Industrial Tour Report

On
LafargeHolcim Cement Bangladesh Ltd, Mongla Plan

Topic: A Study on Training Needs Analysis of LafargeHolcim Cement

Bangladesh, Mongla Plan

Submitted to:
Ishita Roy
Assistant Professor

Submitted By:
Mst. Kanij Fatima
Class Id:20150105022
Session: 2015-16

Department of Management Studies,

Bangabandhu Sheikh Mujibur Rahman science & Technology University

Date of Submission: 8th December, 2019

1
 LETTER OF SUBMISSION

8 December, 2019

Ishita Roy
Assistant Professor & Industrial Tour Supervisor
Department of Management Studies
Bangabandhu Sheikh Mujibur Rahman science & Technology University
Gopalganj-8100

Subject: Submission of Industrial Tour Report.

Dear Sir,

I have great pleasure to submit you Industrial Tour Report.

During preparation of this report, I have tried my best to ensure completeness.

I have put my best effort to overcome my shortcoming and prepare the report to the best of my
ability. However, if any clarifications are required, I would be glad to provide them as best as I
can.

Thanking you

Yours sincerely,

............................
Mst. Kanij Fatima
Class Id: 20150105022
Session: 2015-2016

2
 LETTER OF ACCEPTANCE

8 December, 2019

Mst. Kanij Fatima

Id no: 20150105022
Session: 2015-2016
Department of Management Studies
Bangabandhu Sheikh Mujibur Rahman science & Technology University
Gopalganj-8100

Subject: Acceptance of Industrial Tour Report.

Dear Mst Kanij Fatima,

It is pleasure to accept your work for preparing an Industrial Tour Report on “Training Needs
Analysis of LafargeHolcim Cement Bangladesh, Mongla plan”. I have gone through the whole
paper. I think the paper is highly informative and relevant. The paper is seemed to me. I appreciate
you for such a good work.

I wish you every success in life.

With Thanks

……………………
Ishita Roy
Assistant Professor & Industrial Tour Supervisor
Department of Management Studies
Bangabandhu Sheikh Mujibur Rahman science & Technology University

3
 DECLARATION

I do solemnly declare that this report submitted in partial fulfillment of the requirement of the
BBA program, Department of Management studies, Bangabandhu Sheikh Mujibur Rahman
science & Technology University, Gopalganj-8100, is the result of my research work and written
in my own language. There is no part of this report consist of materials copied and plagiarized
from published or unpublished work of other material and that all materials , borrowed or
reproduced from other published or unpublished sources have either been put under quotation or
duly acknowledge with full reference in appropriate place(s).

I also declare that this report is original work of experience and prepared for academic purpose
which is a part of BBA program and this paper, I have used the actual present scenario of the
organization.

.....................................
Mst. Kanij Fatima
Class Id: 20150105022
Session: 2015-2016
Department of Management Studies
Bangabandhu Sheikh Mujibur Rahman science & Technology

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 ACKNOWLEDGEMENT

It is a great pleasure for me to submit the report which are a outcome of my preparing
LafargeHolcim Cement Bangladesh Ltd. While conducting. The gain of this report depends on
the contribution of many people, especially those wo spare time to share their mindful art of
judging of merits and faults and suggestion.
At first, I would like to express my gratitude to almighty Allah for given me the strength to
perform my responsibilities and complete the tour report.
Secondly, I would like to express my heartiest gratitude to my honorable teacher and tour
supervisor Assistant Professor Ishita Roy. I was enriched by her kinds encouragement and co-
operation. I could not complete this tour report successfully without her responsible guidance,
instruction, personation and advice.

Yours sincerely,

............................
Mst. Kanij Fatima
Class Id: 20150105022
Session: 2015-2016
Department of Management Studies
Bangabandhu Sheikh Mujibur Rahman science & Technology

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 EXECUTIVE SUMMARY

Industrial tour is one of the most important part of B.B.A program. Now the world is competitive.
We have need to learn vast knowledge about te critical environment of business. This type of report
helps the student to acquire practical knowledge about the modern business organization. It will
also help the student to perform efficiently in job market. Different organizations take different
kind of policies to operate their business. The industrial tour is a program that is essential for
gathering practical knowledge of B.B.A students. As student of the business faculty, we got the
adventurous touch of the program under our Department of Management Studies. The program
intends to provide practical training in handling of managing jobs as well as to integrate the
knowledge of management theories, formulas, frameworks and models with current management
practices in business community. The tour title is “Training Needs Analysis of LafargrHolcim
Cement Bangladesh Ltd” in Mongla area. This report divided into 4 chapters. The starting 2
chapters reflects the introduction part, Company overview and chapter 3 is the training needs
analysis of lafargeHolcim Cement Bangladesh, chapter 4 is the concluding part of the report
prepared.

