t& d at tvs tyres

7/29/2019 T& D at TVS tyres

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Summer training project report on T&D

ACKNOWLEDGEMENT

No research can blossom from a single persons mind without proper

guidance, assistance and inspiration from various quarters. My project report

was given its present shape by assistance of many people whom I am greatlyindebted to.

I take this opportunity to express my deep gratitude to the management of

TVS SRICHAKRA Limited SIDCUL, Pantnagar (U.S Nagar),for providing me the opportunity to get an exposure of their esteemed unit.

I am sincerely thankful to the HR Department which coordinated my

training and especially express my thanks to Mr. Alok Kumar

Manager(Personnel & HR) for their valuable suggestions, unreserved help,

persistent teaching, and encouragement and especially for their able

guidance.

I am also thankful to Mr. Jitendra Kumar - Team HRwho with their

meticulous guidance, altruistic help, hearty encouragement and especially

for extreme patience to make me understand the practical information of

what I have been taught in my college.

VIJETA KAPIL


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PREFACE

Human beings are very dynamic. Every moment there is a slight change inhis working. The success of any organization depends upon the employees

working in it. Though the capital and other sources of production are vital

for the growth of an industry, one cannot think of an industry without the

human resources, i.e.

The precious wealth of a nation!

It is a matter of great pleasure for me to write the preface for TVS Srichakra,

Pantnagar. As a part of M.B.A. programme all the students are liable to

undergo summer training in some organization to enable them to getacquainted with the practical aspects of the organization business

management.

The practical exposure in an organization connects the theories that we

learnt in academics with the practical knowledge.

I have done my summer training at TVS SRICHAKRA Limited

SIDCUL, Pantnagar (U.S Nagar) and found the working

environment in the organization very conductive, cordial and harmoniouswhich tempted me to go in depth of the research.

This training taught me:

Man power is always superior to the money power!!


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Contents

Declaration

Acknowledgement

Preface

Chapter 1- Introduction Introduction To Human Resource Management

Introduction to the Topic

Justification for Selection

Chapter 2- Objective of the Study

Chapter 3- Company Profile

Chapter 4- Review of Literature

Training & Development An Introduction

Objectives Of Training

Types and Methods of Training Training Cycle or Process

Benefits and Limitations

Training & Development at TVS Srichakra Ltd.

Chapter 5- Research Methodology

Chapter 6- Data Analysis and Interpretation

Chapter 7- Findings and Conclusion

Findings

Conclusion

Chapter 8- Recommendation

Chapter 9- Limitations of Study

Bibliography

Questionnaire


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HUMAN RESOURCE MANAGEMENT-AN

INTRODUCTION

The role of Human Resources is changing as fast as technology and the

global

marketplace. Historically, the HR Department was viewed as administrative

overhead.

HR processed payroll, handled benefits administration, kept personnel files

and other records, managed the hiring process, and provided other

administrative

support to the business. Those times have changed.

The positive result of these changes is that HR professionals have the

opportunity to

play a more strategic role in the business. The challenge for HR managers is

to keep

up to date with the latest HR innovationstechnological, legal, and

otherwise.

An organization is made up of five resources- man, material, money, methods &

machinery. First one is living one, that is human and the other four are non living, that is

non-human. It is the people that make use of non-human resources. Hence, people are the

most significant resources in the organization.

From national point of view, human resources are the knowledge, skills, creative abilities,

talents and aptitudes obtained in the population; whereas from the view point of the

individual enterprise, they represent the total of inherent abilities, acquired knowledge

and skills as exemplified in the talents and aptitudes of its employees.

HRM is a process of managing people of an organization with a human approach. It is an

approach to develop and effectively utilize manpower not only for the benefit of the

organization but for the growth, development and self satisfaction of the concerned


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people. In other words, it is a process of bringing human resources and organization

together so that goals of each are met. It can be defined as an art of procuring, developing

and maintaining competent workforce in the organization to achieve the goals of an

organization in an effective and efficient manner.

COMPONENTS OF A HRM SYSTEM


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Courtesy Ujjawal Placement & Consultancy

Recruitment& Selection

Industrial Relations

Pay &

Rewards

PerformanceAppraisal &

Feedback

Training &Development

OBJECTIVES OF HRM


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Of all the factors of production, man is by far the most important. The importance of

human resources can be analyzed from the fact that they are the people who make things

happen. The product of any manufacturing organization by itself is not enough to win

customers over; it is the service support that gives it the edge to steal a march over its

competitors. The human resource becomes even more important in the service industry

whose value is delivered through information, personal interaction or group work. This is

the only resource which can produce unlimited amounts through better ideas. The main

objectives are as follows:

HRM works for Organizational Development.

