PROJECT REPORT

On
TRANING AND DEVELOPMENT
At

HERO HONDA COMPANY.

**

Submitted to M D University Rohtak in partial fulfillment of the requirements for the award of degree of Master of Business Administration

2010-12
Submitted by:
Preeti Yadav MBA (Hons) 4th Sem Roll No. 7417

INSTITUTE OF MANAGEMENT STUDIES AND RESEARCH M.D UNIVERSITY ROHTAK

TRAINING AND DEVELOPMENT

RESEARCHER`S DECLARATION

I declare that the project report entitled Training and Development At Hero Honda Company is a record of independent research work carried out by me under the supervision and guidance of Dr. Divya Malhan. This has not been previously submitted for the award of any other diploma, degree or other similar title.

PLACE DATE

STUDENT NAME PREETI YADAV

TRAINING AND DEVELOPMENT

SUPERVISOR`S CERTIFICATE

Certified that the project report entitled Training and Development At Hero Honda Company submitted to the IMSAR, M.D.U. Rohtak for the partial fulfillment of the award of degree of Master of Business Administration is a record of independent research work carried out by Preeti yadav a student, 2 yr. M.B.A.(Hons.), IMSAR, under my supervision and guidance. This has not been previously submitted for the award of any diploma, degree or other similar title.

PLACE DATE

SUPERVISOR SIGNATURE

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PREFACE

This research is a part of my 4th semester assessment examinations, which is included in the curriculum of my Master of Business Administration. We cannot rely merely upon the theoretical knowledge. It is to be complimented by practical know-how for it to be fruitful. A positive and correct result of the classroom learning needs realities of practical situation. The training enables the management students to see the working conditions under which they have to work in the future. It gives them a real feel of the corporate world, which helps them to better equip themselves with the required skills. It has been a great learning experience for me.

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ACKNOWLEDGEMENT
The research on Training and Development At Hero Honda Company has been given to me as part of the curriculum in 2-Years Masters Degree in Business Administration. I have tried my best to present this information as clearly as possible using basic terms that, I hope will be comprehended by the widest spectrum of researchers, Analysts and students for further studies. I have completed this study under the able guidance and supervision of Dr. Divya Malhan. I will be failed in my duty if I do not acknowledge the esteemed scholarly guidance, assistance and knowledge. I have received from them towards fruitful and timely completion of this work. Mere acknowledgement may not redeem the debt I owe to my parents for their direct/indirect support during the entire course of this project. I also thank full to the staff of Vivekananda Library for providing the books and internet facility to get the information about the topic. I also thankful to my friends who helped me a lot in getting the information and the completion of this project.

PREETI YADAV

TRAINING AND DEVELOPMENT

CONTENT Chapter-I
Introduction Significance of the Study Company Profile Focus of the Study

Introduction (Conceptual Framework)

Research Methodology
Objectives of the study Scope of the Study Research Design Sample Size and Techniques Data Collection methods Limitations of the study

Chapter-II Chapter- III Chapter- IV Chapter- V Chapter- VI

Literature Review Company Profile Data Analysis and Interpretation Conclusions and Suggestions Appendix and Bibliography

TRAINING AND DEVELOPMENT

Chapter-1

INTRODUCTION

TRAINING AND DEVELOPMENT

EXECUTIVE SUMMARY

For every organisation it is important to have a right person on a right job. Training and Development plays a vital role in this situation. Shortage of skills and the use of new technology are putting considerable pressure on how employers go about Training and Development staff. It is recommended to carry out a strategic analysis of Training and Development procedure. With reference to this context, this project is been prepared to put a light on Training and Development process. This project includes Meaning and Definition of Scientific Training and Development. Training and Development are simultaneous process and are incomplete without each other. They are important components of the organisation and are different from each other. Since all the aspect needs practical example and explanation this project includes Training and Development Process of Jay ushin ltd.. It also contains addresses of various and top placement consultants and the pricelist of advertisements in the magazine.

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CONCEPTUALISATION
Organization and individual should develop and progress simultaneously for their survival and attainment of mutual goals. So every modern management has to develop the organization through human resource development. Employee training is a specialized function and is one of the fundamental operative functions for human resource management. INTRODUCTION OF TRAINING: Human Resource Development has in recent years become the focus of attention of planners policy makers and administrators. Human resource development may be defined as the process of increasing the knowledge, skills and capabilities of people. It is important not only for an enterprise but for nations to develop its human resources. At enterprise level employee training and executive development are main areas of human resource development. Every organization needs to have well-trained and experienced people to perform the activities that have to done. If current or potential job occupants can meet this requirement, training is not important. When this is not the case, it is necessary to raise the skills level and increase the versatility and adaptability of employees. New technologies are coming very fast, and jobs are becoming complex with the advance of each, hence to keep pace with the fast changing technology employee need training. Training: - Training is a learning experience in that it seeks a relatively permanent change in an individual that will help improve his or her ability to perform on the job. Training involves the changing of the skills, knowledge, attitudes or social behavior to suit the present job of the person.Training is process of increasing the knowledge and skills for doing a particular job. It is an organized procedure by which people learn knowledge and skill for a definite purpose. The purpose of training is basically to bridge the gap between job Requirement and present competence of an employee. Training is aimed at improving the behavior and performance of a person. It is never ending or continuous process. Training is closely related with education and development but needs to be differentiated from these terms.

