Summer Internship Training Report On

Summer internship training report on “Ambuja cement ltd.

A
Summer Internship report
On

Training and Development

For
Ambuja Cement Ltd.

Submitted To
Narandas Jethalal Sonecha Management & Technical Institute

Chanduvav (Veraval)
IN PARTIAL FULFILLMENT OF THE
REQUIREMENT OF THE AWARD FOR THE DEGREE OF
MASTER OF BUSINESS ASMINISTRATION

In
Gujarat Technological University, Ahmadabad
Prepared By :-
Bhajgotar minal k.
Enrollment no:- 168170592006
Academic year: -2016-2017.

Guided By: Shital Vadhavi
1
Summer internship training report on “Ambuja cement ltd.”
Institute’s Certificate
“Certified that this Summer Internship Project Report Titled “AN Training &
Developmant ” is the bonafide work of Ms. Bhajgotar minal k. (168170592006), who
carried research under my supervision. I also certify further, that to the best of my knowledge
the work reported herein does not form any other project report or dissertation on the basis of
which a degree or reward was conferred on an earlier occasion on this or any other candidate
2
DECLARATION
We, are following students of Master of business administration, Semester I,

Hereby declare that the project work submitted in this report is our own
contribution and is carried out under the supervision of Ms Shital Vadhavi of
Narandas Jethalal Sonecha Management And Technical
InstituteChanduvav,Veraval.
This work had not been previously submitted to any other university for any
examination.
Date:-
Place:-
Signature :-
1.
3
PREFACE
Preparing a project report is an evident part of study for MBA students

project preparation develops many types of skills like communication
skills, writing skills etc. It also encourage the latent ability within a
student.
This work also includes a basic knowledge and concept of all managerial
functions and works or tasks
Under going at each department in an organized way. It also shows the

way that how the theories, which are being studied by us in our lectures
are practically applied in the business field.
So to acquire more practical knowledge in the field of management, I

went to Ambuja Cement Limited, for better understanding of the areas
within the organization.
I hereby, present my experience and observations in a form of project

report, which was analyzed during training time.
4
ACKNOWLEDGEMENT
It requires a great effort and proper guidance to accomplish the project

report successfully. An effective project report is done only with the proper
guidance given by parents, lecturers and employees working in the
organisation. Here I would like to take an opportunity to thank all those
people who have given me proper guidance and have helped me in
preparing this project report.
Firstly I would like to thank Mr. Hasmukh sir, the HR manager of ACL
who have given me permission to undergo through the training in this
huge, vast and complex organisation.
I would also like to thank our All Faculty who gave a good opportunity
to develop my skill and knowledge by permitting me to through this
training. I would also like to thank our guide Prof. Shital Vadhavi for
guiding me in this project. Lastly, I would like to thank my beloved
parents and friends for creating an amiable and congenial environment and
encouraging me in right direction.
5
INDEX
Sr. Contents Page No.

No.
Part:1 General information
1. History of the unit
2. Growth &development
3. Performance &other statistical data latest
4. Market players in the industry
Part:2 Company overview
5. History
6. Growth &development
7. Product overview
8. Department overview
Part:3 Research work
9. Introduction of the study
6

No.
10. Literature review
11. Statement of problem
12. Objective of study
13. Limitation of the study
Part:4 Research methodology
14. Hypothesis
15. Research design
16. Sampling method
17. Sampling size
18. Sources of data
19. Data collocation method
20. Data collocation instrument
7