To help the organization to attain its goals.

To employ the skills and abilities of the employees efficiently and effectively.

To provide the organization with well trained and well motivated employees.

To increase to the fullest the employees job satisfaction and self actualization.

To develop and maintain quality of work life in the organization.

To communicate human resource policies to all employees.

To maintain ethical personnel policies and behavior in the organization.

To increase the competitive advantage and enhance the working environment.

THE OBJECTIVE OF THE STUDY


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The objective of the study is to gain insights regarding the Training and Development

Programs organized in the Company, so that it enhances the performance of the

employees and increases the Competitive Advantage.

In the words of Frederic Harbinson;

The human beings are the active agents who accumulate capital, exploit natural

resources, build social, economic and political organizations and carry forward

national development.

Therefore, the training and development of these workforces becomes the fundamental

perquisites for shifting the economic paradigm towards greater prosperity. Due to this

aspect of the topic, it is taken as the main objective of the study and under this various

aspects of Training and Development are considered such as; whether the training

needs are identified properly? Are these Training Programs beneficial in the

long run? The report analysis the various factors and then submits the

Suggestions.


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COMPANY PROFILE Of TVS TYRES

TVS Srichakra is one of the leading two and three wheeler tyre manufacture in India rolling out over 11

million tyre per annum part of us $2.2 billion largest Auto Ancillary group of TVS , founded by Sri T.V

Sundaram lyengar, TVS Tyre lives up to the rich heritage and strong value system of the parent company.

Incorporated in 1982, the company manufacture a complete range oftwoandthree wheeler tyres and tube

for the domestic market and industrial Pneumatic tyres, farm and implement tyres, skid steer tyres,

multipurpose tyres, floatation tyres etc, for the export market at its state of art manufacturing facility at

Madurai in Tamil Nadu Spread over an area of 2.5 lakhs Sq. mts, manufacturing unit at Madurai Employs

over 3800 People.

TVS tyres is one of the major supplier to all leading original equipment manufacture namely TVS motors,

Hero Honda , Bajaj Auto & Yamaha motors and has a strong network of over 2050 dealers and 23 depots


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across the country to cater to the after market . The company is a global player, exporting to USA, Europe,

Africa, South America and South East Asia .Accredited on 1996 with ISO 9001 Certifications, TVS tyres

adopted strong quality standard From its inception and these benchmark were further strengthened with the

certification of ISO 14001, ISO 9001-2000 and Ts 16949. The company has other practices like six sigma

and learn manufacturing technique in place to abide by their high quality standard. TVS tyres were also the

winner of the prestigious TPM excellence Award in 2003 and TPM consistency Award in 2005.

TVS Srichakra TVS Means- Trichur Vtnkatram Sundaram Iyengar

TVS Also Means- Trust Value & System

About the founder:

Mr. TVS Iyengar was born in March 22,1877 & died in 28 April 1955

He had five sons and two daughters

His School education in Trichur and college education in Triunelveli, Hindu

College

In 1903 he joined Railways as clerk

In 1911 he with Bahadur Kadar Nawaskhan Started Bus service.

In 1929 he got distributor ship for General Motors Parts Sales

History of TVS Company

1940 Service Station, Tyre Rethreading.

1954 Parts Distribution

1960 Component Manufacturing

1980 Two Wheeler Manufacturing

1982 Tyre And Tube Manufacturing

1990 Logistic Solution

Company Information:

There are two Manufacturing unit of TVS Srichakra Tyre Group

a) Madurai

b) Uttrakhand

Annual Turnover 1.6 Billion US Dollar

65% Market in Two Wheeler Tyre Industry

Present TVS UKD Production is


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a) Tyre Average 9000/ Day (Average 75% Achievement)

b) Tubes Average 12000/ Day (Average 90% Achievement)

Manpower Strength in UKD Plant 1200

Manpower Strength in Madurai Plant 3800

TVS GROUP

PRODUCT OF TVS TYRES

SpecificationScooter

Unique tread design for excellent road grip and mileage

Scientifically designed tread blocks which give uniform tread wear

Aesthetically designed side wall

Reinforced casing to absorb shocks And Impact

Ideal for both dry and wet roads

Goo

d

aesthetic appearance

Moped

Premium tread design for high traction and road grip Reinforced crown and sidewall to give very good impact strength to carry

heavy loads Studs extended upto shoulder for better grip during cornering


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THREE WHEELER TYRESP Specification