TRAINING AND DEVELOPMENT

TRAINING & DEVELOPMENT

Employee training is distinct from management development. Training is short-term process utilizing a systematic and organized procedure by which non-managerial personnel learn technical knowledge and skills for a definite purpose. It refers to instructions in technical and mechanical operations like operation of a machine. On the other hand Development is a long-term educational process utilizing a systematic and organized procedure by which managerial personnel learn conceptual and theoretical educational concepts and it is designed for managers. It involves broader education and its purpose is long-term development.

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NEED FOR TRAINING

Training is required on account of the following reasons: Job requirement: Employees selected for a job might lack the qualifications required to perform the job effectively. New and inexperienced employees require detailed instruction for effective performance on the job. In some cases the past experience, attitude and behavior patterns of experienced personnel might be inappropriate to the new organization. Technological Changes: Technology is changing very fast. Now automation and mechanization have are being increasingly applied in offices and service sector. Increasing use of fast changing techniques requires training into new technology. Organizational viability: In order to survive and grow an organization must continually adopt itself to the changing environment. With increasing economic liberalization and globalization in India business firms are experiencing expansion, growth and diversification. In order to face international competition, the firms must upgrade their capabilities. Existing employees need refresher training to keep them abreast of new technology. Internal mobility: Training becomes necessary when an employees moves from one job to another job due to promotion and transfer. Employees chosen for higher-level job need to be trained before they asked to perform the higher responsibility. Quality conscious customers: To satisfy the customers, quality of product must be continuously improved through training (on TQM, Empowerment, BPR etc) of workers. Grater productivity: Well-trained workers can enhance the productivity. Stable workforce: Training crates a feeling of confidence in the mind of workers, hence they feel secure at this workplace. Better management: Training produces better managers hence can be used as an effective soul of planning & control.

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IDENTIFYING TRAINING NEEDS

All training activities must be related to the specific needs of the organization and individual employees. A training program should be launched only after the training needs are assessed clearly and specifically. The effectiveness of training program can be judged only with the help of training needs identified in advance.

Training needs can be identified through the following types of analysis: Organizational analysis: It involves a study of the entire organization in terms of its objectives, its resources, resource allocation and utilization, growth potential and its environment. Organizational analysis consists of the following elements. Analysis of objectives Resource utilization analysis Organization climate analysis Environment scanning. Task or Role analysis: It is a systematic and detailed analysis of jobs to identify job contents, the knowledge, skills and aptitudes required and the work behavior. On the part of the jobholder particular attention should be given to the task to be performed, the methods to be used, and the way employees have learnt these methods and performance standards required of employees. Manpower analysis: In this analysis the persons to be trained and the changes required in the knowledge, skills, and attitude of an employees are determined. Methods for determining training needs: Observation and analysis of job performance Management and staff conferences and recommendations. Surveys, reports, and inventories Interviews etc.

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People behind training Following people are involved in enforcing the procedure of training need identification: Training coordinator: He coordinates all activities from training needs identification and nomination of people for training, to tabulating and communicating the feedback. He is also responsible for keeping the list of all approved training programmes and records of training undergone by each employee in organization. Supervisors: They are the heads of different project teams. Functional Heads: They are General Mangers of respective Dept. Training organizer: He is the volunteer from within the organization and looks after the facilities of training.

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TYPES OF TRAINING
a) INDUCTION TRAINING: This is also known as orientation training. It is concerned with introduction or orientation a new employee to the organization and its procedures rules and regulations. The purpose is to give a bird eye view of the organization issues he has to work. b) JOB TRAINING: This type of training relates to specific job, which worker has to handle. It develops skills and confidence among the workers and enables them to perform efficiently such as plant training programmes. c) APPRENTICESHIP TRAINING: Training the young people about their job or a series of related job. It is based on the concept of EARN WHEN YOU LAREN. d) INTERNSHIP TRAINING: It is training for student, of providing them with the practical experience about the theoretical knowledge. e) REFRESHER TRAINING: Due to changing technology the skills with the existing employees become obsolete thus to refresh their old skills refresher training is required. f) PROMOTIONAL TRAINING: It involves training of existing employees to enable them to perform higher level jobs. Employees with potential are selected and they are given training before their promotion.

