CHAPTER-1

INTROUCTION

Human resources, are the most valuable assets of any organization, with
the machines, materials and even the money, nothing gets done without man-power. The
effective functioning of any organization requires that employees learn to perform their
jobs at a satisfactory level of proficiency. Here is the role of training. Employee training
tries to improve skills or add to the existing level of the knowledge so that the employee
is better equipped to do his present job or to prepare him for higher position with
increased responsibilities. However individual growth is not an end itself. Organization
growth needs to be meshed with the individuals growth. The concern is for the
organization viability, that it should adapt itself to a changing environment. Employee
growth and development has to be seen in the context of this change. So training can be
defined as:

Training is a systematic development of the knowledge, skills and attitudes required by

employees to perform adequately on a given task or job

The need for improved productivity in organization has become universally

accepted and that it depends on efficient and effective training. However, the need for
organizations to embark on staff development programme for employees has become
obvious. Absences of these programs often manifest tripartite problems of incompetence,
inefficiency and ineffectiveness. So training and development aim at developing
competences such as technical, human, conceptual and managerial for the furtherance of
individual and organization growth which makes it a continuous process

Employee training tires 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/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.

Among the many components that go into making a company competitive are the
skills of its employees. Other components like technology and capital are not crucial.
Technology can be copied and money can be borrowed. This being an information era,
whoever is able to use information properly will have an advantage over other
competitors in the same field. This is why Human Resource Development (HRD), which
transforms information into various skills of the personnel, has great responsibility in any
organization. We would call this transformation of information into human skills as
training.

Training needs arise from restructuring, expansion, performance gaps, replacing

of employees who are leaving, motivating of staff and, new technology.

The goal in training is to meet the organization objectives at shortest possible

time, efficiently and with minimum use of resources. To meet this objective, various
training models have been developed.

STATEMENT OF THE PROBLEM

Management development is aimed at preparing employees for future jobs with

the organization or at solving organization wide problems concerning. Acquiring or
sharpening capabilities required performing various tasks and functions associated with
their present or expected future roles. The motive behind this study is to understand and
learn the impact of training and development programmes on the employee of T.T.
Minerals Pvt.Ltd. Hence the study is under taken up to measure effectiveness of training
& development at Executive and Non-executive level at SSS, Pvt Ltd Bangalore.
Training cannot be measured directly but change in attitude and behavior that occurs as a
result of training. So employee assessment should be done after training session by the
management, to know the effectiveness of training given to the employee.

Hence the statement of problem is,

A Research on Effectiveness of Training & Development Programme at

T.T.Minerals Pvt.Ltd.

OBJECTIVES OF THE STUDY:

Primary objectives:

To analyze the effectiveness training and development on employee

 Secondary objectives:

To find the factors affecting the effectiveness of training

To make suggestion and recommendation to improve the training

programs in the concern.

To

NEEDS OF THE OBJECTIVES:

Training is the act of increasing the knowledge and skills of an employee for
doing a particular job. It utilizes a systematic and organized procedure by which
employee learns technical knowledge and skills. Training refers to the teaching
and learning activities carried on for the primary purpose of helping members of
an organization.

Training is closely related with education and development but needs to be

differentiated from these terms. It is aimed at improving the behavior and
performance of a person.

Training is a continuous and life long process. Training provides an atmosphere of

sharing synthesizing with the help of the trainers, the information already
available on the subject.

SCOPE OF THE STUDY:

On the basis of the feedback received from the Performance Management

Process, the training needs are collected and need based training programs are
designed by Training and Development.

The list of training programs will be documented in the Training calendar. The
training Calendar is then shared with the executive Committee to get feedback.

The Training Calendar will be released within one month of receiving appraisals.

The Calendar will contain a brief description of the program, the program
schedule and the recommended target audience.

A copy of the training will be circulated to all associates.

At the end of every training program, the trainers along with the trainees will
 prepare a developmental plan on the application of all the inputs received during
the training program.

Associated will be nominated for need based external training program based on
the recommendation of the immediate supervisor.

COMPANY PROFILE:

It is the mission of Rite Roof to provide quality roofing services to our

customers in a timely and professional manner. Our hard working, certified, and staff
bring our customers the best in roofing through exceptional workmanship, various
warranties, and guarantees of our work. It is our goal that every customer associates
RITEROOF with quality, integrity, dependability, and sees a company.

Each topic of our culture described in this section refers to the work
atmosphere at RITEROOF. This statement is a definition of who we are and how
others see us as a company. Each topic is of equal importance and is considered by
those who are employed at RITEROOF as values that set us apart from others and
hold us together as a company. The topics of this statement describe the values of
those who are a part of our organization. It also describes what can be expected of
those who are employed here, as only those who buy in to this statement desire to
be employed, and are desired of the currently employed to be a part of our
organization.