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 Table of Contents
Chapter No Content headings Page No
Letter of Submission 2
Letter of Acceptance 3

Declaration 4
Acknowledgement 5
Executive Summary 6
Chapter 1 Introduction part 9-11
1.1 Introduction 9
1.2 Objectives of the Study 9-10
1.2.1 Broad Objectives 9
1.2.2 Short Objectives 10
1.3 Methodology 10
1.3.1 Primary Sources 10
1.3.2 Secondary Sources 10
1.4 Data Collection Method 10
1.5 Limitation of the Study 11
Chapter 2 Company Profile 12-17

2.1 Historical background of LafargeHolcim Cement Ltd 12

2.2 Vision for the Future 12

2.3 Mission 13
2.4 Objectives 13
2.5 Values 13
2.5.1 Strength 13
2.5.2 Performance 14
2.5.3 Passion 14
2.6 Products 14-17
2.6.1 Holcim Red 15

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2.6.2 Holcim strong structure 15
2.6.3 Supercreate 16-17
Chapter 3 Training Needs Analysis of LafargrHolcim Cement 18
3.1 Human resource management 18
3.2 Training at LafargeHolcim 20-25

Chapter 4 Concluding Part 26-27

4.1 Findings 26
4.1.1 Positive finding 26
4.1.2 Negative finding 26
4.2 Recommendation 26-27
4.3 Conclusion 27
Chapter 5 Appended Part 28
5.1 References 28

List of Figure
Figure no Name Page no
Figure 1 Organogram of LafargeHolcim HR Department 19

Figure 2 LafargeHolcim’s Training Needs Analysis Model 23

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 Chapter 1
Introduction Part

1.1 Introduction
As time passes, the world experiences development in all sectors. Development leads to
urbanization, reflecting economic growth, which brings upon infrastructure development and
construction. Bangladesh’s economic growth is reflected by as road infrastructures and public
facilities. The country’s increasing urbanization has stimulated the building materials sector and
has generated considerable needs for cement. Cement is a major component in this chain.

So, Cement industry is any country plays a major role in the growth of the nation and economy.
Bangladesh is the 40th largest producers of cement. It is one of the fastest growing, intensely
competitive sectors of economy in our country. Due to boost in various infrastructure projects,
housing facilities and road networks, the cement industry is leading Bangladesh from the respect
of infrastructure development.

1.2 Objectives of the Study

To complete any analysis successfully, it is very important to work on some objectives to sort out
the perfect outcome. They give away the path on how the report should be conducted and what
can be the processes of analyzing any companies training needs assessment. They can be of two
types:

 Broad Objectives
 Short Objectives

1.2.1 Broad Objectives:

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The broad objective of this analysis is to determine factors necessary to improve employee
efficiency of LafargeHolcim Cement (Bangladesh) Ltd through training need analysis. To obtain
this broad objective I am planning to work on some short objectives as well.

1.2.2 Short Objectives:

Short objectives help broad objectives to make out the best possible results. They are:

 Determining efficiency of current training programs in LafargHolcim Cement

 Determining current skills and abilities of the employees
 Predicting future need for skills and abilities
 Analysis on present assessment
 Prepare a suitable training needs analysis table.

1.3 Methodology

In this part of the report contains which data sources about LafargeHolcim Cement Bangladesh
Ltd and training analysis that I have used to gather information in order to make this report. For
completing the report, I have collected information from both Primary and Secondary sources.

1.3.1 Primary Sources:

 Discussion with the respective seniors in the organization

 Personal observation in the industry.