No.
21. Analysis &interpretation of data
22. Results &findings
23. Suggestion
24. Conclusion
Part:5 Bibliography
Part:6 Annexure
8
PART –I
GENERAL
INFORMATION
9
INDUSTRY
OVERVIEW
10
Cement industry overview
Cement is the preferred building material in India. It is used extensively in household and
industrial construction. Earlier, government sector used to consume over 50% of the total
cement sold in India, but in the last decade, its share has come down to 35%. Rural areas
consume less than 23% of the total cement. Availability of cheaper building materials for non-
permanent structures affects the rural demand.
Demand for cement is linked to the economic activity in any country. Broadly, it can be
categorized into demand for housing construction (homes, offices etc.) and infrastructure
creation (ports, roads, power plants etc). The real driver of cement demand is creation of
infrastructure; hence cement demand in emerging economies is much higher than developed
countries where the demand has reached a plateau. In India too, the demand for cement will
be affected by spending on infrastructure (including housing).
With the boost given by the government to various infrastructure projects, road network and
housing facilities, growth in the cement consumption is anticipated in the coming year. The
favorable housing finance environment is expected to fulfil the vast housing requirements,
both in rural and urban areas. The increase in infrastructure projects by the government
coupled with the construction of the Golden Quadrilateral and the North-South and East-West
corridor projects have led to an increase in consumption of cement. This increase is expected
to continue in the future. The reduction in import duties is not likely to affect the industry as
the cement produced is at par with the international standards and the prices are lower than
those prevailing in international markets.
11
Growth & development
The first attempt to manufacture cement in India was made in 1904 when a mill based on sea shells as
a source of limestone was established at Chennai. But this when the Indian Cement Co. Ltd. set up a
plant at Porbandar. attempt proved abortive and a really successful attempt was made in 1912-13.
By 1947, there were 18 cement factories with a capacity of 21.15 lakh tonnes and production of 20.16
lakh tonnes. Rapid economic progress associated with massive building programmes during the plan
period accelerated the demand for cement and provided stimulus to this industry. India achieved self
sufficiency in cement only in 1980s during the short five year period of partial decontrol.
Prior to that Indian cement industry had seen days of total controls, partial decontrol and imports.
This industry was totally decontrolled in March, 1989 and it grew in leaps and bounds in 1990s.
Today, in terms of quality, productivity and efficiency, the industry is second to none in the world. Its
technology is state- of-the-art, its cost of production is one of the lowest in the world and its
productivity is easily one of the highest.
Currently, the Indian cement industry is the second largest in the world after that of China. With a
turnover of around Rs. 30,000 crore, the industry is the second biggest contributor to the exchequer.
The Central government gets about Rs. 4,000 crore from excise duty and various state governments
another Rs. 4,000 crore from sales tax yet another Rs. 2,000 crore comes from royalties, octroi and
cesses.
The industry provides direct employment to 1.5 lakh persons and indirect employment to 1.2 million
persons. As on 30 April 2004 there were 16 large cement plants with an installed capacity of 144.98
million tonnes. Apart from these, there are 300 mini and tiny plants spread all over the country. The
estimated capacity of mini plants is about 11 million tonnes per annum. The mini plants play a
supplementary role.
The concept of mini plants was accepted by the Government in 1979 to exploit smaller deposits of
limestone scattered in remote and inaccessible areas. This concept was supported by incentives like
50 per cent reduction in excise duty. The main advantage of mini cement plants is that they provide
employment opportunities to rural and remote areas and make cement easily available there.
12
Performance & other statistical data
Net Sales
Company Name
(Rs. cr)
UltraTech Cement 20,279.80
ACC 11,168.94
Ambuja Cements 9,160.35
Shree Cements 5,887.31
Prism Cement 4,964.86
India Cements 4,597.04
Ramco Cements 3,683.51
Birla Corp 3,016.35
J. K. Cement 2,795.85
13
JK Lakshmi Cement 2,056.60
Market players in the industry
Following are top 20 market players in the cement industry of India.
1) Association Cement Companies(A.C.C.)

2) Ambuja Cements Ltd.(A.C.L.)
3) Indian Cement (I.C.)
4) Ultratech Cement (U.C.)
5) Jaypee Cement (J.C.)
6) JK Cement (J.C.)
7) Ramco Cement (R.C.)
8) Prism Cement (P.C.)
9) Shree Cement (S.C.)
10) Rain Cement (R.C.)
11) Bheema Cement (B.C.)
12) Andhra Cement (A.C.)
13) Barak Valley Cement (B.V.C.)
14) Chettinad Cement Corporation Ltd. (C.C.C.L.)
15) Dalmia Bharat Cement Ltd.(D.B.C.L.)
16) Deccan Cement Ltd.(D.C.L.)
17) Gangotri Cement Ltd.(G.C.L.)
18) Gujarat Sidhee Cement Ltd.(G.S.C.L.)
19) Heidelberg Cement (H.C.)
20) ITD Cementrtion India Ltd (ITD C.I.L.).
14
COMPANY
OVERVIEW
15
16
Glorious History of the unit
The AMBUJA CEMENT LTD. Plant situated at Kodinar was the first plant among the plant
of the company in India. It was established in the year 1983 in the month of September by
Narotam Sekhsaria with partner, Suresh Neotia with the initial investment of Rs. 86 Crores.
Company, initially called Gujarat Ambuja Cements Ltd.
Originally, the project was planned to be located near the Mahuva in Bhavnagar. All the
procedures were completed in the early May 1984. Due to the non co-operation and legal
proceeding of villagers, the management decided to change the site of the project. Finally the
plant is located at the Vadnagar, 5 km away from Kodinar in gir somnath district. The
production was started in the year 1986. ‘KRUPP POLISIUS AG WEST GERMANY’ one
of the biggest name in cement group.
The AMBUJA CEMENT LTD. Company has been promoted by Gujarat Industrial and
Investment Corporation Ltd.
The global cement major Holcim acquired management control of ACL in 2006. Holcim
today holds little over 50% equity in ACL. The Company is currently known as Ambuja
Cement.
17
Growth & development
Ambuja Cement Ltd. has grown dynamically over the past decade. Its current cement
capacity is about 27.25 million tonnes. The Company has five integrated cement
manufacturing plants and eight cement grinding units across the country.
Ambuja Cement Ltd. enjoys a reputation of being one of the most efficient cement
manufacturers in the world. Its environment protection measures are on par with the finest in
the country. It is one of the most profitable and innovative cement companies in India
Ambuja Cement Ltd. is the first Indian cement manufacturers to build a captive port with
three terminals along the country’s western coastline to facilitate timely, cost effective and
environmentally cleaner shipments of bulk cement to its customers. The Company has its
own fleet of ships.
Ambuja Cement Ltd. has also pioneered the development of the multiple bio-mass co-fired
technology for generating greener power in its captive plants.
Ambuja Cement Ltd. has always met tough challenges and seized the opportunities that have come its
way. It has nurtured the same spirit of enterprise and search for cutting-edge technology with which it
started. It thus continues to be the driving force and in many ways a benchmark for the cement
industry in India
18
Products overview
 Cement simple
 56 Grade Cement
 White Cement
 53 Grades Ordinary portland Cement
 Portland Pozzoland Cement
 Rapid Hankering Portland Cement
 Special Grade Cement