Unique tread ptn for heavy load carrying and goods usage

Excellent tyre life

Strong casing for higher endurance and multiple retreads

C TMotorcycle Tire I

Specification

Specially engineered design gives superb road grip

Optimized radius for excellent drivability

Rugged looking tyres suitable for all track conditions

Studs extended up to shoulder for better cornering

Reinforced casing for absorbing shocks and impacts

Good aesthetic appearance
http://www.trade.gov.cn/product/50460.htmlhttp://www.trade.gov.cn/product/50460.html


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MULTI PURPOSE TYRES

SPECIFICATION

Wide base tyres or multipurpose trucks on road off the road and agricultural services

Scientifically designed tread pattern for self cleaning

Best traction in all services and weather conditions

Designed for better on the road driving conditions

Strong nylon construction for strength and impact resistance

Good resistance to side slip achived by diagonal lug design

IndustrialPneumatic tyres

SPECIFICATION

Skid Steer

Extra deep tread for long wear and puncture resistance

High fabric lockup around bead for improved sidewall stability

Wider width for wider contact patch

NR based compound for better chipping resistance

Tread length offset by to 3/8 of an inch which gives extra biting power in both forward and

reverse

Heavier under tread to support the tread and to enhance user ability to recap

Extra rubber at the lowest section of the sidewall provides more protection for rim flange


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FARM & IMPLEMENT TYRES

SPECIFICATION

Wider tread for excellent flotation

Nylon construction for strength and durability Wider Ribs and deep grooves for directional control

TYRES AUTO TYRES

ONS NS

TUBES
http://www.alibaba.com/product-free/215850926/tyre.html


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TRAINING AND DEVELOPMENT- AN INTRODUCTION

Training makes a very important contribution to thedevelopment of the organizations

human resources and hence to the achievement of its aims and objectives. To achieve its

purpose, training needs to be effectively managed so that the right training is given to the

right people, in the right form, at the right time and at the right costs.

The term Training indicates the process involved in improving the aptitudes, skills and

abilities of the employees to perform specific jobs. Training helps in updating old

talents and developing the new ones.

The scope of training is no longer limited to developing knowledge and competencies in

individuals. As considerable emphasis is placed on human relation in an organization,

leadership styles of senior management, and on promoting interpersonal effectiveness,

training has acquired new dimensions in organizational functioning. In fact, it has now

become a crucial element in providing a sound basis for modern day management.

Having recognized the role of training in enhancing productivity and improvingorganizational functioning, many public sector undertakings and business houses have

established their own in-house training infrastructure and built the necessary expertise

and facilities to carry out their program of training and development. At the macro level,

training has become a part of the overall national strategy for human resource

development and man power planning, thus serving as an important agency to contribute

to the economic and social progress of the country. In many developing countries,

government agencies offer a wide range of training to the self-employed. This

emphasizes the need for large scale, organized efforts to develop technical and

entrepreneurial skills in unemployed youths, aiming to make them active and productive

units of society.


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IMPORTANCE OF TRAINING AND DEVELOPMENT

The organization believes that the Training and Development is required to

build value in the employees and in the organization as a whole.

Training and Development is an important tool for the management

that enhances the performance of the employees, and thus increases the

Competitive Advantage efficiently. Training and Development focuses on

the following factors.

Better Training and Development Programs can reduce cost,

improve quality and increase the value of the CompetitiveAdvantage.

It aligns people with Business Strategies.

Deals with the soft factors driving human resources.


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OBJECTIVES OF TRAINING

Training is an organized activity for increasing the knowledge and skills of people for a

definite purpose. I t involves systematic procedures for transferring technical know-how

to the employees so as to increase their knowledge and skills for doing specific jobs with

proficiency. In other words, the trainees acquire technical knowledge, skills and problemsolving ability by undergoing the training program. The major objectives of training are

as follows:

To train the employees in the indigenous and alien cultural values.

Increasing the quantity and quality of output which may further lead to

improvement in work methods and skills.

Training the employees for promotion to higher jobs.

Train the bright but dronish employee in the formation of his goals.

To train the employees towards better job adjustments and building high

morale.

To reduce Supervision, Wastage and Accidents.

Development of effective work habits and better job performances.


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TYPES AND METHODS OF TRAINING

With the recognition of training as an important avenue for development, it becomes

important for the organizations to have the right method of training for the employees and

also the organizations in general.

Training methods are grouped into:

1. THE-JOB- ON TRAINING

2. OFF-THE-JOB-TRAINING

1. ON-THE JOB TRAINING:

Advantages:

Requires no extra space and venue.

