Summer Training Report & Viva (536322) 2012

Summer Training Report

Session: 2011-

CHAPTER -1 COMPANY PROFILE

A PROFILE OF THE LANCO GROUP Lanco group has been started on 1985. The year 2010 was celebrated as Lancos Silver Jubilee Year. It has been twenty five years since the founder chairman L Rajagopal, taking inspiration from his uncle Lagadapati Amrappa Naidu, began his career as an entrepreneur. Lanco continues to take its stride forward on the strength of their vision and inspiration and under the leadership of the current Chairman, L Madhusudhan Rao. The name of the company has created on the name of the founder Lagadapatti Amrappa Naidu Company. (LANCO). Lanco Infratech Ltds current market capitalisation is approximately Rs. 15,000 Crores (USD 3.33 billion). Out of the total Share Capital, the promoters holding is about 68 %. The gross revenue of Lanco as on March 2010 was over Rs. 8200 Crores (USD 1.8 billion). Lanco is fast emerging as one of the top three private sector power developers in India with 2092 MW under operation, 7153 MW under construction, and 11070 MW of projects under development. Lanco has strategic global partnerships with top companies which include: Genting, Harbin, GE, Dongfang, Doosan etc. Today, Lanco is one of Indias largest Power Traders in the private sector. A people driven organization, Lanco operates from 20 States in India and has international operations in Australia, China, Indonesia, Nepal, Singapore, United Kingdom and USA with a human resource base of about 6500 people. Lanco has an Order book of Rs 25,425 Crores as of September 2010. Lanco is also a privileged member to the World Economic Forum and it has been acknowledged as an elite member of the top two hundred Global Growth Companies.

CHAPTER -2 DETAILS OF THE COMPANY

LANCO INFRATECH LIMITED A Lanco Infratech Ltd is one of Indias top business conglomerates and among the fastest growing. preferred employer, Lanco Infratech builds on a tradition and culture where trust comes first and the credo is always inspiring. Propelling the organisation's dynamic advancement is its strategic plan -- Lanco's Vision 2015 -that is aimed at building an achievement-oriented and customer-centric organisation, committed to attaining industry leadership, with aggressive growth plans for the business verticals that it operates in. Lanco Infratech Limited became a listed entity in November 2006 following the Initial Public Offering of shares. Presently, the market capitalisation of the company is approximately US$ 2.28 billion. Of the total 240.78 million shares outstanding, 67.95 percent is held by the founder promoters of the company. Lanco's gross revenue before elimination as on March 2011 was over Rs. 11,265 crores (USD 2.56 billion). The organisation's expertise in building large civic and urban infrastructure projects has been deployed in constructing thermal, gas and hydro power projects across the country. In a bid to find cost-effective, sustainable and green solutions to the county's energy requirements, Lanco has made its presence felt in the area of solar power as well. Lanco is fast emerging as one of the top three private sector power developers in India with 2,092 megawatt (MW) under operation, 7,153 MW under construction, and 11,070 MW of projects under development. With a team strength of about around 7,000 people, Lanco, headquartered in Gurgaon close to New Delhi, has a pan India presence in strategic locations in 20 states in India and an expanding footprint in the emerging global markets. Currently, its international operations are located in Australia, China, Indonesia, Nepal, Singapore, the United Kingdom and the United States. Lanco is a privileged member of the World Economic Forum and has been acknowledged as an elite member of the top 200 "Global Growth Companies". DIVISION OF THE LANCO GROUP 1. POWER- It consists with three that are Engineering, Procurement and Construction (EPC), Solar, Hydro. EPC- With its unique 'concept to commissioning' execution model that considers time, cost and quality parameters, Lanco is an established industry leader in executing large projects. The organisations ISO 9001 certified EPC division has over 25 years' experience in civil construction 2