1.3.2 Secondary Sources:

 Brochures and manuals of the trainings

 Different articles, journals and news about Training Needs Analysis
 Online data from the website of LafargeHolcim Cement Bangladesh Ltd
 Relevant information as provided by the officers concerned
 Several business textbooks

1.4 Data Collection Method:

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To collect the required data, I have talked with some of the seniors about their attended trainings
and their opinion about the training being held till now. They have also shared their experiences,
likings and lacking of the attended trainings. I took some notes while talking with them to
remember the minor details about their experiences and opinions.

1.5 Limitation of the Study

There are various limitations I have faced during the process for this study. To make this report
authentic and readable to the readers, support from various sources is essential. In spite of every
possible effort, I could not collect some data about their training due to confidential issue. Some
unavoidable limitations are:

i. One day is a very short time to modify any training activities;

ii. Unwillingness and lack of interest of people to share opinion or disclose any data;

iii. Limited instructions about the analysis and less information or articles regarding this topic;

iv. As a first timer, didn’t have much knowledge in this field.

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 Chapter 2
Company Profile

2.1 Historical Background of LafargeHolcim Cement:

LafargeHolcim Bangladesh Limited (LHBL), the only cross border commercial venture between
Bangladesh and India, was incorporated in Bangladesh November 11, 1997. In February 2017, the
Company has changed its name from “Lafarge Surma Cement Limited” to “LafargeHolcim
Bangladesh Limited” through merger of Lafarge group and Holcim group in the global level. In
January 2018, the Company completed the acquisition of 100% of the shares of LafargeHolcim
Cement (Bangladesh) Limited (HBL) with the remittance of BDT 5,047.82 million.
The Company is engaged in manufacturing and marketing of cement and clinker in the local
market. The annual cement production capacity of the Company stands at 3.7 million tones from
1.5 million tunes along with 1.4 million cement clinker after the merger. The combined
manufacturing plant of the Company is located at Sunamganj, Narayangong and Mongla.
Recently, it launched ‘Plastercrete’, specialized cement for plastering, in addition of its existing
brand Supercrete, Powercrete and Holcim.

2.2 Vision for the future:

 The company’s vision is to be the undisputed leader in building materials in Bangladesh

through: Bringing Excellence in all areas of operations with world class standards
 Harnessing strengths as the only cement producer in Bangladesh
 Achieving Sustainable growth that respects the environment and the community

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2.3 Mission

LafargeHolcim cement Bangladesh Ltd has their own vision to be the most admired company
committed to providing foundations for society’s future.

Their mission is to “To grow by creating value for all stakeholders; ensuring delighted customers,
engaged employees, enlightened partners and sustainable development."

2.4 Objectives:

Their objectives are to:

 Continually set the highest standards of customer satisfaction in our industry - through
innovative products and services.
 Secure the strongest competitive position in our relevant marketplaces through creative
product design and operational excellence.
 Partner with the best suppliers, delivering increased value for both the Group and our
customers.
 Be recognized as an employer of first choice.
 Empower our employees at every level, and integrate them fully into our global network.
 Selectively grow our presence in Bangladesh.
 Continually demonstrate our commitment to sustainable environmental performance, and
visibly play a leading role in social responsibility within our sphere of influence.
 Maintain an active dialog with governments, international organizations and NGOs, and
be acknowledged as a valued and trusted partner.

2.5 Values

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2.5.1 Strength:

 A solid partner
 Integrity and strength of character of our people
 A strong organization behind them with global leadership and competence

2.5.2 Performance:

 Delivering on our promises to each other and to our stakeholders

 Best solutions for our customers
 Demanding excellence
 Open and always searching for new and better ways
 Best results from working together

2.5.3 Passion:

 Dedication and commitment - we care about everything we do

 They care about our people, their safety and their development
 They care about our customers and their success
 They care about our world, in particular the communities we live and work in
 They take pride in performing well and we recognize and celebrate success.

2.6 Products:
LafargeHolcim Cement (Bangladesh) Ltd produces a variety of high quality general purpose and
Specialized cement. Partnering with Holcim ensures you to get the product you need, on time, as
Order. There are three products in this industry-
• Holcim Red
• Holcim Strong Structure
• Suprecate

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2.6.1 Holcim Red:

Holcim Red is the Portland Cement product of Holcim Bangladesh. It contains Clinker and
Gypsum. Portland Cement is usually used for Large Infrastructural Projects. Holcim Red has
enabled us to translate the nation’s dreams into reality – some of the key infrastructural projects
It has shaped, include, Bangabandhu Jamuna Multipurpose Bridge, Sayed Nazrul Islam Setu
(Bhairab Bridge), Second Shitalakkha Bridge, Mukterpur Bridge, Hatirjheel Project, Kuril
Flyover, Jatrabari Flyover, etc. For faster setting and high strength you can always trust Holcim
Red.