It is very practical.

Most common method in which employees are instructed in the company.

Disadvantages:

Expensive equipment and work space is tied up

High wastage

Trainee will be under pressure.

Types of ON-THE-JOB-TRAINING

Induction Job rotation..

Job rotation.

Orientation Training.


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Job-instruction Training.

Apprenticeship.

Job Rotation.

Demonstration and examples.

2. OFF-THE-JOB TRAINING:

Advantages:

Organized Training.

Executives get away from the pressure of the job.

Provides resource such as faculty, executives, books, etc.

Better arrangements.

Disadvantages:

Organizational climate is lost

Costly and Expensive method.

Types of OFF-THE-JOB-TRAINING

Lectures.

Seminar or Team Discussion.

Case studies.

Programmed Instruction.


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T-group training.

TRAINING CYCLE OR THE PROCESS

Developing a learning event or a training program requires various phases such as

planning, execution and follow-up or the revision phases. These steps or the phases are an

inter-related system or a continuous cycle. The steps involved are:

1. Analyze

2. Design

3. Develop

4. Conduct

5. Evaluate

1. ANALYSE: The two primary purposes of this phase are to determine that the

training is needed and to make certain that the training is based on reliable and identified

training requirements. The need assessment should be proper and method based.

2. DESIGN: In this phase a strategy is developed regarding the accomplishment of the

training programs. The designing of the Actual Training Program takes place and all the

pre- testing takes place.

3. DEVELOP: Development of the training programs by analyzing all the driving

forces. Training methods, tools, timings, objectives, data and the resources are developed

and arranged.

4. CONDUCT: The actual program is conducted and carried according to the training

calendar.

5. EVALUATE: This stage evaluates the success or failure of the training program

which is done by the management. Feedback or follow-up steps are taken so that control

measures are adopted during the whole program.


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BENEFITS AND LIMITATIONS OF TRAINING

Training offers innumerable benefits to both the employees and the employers, in depth it

helps in building a learning organization and a competitive workforce. The importance

and the associated benefits of training can be studied under the following heads:

BENEFITS TO THE EMPLOYEES:

Training increases the overall worth of the employees thus making them more

useful and employable for the organization.

It contributes to higher production, fewer mistakes, greater job satisfaction and

lower turnover ratios.

It makes employees effective and efficient and as a result there is a reduction in

wastage of resources and time.

Employees can realize their career goals easily.

Career moves and job-hopping, which happen to be the order of the day, can be

made in a flexible manner.

BENEFITS FOR THE ORGANIZATION:

An overall development of the employee increases the human asset of the

organization and enhances the competitive advantage of the company.


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Training helps in achieving higher standards of quality, building up a satisfactory

organizational structure, delegating authority, and motivating employees to

perform better.

Employees turnover and absenteeism are reduced.

Wastage is minimized.

Job enlargement and job enrichment programs can be implemented easily.

Making training a continuous affair in the organization can strengthen the

employee loyalty.

Effective Training and development activities in the organization depicts that the

organization has a clear mindset for the development of its employees and is

concerned for their future prospects. This thus develops a good image of the

company in the industry and in the society as well.

LIMITATIONS OF TRAINING:

The calculation of ROI is much intensive process and complicated too.

Training is a costly affair. The costs involved in training include travel and halting

expenses of the participants in the program.

Training may result in the dislocation of the work and loss of output because

regular office work is likely to be interrupted or delayed because of the time spent

in training.

Sometimes it is difficult to obtain good trainers and instructors.

The Training Environment and the culture sometimes act as a restraining force

which hinders the Training Process.


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TRAINING AND DEVELOPMENT AT TVS SRICHAKRA

Ltd. PANTNAGAR

The process of globalization not only brings HR & Training and Development functionscloser to the strategic core of the business but it is also changing the scope and content ofthe same. These days in a Learning Organization, the virtues of Team Work,

Empowerment of employees and Continuous Improvement and Development of

employees, knowledge and skills in the organization have been given greater emphasis.

Thus, we are witnessing a renewed interest in HR, Training and Development process as

a major strategic tool that can uphold the competitive position of the company, through

its PEOPLE.

Training is essentially a process of learning, a process that brings

about a change and self-development.

The word Training is conveyed generally by the meaning discipline, education and

development. Similarly, the word Development is conveyed by the sense of learning,

acquiring and using the knowledge and skills acquired through training on the job.

Ancient Indian educationists thus thought of Training and Development as two sides of

the same coin i.e. if a person is properly trained, he develops as an individual and also

contributes to the organization to which he belongs.

