A Project Study Report On

Human Resource Planning & Development

Training undertaken at ASHOK LEYLAND PVT. LTD.

Submitted in partial fulfillment for the Award of degree of Bachelor of Business Administration

Lords International College Chikani, Alwar (Raj.)

Session 2012-2013
Submitted To: Submitted By:-

Dr. Meenakshi Bindal HOD BBA Dept.

Krishankant Sain B.B.A.Part-IIIrd Year En Roll No: 10/2060 Roll No:

PREFACE
The field of finance refers to the concepts of time, money and risk and how they are interrelated. Finance is one of the most important aspects of business management. Without proper financial planning a new enterprise is unlikely to be successful. Managing money (a liquid asset) is essential to ensure a secure future, both for the individual and an organization. It generally involves balancing risk and profitability, while attempting to maximize an entity's wealth and the value of its stock The project report is basically dedicated to the practical knowledge of the training. The main concern is to expose the industry, which I have chosen for the purpose. Each and every angle is focused here. The details are being discussed in this project report. The main objective is to understand & focus on the functions, role and various prospects of industry, look into its depth problems, problems in order to find out the ideal solution and then finally make practical applications of those solutions in order to judge the feasibility of the solution. Since my topic of project report is Human Resource Planning & Development therefore my major emphasis will be on the financial aspects of the company . It includes sales, production, cost, profit, liquidity and solvency analysis of this company. To study its Corporate Social Responsibility and its concern towards environment and safety also formed a part of my research area.

ACKNOWLEDGEMENT
No work can be accomplished alone in this world. My project was no exception. It has been possible only through the guidance & help from many people around me. I have been fortunate to get constant guidance & encouragement from many, which helped me a lot to be successful in my efforts. This formal acknowledgement will hardly be sufficient to express my sincere thanks to all those for their help and guidance. I am highly obliged to the Management of ASHOK LEYLAND LTD. for allowing me to undergo training in an esteemed organization like this. I would like to express my gratitude & heartiest thanks to Mr. Mahendra K Harit (Finance Manager) for providing me the golden opportunity to undertake the project in this organization. I also take the opportunity to acknowledge the consent support and encouragement of Dr. Meenakshi Bindal (HOD BBA DEPTT. ). Their pinpoint guidance, help & active cooperation has sub stained the efforts that has lead to the successful completion of this on job training. Finally I would like to thank my parents and friends for their moral support without which it would have been difficult to pursue my course & successfully complete my project work

Index
Sr. Number
1. 2. 3. 4. 5. 6. 7.

Topic
Intoduction of Topic Objective of Study Research Methodologies Data Analysis and finding Conclusion Recommendation Appendix

Page No.

Introduction Of The Topic

Company Profile
4

About Human Resource/Manpower Planning & Development

Profile
Ashok Leyland is the flagship of the Hinduja group and is the second largest manufacturer of commercial vehicles in India. The company was established as ASHOK MOTORS in 1948 and entered into collaboration with British Leyland in 1955 with current name as ASHOK LEYLAND. The company has grown as a reputed manufacturer of quality automotive products ranging from light commercial vehicles to heavy duty vehicles and engines for automotive, industrial and marine applications.

The products of the company are of proven design for durability and reliability and are hence very popular both in Indian and overseas markets. In recent years , the product range is upgraded to the latest technological developments in the World, for which the company has technical support from IVECO ( FIAT group ) , Italy for manufacture of IVECO Cargo range of vehicles ; HINO Motors Japan for manufacture of fuel efficient engines and ZF , Germany for manufacture of synchromesh gear boxes.
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The company has its corporate office registered at Chennai. The marketing headquarters at Chennai and sales and services network and spare parts warehouses are spread throughout India with regional sales offices, area offices and service centers located in all major cities and towns in the country. The products are also exported to overseas customers. The marketing personnel maintain constant interaction with customer for application development and feedback for continuous improvement of the product. The service function is carried out by qualified personnel, whose skills are continuously upgraded through training, to meet the servicing requirement of newer or improved products. The design function is carried out by product development division operating through 3 centers viz. product development Encore for engineering services engine R& D; technical center , vellivoyal chowadi for design of vehicles and aggregates , prototype development, vehicle and component testing , R& D engines, Hour for design and development of engines.