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METHODS OF TRAINING
The following methods are used to impart training among employees: -

ON THE JOB TRAINING: In this method trainee is placed on a regular job and taught

the skills necessary to perform it. The trainee learns under the guidance and supervision the instructor or a supervisor. CAOCHING UNDERSTUDY POSITION ROTATION VESTIBULE TRAINING: In this method a training called vestibule is set up and actual job conditions are duplicated or simulated in it. Expert trainers are employed to provide training with the help of equipment and machines. OFF THE JOB TRAINING: (Away from the workplace) Conferences Case study Sensivity training Role playing Programmed instruction Special project Committee assignment

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SIGNIFICANCE OF THE STUDY

In the first half of this century, skilled workers acquired there abilities through apprenticeship, and college courses which equipped them with knowledge and skills sufficient for there entire working lives, while unskilled employees did jobs requiring little or no training. Today however, few people can expect to do the same work in the same way for more than few years, and the number of the jobs available for totally untrained workers is limited. One should be able to identify training needs from: Under performance by subordinates, low output lack of initiative, bad decisions or general incompetence. The acquisition of new and unfair equipment or the introduction of new working methods. To identify gaps between what is being done and what they should be doing. Analysis of the strengths and weaknesses of an organization.

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Evaluation of the Individual Training Account (ITA) Experiment, This project is designed to test different approaches for managing customer choice in the administration of ITAs. Customers are randomly assigned into one the ITA approaches, which range from a highly structured approach (customers are steered to the highest-return training options) to a true voucher approach (customers are offered a lump sum and allowed to choose any state-approved training). The evaluation will provide process and Comparative analysis across three treatments for effectiveness. The grantees of this experiment include two consortia of two local boards Arizona and Georgia and four single local boards, each located in Connecticut, North Carolina, Florida, and Illinois. The National Industries Conference Board, U.S.A., states some principles like the following: The purpose of the training is to help meet company objectives by providing opportunities for employees at all organizational levels to acquire the requisite knowledge, skills and attitude.

The first step in training is to determine needs and objectives The objectives and scope of training plan should be defined before its development is begun in order to provide a basis for common agreement and cooperative action.

The technique and process of training program should be related directly to needs and objectives of an organization.

Training is properly the responsibility of any one in the management who wants to attain a particular objective.

The purpose behind the training of personnel is to assist line management in the determination of training needs and in the development, administration, conduct and follow up of training plans;

To be effective, training must use the tested principles of learning.

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RESEARCH METHODOLOGY

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RESEARCH METHODOLOGY
Research in common parlance refers top a search for knowledge. One can also define research as a scientific and systematic search for the pertinent on a specific topic. Infect, research is an art of scientific investigation. The advanced learners Dictionary of current English lays down the meaning of Research as a careful investigation or inquiry specially through search for new facts in any branch of knowledge Redman and Mory define research as asystematised effort to gain new knowledge some people consider research as a movement, a movement from the known to unknown. It is the way to systematically solve the problem. It may be understood as a scientific study. The purpose of research is to discover answers to questions through the application of scientific procedures. The main aim of research is to find out the truth which is hidden and which has not been discovered yet.

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OBJECTIVES OF THE STUDY

To study the methods used to identify the training needs. To know the various types of training programmes for the employees. To know the training benefits. To study the effectiveness of the different training programmes for employees.

SAMPLE AREA
Sample for the research is taken from jay ushin ltd at manesar .where about 2000 people are working in different different department.

SAMPLE SIZE
This refers to the number of items to be selected from the universe to constitute a sample. An optimum level one which fulfills the requirements of efficiecy, representativeness, reliability and flexibility. I have taken 10 employees of Jay ushin ltd. as sample size.

RESEARCH TECHNIQUE
Questionnaire method of data collection is quite popular, particularly in case of big inquiries. It is being adopted by private individuals, research workers private and public organizations and even by Government. In this method a questionnaire is sent to the persons concerned with request to answer the questions and return the questionnaires consists of a number of questions printed or typed is definite order on a form or set of forms. In this project questionnaires method is adopted.

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DATA COLLECTION

Data collection:The data was collected from primary as well as secondary sources.

Data through the primary source:I inquired the respondent through questionnaire. A structured questionnaire would be presented to every respondent. The advantage is that the questionnaires are simple, easy to understand and administer and can be easily tabulated and analyzed. Data through secondary sources: The information and data relating to the project was taken form certain selected magazines, relevant websites, reference book and other details provided by the company. Universe and survey population:Universe: 10-12 employees of selected departments working at Jay Ushin Limited (Manesar). Survey:Survey is fact-finding study of analysis in scientific and orderly form for defined purpose of a given simulation on problem steps in sampling design.

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LIMITATIONS OF THE STUDY

Followings are some limitations that came across during training survey. The main limitation of the study was shortage of time. Employees were not fully interested to interact with researcher. Most of employees were not ready to give adequate information.