2.6.2 Holcim Strong Structure:

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Holcim Strong Structure is a Portland Composite Cement. It consists of the following
ingredients: Clinker, Gypsum, Pulverized Fuel Ash (PFA) and Slag. Cement of such
specification is usually used for large-scale construction around the world. Composite cement is
especially suitable for construction in tropical climate. Holcim Strong Structure is also very
effective as a concrete aggregate as this type of PCC enhances durability of concrete. Concrete
made with Holcim Strong Structure is very high in performance and facilitates
earthquake/seismic resistant design.
Benefits:
 Long Term Strength: The Pozzolanic characteristics and Latent Hydraulic reaction
initiated by Holcim (Strong Structure) helps to gain strength beyond 28 Days.
 Improved Workability: The particles of PFA and slag presence in Holcim (Strong
Structure) provide a ball bearing mechanism to concrete aggregates. This increases
the workability of the concrete and eases placing.
 Chemical Resistance: Usage of Holcim (Strong Structure) produces less permeable
and denser concrete which restrict the penetration of moisture and air inside finished
concrete. Thus reinforcements used in RCC are safe from corrosion effect

2.6.3 Supercrete:

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It is the only multipurpose limestone cement in Bangladesh that has early strength and setting;
the name came from Superior and Concrete. It is especially suitable for building’s foundation,
slabs and for big projects like bridge and flyovers. Following are the unique characteristics of the
cement:
 Consistent Quality
 Early strength and setting
 Good Workability Superior Finish
 Lighter Color

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 Chapter 3
Training Needs Analysis of LafargeHolcim Cement

3.1 Human Resource Management:

Human Resource Management is the part of management functions which is primarily concerned
with human relationship in an organization. Its objectives is the maintenance of those relationship
which enable all these engage in the undertaking to make their maximum contribution to the
effective working of the undertaking.

The overall purpose of human resources (HR) is to ensure that the organization is able to achieve
success through people.[5] HR professionals manage the human capital of an organization and
focus on implementing policies and processes. They can specialize in finding, recruiting, training,
and developing employees, as well as maintaining employee relations or benefits. Training and
development professionals ensure that employees are trained and have continuous development.
This is done through training programs, performance evaluations, and reward programs. Employee
relations deals with the concerns of employees when policies are broken, such as cases involving
harassment or discrimination. Managing employee benefits includes developing compensation
structures, parental leave programs, discounts, and other benefits for employees. On the other side
of the field are HR generalists or business partners. These HR professionals could work in all areas
or be labor relations representatives working with unionized employees.

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So, the field of management involves planning, organizing, directing and controlling functions of
procuring developing maintaining and utilizing a labor force. It is concerned with the obtaining
and maintaining a satisfactory work force.

In their HR department, many training held to improve the knowledge and quality of the
employees. To them, Training Needs Analysis is also very important. Because it covers all
functional areas of management and plays a significant role in increasing the total efficiency and
effectiveness of human performance where there are so many areas to improve. Training is an
important part which can be defined as organized activity aimed at gaining information to improve
the recipient’s performance to help him or her attain a required level of knowledge or skill

Holcim Cement Bangladesh Limited has very productive HR Department in their head office. The
organizational organogram of the HR Department is given below:

Figure 1 Organogram of LafargeHolcim HR Department

(Source: Holcim Cement HR Department)

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3.2 Trainings at LafargeHolcim:

In LafargeHolcim Cement Bangladesh Limited , they conduct various types of training to the
employees. They are require to attend the training in order to attain certain skills. Some of their
training are:

 1 - Advanced Concrete Technology

 1 - Business Planning / BRM Workshop
 1 - Cement Manufacturing Forum
 1 - Marketing Forum**
 1 - Plant Master Plan (PMP)
 1 - Sales System
 1 - Strategic Sourcing
 Advance Sales Management
 Basic English Communication
 Basic Inventory & Material Management
 Basic Production Process Control
 Batching System
 Business Communication
 Change Management
 Coaching & Mentoring
 Complaint Handling