Summer Training Report & Viva (536322) Summer Training Report Session: 20112012 projects and seven years in implementing power projects through the EPC route. Strong capabilities in strategic management and speedy development, over 4,000 highly experienced professionals, and resilient relationships with critical national and international equipment manufacturers and agencies make Lanco's EPC team a formidable force. With its wide range of project execution experience in subcritical (300/600 MW), supercritical (660 MW), gas based and combine cycle projects, Lanco aims to become a global EPC organisation in the near future. SOLAR- To realise its vision of providing sustainable, innovative and cost-effective solutions to India's ever- increasing energy needs, Lanco is focussed on commercialising alternate technologies for green and efficient energy generation systems such as solar thermal and solar photovoltaic (PV). Lanco's integrated 'Sand to Power' strategy is best positioned to turn India's solar dream into a reality. Lanco is the first Indian organisation to effectively integrate the entire solar value chain. HYDRO- Lanco Infratech Ltd has announced that Vamshi Hydro Energies Private Ltd, a Subsidiary of the Company, Commissioned IKU-II (5 MW) Small Hydro Project in Dharmshala, Himachal Pradesh, and has commenced commercial operations with effect from January 19, 2009. 2. CONSTRUCTION- An ISO 9001: 2008 certified Construction Division of Lanco Infratech Limited is awarded as the Largest & Most Profitable Construction Company by Construction World consecutively for three years and ranked no.4 in Indias Top 10 Infrastructure Companies by Construction Week. 3. OPERATION & MAINTENANCE- The operation and maintenance of the power plant is done by GENTING LANCO POWER (INDIA) Pvt. Ltd., which is jointly owned by LANCO infratech, INDIA and GENTING Group Malaysia. 4. INFRASTRUCTURE DEVELOPMENT- Lanco's Infrastructure development business is focussed on executing large civil and urban projects such as roads, highways, ports, airports, railway lines, etc. The division envisions a pan India Build, Operate and Transfer (BOT) project portfolio worth Rs. 10,000 crore by 2015, with a strong focus on the highways sector. The projects currently under execution include two major National Highway (NH) projects, on a BOT basis, to construct 163 km of roads at an estimated cost of Rs. 1,348. Another major project under development is the 238 km toll road between Kanpur and Aligarh (NH 91) on a Design, Build, Finance, Operation and Transfer (DBFOT) basis. The Corporate Social responsibility (CSR) of the company3

To align Lanco in all its activities with millennium development goals and aims and purpose of the UN Global Compact. To improve human indices through projects and programmes at local, state and national levels. To translate learnings into policy advocacy and promote forums and communication for the positive social transformation. To internalise the multifaceted responsibilities at individual and organisational level in addressing poverty, climate change and social issuses. To partner with Indian and International organisation and institutions to deliver aid, assistance and development resources effectively. To nurture all the elements of our CSR policy as a value system.

AN IMPRESSIVE TRACK RECORDS IN HR INITIATES Our HR Department , having a strength of 8 employees , is taking care of approx.230 Employees ,approx. 120 Employees of Customers, approx.65-70 DEC/CDP Consultants, approx.70 Contractors and 3000-3500 Contract workers on their day to day HR, IR issues, and General Administration, Welfare ,First Aid, Security and liaison with Government Authorities, Villagers, Workers Unions, Political Pressure Groups and Land Austees. > IR Scenario * Anpara is surrounded with Coal mines and Two major Thermal Power Utilities and there are several contract workers unions affiliated to almost all political parties having good strength of Work force .Lanco Anpara has faced lot of union resistance , work stoppages and strikes but with continued efforts of Team HR, guidelines of top management and support of Engineering team , we are continuously having a control on these pressure groups for smooth execution of project work. > Liaison We are Continuously thriving for Smooth relations with District Administration, Police Administration and created a Controlled and Co-ordial relation with Local Pressure group of Political leaders, Villagers, Print media and Local pressure group to avoid any resistance from them or creating untoward incidents. Employee Facilities and Administration > Guest House Facilities * New VIP Guest House at Lanco Township was handed over to LITL-Administration on and within a short time of ten days ,it has been made operational and the first guest entry has been recorded on 27 . Apart from this , We also maintain two Leased Guest Houses having occupancy of 15 Guests at a time. > Canteen Facilities * Plant Canteen Building has been inaugurated on 27th Oct-2010 Jointly by Mr. G.R. Choudhury COO-LITL and Executive Director ,LANPL .Plant Canteen has been made operational from the same day. At Present, we are providing Breakfast ,Lunch and Dinner to employees at plant Canteen . Also, We are serving Breakfast ,Lunch and Dinner packets to Employees at their work place where employees are required to attend their work continuously. AN IMPRESSIVE TRACK RECORD IN INNOVATIVE SOLUTIONS... 4

Summer Training Report & Viva (536322) Summer Training Report Session: 20112012 Inspired Lanconians achieved significant milestones in last few months. With the synchronization of power plant at Udupi (Unit 2,600 MW) on 7 March 2011 and Anpara (Unit 1, 600 MW) on 19 March 2011, Lanco established itself as the nations leading independent power producer with an installed capacity base of 3292 MW. As Indias economy growth drives up more demand for electricity, Lanco is poised well to add significant capacities to the nation installed capacities base. Lanco is growing dynamic organisation that offers immense opportunities for ambitious, achievement oriented individuals with right values and attitude. For Lanco, its people are valuable asset, and the organisation is committed to ensuring that its people fulfil their professional ambitions and dreams. It offers them every opportunity to grow and excel.