Training is like giving spectacles of requisite power to a man so as to enable him to

have better perspective in taking the right action and decision on the job, so that

individual and organizational productivity and effectiveness increases.


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TVS SRICHAKRA believed in cultivating its most valuable resource i.e.

PEOPLE. It is with this believe that the company has been using this

valuable tool of Training to bring about a change in the minds and

working culture of the employees

2002

If you want 1 year ofprosperity,

grow grain.If you want 10 years ofprosperity,

grow trees.If you want 100 years of

prosperity,grow people.

Various Departments of TVS Srichakra

Human Resource department

Accounts Department


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Production

Maintenance / Plant Engineering

Purchase Department

Store

Quality

R&D / Technical


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Organisation Chart of TVS Srichakra UKD Unit

Organisation Structure Of TSL ,UKD UnitPersonnel & H.R

Head

Manufacturing

S. Murali

Head of

QA &MRS Goyal

Head-Finance

Ashish Bajpai

Head

-Technical

K.D Sharama

Head-HR &

Personnel

Alok Kumar

Plant Head

K. Narayana Prasad

Production planning &

Cordination

1- Anubhav J.M

2-Manoj- GET

Head Material

harmendra

Gupta

AM- SHE

Chanchal

Das

Head PlaEngineerin

VP- OperationsK Prakash

Executive Assistant

Gaurav Kumar Gupta

G M P & H.R

G - HARI Plant Head

Manager- P& HR

Alok - Kumar

Personnel(Shift)

Manish Soni-Exe

(5)Year

Rajender Bora-

Exe(4) Year

Deputy

Manager-

Sanjeev

Kumar

Exe- P & IR

Alok Kumar

Exe- HR

Jitender

Kumar


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PROCESS DESCRIPTION FOR TRAINING AT TVS

SRICHAKRAThe process of Training constitutes of various stages such as Input, Processing,

Output and Control. These stages are the elementary requirements for any TrainingProcess. The Training Process can be illustrated with the help of the following

diagram:


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TRAINING FLOWCHART AT TVS SRICHAKRA

Circular For Training Need Identification

Training Need Identification

Preparation of Training Calendar

Identifying the Source of Training andOrganizing the Training Program as per

the Training Calendar

Informing the Concerned Participants

Collection of Training Attendance andFeedback Forms

Maintaining the Training Records

Evaluation of Training Feedback

Measure and Monitor the Effectiveness of

Training

Through

Training

NeedIdentificat

on Forms/

Competen

cy

Mapping

If Training

Effectiveness

is not

satisfactory

Action: Re-

trainingEnd


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CONDUCTING TRAINING PROGRAMS AT TVS

SRICHAKRA

1- TRAINING NEED IDENTIFICATION CIRCULAR

TVS SCRICHAKRA LIMITED

Circular For Training Need Identification

From: HRD To: All HOD

SUB: Training Need Identification For the year 2011-12

We are pleased to announce that the HR Department is going to identify the training needfor every individual on yearly basis & accordingly we will organize various training

programs either internal or external to fulfill their needs.

As per the TNI procedure, you are hear by requested to in list the functional/Technical &behavioural, customer specific requirement, organizational requirement, SHE & QMS

requirements, regulatory requirement related training topics for your department

members for the yr 2011-12

Please suggest or recommend the names of training faculties (Both internal & external)for the identified training topics.

We expect the duly filled format of training need identification (attached here with latest

by 20th June 2011)For any clarification Mr. Alok Kumar (Manager-HR) or Mr. Jitender (executive-HR)

may be contacted.

Team HR


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2- IDENTIFICATION OF TRAINING NEED: The training needs areidentified on the basis of job analysis after which training forms are filled by the HODsof various departments.

TVS SCRICHAKRA LIMITED

TRAINING NEED IDENTIFICATION FORMAT

(To be identified by the HOD)

Employees Name: Emp Code:____________

Designation: Date of Joining :_______

Dept: Area :_____________________

I propose the following Training and Development for the year________(Attach

sheet if necessary):

Functional /Technical Behavioral

Proposed Area/Subject of

Development

Criticality

(1/2/3)

By

When

(Specify

the

Quarter)

Proposed Area/Subject

of Development

Criticality

(1/2/3)

By

When

(Specify

the

Quarter)

1. 1.

2. 2.

3. 3.

4. 4.

5 5.

Name of the Reporting Officer :___________________

Signature of HoD Employees Signature

Date : ________________ Date : __________

Explanation:____________________________________________________________________________

CRITICALITY:

1. High Criticality, required at the earliest for performing on the job.2. Medium Criticality would help in better performance, not immediate.