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Chapter-2

LITERATURE REVIEW

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REVIEW OF THE EXISTING LITERATURE

A large study on training needs assessment has been conducted by the BiswajeetPattnayak Professor IIM Lucknow, covering senior, middle, and junior executive of 75 Indian organizations 1996-97( Pattnayak Biswajeet, Human Resource training, wheeler publishing, 1998). O. Jeff Harris, jr. observe, Training of any kind should have as its objective the redirection or improvement of behavior so that the performance of the trainee becomes more useful and productive for himself and for the organization of which he is a part. Training normally concentrates on the improvement of operative skills, interpersonal skills, decision making skills or a combination of these.( Mamoria, C.B, Personnel Management, Himalaya Publishing House, New Delhi, 1988) Donald Kirkpatrick has developed a very popular evaluation model that has been used since the late 1950s by the training community. The focus is on measuring four kinds of outcomes that should result from a highly effective training program. Under the apprenticeship act 1962 employers in specified industries are required to train the prescribed number of employees in designated trades. The aim is to develop allround craftsman. (Gupta, C.B. Human Resource Management, Sultan Chand & Sons, New Delhi, 2003.

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Chapter-3

COMPANY PROFILE

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INDUSTRY PROFILE

At, Jay Ushin were known for our uncompromising attitude towards customer satisfaction. A fact reaffirmed by our long-standing relationship with some of the best names in Automobile industry. We strongly believe that when you put your customers first, they put you first as well. Thats why we nourish our relationship with total commitment and passion. Jay Ushin practices Kaizen, JIT, Kanban, Poke Yoke, TPM, TQM etc. and has evolved to become world-class manufacturing organizations.

In fact, that's the dictum we've been following ever since the inception of the company in 1985. We set up our first Sheet Metal and Tubular Components plant for Hero Honda Motors Limited at Dharuhera in 1985, which was followed by a fully automatic computerized Tri-Nickle- Chrome Planting Plant. Promoted by two visionaries. Mr. Jatender Mehta and Mr. Ravinder Mehta, the Jay Ushin Group soon emerged as a Preferred OEM supplier to many of the leading names in the automobile industry.

Fully attuned to evolving customer needs & requirements, over the years, the Jay Ushin group has grown from strength to strength. It has not only multiplied its manufacturing and engineering capabilities in a big way, but also taken a giant leap in the highly dynamic international market. The group is working hand in hand with a multitude of new clients across many industries.Though the company has moved ahead towards new frontiers, yet it nourishes old relationships with undying passion and perseverance. We immensely cherish these relationships and strive to do better by delivering the best every time. Jay Ushin has been consistently paying dividend for the last 15 years.

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MESSAGE
The automotive industry and its suppliers are living in an increasingly tougher competitive environment where there is no room for inefficiency. The challenge facing suppliers is to get better results at lower costs and higher profits. The numerous possibilities to meet these challenges are new technology, product development, logistics,costs etc. Jay Ushin combines a spirit of innovation with sound business and trade practices. The company is in the process of consolidation by augmenting the customer base and increasing its geographical penetration. We are commited to meet and strive to exceed our customers requirements through timely deliveries and quality products. The

company is also investing towards becoming a leaned enterprise by developing practices like Total Productivity Maintenance(TPM) and kaisen etc. Jay Ushin being confident over the long term emphasis on consistent performance, financial discipline and generation of superior returns on investments will contribute to further enhancement of overall value for all our customers. With al these expansions in place we are targeting a turnover of Rs.1500 Crore in 2011 and Rs. 1800 Crore by 2013.We hope our company grows from strength to strength. With kind regards, Jatender Mehta Managing Director,

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Quality Is most valuable product we deliver. That's our commitment to our customers. Concern for quality is an inseparable parts of our working philosophy. It s a reflection of our attitude towards performance. That's why, paramount importance. Is given to each and every aspect of the manufacturing process right from the procurement of raw material, manufacturing, R & D, finishing to delivery. Vision "Highly customer oriented, humane and system run global organization with a concern for Society. " Mission "We are a dedicated, proactive, loyal & accountable group of people with a quest for excellence through latest technology, people empowerment and brand equity to produce world class products by adopting best business practices ethics." Core Values Human Dignity

Honesty

Commitment

Sincerity

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IMS Policy "In line with our vision & mission, we remain committed for total satisfaction of our customers, associates and society at large, through excellence in quality, value for money, on time deliveries and continual improvement. While achieving this, we remain conscious about health, safety, environment and laws of land. " Corporate Ethos Highly customer oriented, humane and system run global organization with a concern for society. The group consists of people who are loyal,dedicated and proactive with quest to excellence through latest techologiers and by adopting best business practices and ethics. Corp.Social Responsibility By integrating the corporate Social Responsibilities into the companys business as core value, the company is not only making a significant contribution to a better society,but most importantly the company is recognized for its concern towards the society from where it operates.