19
Introduction
Production is a heart of any company. It is very necessary that

production process run effectively. This department of the firm makes major
contribution for the achievement of company’s strategic goals.
20
Here, ACL is in the cement manufacturing. So, it is very important for

company to maintain good quality with demanded quantity. It cover the existent
demand of the company, it produces cement by using the technology.
Manufacturing Process
The process followed by the industry for production or manufacturing products is called the
production process.
21
Ambuja Cement Limited uses dry process in manufacturing cement because it consumes
thermal energy and decrease the pollution. The whole process is divided into various units
which are as follows:-
1) Meaning and transport of lime stones:- Lime stone is basic raw material in cement
manufacturing. It is mined from cost by conventional, drilling and blasting method.
The blasted material is excavated by hydraulic excavator and loaded into whole pluck
dumpers having carrying capacity of 35 MT. The dumpers carry material to crushing
plant size. Sometimes the lime stones are also ripped by hydraulic. Ripper’s surface
miner is the latest equipment which is drilling. It cuts and loads the scarped lime
stones in to dumpers which carry the material to the crusher.
2) Crusher:- Crusher is used to crush the boulder obtained from primary / secondary
blasting to the size which does not exceed 90 mm. The crusher capacity is 600 TPH.
But on an average the output works out to be 250 – 300 TPH. The crushed limestone
is now 75 mm. downgraded is moved from the crushed by series of conveyors from
stacking.
3) Stacker Reclaimer system 7 storage hoppers:- The stacker is used to stack the
crushed materials in horizontal layers as it comes from crusher in the prolending yard
for prehomogenizing reclaimer a bridge type of portal scraper. Reclaimer cuts the
stock pile across the width of the stack and in the process achieves problending and
prehomogenizing. It restricts the variation of calcium carbonate in the crushed lime
stone to less than 1% thereby decreasing quality variation in the raw material. It is
then feeds the material from the material from one of the stock piles to the belt
conveyor which in turn discharges the material into the raw material hopper.
The stacker makes two piles. The reclaimer is taking material from the other
pile. It crushed the material and checked it. Because calcium carbonate, lime,
alumina, ferrous oxide, and silica content and other component found short in the
carried material is added separately. As per the quality requirement from the hopper is
conveyor equipped with the material.
22
4) Raw mill:- The raw material are fed to raw mill means of conveyor and proportioned
by use of the weigh feeder. Which is adjusting as per the chemical analysis done on
the raw materials is ground to the desired fineness in the raw mill. The ground powder
is blown upwards by air, fine particles are carried to the two cyclonic separators and
were particles are sent back again to raw mill for future grinding and it improves the
grain size distribution of cement. The material is dropped nearly by blending to
storage silo thereby conserving power. The homogenous raw material is known as
kiln feed which is once again pumped in the pre-heater.
5) Pre heater:- The most modern pre heater has 5 to 6 stage. The temperature of
material fed from the top is increased in stages from 300’c to 950’c as hot gas at the
temperature of 1000’c is blown against the falling material from the bottom of the pre
heater is fed to the rotary kiln.
6) Rotary kiln:- The main motor makes the kiln rotating to the speed of 3 – 4 rpm.
Ground and blended raw material into kiln and the content is transported to the
combustion zone of kiln. The retention time in the kiln is one here with heating
temperature of about 1200’c to 1400’c. The normal length of kiln is 4 meters from
outlet side. Various chemical reaction take place material progress from feed and to
the burning zone. The exit material is clinker.
7) Clinker, Cooling, Crushing & storage:- The hot clinker coming out from kiln is
cooled slowly by means of air provided by the fans. The kiln is crushed in clinker
crushed and then stored in storage yard with help of deep bucket conveyor.
8) Coal mill:- It is used to crush the coal to make fine and then after coal is stored in
coal silo. The coals burned inside the kiln to create high temperature for combustion
process.
9) Cement mill:- The crushed clinker is taken into the clinker hopper in cement mill
where it is added with gypsum and fly ash from their hopper with the help of weigh
feeders. The mixture is taken to the belt conveyor and fed on to the ball mill. Two
H.T. motors rotate the ball mill and hence the mixture of clinker, gypsum and fly ash
23
grinds in the mills. The material is taken out from the mill by crating air dough. The
fined cement product is storage vessel known as cement silo.
10) Cement silo:- They are similar to raw mill storage which is equipped with air slides at
the bottom low pressure. Air is required for operations of this slide which is created by
air blower as per the requirement of the cement for packing purpose.
11) Packing plants:- Packing plant is the final stage of cement manufacturing process.
The packer machine is used to fill cement bags. When the cements weight is 50 Kg is
filled in bag and bag falls automatically in the conveyor. The belt transfers these
cement bag from packer to truck directly. There is to load the bulk cement into taker
port which carries the bulk cement is exported to the abroad with the help of port.
The entire process in the plant is now controlled through a micro processor
based on programming logic control system to consistently uniform quality of cement
and a high rate of production. The entire performance is controlled centrally in a
single control room. Any change in process is easily identification so, that necessary
step can be taken immediately. It is alerted in computer and taken an action
immediately by the respective staff.
Marketing management is a branch of total management and is concerned with the