3. Good to know.

Note: Please note that 1 (High Criticality) may not be given to more then 1 per yearFunctional/Technical Training: These are the training inputs essential for effectively performing the roles

and responsibilities of a Job as per KRA. These may also be inputs for learning new skills required for new

responsibilities.

e.g.: FMEA, MSA, SPC, Tally, CRM,ISO,SIX SIGMA etc.


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Behavioral Training: These are the training inputs required for the enhancement of soft-skills and

continuously achieve Personal Development.

e.g.: Communication skills, Interpersonal Skills, Time Management, etc

3. PREPARATION OF ANNUAL CALENDAR: A training calendar isprepared as per the requirements and monitored well.

PROPOSED TRAINING PROGRAMME CALENDAR (2011-2012)

SERIAL

No.

TOPIC PARTICIPANTS DURATION

(Hrs.)

TRAINER MONTH

1 Walk And

Talk

EXECUTIVES 8 Chanchal Das

(Internal)

June-July

2011

2 Jeevan

Yatra

WORKERS 8 EXTERNAL June-July

20113 Product And

ProcessKnowledge

WORKERS 2 Babla &

BishnuRathore(Internal)

June

2011

4 Basic Saftey WORKERS 5 Chanchal Das(Internal)

July2011

4. PREPARATION OF MONTHLY CALENDAR: A monthly calendar is

prepared on the basis of annual calendar so that the participants and the various

departments are intimated well before hand.

TRAINING SCHEDULE FOR THE MONTH OF JUNE 2011

Serial

No.

TRAINER TOPIC TIME PARTICIPANTS

1 Mr. Chanchal Das Walk And

Talk

9-5pm Executives

2 External Jeevan Yatra 9-2pm Workers

3 Babla &

BishnuRathore

Product And

ProcessKnowledge

3-5pm Workers


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TRAINING SCHEDULE FOR THE MONTH OF JULY 2011

Serial

No.

TRAINER TOPIC TIME PARTICIPANTS

1 Chanchal Das Walk And

Talk

9-5 pm Executives

2 External Jeevan

yatra

9-2 pm Workers

3 Chanchal Das Basic

Saftey

9-2pm Workers

5-THE TRAINING PROGRAM: The training program as scheduled in the monthly

training calendar is conducted and the participants are well communicated about the

venue, timing and some information about the trainer. Training Attendance is maintainedby the HR Department regularly after each training program.

TVS SRICHAKRA LTD.Attendance Sheet

Training Title: __________________________

Training Time & Date: ________to__________ ON: ___________

Training Duration: _____________________Hr/min

Training Faculty: ________________________Training Venue: ________________________

S.no. Participants Name Signature

4-TRAINING FEEDBACK: A training feedback form is maintained by the HR

Department and is filled by the participants who have attended the training after each

training program. The Training Feedback form is as per the following:


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TVS Srichakra Ltd.Training Feedback Form

Learning Title:_______________________________________________

Facility:_____________________________________________________

Date of conduct:______________________________________________Time Duration:_______________________________________________

Venue:_____________________________________________________

Regarding Programs:Contents Poor Fair Good Excellent

1. Objective of training/ action

learning met?

2. Use of training on your actual job

3. Amount of time spend on each topic.

4. Use of training material.5. Administrative arrangements.

Regarding Trainer:

Contents

1. Subject knowledge of the trainer.

2. Presentation style of the trainer.

3. Trainers ability to solve queries.

4. Trainers ability to encourage participants.

5. Use of Supporting facilities for training e.g Computers

Valuable Suggestion for improvement in Training:_______________________________

_______________________________________________________________________

_________________________________________________

In Brief Contents of training:_______________________________________________________________________________________________________________________


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5. TRAINING EFFECTIVENESS: After the training program is completed

effectiveness of the training program is judged by the respective HODs and a

form is filled by them analyzing the various aspects of training.


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RESEARCH METHODOLOGY

The research methodology describes the process of research work. This contains the

overall research design, the data collection methods, the sampling procedure, the field

survey method and the analysis procedures.

DATA COLLECTION METHOD:

Data were collected by survey method and by reviewing of the publishing literature

that includes official document of TVS Srichakra Ltd. And other related documents

of the company.

PRIMARY DATA:

The structured questionnaires are used to collect the data from the staff of various

departments.

RESEARCH INSTRUMENTS:

Objective types of Questionnaires are used to collect data.