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HISTORY OF THE COMPANY

1985 Jay Ushin started commercial production in 1985 with sheet metal and tubular components for the HERO HONDA Plant in Dharuhera.Installed a fully Automatic Computerized Tri-Ncikle Chrome Planting Plant. 1986 It went public with more than 7500 share holders. 1988 Established its second unit-Jay Auto. Broadened customer base to Escorts Ltd. Maruti Udyog Ltd. And its joint ventures. 1989 Further diversified its customer base by roping in Carrier Aircon Ltd. In Air Conditioning components. 1990 The capacity of the Tri-Nichle-Chrome Planting Plant was increased by 50%. 1992 Took up a major expansion programmes for manufacturing by body frames for Hero Honda Motors Ltd. 1993 Poped in TVS Suzuki Ltd., Lucas Tvs Ltd. And T.I. Diamond Chain Ltd.

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1997 Bagged ISO 9002 certificate from TUV of Germany. 1998 The group undertook Business Process re-engineering in its ongoing endeavor to achieve excellence. 2000 Set up the ultra modern Paint shop with latest technology from ABB. Additional capacity of 2 million DM area Elecro Plating Plant was installed. 2001 Installed 3D CMM Machines. A new phase of Kaizen activity Various training & HR activities started in all the Plants. 2002 Established its Fourth Plant at IMT Manesar with a capital outlay of Rs. 200 million equipped with modern tool room, R & D centre with state-of the art machinery.

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KEY MILESTONES
Awards and Certificates-THE CORE OF OUR EXISTENCE Established its Sixth Plant at Bangalore having machining.This is further ensured by the fact that we are a Kaizen organization. More than 1800 Kaizen Projects have been successfully completed in the company. This continous process of improvement makes sure that every product we manufacture is guranteed to meet the specifications of ISO/TS 16949 standard in quality. In order to become a quality organization we try to inculcate a sense of quality in every individual. This is done by structuring an entire Kaizen team. Right form managers to team leaders, memberes and participants, the kaizen trams work across all the Jay Ushin uits.

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PRODUCT PROFILE

Components for Two Wheelers Steering Handle Assembly Carrier Side Cover Engine Guard Oil Pump Assembly Sprocket Cam and Sproket Timing Complete Frame Assembly Pedal Kick Strater Mufflier Footrest Main Stand Break Padel Sprockets Chain Case

Components for Four Wheelers Neck Fuel Filter Trunk Hinge Steering coloumn Shafts Wiper Rods Frame Assembly

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Transmission Shafts Truck Chassis (Tata) Back Plates for Brakes Shoes Piston Rods for Damper Assembly Shround Fan Door Beams Half Shaft Bars Base Battery Set Seat Assembly

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Sheet Metal Components We manufacture Sheet Metal Components for Automobile Industry. These components range from a thickness of 0.6mm to 10mm. We manufacture: Chain Case and Sidecovers Panel Side Body, Panel Assembly Cowl Upper, Member and Sill Floor Side Auto Electric Assemblies Chassisparts Frame Assemble Installation and Extension Components Brake Shoes Core and back Plates for brake Industry Various Engine Bracket & Covers Housing for Air-Braking Systems Seat recliners Seat parts

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Tubular Welded Components We manufacture:--------- Main Stand and Side Stand for motorcycles, Door Beams Beam Steering Hanger Complete Frame Assemble (Chassis) Silencers Neck Fuel Fille

Sprockets We are the largest Producers of Sprockets in India, with a capacity of over 10 millions Sprockets per annum.

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We manufacture: Drive and Driven Sprockets for Transmission Systems Highly Precise engine parts for two wheelers like Sprocket Timing, Sprockets Cam, Sprocket Cam Chain Guide with induction hardening facilities Sprockets For higher power Motor Cycles

Precise Machined Components At Jay Ushin we also produce components that demand high levels of precision machining. We manufacture: Main Stand and Side Stand for motorcycles, Door Beams Beam Steering Hanger

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WORKING PHILOSOPHY
Jay Ushin Limited believes in 5S i.e. Seiri- Selects necessary items Seition-Set necessary items in good order Siesi-Sweep up work places Seiketsu-Secure cleanliness at all times Shitsuke-Set habits Jay Ushin limited believes in quality i.e. Quality of Product,Quality of Organization,Quality of Life,Quality of Worker. Company has sufficient supply of all 5 Ms required to run a business i.e material, machinery, manpower,money & market. But still company is conscious to supply high quality to their customers. Quality of manpower is simultaneously improving through various programs. Company is also improving the quality of the product by using latest technology.