direction of those activities towards the attainment of marketing goals i.e. satisfaction
of customers needs, increased in sale volume and increase in organization profit.
Marketing translate business philosophy into reality. It is theory of success in any

field of human activities. Marketing is ‘springboard’ of all industrial production.
he main product of Ambuja Cement Limited is cement and product planning of

company is for portland pozzoland cement, ordinary port land cement, 53 grade cement,
special cement for railway etc. In product planning the product, which is demanded the most
is paid more attention.
24
The Ambuja Cement Limited has also done the same. This unit has paid more
attention to ordinary portland cement because it is demanded more. The company has paid
special attention for the quality maintenance. The quality test is held, everyday for only
maintaining a standard quality and because of this company got the ISI mark.
 ISO 2000 [ For pollution free production ]

 ISO-9002 [ For quality ]
25
Introduction
The success of business enterprise depends to a large extent on the quality of its personnel.
The plan of business may be logically sound and structure of organization may be perfect, but
if the recruitment and training of personnel are unscientific, business cannot grow. The
growth of business depends mainly on willingness and ability of its employees.
Ambuja Cement Limited at Kodinar is a well organized structure of human resource. Mr.
Hasmukh is the manager of the human resource department. The cement plant doesn’t have
any off day but the employees have the weekly off day at Sunday.
26
The white collar employees have 8 hours duty per day and blue collar job workers have duty
of 8 hours divided into three shifts for 24 hours. The following table represent it:-
Number Shifts Time Hours

1 White Collar 9:00 AM to 1:00 PM 8
2:00 PM to 6:00 PM
2 Blue Collar-A 10:00 PM to 6:00 AM 8
3 Blue Collar-B 6:00 AM to 2:00PM 8
4 Blue Collar-C 2:00 PM to 10:00 PM 8
Recruitment, Selection and Induction Procedure
Recruitment:-
Recruitment is the process of searching for prospective employees and stimulating them to
apply for the job.”
Recruitment method for workers
27
The requisition of skilled personal is being fulfilled through advertisement in newspaper or

sometimes by personnel recommendation by the present employee for relation or by supervisors.
Skilled persons are obtained through some technical institute like ITI, ITO etc. Management keeps
contact with well qualified one and are been recommended by the head of training centres and thus being
recruited by the unit.
Unskilled workers are obtained from the local areas of Kodinar and other near by places. This
particular region being remote and backward, plenty of unskilled workers are there and available easily at
reasonable wages.
Recruitment procedure for staff
The official and administrative staff is recruitment at the head office at Mumbai and according to the
information has been supplied, newspaper is considered as the best media for advertising purpose.
Selection:- In this company select the person from all the persons who came after recruitment
process.
Selection procedure for workers
The company has adopted two methods of selecting the essential workers in the
organization. One of them is to call the candidates for personal interview and to know his
basic knowledge, attitude regarding the job and some other basic testing. This is a kind of
preliminary interviews.
In Ambuja Cement Limited, trade union plays an important role in selection process
of workers. Specially in the case of unskilled workers, the view of trade union is taken into
consideration while taking decision to select any person.
28
Selection procedure for staff member
Different type of selection procedure has been acquired by Ambuja Cement Limited.
The following procedure is taken into consideration on while selecting the staff members.
 Advertise of vacancy is given the newspaper, magazine etc.

 Inviting application from applicants for a particular post
 After application is being received they are scrutinized
 Appropriate application is send interview call letters.
 Conduct personal interview on particular days
 The selecting person is given appointment letter and induction in the organization.
Induction:- Once the candidate is selected he has to go for the induction performs which
generally for one year. Induction means to make the workmen familiar with the environment
of the work area. He is also made aware about the rules regulations of the work area and
responsibility of this job. The induction period is very necessary
PART-II
29
RESEARCH
WORK
INTRODUCTION OF THE STUDY
Training is very important in achieving the goal of the

organization as it increases the efficiency and effectiveness of employees and ads
value in the organizational performance. The performance of employees depends
on different factors but training is most important because it enhance
capabilities, skills and competencies of the employees.
30
The o rg a n i z a t i o n a l p e r f o r m a n c e d e p e n d s o n e m p l o y e e
p e r f or m a n c e a n d f o r e m p l o y e e s performance training is key factor. A
researcher says that training has impact on the return on investment. So now a
day’s most of the organizations spend a lot of money on training a n d
d e v e l o p m e n t i n o r d e r t o br i n g e ff e c t i v e n e s s a n d e ff i c i e n c y i n
t h e b e h a v i o r a n d personality of the employees. The effectiveness and
success of an organization there for l i e s o n t h e p e o p l e w h o w o r k
w i t h i n t h e o rg a n i z a t i o n . T h e r ef o r e , e m p l o y e e s i n t h e organization
will be able to perform their duties and could make meaningful contribution to the
success of the organizational goals.
There are mainly two types of training methods:
1) On the job training methods