CHAPTER-3 RELATION OF THE WORK DONE

In this project Im going to look at training and development programme in the organization. Firstly, different company attitudes to training and development and cost and benefits associated with it are going to be discussed. Secondly, the stages in the training and development process are going to be identified with a specific focus on different training and development methods and consideration of its advantages and disadvantages. Finally, the literature on training an development use as motivation and retention tool is going to be reviewed, moreover, training and development on international. An organisation is as strong and successful as its employees are. By measuring employee satisfaction in key areas, organisations can gain the information needed to improve their satisfaction, motivation, work culture and productivity.

The quality of employees and their development through training and education are major factors in determining long-term profitability of a small business. If you hire and keep good employees, it is good policy to invest in the development of their skills, so they can increase their productivity. Training and development can be a powerful strategic function. Training and Development can make a major contribution to organizational, team and individual effectiveness and efficiency, and the organizations, growth and success. The competencies required of individuals in corporate training departments include an in depth business understanding, creativity, facilitation skills, and knowledge of the learning process. Organizations are facing rapid change and complex problems. Increasingly customers are responding by expecting training consultants to respond quickly with practical, creative options that provide quality and are cost effective. This course will help develop confidence in working with clients at all levels. It will enable HR and training consultants to raise their profile, extend their skills and make a real difference within the organization by providing a valuable, effective, tailored training and consultancy service. Research has proven that wholly engaged employees tend to be more self-motivated, reliable, and have higher levels of organisational loyalty. Additionally, studies have revealed that an engaged personnel tends to retain employment and is less absent Besides, these engaged employees have higher levels of customer approval and service quality and they regularly achieve, and often surpass, goals.3

CHAPTER-4 RESEARCH METHODOLOGY

Section A.
to them To know the current training and development programme of the organisation, To know the development level of the employee after training. To know the working of various departments and changes in the organisation after training. Objectives of the study. To know the perception of the employees of LANCO with respect to the training provided

Section B. Research plan and sampling plan

RESEARCH PLAN Research Design: Research Method Used Descriptive Survey 6

Summer Training Report & Viva (536322) 2012 Research Technique Used Data Collection (location) Sampling Plan Sample Size

Summer Training Report Questionnaire From employees and workers Convenience 50

Session: 2011-

Research Methodology may be summarized in following steps:1. Defining Research Objective. 2. Preparing Research Design. 3. Implementation of Research Design. Research Design is arrangement of condition for collection & analysis of data in a manner that aims to combine relevance to research purpose with economy in procedure. The research design selected here is descriptive as the data is primary data taken for the first time from the employees and workers. The sample size is 50 consisting of all level personnel. The method for analysis is average method. Survey- The questions are usually structured and standardized. The structure is intended to reduce bias. For example, questions should be ordered in such a way that a question does not influence the response to subsequent questions. Surveys are standardized to ensure reliability, generalizability, and validity. Method of Data collection- Questionnaire:The data is collected through convenience sampling.

CHAPTER-5 DATA TABULATION, ANALYSIS AND RESULT

The data collected from the employee resulted in the following analysis: Q1. Your organisation considers training as a part of organisational plan. Do you agree with this statement? a. Strongly agree b. Agree c. Somewhat agree d. Disagree

Interpretation: The above pie chart depicts that majority of the employees and workers are agree with the statement that Organisation considers training as a part of organizational plan. Here 49% employees are agree, 45% employees strongly agree, 6% employees are somewhat agree and no one is disagree with the statement. Q2. How many training programmes have you attended in a year in Lanco? a. Less than 2 b. 2-4 c. 4-6 d. More than 6

Interpretation: The above pie chart depicts that majority of the employees are attended less than 2 training programme in the organisation. 43% employees are attended less than 2 training while 42% are attended 2 to 4 training programmes and only 15% employees are attended 4 to 6 training programme and no one is attended more than 6 training programmes.

Summer Training Report & Viva (536322) 2012

Summer Training Report

Session: 2011-

Q3. To whom the training is given more in your organisation? a. Senior staff b. Junior staff c. New staff d. Based on requirement

Interpretation: The above pie chart depicts that the employees and workers think that the training programme is provided to the employees is based on requirement. 56% of them are think that training is given to the employees on the requirement, 22% are think that the training is provided to junior staff, while 13% are think that training is given to new staff and 9% are think that training is given to senior staff.