Initiatives

An environmentally and socially aware company. At Jay Ushin Limited , our goal is not only to provide you parts of motorbike or four wheelers , but also to help you every step of the way in making your world a better place to live in. Besides it will provide a quality service to all of its customers, Jay Ushin Ltd.takes a stand as a socially responsible enterprise respectfull of its environment and respectful of the important issues. Jay Ushin has been strongly commited not only to environmental conservation programmes but also express the increasingly inseparable balance between the economic concerns and the environmental and social issues faced by a business: businesses must not grow at the expense of manking and mans future but rather must serve mankind. We must do something for the community from whose land we generate our wealth.

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OTHER FACILITY
Welding Facility Over 750 welding machines for MIG welding, spot welding, projection welding, welding SPM's and Robotic welding. Stamping Facility Presses ranging from 10T 600T capacities performing various deep drawing, stamping & forming operations on sheet of 0.6 to 10 mm thickness. One of the largest facility of such kind in India. 185 Stamping Presses Capacity 10T to 500T Capability to process 0.6mm to 10 mm sheet.

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CLIENTELE
At Jay Ushin attitude has become part of our processes & systems. That's because we partner with THE BEST and supply THE BEST to THE BEST. INDIAN CUSTOMERS (OEMs) Carrier Aircon Ltd. Eicher Motors Ltd. Honda Siel Car India Ltd. Honda Motorcycle & Scooters India International Tractors Maruti Udyog Ltd. (Suzuki J.V) New Holland Tractor TVS Motors Limited. Yamaha Motors India Pvt Ltd

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INDIAN CUSTOMERS (TIER 1) Bharat Seats Ltd. Denso India Ltd. Delphi Automotives Jai Bharat Maruti Ltd. Krishna maruti Ltd. Lucas TVS Ltd. Mitsuba Sical India Ltd. Sundaram Clayton Ltd.

NORTH AMERICAN CUSTOMERS Atlantic Global Services Cummins Delphi Automotives Tenneco Automotives

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METHODS OF TRAINING ADOPTED BY JAY USHIN LTD.

Following methods are used by Jay Ushin Ltd.. At Manesar plant.

METHODS OF TRAINING

ON-THE-JOB TRAINING

OFF-THE-JOB TRAINING

Class room training

Productivity training

Business games Quality improvements training

Out of location training

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METHODS OF IDENTIFYING TRAINING NEEDS

PERFORMANCE MANAGEMENT SYSTEM

PERSPECTIVE FOR OVERALL DEVELOPMENT OF THE EMPLOYEES FOR WHICH GENERAL BEHAVIORAL PROGRAMS ARE RUN

NEEDS GIVEN BY SOME SPECIFIC DEPT. FOR THEIR PEOPLE LIKE ENGG. & R&D PEOPLE NEED TRAINING IN CAD

ORGANISATIONAL REQUIREMENTS

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The training needs are identified through a number of processes: First of all the performance management system is the source to derive the training needsof the various department as given by the managers for their subordinates and themselves. Second method is a perspective for overall development of the employees for which some general behavioural programs are run like communication and presentation skills, business etiquettes etc. Third method is the needs given by some specific department for their people like engineering and R&D people and training in CAD. And the last method is the organizational requirements i.e. with the growing competitions the organization needs to develop the skills and attitude of their people so they conduct

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PROCESS OF ORGANISING TRAINING

Once the training needs are identified process of training goes according to following steps: ANNUAL TRAINING PLAN WITH PROPOSED BUDGET MAKE TWO MONTHLY TRAINING PROGRAMS & SENT TO ALL DEPT.
(Venue, People covered, duration)

NO

IDENTIFY INTERNAL FACULTY

IDENTIFY EXTERNAL YES FACULTY SEND MAILS TO PARTICIPANTS SECTIONAL HEADS & FACULTY AT LEAST 15 DAYS IN ADVANCE

ORGANISING TRAINING AS PER SCHEDULE PREPARE FEEDBACK REPORT NO EVALUATE TRAINING EFFECTIVENESS YES CONTINUE SAME FACULTY CHANGE FACULTY & METHODS

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Adjustments in external and internal environments necessitate change. Once the need for change is recognized and the factors that influence intervention are considered, the process of determining Training needs begins. Essentially, two questions must be asked: What are our Training needs? and What do we want to accomplish through our TRAINING efforts? After stating the TRAINING objectives, management can determine the appropriate methods for accomplishing them. Various methods and media are available; the selection depends on the nature of TRAINING goals. Naturally, TRAINING must be continuously evaluated in order to facilitate change and accomplish organizational objectives.

Focus of the Study

The main focus of this project are:

To study effectiveness of the training programme. To analyze the effectiveness of this very important function in terms of development of the organization and the individual.

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Chapter-4

ANALYSIS AND INTERPRETATION OF DATA

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1)Do you think that all the training content related to your work?