2) Off the job training methods
31
On the job method Off the job method

On the job training lectures
Job instruction training Conference method
Simulation training seminar
Demonstration &examples Role playing
Apprenticeship Case discussion method
32
Process of Training
33
2. Set
1.Assess training 3.Create training
Organizational
needs action plan
training objective
4.Implement
5.Evaluate &
training
Revise training
initiatives
Literature review
34
1.According to Shelley Frost,
Demand Media Training is a crucial component in preparing new

employees for their positions and keeping existing employees current on critical
information. To be effective, a training program needs a specific purpose with
appropriate training methods. Understanding the factors that influence training
programs enables you to develop or change your current employee education to make
it fit the needs of your business and your employees
2.According to Henry Ongori (2011),
training and development has become an issue of strategic importance.

Although many scholars have conducted research on training and development
practices in organizations in both developing and developed economies, it is worth
mentioning that most of the research has concentrated on the benefits of training in
general. There is however, limited focus on evaluation of training and development
practices in organizations.
3.According to Haslinda Abdullah (2009),

the challenges faced by employers and organizations in the effective
management of HR T&D varied from concerns about the lack of intellectual HR
professionals to coping with the demand for knowledge-workers and fostering
learning and development in the workplace. The core and focal challenge is the lack
of intellectual HRD professionals in manufacturing firms, and this suggests that
employers viewed HR T&D as a function secondary to HRM and perhaps considered
it as being of lesser importance. This implication could lead to the ineffective
implementation of HR T&D activities and increase ambiguity and failure in
effectively managing HR T&D as a whole.
4.According To Fizzah (2011),
The purpose of the research is to find out how training and development
effect organizational performance and to find out what is the impact of training and
development in organization. Data is collected from the 100 members of different
organizations. And the previous researches carried out on training and development.
Training and development is important for the employees in organization, it helps the
employees to improve their skills and to give a good performance in workplace. There
is a big relation between training and development with the organization performance
and the relationship is discussed in the paper.
5.According to Iftikhar Ahmad and Sirajud Din (2009),
35
Training and development is adopted by organizations to fill the skill gap

of employees. Training evaluation must be appropriate for the person and situation.
Evaluation will not ensure effective learning unless training is properly designed.
Successful evaluation depends upon whether the means of evaluation were built into
the design of the training program before it was implemented.
6.According to Bates and Davis (2010),
Usefulness of training programme is possible only when the trainee is

able to practice the theoretical aspects learned in training programme in actual work
environment. They highlighted the use of role playing, cases, simulation, mediated
exercises, and computer based learning to provide exposure to a current and relevant
body of knowledge and real world situations 8. Cheng and Ho (2001) discuss the
importance of training and its impact on job performance: While employee
performance is one of the crucial measures emphasized by the top management,
employees are more concerned about their own productivity and are increasingly
aware of the accelerated obsolescence of knowledge and skills in their turbulent
environment. As the literature suggests, by effectively training and developing
employees, they will become more aligned for career growth— career potential
enhances personal motivation.
36
Statement of the problem
 We have to measure that training and development increases

effectiveness and efficiency of employees to achieve.
 the organizational goals. We have to analyze the impact of training

and development affects the organizational performance.
 We h a v e t o m e a s u r e t h a t o rg a n i z a t i o n a l l a y o u t and
d e s i g n i n c r e a s e e m p l o y e e ’s performance.
37
Objective of the study
 The main objective of our study is to know how the training

increases the employee performance.
 The training is very important because it determines the designed and

content of the training’s programmed.
 Contents of the training remain the same no matter the type of training
involved. It is for the increase of personal efficiency, professional growth,
and smooth organizational goals.
 Now a day’s most of the multinational companies invest huge amount for on and
off job training just to enhance and polish the skills of their employees
which increases their performance and ultimately the performance of
organization.
38
RESEARCH
METHODOLOGY
39
HYPOTHESIS
Ho:- the training programmed has helped in not improving skill.
H1:-the training programmed has helped in improving skill.
40
Research design
Meaning
Research design is frame work or blue print for conducting the marketing
research project. It details the necessary for obtaining information needed to structure on
marketing problem.
Definaniton
Research design is plan, strucrure & stratege for investigation.
RESEARCH DESIGN CLASSIFICATION
1 Exploratory research design
It is one type of research design which has it’s primary

objective the provision of inside in to and comprihancetion of problem, situation for the
researches it also know as formulate research study.
2 Descriptive research design
As the name implied major of describe research is to describe

something special usually market characteristics it has two kind of design that are:
 Cross research design
Cross design involve the collection of information at given sample of

population eliminated only ones single cross design only one sample of
respondent is drawn from the target population it also know as sample survey
research design.
1 single cross design
41
2 multiple cross design
Are two or more respondent and information from each sample obtained only
ones.
 Longitudinal design
In this types of design of fixed sample of population