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 Conflict Management
 Counselling & Consultation
 Creating Effective Performance
 Crisis Management
 CSR Implementation
 Customer Relationship Management.
 Effective Customer Service
 Emergency Response & Preparedness
 Excellent Customer Relations
 Fundamental of Supply Chain Mgt.
 Hazard Identification, Risk Assessment
and Controlling
 Human Resource Management
 Import & Export Documentation
 Interview & Selection
 ISO 14001 – Environmental Aspect &
Impact
 Knowledge Management
 Personal Risk Assessment
 Planning for Computerized Maintenance
 Positive Work Attitude
 Powerful Budgeting for Better Planning
 Presentation & Communication
 Problem Solving-SOLVE!
 Process Control: Measurement and
Calibration
 Product Portfolio
 Production Planning & Control
 Project Management
 Quality Control Principle and Compliance
 Reporting

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 Safety Audit
 Safety Leadership (Safety for Supervisor)
 Sales Forecasting
 Sales Planning
 Selling Process & Techniques
 Statistical Process Control
 Strategic Manpower Planning
 Successful Supervision and Coaching
Leadership
 Tax Compliance
 Team Working
 The Art and Skills of People Management
 Time Management
 Total Cost of Ownership (Procurement)
 Total Quality Management
 Training Investment Analysis
 Training Needs Analysis
 Workplace Monitoring/ Industrial Hygiene
Monitoring
 Supply Chain Management
 Shipping Executive Development
 Certified Procurement Professional

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There are many more trainings goes on at Holcim in both Head Office and plant. Employees
working in both the places are required to attend the trainings in department wise. To dig out the
need of the employees and decide to do what training will be held, Holcim has their listed Training
Needs Analysis model. They follow it without consulting or observing the changing behaviors of
the employees which is a hurdle to come up with a better situation. The chart is given below for
better understanding.

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 Figure 2: LafargeHolcim’s Training Needs Analysis Model
(Source: Holcim Cement HR Department)

Any company that is planning to go up or create a significant position in the industry needs to sort
out their employee needs first. The areas a employee lack skill can be improved by some trainings
easily. A man doesn’t take birth with every skill. They learn it through the phrases of life by
learning or experiencing. When he enters into a job life, he gets to know the skill required to do
his task which may not be valid in him. In that case, trainings can help him prosper and succeed in
that task. There can be different types of need in an organization:

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3.2.1 Industry related needs:
An employee should have knowledge about the industry he is going to work as this will give him
a proper idea about the particular skills needed in this industry. For example, As a visitor in
LafargeHolcim Cement Bangladesh Limited, I know that an employee working in there should
have some knowledge about cement industry and also about their manufacturing process. So
related training about cement industry new techniques will be effective for them.

3.2.2 Job related needs:

Job related training is to know about the department an employee is going to work and its job
responsibilities. Moreover, the position he is going to take looks for some special needs in a special
person. So, relevant trainings about these responsibilities will be effective for the new comer.

3.2.3 Task related needs:

These needs are the specified ones that are required to finish a task with the given framework and
time. Reading a book and working in a company is a total different experience for a fresh graduate
or a person on the edge of starting his career. Also people from different industry looks for better
opportunity and switches between industries should know the skills to perform a particular job.
For example, while working in the HR department of Holcim Cement Bangladesh Limited,
knowing to work with SAP adds more value than a normal employee.

However, a company should focus on each type of employees and their training need to move
forward. To do this sequentially, a training need analysis method is a must. Effective training
program depends on knowing what is required for the individual or the department as whole. As
it requires certain amount of money, a cost effective plan is necessary to ensure the resources are
invested in the proper place. In this way a company can expect a proper return on investment. As
new emerging techniques are becoming wide spread and leading corresponding changes are
needed in the skills and knowledge. Simply spending money on a training that is not needed for a
particular employee or doesn‟t meet his priority needs is a total waste of time. So in every

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organization is focusing on training needs assessment now days. It enhances the ability of the
employees, increases manpower and makes a systematic planning to execute a proper plan.
Training needs analysis cannot be done in a day or by one specific person. It takes the whole team
to cover its aspects to overcome hurdles of training. Moreover they should have a proper
understanding of the assessments and should know the ways to implement it successfully. All
potential trainees should be evaluated deeply to find out the areas that are the weakest in them.
However a employee should also have some idea about what they are trying to achieve or how
their approach should be. So create a effecting training analysis can be done in many ways like by
creating a questionnaire or taking interviews. In this report, both techniques have been used to take
out the best possible training evaluation outcome. Monitoring current performance using
techniques such as observation, interviews and questionnaires help to make the best possible result.
It will help to reduce future short fails and problems and increase the interest among the employees.