SAMPLING SIZE:

In the survey for analyzing the Training and Development Activities a total number

of 45 employees are taken at random from the various Departments of the

organization.

SAMPLING PROCEDURES:

To get the feasible and accurate results, stratified random sampling method is used.

SECONDARY DATA:


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The secondary data was gathered from the books related to Training and

Development, websites, newspapers and magazines.

QUESTIONNAIRE

1. Does Training and development programs help in building a learning

Organization and a Competitive work force?

Options:

A. YES

B. NO

2. Do you think that Employees training needs are identified properly?

Options:

A. YES

B. TO LARGE EXTENT

C. TO SOME EXTENT

D. NO

3. Does Training Programs are conducted according to the training calendar?

Options:

A. ALWAYS

B. SOMETIMES

C. NEVER

4. Is the Performance Appraisal Process linked with the T & D Process?

Options:

A. YESB. NO

C. CANT SAY

5. Is the Information communicated well in advance about the relevant details of theTraining program?

Options:


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A. ALWAYS

B. OFTEN

C. SELDOM

D. NEVER

6. Is the Atmosphere of the class well established to facilitate open discussion?

Options:

A. YES

B. TO LARGE EXTENT

C. TO SOME EXTENT

D. NO

7. How far these training programs are useful in your day to day work?

Options:

A. ALWAYS

B. OFTEN

C. SELDOM

D. NEVER

8. Are the resources required for T & D Program effective enough to fulfill the

requirements?

Options:

A. VERY GOOD

B. GOOD

C. SATISFACTORY

D. POOR

9. Are the Training Aids easy to understand and access?

Options:

A. YES

B. OFTEN

C. NO

10. Do you have any suggestion for the betterment of these programs?


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ANALYSIS OF THE QUESTIONNAIRE

Question No. 1

1. Does Training and development programs help in building a learning

Organization and a Competitive work force?

Options:

A. YES

B. NO

Options Responses (%)

A 85

B 15

85%

15%

A B


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INFERENCES DRAWN: As stated about 85% of the employees believe thatTraining and Development Programs help in building a learning organization and

competitive workforce whereas about 15% do not support the view.

Question No. 2

2. Do you think that Employees training needs are identified properly?

Options:

A. YES

B. TO LARGE EXTENT

C. TO SOME EXTENT

D. NO


A 51

B 14

C 5

D 30

51%

14%

5%

30%

A B C D


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INFERENCES DRAWN: About 51% say that YES training needs are identifiedproperly, whereas 30% disregard the fact.

Question No. 3

3. Does Training Programs are conducted according to the training calendar?

Options:

A. ALWAYS

B. SOMETIMES

C. NEVER

Options Responses (%)A 76

B 20

C 4

76%

20%

4%

A B C


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INFERENCES DRAWN: About 76% employees say that the Training Programsare conducted according to the training calendar, 20% say that its only sometimes that theTraining Calendars are followed and 4% say that the calendar is not at all followed.

Question No. 4

4. Is the Performance appraisal process is linked with the T & D Process?

Options:

A. YES

B. NO

C. CANT SAY

Options Responses (%)A 61

B 14

C 25

61%14%

25%

A B C


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INFERENCES DRAWN: It is illustrated that about 61% employees feel that thePerformance appraisal process is linked with the T & D Process, 14% say no and 25%

cant say anything about the linkage.

Question No. 5

5. Is the Information communicated well in advance about the relevant details of the

Training program?

Options:

A. ALWAYS

B. OFTEN

C. SELDOM

D. NEVER


A 78

B 19

C 3

D 0

78%

19%

3%

0%

A B C D

INFERENCES DRAWN: About 78% of the employees believe that always theyare communicated well in advance about the training programs and none of them feel that


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they are not informed. This ensures that the organization and the HR Department both

have effective communication.

Question No. 6

6. Is the Atmosphere of the class well established to facilitate open discussion?

Options:

A. YES

B. TO LARGE EXTENTC. TO SOME EXTENT

D. NO


A 52

B 42

C 5

D 1

52%42%

5% 1%

A B C D


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INFERENCES DRAWN: The chart illustrates that about 52% employees believethat the training environment is well suited to promote effective learning and only 1%

feel that the atmosphere is not conducive enough.

Question No. 7

7. How far these training programs are useful in your day to day work?

Options:

A. ALWAYSB. OFTEN

C. SELDOM

D. NEVER


A 90

B 8

C 2

D 0

90%

8%

2%

0%

A B C D

INFERENCES DRAWN: It is illustrated from the chart that about 90% of theemployees believe that the training programs are always useful in their daily work as thetraining, regarding any aspect or subject proves beneficial in their job performances.