RITEROOF believes that contentment should exist from our employees toour
customers and suppliers. If the employer, employees, or customers are not content
this obviously will eventually filter into all parts of the business complicating life for
everyone; therefore, we make it a goal is to find where contentment lies with each
individual and take the necessary actions to help them find contentment. We measure
the success of our company by the overall contentment of everyone in the company
and those affected by the company.
RITEROOF, a company that has been very successful from the start, has
always acknowledged its many blessings and expressed appreciation for them by
being generous to its employees and those indirectly related to the company.
RITEROOFs idea of being generous is not limited to generosity to its employees,
but includes being generous of time and skilled workers to assist with charity work
and disaster relief for those less fortunate. RITEROOF also has a very strong
brotherhood among all levels of staff, which is very
Indicative of the generosity and consideration that takes place within our
company on a day-to-day basis.
RITEROOF PRIVATE LIMITED was floated in 1986 with a view to meet the increasing
demand of the asphaltic roofing sheets in India. With a view to give employment
opportunities to uplift the economic conditions of the people, the Group decided to start
the unit in Thiruvambutheri village, near padappai, Chengai MGR District, TamilNadu in
the name of M/S. RITEROOF PRIVATE LIMITED, since the management wanted to
develop a different Brand in a new name to compete the market, the fresh unit was
started.

The company is the sister concern of LIGHTROOFINGS LIMITED pioneers in the

field of roofing sheets for more than three decades which was promoted by the group
chairman Mr. M .M .Rafi with foreign Technical Know-how to meet the countries low
cost roofing sheets. The concept of Asphaltic Roofing sheets was introduced in India by
the group chairman through LIGHTROOFING LIMITED.

The company started its commercial production in 1988 and within a few months of its
production the product named RITEROOF became very popular in the market and
created a huge demand .The company has started earning profit from the year of
production and both the production and turnover have been on the ascendancy only from
the date of production.

PROMOTERS AND THE MANAGEMENT

MR.M.M.RAFI:

M/S. RITEROOF PRIVATE LIMITED a unit of MMR group, promoted by its founder
chairman Shari M.M.Rafi. Mr.Rafi, a native of kumbakonam in Tamilnadu is backed up
with vast experience in building materials. He has travelled widely and is a NRI. He has
withstood the ordeals of times and managed to form a big group engaged in various
sphere of activities. He is one of the Directors in the Board. He is the brain behind the
MMR Group. The group owe its allegiance to Mr.M.M.Rafi for their growth.

MR.MOHAMED ANSARI

Mr.Mohamed Ansari, the eldest son of Mr.Rafi, a graduate from Madras University is
well associated in business circle. He is the managing Director of Right roofing Limited,
before assuming the responsibility he underwent training in almost all the departments of
the company. He is dynamic. Result oriented, and is in charge of the overall
administration of Right roofing Limited. He is the Director in Rafisons Pvt, Ltd., Rabia
Roofings Pvt. Ltd., Light roof capitals Pvt, Ltd.,

MR. M. FAZAL MOHAMED

MR.M.Fazal Mohamed, the second son of MR.M.M. RAFI is commerce Graduate from
Madras University. He is a post Graduate in Business Administration from the University
of GANNON in U.S.A. He is mainly instrumental for computerising the operations of
the group. He is as dynamic young man interested in evolving new avenues. He is the
Managing Director of RITEROOF Pvt. Ltd., under whose guidance the company rose to
prominence within a short span of time. He is the Managing Director for Rabia Roofings
Private Limited, and director of Rightroofings Limited, Right roof Properties private
Limited.

MRS. SHAMEEM FAZAL

MRS. SHAMEEM FAZAL, wife of MR.M.FAZAL MOHAMED, is a science Graduate

from
Madras University. She is a House wife. She is the Director in RITEROOF Pvt. Ltd.
INDUSTRY PROFILE:
"Roofing industry in India is preparing for the next generation of ambitious projects.
Growth in the infrastructure and industrial segment has been a major demand driver for
roof and wall cladding industry. It has registered a double digit growth over past three
years and the future of this industry is also looking bright considering the low steel
penetration and high demand in construction industry," says Mr. Riten Choudhury, Vice
President, Tata BlueScope Building Products.