Chapter 4

Concluding Part

4.1 Findings:

4.1.1 Positive Findings:

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  Holcim Cement Bangladesh Ltd has its delivery status and payment status of Cement in a
very organized manner in its both old software OPS and its new software SAP.
 Holcim Cement Bangladesh Ltd makes sure that their employees are getting good
environment, containing healthy foods, prayer room, health facilities and many more.

4.1.2 Negative Findings:

 Different work responsibilities are on different hands. It is not possible for HR department
employees to acquire each information and knowledge in every section.
 They provide different types of training. Some of them are not necessary. Unnecessary
training can be boring at times to the employees.
 employees think that they do not need training as their work doesn’t have anything to do with
planning or making strategies

4.2 Recommendation

 They should working on assumptions, it is better to take opinions of the attendees to know
about their potential needs and expectations.
 I found out some areas that can make the analysis far more effective. To look at the matter
of facts presented above in findings, some more steps can be added in the model for those
areas that Holcim HR department is following right now. These steps will take part to bring
out the employee reaction and their expectation from each member.
 While conducting training it is important to ensure the best quality time when the
employees will be interested to attend the meeting.

 The employees should have the proper knowledge about the topic of the training. Banners,
flyers or emails should be sent to make them motivated about the training.
 LafargeHolcim should conduct some awareness program about the effectiveness of the
trainings.
 To give pressure to employees who don’t need a particular training is just a waste of time.
So proper training should be given to the people who need it.

27
  Evolution should be taken seriously and employee should have a chance to express their
opinion.
 Particular trainings for particular task and department are important. Not everyone should
have the same training unnecessarily
 Moreover to dig out the rest training evaluation an individual development plan can be
made to evaluation specific performance of an employee and where they will have a chance
to make their own suggestions.

4.3 Conclusion

As the end results of this research is important, same way end results of any training is important.
To conduct a better one in future, training analysis and evaluation is a must. Moreover the process
and model of evaluation of training varies from organization to organization. So a company must
create and modify its processes with changing time and technology. However to conclude the
research of Training Needs Analysis, it can be said that these trainings are important as they make
a perfect employee for a company. So while making training needs analysis it is important to
evaluate them effectively. All employees don‟t bear the same potential or expectation in an
company. But they all are valuable and an asset to the company. So keeping the polished should
be a great task for any organization. However HR department is basically designed to make out
the best employee results of an organization. So it is very important that they are fit in every way
before making everyone else fit. It is only possible by giving proper training to them and evaluates
them with proper ways. In this way a good analysis of the existing training will be done and the
effects can be seen through the employee by giving their best in an organization.

Chapter 5

Appended Part

5.1 References

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1. Ashraf, F. & Hasan, M. (2016). Holcim Cement Bangladesh Limited, Ninakabbo, Level-07,
227/A, Tejgaon Gulshan Link Road, Dhaka, 15-20.

2. Holcim Bangladesh - About us. (2016). Holcim.com.bd. Retrieved 13 December 2016, from
http://www.holcim.com.bd/about-us.html, 12-14.

3. Rossett, A. (2016). Training Needs Assessment. Google Books. Retrieved 13 December 2016,
from https://books.google.com.bd/books?

5. Pajaro, T. (2016). How to Identify Training Needs at Your Organization. Training Industry.
hip/articles/how-
to-identify-training-needs-at-your-organization.aspx, 21-23.

6. Moore, M. & Dutton, P. (2016). Training Needs Analysis: Review and Critique. Academy Of
Management. Retrieved 10 December 2016, from http://amr.aom.org/content/3/3/532.full, 30, 3

7. Web Page of Holcim (Bangladesh) Ltd retrieved on 10.11.2006 from http://www.Holcilll.colII.

8. Website: Google

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