Measures on the same variable in also know as panel analysis in other words the some
people are study over time and same variable are measured.
3 Causal research design
Causal research is used to obtained evidence of cause and

effect relationship. Marketing manager continually make decision based on assumed
causal relationship. Like descriptive research required a planned and structured design.
There are use of descriptive research design method
42
Sampling method
• population:
Here in my research study the population is the ambuja cement ltd.

Population :- 150 employee
• sampling method:
It indicates how the sample units are selected. I have selected CONVENIENCE
SAMPLING METHOD. The project last 6 weeks and cover all the topics
related to the training & development.
43
Sample size decision
In this case population and sample both are well defined for the Ambuja Cement
Company as per the convenience also this can be arranged in order as per wish
which would be easily assessable.
So far as our research is concerned we have taken sample size of 50 employees from 150
population of the Ambuja Cements Limited.
Sources of data
There are following sources of data
A) primary sources
B) secondary sources
44
Data collection method
From various method of data collection I used questionnaire
Data will be collected through….,
• Questionnaire
• Interview
• Mailing
• Annual reports of the ACL
• Books from the library
45
Datacollection instrument
Information source:
Employee have fill out questionnaire to describe the job related duties & responsibilities.
 Questionnaire format:
1) structured questionnaire
2) open ended questionnaire
46
Analysis & interpretation of data
1) How long you work for the organization ?
Particulars Results
1 to5 years 30
5 to10 years 10
10 to above 10
total 50
47
1 to 5 years 5 to 10 year 10 to abpove
Interpretation:-
From the above graph it is found that 30 of the workers are working from 1to5
years. 10 of the workers working from 5to10 years and 10 of the workers working from 10&
above years.
From the above analysis it can interpreted that the most of the workers are
having less experience. Training will help the employees to perform job effectively.
2) Which methods of training followed by your organization?
Particulars Results
On the job training methods 20

Off the job training methods 20
Both methods 10
48
total 50
INTERPRETATION:
As per the study conducted that the methods of training followed by

organization. The 10 of the worker said both training methods followed 20 of
worker said on the job methods and 20 of worker said off the job methods
followed by organization.
From the above analysis it can be interpreted the organization followed

both methods .
3) Select the training methods followed in yours organisation?
Particular On the job method Off the job methods

Strongly agree 10 10
Agree 15 15
Disagree 15 15
49
Strongly disagree 10 10
Total 50 50
stronglyagree agree disagree stronglydisagree
INTERPRETATION:
As per the study conducted that on the job methods followed by the
organization . 10 of the worker said strongly agree,15 of worker said agree and 15 of worker
said disagree ,10 said strongly disagree.
As per the study conducted that off the job training methods followed by the
organization . 10 of the worker said strongly agree,15 of worker said agree and 15 of worker
said disagree ,10 said strongly disagree.
4) Duration of the training programming your organizations ?
Particulars Results
1to3 days 30
4 to 7 days 10
7 to 10 days 10
total 50
50
1to3days
4to7days
7to10days
INTERPRETATION:
As per the study conduct the duration of the training programmeorganized in the
organisation. 30 of the workers said 1 to 3 days,10 of the workers said 4 to 7 days, and 10
of the workers said 7 to 10 days .
I From the above analysis it can interpreted that the duration of the training
programmeconducted is very less time, so it is not sufficient to the learn all skills.
5) Who conduct the training programmed in your organization ?
Particulars Results
Supervisors 20
HR manager 10
51
Other training expert 20
total 50
1
2
3
INTERPRETATION
As per the study it is found that. 20 of the workers said training is conducted by
supervisor and 10 of the workers said HR manager and 20 workers says by other trainer
experts.
From the above analysis it can interpreted that the training program is conducted
by supervisor and few respondents say training program is conducted by other trainer experts
and HR manager. It shows the organization follows a tailor made training approach which
helps to understand the requirements of their employees.
52
6) Do you agree that training and development programme are conducted

as per the scheduled ?
Particulars Results
Strongly agree 30
Agree 6
Disagree 10
Strongly disagree 4
total 50
INTERPRETATION:
As per the study conducted it is found that 10 of the workers

disagree,4 of the workers strongly disagree,6 of the workers agree and 30 of the
workers strongly agree with respect to following proper training schedule by the
organization. s
53
From the above analysis it can interpreted that most of the