Q4. Enough practices is given for us during training session. Do you agree with this statement? a. Strongly Agree b. Agree c. Somewhat Agree d. Disagree

Interpretation:

The above pie chart depicts that majority of the workers and employees are agree with the statement that enough practice is given them during the training session. Here 62 % are agree, 22% are somewhat agree while 16% are strongly agree and no one is disagree with the statement.

Q5. The training sessions conducted in your organisation is useful in professional/personal life. Do you agree with this statement? a. Strongly Agree b. Agree c. Somewhat Agree d. Disagree

Interpretation: The above pie chart depicts that the employees and workers are disagree with the statement that the training is useful in personal and professional life. i.e., 22% of them are agree, 9% are strongly agree while 13% are somewhat agree and 56% are disagree with the statement.

Q6. Employees are given appraisal in order to motivate them to attend the training. Do you agree with this statement? a. Strongly Agree b. Agree c. Somewhat Agree d. Disagree

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Summer Training Report & Viva (536322) Summer Training Report Session: 20112012 Interpretation: The above pie chart depicts that majority of the workers and employees are agree with the statement that employees are given appraisal in order to motivate them to attend the training. 62% employees and workers are agree, 22% employees are strongly agree while 16% employees are somewhat agree and no one is disagree with the statement.

Q7. How long will it take to implement the trained process? a. Less than 2 month b. 1-2 months c. 2-4 months d. More than 4 months Interpretation: The above pie chart depicts that majority of the workers and employees are think that to implement the training process will take time of 2 to 4 months. i.e. 44% employees are think that it will take 2to4 months to implement the process, 40% employees are think that it will take less than 2 months to implement while 13% employees are think that it will take 4to6 months to implement the process and 3 % employees are think that it will take more than 6 months.

Q8. How well the work place of the training is physically organised? a. Excellent b. Good c. Average d. Bad

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Interpretation: The above pie chart depicts that majority of the employees are think that the place of training is good. 44% of them are think that the training place is good, 34% of them are think that the training place is excellent, 22% of them are think that the training place is average and no one think that the training place is bad.

Q9. What are the general complaints about the training session? a. Take away precious time of employees b. Too many gaps between the sessions c. Training sessions are unplanned d. Boring and not useful

Interpretation: The above pie chart depicts that the majority of the employees are think that sessions are unplanned. 41% of the employees and workers say that sessions are unplanned. 31% of the employees and workers say that it takes the precious time of employees, 22% of the employees and workers say that there is the gap between the sessions, 6% of the employees and workers say that session are boring and not useful.

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Summer Training Report & Viva (536322) 2012

Summer Training Report

Session: 2011-

Q10. The time duration given for the training period is ? a. Sufficient b. To be extended c. To be shortened d. Manageable

Interpretation: The above pie chart depict that the majority of the employees are think that the time duration of the training period is sufficient. 44% of employees and workers think that time duration is sufficient. 31% of employees and workers think that time duration is to be extended, 19% of employees and workers think that time duration is manageable and 6% employees and workers think that time duration is to be shortened

Q.11 Comment on the degree to which the training objectives are met during the training sessions. a. b. c. d. All the objectives are met Some objectives are met Met according to the need None of the objectives are met

Interpretation:
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The above pie chart depict that the majority of the employees are think that there some objectives are met after the training. 47% of employees think that there some objectives are met, 34% of employees think that there all objectives are met, 19% of employees think that there objectives are met according to need.

CHAPTER-6 FINDINGS
FINDINGS The employees of Lanco are satisfied with the training and development programme provided to them. The company is providing various kinds of training to the employees according to the need. The organization is providing excellent work place to the employees and workers. The company provides the training programmes on time. Employees are getting motivated through the training programmes There is good relation between superiors and employees in the organisation. There are good facilities for the employees and workers like canteen, hospitalization, insurance schemes, accident relief, etc.

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Summer Training Report

Session: 2011-

CHAPTER-7 RECOMMENDATION
RECOMMENDATIONS Although the employees have not shown dissatisfaction towards training programme but they are also not totally satisfied so I would recommend the company to upgrade the training and development programmes. It is further recommended that attractive training should be followed so that the employees are satisfied and give the maximum possible output for the company. The organization should try to find out the factors affecting absenteeism, while the training programmes are conducted. The organization should try to find out the factors to motivate the employees through training. The company should add more training programme for the executives and non-executives staff. The work place of the training should be physically organized and attractive. The rules abiding training should be explained well to the employees and workers.