1%

38%

Strongly disagree Neither Agree Strongly agree

61%

(a) 1%of the employees neither agree nor disagree (b) 38% of employees agree (c) 61% of employees strongly agree

Now the conclusion that we draw is that more than 60% of the employees says that training content was related to their work.

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2)Do you think that training always included new knowledge and skills in your Company?

0%

Yes No

100%

All employees agreed that it did included new knowledge and skills.

3) Do you think your crativity increased after training?

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1%

42% 57%

Not much change Slight change Cons. change

(a) 50% employees says it has changed considerably (b) 42% says employees it has changed slight (c) 1% says it hasnt changed much .

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4) Do you think your ability to process information increased after training?

0% 1%

33%

Not much change Slight change Cons. change Complete change

66%

(a) 66% of the employees feel that it has changed considerably (b) 33% says that only a slight change has occurred (c) 1% says that not much change has been occurred

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5) Do you developed a sense of responsibility with regard to your work after a training programme?

4%

Slight change Cons. change Complete change

35%

61%

(a) 4% of employees feels that they have developed a greater sense of responsibility (b) 35% of employees feels that only a slight chage (c) 61% says that a considerable chage has taken place

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6) Are you able to achieve targets effectively after training?

2% 1%

35%

NO change Not much change Slight change Cons. change Complete change

62%

(a) 1% of employees says that they have not been able to set targets Effectively (b) 2% of employees says that they have observed a complete chage (c) 35% of employees says a slight change has been observed (d) 62% of employees says a greater improvement has taken place .

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7) How often training needs are reviewed in your company?

4%2%

31%

NO change Not much change Slight change Cons. change Complete change

63%

(a) 2% of employees says that it has not changed much (b) 4% of employees says it has chaged completely (c) 31% of employees says a slight change has occurred (d) 63% of employees says that it has changed considerably

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8) Did your commitment and morale towards work has increased?

5% 15% 30%

NO change Not much change Slight change Cons. change Complete change

50%

(a) 5% of employees says their commitment and morale has not changed much (b) 15% of employees have observed a slight change (c) 50% of employees says their commitment and morale has changed considerably (d) 30% of employees says their commitment and morale has improved completely .

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Q9. Do you think you have become more safety conscious i.e training reduced accidents.

9% 3%

25%

63%

NO change Not much change Slight change Cons. change Complete change

(a) 3% of employees have not observed much change (b) 9% of employees have seen a complete change (c) 25% of employees have seen a slight change (d) 63% of employees have seen a considerable change

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10) Do you wish to participate in another training course in the future?

20% 34%

11% 35%

NO Not really Nither Somewhat Definnitely

(a) 20% of employees really interested (b) 34% of employees says somewhat they would participate (c) 35% of employees says it depends (d) 11% of employees says that they are not really interested

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Effectiveness of training program at Jay Ushin Ltd.

Effectiveness of training program at Jay Ushin Ltd. In various departments is being given in preceding pages.

Paint Shop department

Effectiveness of training program in Paint shop department on employees is given below. ( in percentage) Parameters Below average Content Faculty Effectiveness Presentation D.O.I Facilities Average 10 10 60 50 20 20 Good 40 40 30 40 60 50 Very good 50 50 10 10 20 30

Effectiveness of Training program

60 40 20 0 content effectiveness
average

D.O.I.
good very good

below average

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Effectiveness of training program in maintenance department

Effectiveness of training program on employees in maintenance department is given below: -

(In percentage) Parameters Content Faculty Effectiveness Presentation D.O.I Facilities Below average 9 9 9 Average 36.2 27.2 45.5 27.2 9 9 Good 36.3 45.4 36.3 36.3 54.5 63.6 Very good 18 27.2 18 27.2 27.2 27.2

Effectiveness of Training program

80 60 40 20 0 content effective.
average good

D.O.I.
very good

below average

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Effectiveness of training program inSprockets department

Effectiveness of training program on employees in maintenance department is given below: (Inpercentage) Parameters Content Faculty Effectiveness Presentation D.O.I Facilities Below average 10 10 9Average 40 40 40 40 40 20 Good 50 40 40 30 50 40 Very good 30 20 10 20 10 20

Effectiveness of Training program

60 40 20 0 content
below average

effective.
average

D.O.I.
good very good

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Effectiveness of training program in Engine cover & Frame Assembly

Effectiveness of training program on employees in Engine cover & Frame Assy. department is given below: (In percentage) Parameters Content Faculty Effectiveness Presentation D.O.I Facilities Below average 8.3 8.3 Average 41 25 41 66.6 25 8.3 Good 41 50 41 25 66.6 66.6 Very good 8.3 25 8.3 8.3 8.3 25