respondents says that training & development program are not conducted as per
the schedule. The organization is not taken the proper responsibility and not
followed rules and regulation of the organization.
7) Does the training programme has helped improving skill?
Particulars Results
Strongly agree 20
54
Agree 15
Disagree 5
Strongly disagree 10
total 50
INTERPRETATION
s
As per the study the above diagram showing the training and development
program helped to improving team working skill, the 20 of the employee said strongly
agree, 15 of employee said agrees and 5 employee said disagrees, and 10 of employee
said strongly disagrees.
8) Does the trainer is experienced in the session and does he given the
sufficient /correct information?
Particular Results
Yes 40
No 10
55
Total 50
no; 15.00 ; 30.00%

yes
no
yes; 35.00 ; 70.00%
INTERPRETATION:
As per the study conducted that the trainer experienced in the session
and given the sufficient /correct information.40 of workers said yes and 10 of
workers said no. From the above analysis it can interpreted that the most of the
workers are said the trainer is experienced in the session and he given
sufficient /correct information. Its shows that the trainer is good and sufficient
information given to the workers.
.
9) Do you agree that the candidates are selected for training as par the
training need analysis?
Particulars Results
Strongly agree 20
56
Agree 5
Disagree 15
total 50
stronglyagree agree disagree stronglydisagree
INTERPRETATION:
As per the study, 20. Of respondents strongly agree that candidates

for training selected on the bases of need analysis,,5worker are agree 15 of
workers disagree and 10 of workers strongly disagree .
From the above analysis it can interpreted that the still some of the
candidates will be selected randomly. It is area of concern for the organisation.
This will help the organisation conduct training program effectively.
10) Whether contents covered during training session was relevant to you?
Particular Results
Yes 49
No 1
Total 50
57
INTERPRETATION
As per the study conducted that the contents covered during training
session was relevant to workers.49 of workers said Yes and 1. of workers said no.
From the above analysis it can interpreted that the during the training
session was relevant to the workers in the organization ,the training covered the
contents ,so the workers are getting all the knowledge regarding their works through
conducts well training programmer.
11) How do you rate the trainer for his preparation, communication and body
languages during the training programmer?
58
Particulars Results
excellent 20
Very good 15
good 10
poor 5
total 50
poor
good
verygood
excellent
INTERPRETATION:
As per the study conducted that rate the trainer for his preparation
,communication and body languages during the training programmeadopted to the workers .
20 of the workers said excellent. 15 very good ,and other 10 says good ,5 of the workers said
poor.
From the above analysis it can interpreted that the trainer is well prepared. Which help
to organize training session more effectively.
12) Are you getting the chance to ask doing the training session?
59
Particular Results
Yes 30
No 20
Total 50
yes no
no; 15.00 ; 30.00%
yes; 35.00 ; 70.00%
INTERPRETATION:
As per the study conducted that the getting the chance to ask doing the
training session,20 of the workers said yes and 30 of the workers said no
From the above analysis it can interpreted that the workers are not
getting the chance to ask during the session, this decrease confidence of the
workers and not allow them to clear their doubts and queries.
13) Will they take any feedback after completion your training programme?
particular Results
yes 35
no 15
60
total 50
INTERPRETATION
As per the study conducted, it is found that 35 of the workers says feedback
will not collected and 15 of the workers said collected.
From the above analysis It can be interpreted that most of the respondents says
they do not take any feedback after completion of training program so it is shows that the
organisation not taken feedback after the completion of the training programme. Feedback
will help the organisation to conduct raining more effectively in the future.
Hypothesis testing
Does the training programmed has helped in improving skill?
61
Particulars Results
Strongly agree 20
Agree 15
Disagree 5
TABULATED VALUE:
Total no. of items is 04
So degree of freedom is = (no. of items - 01)

= (04 - 01)
= 03
Level of significance is 1% so the chi-square tabulated value for degree of freedom 03 &
level of significance of 1% is 11.3449..
CALCULATED VALUE:
VALUE OBSERVED EXPECTED (O - E) (O - E)* (O - E)*