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CHAPTER-8 LIMITATION
LIMITATION The first and most influential limitation which came across during the time of conducting the research was the inconvenience to approach employees. Due to this limitation the actual scenario cannot be judged. The second limitation was the hesitation of the employees to fill the questionnaire on such a sensitive topic. The next limitation was the difficulty to approach the respondents as there is hierarchy to follow. The mental status of the employees at the time of filling the questionnaire cannot be always positive so the mental bias has an impact.

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Summer Training Report & Viva (536322) 2012

Summer Training Report

Session: 2011-

CHAPTER-9 CONCLUSION
CONCLUSION Training involves an expert working with learners to transfer to them certain areas of knowledge or skills to improve in their current jobs. Development is a broad, ongoing multi-faceted set of activities (training activities among them) to bring someone or an organization up to another threshold of performance, often to perform some job or new role in the future. Training is the formal and systematic modification of behaviour through learning which occurs as a result of education, instruction, development and planned experience. Development is any learning activity, which is directed towards future, needs rather than present needs, and which is concerned more with career growth than immediate performance. We know that successful candidates placed on the jobs need training to perform their duties effectively. Workers must be trained to operate machines, reduce scrap and avoid accidents. It is not only the workers who need training. Supervisors, managers and executives also need to be developed in order to enable them to grow and acquire maturity of thought and action. Training and development constitute an ongoing process in any organization. Training is the acquisition of technology, which permits employees to perform their present job to standards. It improves human performance on the job the employee is presently doing or is being hired to do. Also, it is given when new technology in introduced into the workplace.

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REFERENCES 1. T.N. Chhabra Human resource management, New Delhi, Dhanpat Rai & Co. (P) Ltd. , 5th edition, pg. 236 2. T.N. Chhabra, Human resource management, New Delhi, Dhanpat Rai & Co. (P) Ltd. , 5th edition, pg.241 3. L.M. Prasad, Principles and practice of management, 3rd edition pg.498 4. L.M. Prasad, Principles and practice of management, 3rd edition pg.501 5. www.lancogroup.com

APPENDICIES QUESTIONNAIRE
Questionnaire on Study on Effectiveness of Training & Development I am a student of Shri Shankaracharya Institute of Technology & Management , Bhilai (C.G.). As a part of my curriculum, I am conducting a project on Training & development in Lanco Infrastructure Limited, Anpara, Sonebhdra(U.P.). I would be grateful to you for providing candid responses. The information which is provided by you will be confidential. Q.1) What is your job profile? Q.2) Your organisation consider training as a part of organizational plan. Do you agree with this statement? Strongly Agree 18

Summer Training Report & Viva (536322) 2012 Agree Somewhat Agree Disagree Less than 2 2-4 4-6 More than 6

Summer Training Report

Session: 2011-

Q.3) How many training programmes have you attend in a year in a Lanco?

Q.4) Which training programme you have attended in Lanco? Q.5) To whom the training is given more in your organisation? Senior Staff Junior Staff New Staff Based on Requirement Strongly Agree Agree Somewhat Agree Disagree

Q.6) Enough practices is given for us during training session? Do you agree with this statement?

Q.7) The training sessions conducted in your organisation is useful in personal/professional life. Do you agree with this statement? Strongly Agree Agree Somewhat Agree Disagree

Q.8) Employees are given appraisal in order to motivate them to attend the training. Do you agree with this statement? Strongly Agree Agree Somewhat Agree Disagree

Q.9) How long will it take to implement the trained process? 19

Less than 2 months 2-4 months 4-6 months More than 6 months Excellent Good Average

Q.10) How well the work place of the training is physically organized?

Bad Q.11) Is there a process to assess the organizations future training needs? If yes, how is this assessment carried out? Who participates? (brief in 3-4 lines) Q.12) It is said that the learning is a continous process. It cannot be imparted/gained in 2-3 days training program. Do you think that the way Lanco training program conducted will achieve the desired purpose? Q.13) What are the general complaints about the training session? Take away precious time of employees Too many gaps between the sessions Training sessions are unplanned Boring and not useful Q.14) The time duration given for the training period is? Sufficient To be extended To be shortened Manageable All the objectives are met Some objectives are met Met according to the need None of the objectives are met

Q.15) Comment on the degree to which the training objective are met during the training sessions:

PERSONAL DETAILS: 20

Summer Training Report & Viva (536322) 2012 Name: Department: Designation: Date of Joining: Working experience in Lanco:

Summer Training Report

Session: 2011-

SWATI TIWARI MBA 3rd SEM. SSI TM BHIL AI (C.G.)

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