs. 1997

6. Concrete Mixer Conmix 05 5Cum/Hr. 2001
Equipments

7. Drill Machines Inger Soll Rand 05 160 Dai 2006

8. Loader Tata JD 315 02 1.0 Cum 2001

Terex 01 1.0 Cum 2004

9. Vibratory Greaves Limited 01 35 Tons 2001

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Compactor

10. Rollers Joseph 04 10 Tons 1998

11. Stone Crusher Ahuja Make 03 20 Cum/Hr 2000
Primary
Secondary

12. Batching Plant Maxomix 01 20 Cum/Hr 2000

CLIENTS

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TRAINING

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

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.

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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

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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

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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

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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 employee’srepertoire of
skills and habits consistent with the existingpractices of an organization and with orienting him
to hisimmediate 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.

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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.

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TRAINING PROGRAMME AT SUSHEE

SUSHEE follows the philosophy to establish and build a strong performance driven culture
withgreater accountability and responsibility at all levels. To that extent the Company
viewscapability 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 inhouse and at other places in order to enhance the skills and
efficiency of itsemployees. 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
anddevelopment 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
necessaryaction is taken for imparting the identified training.

Training needs are identified based on:-

Company’s 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
theseagencies is done on the basis of reputation; programmes offered by them, past experience

27

andfeedback received from the earlier participants. Training is also imparted by nominating
theconcerned employee for an external training programme. All records of the training
aremaintained at branch as per Record of Training in the Personnel folder and the same is
intimatedto 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
questionnairesavailable and one of these is used depending upon the nature of the training
programme and thelevel of participants. Also, a person from the personnel department sits
through the final sessionof 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
eachdepartment. During such period, he is reporting to the respective department head. The
objectiveof the induction programme is to familiarize the participant to the function of
differentdepartment. The copies of the same are sent to the General Manager and all concerned.
At theend 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 seenthrough 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 isrepeated but with
focus on a part of the need, then the training is partially effective. If notrepeated, 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 wherein 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 samplingfrom
a group population refers to that method of sample selection, which gives each possiblesample
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 withoutreplacement, 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
beoriginal in character. However, there are many methods of collecting the primary data.All
havenot 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 No of respondents % of response
0-5 20 40%
6-10 12 26%
10-15 10 20%
More than 15 8 15%
total 50 100%

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
anindication of an effective training policy of the organization. However, 40% of the officers
haveattended 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% Series 1
50%
0%
yes no

INTERPRETATION

70 % of the respondent’s 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 employee’s.

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% can’t 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
can’t say about it .the organization must see that the employee’s must utilize the training
programme to increase the efficiency.

37

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

Options No of respondents % of responses
Strongly agree 9 18%
Moderately agree 18 34%
Can’t Say 6 13%
Moderately Disagree 7 15%
Strongly Disagree 10 20%
total 50 100%

Time Limit

Strongly agree Moderately agree
Can’t Say Moderately Disagree
Strongly Disagree total
9%
18%
50%
6%
7%
10%

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 No of respondents % of responses
Can’t say 5 10%
Moderately disagree 10 20%
Strongly disagree 2 5%
Total 50 100%

No of respondents
Strongly agree Moderately agree Can’t say
Moderately disagree Strongly disagree Total

23%
50%
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
employee’s.

Options No of respondents %of responses
Can’t say 13 25%
Total 50 100%

No of respondents
5% 7%
13%
50%
20% 5%

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.

Can’t say 8 15%
Total 50 100%

No of respondents
10%

20%
50%

5% 7%
8%

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.

Can’t say 15 30%
Total 50 100%

No of respondents

5%
13%

50% 15%

10%
7%

INTERPRETATION

35% respondents believe that the training aids were effective in improving the overall
efficiencyof the programme. Contrary to this, 35% disagree and 30% could not comment on the
issue. Theorganization 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 OfManagement, pursuing
3rdsemester of PGDM. Aspart 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 yourkind 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

43

Q3) How many training programmes have you attended in the last 5 years?
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) Can’t say

Q6) Is the programme helped you In increasing your overall effectiveness.
1) Yes
2) No
3) Can’t say

Q7) the time limit of the training programme was sufficient.
 Strongly agree
 moderately agree
 Can’t Say
 Moderately Disagree
 Strongly Disagree

.

44

Q8) The time limit of the training programme, if increased would make it more effective.
 strongly agree
 Can’t Say
Q9) in your opinion, the numbers of training programmes organized during the year were
sufficient for employees.
 strongly agree
 Can’t Say

Q10) the training methods used during the training were effective for understanding the
subject.
 strongly agree
 Can’t Say
11) The training aids used were effective in improving the overall effectiveness of the
programme.
 strongly agree
 Can’t Say

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

employeessince 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 givefocused attention towards the departmental.

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