Career[edit]

Rajan Raheja started his career in the construction business. After building a huge presence in
the realty market, his Rajan Raheja Group diversified into manufacturing, financial services and
media — each venture initiated to assume leadership in core areas. The group is a major media
player in India, being the owners of Outlook magazine. They also have a significant stake in the
growing convergence business in India, through Asianet Satellite Communications Ltd. and
Hathway Cable & Datacom Ltd. He is of Sindhi origin.[4]

Rajan Raheja group companies[edit]

Starting as a construction and real estate development company, the Raheja group now covers a
range of business ventures. They include:

Manufacturing companies[edit]
 Prism Johnson Ltd., with two cement units, has a combined production capacity of 6.0 million
tonnes. Having two divisions namely
 H&R Johnson (India) Ltd., the top name in ceramic tiles in India.
 RMC Readymix (India) Pvt. Ltd. was set up in 1996 as a joint venture of the Raheja group
with RMC Group Plc of the UK. It is now a division of Prism Cements Ltd. It operates 80
ready-mixed concrete plants in 27 cities/towns across India and is the third-largest concrete
manufacturer in the country.
 Exide Industries : is the strongest brand of batteries in the automotive and industrial field.
Indian largest battery manufacturer. The Company has a distribution network comprising
over 4000 dealer outlets. The Company has a market share of 72% of Automotive OEM and
70% of Organized Retail. The Company also manufactures submarine batteries.
 Supreme Petrochem Ltd. is a joint venture of the Raheja group with Supreme Industries Ltd.,
the largest processor of plastic materials in India.
Media[edit]
 Hathway cable & Datacom limited: cable TV services & Internet services; cable network in 13
cities and towns across India
 Outlook publications: a weekly political news magazine in India
 Asianet Satellite Communications: owns and operates a fibre optic cable network in Kerala
Insurance[edit]
 Raheja QBE : General insurance company
 Exide Life Insurance Company Limited : JV with ING in financial services. Later fully
acquired by Exide Industries. Now it is called Exide Life Insurance Company Limited.
Retail and wholesale[edit]
 Tile Bazaar
 Globus Stores
 Health & Glow
Hotels[edit]
Raheja group holds 36.75% in EIH associated hotels ltd

Software[edit]
On-the-job training is an important topic of human resource management. It helps develop
the career of the individual and the prosperous growth of the organization. On the job training is a
form of training provided at the workplace. During the training, employees are familiarized with
the working environment they will become part of. Employees also get a hands-on experience
using machinery, equipment, tools, materials, etc. Part of on-the-job training is to face the
challenges that occur during the performance of the job. An experienced employee or
a manager are executing the role of the mentor who through written, or verbal instructions and
demonstrations are passing on his/her knowledge and company-specific skills to the new
employee. Executing the training on at the job location, rather than the classroom, creates a
stress-free environment for the employees. On-the-job training is the most popular method of
training not only in the United States but in most of the developed countries, such as the United
Kingdom, China, Russia, etc. Its effectiveness is based on the use of existing workplace tools,
machines, documents and equipment, and the knowledge of specialists who are working in this
field. On-the-job training is easy to arrange and manage and it simplifies the process of adapting
to the new workplace. On-the-job training is highly used for practical tasks. It is inexpensive, and
it doesn't require special equipment that is normally used for a specific job. Upon satisfaction of
completion of the training, the employer is expected to retain participants as regular employees

History[edit]
On-the-job training is one of the earliest forms of training in the United States. The method is used when
trained professionals are passing their knowledge to the recruit. The on-the-job training method dates from
back in the days when not everyone was literate, and it was the most convenient way to understand the
requirements needed for the new job, on a one-to-one basis. In antiquity, the work performed by most
people did not rely on abstract thinking or academic education. Parents or community members, who knew
the skills necessary for survival, passed their knowledge on to the children through direct instruction. This
method is still widely used today. It is a frequently used because it requires only a person who knows how
to do the task and use the tools to complete the task. Over the years, as society grew, on the job training
has become less popular. Many companies have switched to doing simulation training and using training
guides. Businesses now prefer to hire employees who are already experienced and have a required skill
set. However, there are still many companies who feel that on-the-job training is best for their employees.

The concept of observational learning was introduced by Albert Bandura, whose social cognitive
theory[3] Bandura believes that people learn best by observing others. According to his theory,
people must pay attention to those around them first, retain what they have observed, and try to
reproduce it. Bandura's theory is implemented in the aspect of on the job training, where the new
employees observe first their trainer completing the tasks, before trying to perform the task
themselves. After observing for some time, typically, they will imitate the action they had
observed. This is exactly how on-the-job training is expected to occur, if necessary until the new
employee is can perform the task on their own.