What is the market size of roofing industry? Is it still dominated by traditional asbestos
and galvanized steel sheets? What are the new types of roofing products that are
becoming popular in India and why?
The total market size of steel roofing industry is approximately one million tone. The
Indian market has witnessed a major shift from asbestos and galvanized steel sheets to
Zn-Al coated sheets. Asbestos consist of carcinogenic material, has low strength and
cracks easily. Also, increased corporate and public awareness about climate change has
resulted in new initiatives like green building concept and elimination of carcinogenic
materials.Moreover, Zn-Al coated sheet provides excellent atmospheric resistance in a
wide range of environment under many diverse conditions.
Tata BlueScope Building Products is a division of Tata BlueScope Steel Limited. The
company is an equal joint venture between Tata Steel and BlueScope Steel, Australia in
the field of coated steel, steel building solutions and related building products.The
company operates in the South Asian Association for Regional Cooperation (SAARC)
region. It maintains high standards in the area of Safety, Health and Environment; and has
been certified by UL MSS India for ISO 9001:2008 as well as for the ISO 14001 &
OHSAS 18001 certifications.

Tata BlueScope Building Products is the largest player in roofing and wall cladding
segment. The company has world-class manufacturing facilities, strategically located at
four locations across the country. We offer total solution to our customers. With strong
construction capability and best safety practices, we have expertise in reroofing and
retrofitting solutions.

Some of the prestigious projects executed by Tata BlueScope Building Products are
stadiums for Common Wealth Games, Delhi and Bengaluru Metro stations, Airport
buildings for Delhi, Mumbai, Bengaluru and Chennai,Monorail for Mumbai, Mahindra
Automotive Ltd., BHEL, Bharati Shipyards etc. Tata BlueScope Building Products
manufactures and sells roll-formed roof and wall cladding solutions as well as light-
weight PEB structures.
 The division primary offers LYSAGHT range of products that include:
Concealed Fixed Roofing Systems with on-site roll forming facilities

Screw-Down Roofing and Wall Cladding Profiles

Accessories such as TRIMS, Skylight, Louvers

Structural products such as Purlins and Girts, Decking Systems

LYSAGHT of products offers high-quality, innovative designs and superior
architectural solutions. The paint system provided is resistant to chipping, staining and
fading. Moreover, the material used is lead free and enables designers and consultants to
achieve the green building status.

Having a strong legacy of over 150 years, the LYSAGHT brand is globally
recommended by architects, engineers, developers and government bodies. Application of
the LYSAGHT brand is majorly demonstrated in industrial, commercial, infrastructural
and residential segments.

Is there any technological innovation taking place in the roofing industry in India? What
is the level of awareness among the consumers about the innovative products?
Roofing industry has witnessed a paradigm shift in the last few years. With increased
investment in infrastructure projects, customers are demanding durability, flexibility
along with aesthetically pleasing designs.

It is observed that customers are shifting from conventional screw-down system to

concealed fixed system. In screw down system, the screws are exposed to the
atmosphere. Due to poor workmanship and use of low quality fasteners they often leak
and rust. On the other hand, in concealed fixed system, sheet sare fixed on clips which in
turn are screwed on purlins, this reduces the chances of leakages.

new trends
Roofing industry in India is preparing for the next generation of ambitious projects.
Growth in the infrastructure and industrial segment has been a major demand driver for
roof and wall cladding industry. It has registered a double digit growth over past three
years. Major shift is observed from clay tiles and conventional roofing system to metal
cladding solution. Customers are looking for architectural solution which provides
innovative shapes such as convex, concave in addition to new attractive colors. The
future of roof and wall cladding industry is bright considering the low steel penetration
and high demand in construction industry.

The presence of large organized players is limited in the roofing industry.Unavailability

of skilled manpower for installation, low product quality and lack of safety awareness are
the increasing challenges for roofing industry.

Having set several benchmarks for safety in the industry, our state-of-the-art
manufacturing facilities have achieved ISO 14001:2004, environment Accreditation and
OHSAS 18001:2007 on Safety system. Safety is an integral part of our core values and an
essential condition for employment. We regularly educate our stakeholders employees,
customers, builders, suppliers, partners, on best safety practices.We constantly aspire to
achieve "Zero Harm" for all our stakeholders in all forms of activities.

REVIEW OF LITERATURE:

Dr.Sarbjit, direction Apeejay college of engineering, Gurgon, India, august

18,2009.In today's fast moving economy and prevailing uncertainty all around us,the role
of HRD is lot more than just identifying suitable manpower and meeting organizational
training needs. Developing people's full capabilites and managing them well is the heart
of any organization.This articles focus on three controlling elements for the success of
any business that are people, time and cost.
paul Lewis,William J Rothwell, Lindamillar, Ahad Osman-Gani,14/2010. This
article says that,the effective use of human resources is seen as a perquisite, and the
training and development of employees as paramount. The growth of training and
development as an academic subject reflects its growth in pratice.
Farooq and Aslam(2011) did an empirical research to examine the imact of training
feedback on employee performance. The authors also conducted a through literatural
review that illustrates the importance of both factors to influence the employee
performance. The review the ground that the new employees would