(O) (E) (O - E) (O - E) / E
1 20 12.5 2.5 6.25 0.5
62
2 15 12.5 7.5 56.25 4.5

3 5 12.5 -7.5 56.25 4.5
4 10 12.5 -2.5 6.25 0.5
TOTAL 50 10
EXPECTED VALUE = TOTAL OF OBSERVED VALUE / NO. OF ITEMS

= 50 / 4
= 12.5
CALCULATED VALUE= 10
The chi-square calculated value 10 is greater than chi-square tabulated value 11.3449.
So, Ho is rejected
Results & findings
1) It is found most of the workers are having less experience.
2) It is found that 10 of the workers said the organisation followed both methods i.e. on
the job and off the job training methods
63
3) It is revealed by the study that 30 worker said the duration of the training programme
conducted is 1 to 3 days.
4) It is found that 20 worker said supervisor will train the workers.10workers says HR
manager and remaining 20 workers says expert trainer train them.
5) It is found that 36 worker said that the training programmes are conducted as per the
schedule
6) It is found that 45% of the employees said that the training program help to improve
their leadership skill .Technical, and other skills.
7) It is found that 40% of the employees said the trainer is experienced in the session
and some of the workers said they do not get correct information
9) It is founded 25% of the employees said they strongly agree that candidates are
selected as per need analysis for training. Remaining 25% of respondents disagree with
this.
10) It is found 30% of the employees said the trainer is well prepared for the training
programm
SUGGESTIONS
1) The organizations should conduct as possible more training sessions, as its most of the
employees are less experienced. This helps workers to fill that gap.
2) The training duration should be increased specially inexperienced, the fresher it helps
to learn in detail, update their knowledge and enhance working ability.
3) It also suggested to have outside experts for training the employees which will attract
and make employees serious about training.
64
4) It is suggested to allow employees to ask the questions during training session which
help them to clear their doubts and queries.
5) After the completion of the training programmeshould take feedback from candidates
about training. That will help organization to organize training more effectively in the
future.
Conclusion
“Ambuja Cement Limited” has develop very nicely and it is doing on a

continuous bases. It provided employment to large number people. The unit has
provided me all valuable information related to my subject matter. I come to
65
know about importance and usefulness of various department of company in

day-to-day life
The company is functioning smoothly and running successfully and has

bright future prospects as all the departments are managed very well & there is
clear delegation of authority & responsibility, rights & duties.
This company has also made my theoretical concepts, clear & showed us
how theory & actual practical are combined in the real business world. The
whole credit goes to technical & non technical staff of organization.
At last I would like to conclude that the training had provided me

valuable insight into the practical of knowledge.
Bibliography
66
Books:
Human Resource Management - K. Ashwathappa
WEBSITES:
• www.slideshare.net
• www.shodhganga.com
• www.ambujacements.com
67
ANNEXURE
Questionnaire
68
1) How long you work for the organization ?
a)1to5years
b) 5to10years
c) 10 to above
2) Which methods of training followed by your organization ?
a) On the job training methods
b) Off the job training methods
c) Both methods
3) Select the training methods followed in your organization?
a) Strongly agree
b) Agree
c) Disagree
d) Strongly disagree
4) Duration of the training programming in your organization?
a) 1to 3days
b) 4to7days
c) 7to10days
69
5) Who conduct the training programme in your organization?
a) Supervisor
b) HR manager
c) Other training expert
6) Do you agree training and development programming are conduct as per

schedule?
a) Strongly agree
b) Agree
c) Disagree
7) Does the training programming has helped in improving skill?
a)Strongly agree
b) Agree
c) Disagree
70
8) Does the trainer is experienced in the session and does he given the
sufficient / correct information ?
a)yes
b)no
9) Does the agree the candidate are selected for training as per the training
need analysis?
a)Strongly agree
b) Agree
c) Disagree
10) Whether content covered during training session was relevant to you?
a)yes
b)no
71
11) How do you rate the trainer for his preparation communication and body
languages during the training programme ?
a)excellent
b)very good
c)good
d)poor
12 ) Are you getting the chance to ask doing the training session?
a) yes
b) no
13) will they take any feedback after completion your training programme?
a) yes
b) no
72
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Summer internship training report on “Ambuja cement ltd.

Training and Development

Ambuja Cement Ltd.

Narandas Jethalal Sonecha Management & Technical Institute

REQUIREMENT OF THE AWARD FOR THE DEGREE OF

MASTER OF BUSINESS ASMINISTRATION

Gujarat Technological University, Ahmadabad

Enrollment no:- 168170592006

Academic year: -2016-2017.

We, are following students of Master of business administration, Semester I,

Preparing a project report is an evident part of study for MBA students

Under going at each department in an organized way. It also shows the

So to acquire more practical knowledge in the field of management, I

I hereby, present my experience and observations in a form of project

It requires a great effort and proper guidance to accomplish the project

Sr. Contents Page No.

Part:1 General information

1. History of the unit

3. Performance &other statistical data latest

4. Market players in the industry

Part:2 Company overview

Part:3 Research work

9. Introduction of the study

Sr. Contents Page No.

10. Literature review

11. Statement of problem

12. Objective of study

13. Limitation of the study

Part:4 Research methodology

15. Research design

16. Sampling method

17. Sampling size

18. Sources of data

19. Data collocation method

20. Data collocation instrument

Sr. Contents Page No.

21. Analysis &interpretation of data

22. Results &findings

Cement industry overview

Growth & development

Performance & other statistical data

UltraTech Cement 20,279.80

Ambuja Cements 9,160.35

Shree Cements 5,887.31

Prism Cement 4,964.86

India Cements 4,597.04

Ramco Cements 3,683.51

Birla Corp 3,016.35

JK Lakshmi Cement 2,056.60

Market players in the industry

Following are top 20 market players in the cement industry of India.

1) Association Cement Companies(A.C.C.)

Glorious History of the unit

Growth & development

Production is a heart of any company. It is very necessary that

Here, ACL is in the cement manufacturing. So, it is very important for

Marketing management is a branch of total management and is concerned with the

Marketing translate business philosophy into reality. It is theory of success in any

he main product of Ambuja Cement Limited is cement and product planning of