Effectiveness of training program

80 60 40 20 0 content
below avera

effective.
average good

D.O.I.
very good

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Chapter-5

FINDINGS, CONCLUSION & RECOMMENDATION

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FINDINGS
Training is an important tool of management, capable of making significant contribution to the goals of the organization. In Jay Ushin Ltd. Adequate attention is being given to employee training. Company spends adequate amount to employees training. In Jay Ushin training calendar for the whole year is made at the beginning of the year. The main findings of the project are following. Organization conducts regular training programs for employee. The whole training calendar is divided into two-two months training program. Most of training program is effective as per survey. Company conducts training program totally in house, with outside expert and in collaboration with training institutes. According to employees training program should cover professional development, health & safety training, job specific training and personal development training. Most of employees around 50-70% are satisfied with current system of providing training. According to employees company provides proper facilities to employees for training. Company follows proper methods to identify training needs of employees. Proper induction process is followed for a new joinee to make him aware about the company & his task.

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CONCLUSION
Both research and practical experience support the proposition that effective, data-driven professional training and development must be at the heart of any serious plan--at national, state, or local levels--to improve achievement outcomes for employee. The training programme is a must to be followed as well as timely and effective training sessions are must for old as well as new employees.

Training is very essential for an employee to increase his knowledge,skills and thus his competence overall with this training the employees have been able to perform well on the areas where he was lagging behind.

After the training the employees have improved upon their creativity, sense of responsibility, communication skills, their confidence level have gone up, awareness of employees have also increased they are now able to make good proposals, management ability have also improved they have become more safety conscious with the impartment of this training there income level has also gone up.

The potential need for practical training and information to support development effects across the Asia-Pacific region is very great. Many millions of people across the region are keen to acquire skills and knowledge to help them improve local living standards. It will be very difficult to find adequate resources to respond to this explosion in demand for education and knowledge. However the indications are that new techniques of training and communication currently becoming available.

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RECOMMENDATIONS

Following suggestions were recommended by researcher in order to make training more effective: Content of the training program should be meaningful. Organization should conduct pre-training test and post training test in order to determine the effectiveness of training programs. Training need should be identified in a proper manner. Certificates should be issued to employees. Annual assessment of training programs should be done. Training program should be made interesting as much as possible. Employees ideas should also be taken into consideration while conducting training programs. Proper feedback should be given to faculty so that he can make improvements in next session. Company should try to eliminate various difficulties faced by employees in taking more training opportunities i.e. permission from company, location etc. They feel that training programme should provide periodically.

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Chapter-6

APPENDIX & BIBLIOGRAPHY

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QUESTIONNAIRE

1) Do you think that training needs are identified? Strongly disagree 1____________ disagree 2_______ neither 3______ agree strongly agree 4___ 5________

2)Do you think that all the training content related to your work? Strongly disagree 1____________ disagree 2_______ neither 3______ agree strongly agree 4___ 5________

3)Do you think that training always included new knowledge and skills in your Company? Yes ____________ No___________

4)Do you think that sufficient training is provide in the company? Yes ____________ No___________

5)Do you think your ability to process information increased after training? Not at all 1______ not really 2_____ somewhat definitely

3______

4_________

6)Do you developed a sense of responsibility with regard to your work after a

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training programme? Yes ____________ No___________

7)Are you able to achieve targets effectively after training? Strongly disagree 1____________ disagree 2_______ neither 3______ agree strongly agree 4___ 5________

8)How often training needs are reviewed in your company? Once a month 1_________ quarterly 2________ half yearly 3______ yearly 4______

9)Did your commitment and morale towards work has increased? Strongly disagree 1____________ disagree 2_______ neither 3______ agree strongly agree 4___ 5_______

10)Do you think you have become more safety conscious i.e training reduced accident ?

Strongly disagree 1____________

disagree 2_______

neither 3______

agree strongly agree 4___ 5________

11)Do you think the purpose of training programme remains congurant with the

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staff and management of the company? Not at all 1______ not really 2_____ somewhat 3______ definitely 4_________

12)Does training needs assessments is done time to time in your company? Not at all 1______ not really 2_____ somewhat 3______ definitely 4_________

13)Do you think that training program should done periodically? Not at all 1______ 2_____ not really somewhat definitely

3______

4_________

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BIBLIOGRAPHY
Books:Aswathapa, K. (2002), Human Resource and Personnel Management (2nd Edition), Tata McGraw-Hill Publishing Company Ltd., New Delhi. Dessler, Gary (2002), Human Resource Management, Pearson Education Pvt. Ltd. Gupta C.B. (2003), Human Resource Management, Sultan Chand & Sons, New Delhi. Kothari, C.R., Research Methodology (2nd Edition), New Age International Publisher, New Delhi. Mamoria C.B.(1988),Personnel Management, Himalaya Publishing House, Bombay. Patnayak Biswajeet (1988), Human Resource Training, Wheeler Publication. Potts Michael(1998 ),Training and Development, Kogan Page. Rao, V.S.P. (2002), Managing People, Excel Book, New Delhi.

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