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Question No. 8

8. Are the resources required for T & D Program effective enough to fulfill the

requirements?

Options:

A. VERY GOODB. GOOD

C. SATISFACTORY

D. POOR


A 60

B 17

C 23

D 0

60%17%

23%0%

A B C D


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INFERENCES DRAWN: About 60% say that the resources used for training arevery good, whereas 17% and 23% believe that they are good and only satisfactory. None

of the employees feel that the resources are not effective.

Question No. 9

9. Are the Training Aids easy to understand and access?

Options:

A. YESB. OFTEN

C. NO


A 80

B 20

C 0

80%

20%0%

A B C


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INFERENCES DRAWN: About 80% of the employees feel that the training aidsare easy to understand and access. This clearly depicts that about 80% of the employees

are satisfied with the Training Programs.

SUGGESTIONS

With the paradigm shift which is happening in organizations, the role and functions of the

Training and Development Activities are also changing significantly and we too need

new models, methods, techniques, ideas and suggestions to work effectively and

efficiently within this change.

On the basis of the study done by me, I believe that to provide value to the business,

Training Systems and Processes should be constructed around and focused on, Specific

Organizational Competencies critical for securing the Competitive Advantage in a

competitive and global environment. These can be illustrated as follows:

Organizational Learning:The ability to acquire and adapt fast new

technology or marketing skills across the whole organization.

Continuous Improvement:The ability of the organization and its people

to continuously improve the Quality, Cost and Delivery parameters of the

products or services.


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Building Competitive Culture:The ability of the organization to focus

the energy of the people inside the firm on the task of winning in the market

place.

The following suggestions are also provided on the basis of the study conducted and the

inferences drawn:

1) For any Training Program to be a success, some factors play a significant role

such as:

TRAINING ENVIRONMENT

TRAINING AIDS

TRAINER

And most of all The Top management support and the employees initiative. It is

suggested that these key factors should be considered significantly and monitored well.

2) The effective trainer stimulates without dominating, participates and encourages

sharing without losing control, responds to the needs of individual participants but

in the context of the group. Hence, the selection of the Suitable Trainer for A

Specific Training Program becomes relevant.

3) In todays global scenario it is the foremost responsibility of the organization and

specially the HR Department, that they should cater to need identification and

need analysis properly, so that they are able to maintain a Qualified workforce.


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4) The organization should develop such an organizational atmosphere or

environment that the employees themselves feel open and comfortable to come

with their Training Requirements individually.

5) The HR Department should take an additional responsibility of monitoring and

analyzing all the Training Programs, at the years end, that have been conducted

annually.

6) The HR department should insure that each individual undergoing training is

provided by a soft copy or hard copy of the training program so that the learnings

of the training can be revised by them which ultimately leads to more effective

training.

CONCLUSION

Training and Development is an important tool of the management that trains the

employees for the present and develops them for the future so that the desired goals andobjectives are achieved. As per the research and study following conclusions are detailed:

Training and Development helps in building a Learning Organization and

develops a positive productive workforce.

Training and Development is a better way to show that the Company cares

for the employees and is concerned about its manpower development and their

future prospects.

Training and Development is a Win-Win Situation as both the Organization

and the employees are enhanced and both work for the betterment of each other.


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Training and Development is a tool which is efficiently used by the

management to maintain harmonious relationships with the employees by

increasing their Competence Domain.

Finally, it can be stated that Training and Development supports 100% to

generate more Qualitative Workforce which is required for the present and

maintained for the future.

Therefore, Training is seen in TVS Srichkra, as a big investment as this is

going to payoff in the long run in terms of Quality, Productivity and Growth

of the Organization. And thus the continuous efforts to achieve greater

success through Change!

Change through the people.better trained people.


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LIMITATIONS OF THE STUDY

Time is the real factor which affects the study i.e. the time duration for the project

work is a very short span of time to conduct effective study.

Some departments are remaining untouched to this exercise. Hence it does not

bring the complete picture of the Training Programs.

Employees needs, expectations and behavior vary from one person to another.

During this survey some employees show keen interest in the topic and give their

views but on the other hand some employees dont show any interest and provide

less support.

Scarcity of needful printed documents on the topic.

All the employees and officers were found very busy in their working hours.

The questionnaire being objective type did not have provided much opportunity to

the employees for reasoning.

The Sample was selected from the employees those were in the post of Executives

and Assistant Manager as told by my Project Guide, other executives were not

included in the study.

BIBLOGRAPHY


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t& d at tvs tyres

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