Manufacturing Plants
Ashok Leyland presently has six manufacturing plant in India. Encore plant ( mother plant) near Chennai Hosur- 1 Hosur-2 ( along with a press shop near Bangluru) Bhandara ( assembly plant) Alwar ( assembly plant) :employ over 11,000 personnel. Two new upcoming plants are also being established outside our country are:Srilanka & Dubai (UAE)

One new upcoming plant is coming which is in Pant nagar

(Uttaranchal). The total covered space at these six plants exceeds 4, 50,000 sqm and together

Organisation Profile

The head office of ASHOK LEYLAND is in Chennai, India and the company is owned by the Hinduja group. Mr. Parmanand D. Hinduja was the founder of Hinduja group. Mr. R. J. Shahaney Mr. R. Seshasayee Mr. Vinod k. Dasari Mr. R.R.G. Mennon Mr. Rajinder Malhan Mr. A. K. Jain Mr. K. Sridharan Mr. M. Natraj Mr. A. R. Chandra Sekharan Mr. Anup Bhat Mr. J. N. Amrolia Chairman Managing director Chief operating officer Executive director-product development Executive director- International operations Executive director Projects planning Chief finance officer Chief programmer mentor Executive Director & Company Secretory Executive Director- Strategic sourcing Executive Director-Construction & Allied Businesses

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Certification And Awards Obtain

ISO 9002: 1987 1993 Ennore & Hosur unit -1 Ennore, Hosur unit- 1 & 2, Bhandara, Alwar & Corporate function Ennore, Hosur unit- 1& 2/CPPS, Bhandara, Alwar & Corporate function Ennore, Hosur unit- 1& 2, Bhandara, Alwar & Corporate function

ISO 9001: 1994

1994

QS 9000: 1998

1998

ISO 9001: 2000

2003

ISO 14001: 1996

2001

Ennore

ISO 14001: 1996

2002

Ennore , Hosur unit-1 & 2 & CPPS

ISO 14001: 1996

2003

Ennore , Hosur unit -1 & 2 & CPPS , Alwar & Bhandara

BS 7799-2: 2002

2005

Information security management system for Ennore data center

ISO/ TS- 16949-2002

2006

Ennore, Hosur unit-1 & 2/ CPPS, Bhandara, Alwar & Corporate function

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Products
From 18-seater mini-buses used by schools and corporate to 82-seater double-decker buses, from 7.5 tone to 49 tone in haulage vehicles, from numerous special vehicle applications to diesel engines for industrial, marine and genset applications, Ashok Leyland offers a wide range of products. Through timely innovations, the Company has created new product and application segments, thereby expanding the market. From eggs to steel, from flowers to cars... what doesnt move on Ashok Leyland vehicles? Ashok Leyland have made and sold products like roadways buses, CNG buses, defense trucks, double-decker buses, vestibule buses, luxury buses, rear engine buses, school buses tipper, and dumper, vehicle for fire-brigade. Mostly AL produces the chassis of vehicles which gives flexibility for the customer that he can make the body of his own choice and requirement. Some of the products are made with body by the company. The bus running at Delhi Lahore route is also made by AL. Apart from these AL makes the engines also, which are being used for gensets /generator, marine and industrial applications. AL makes three kinds of engines-AL engine, hino-engine, and iveco engine. Mostly hino-engines are being used. The products are listed below:1. School bus stag (ICV) 2. Bus (MDV)- Viking cheetah, Viking super, falcon 3. Double-decker 4. Vestibule bus
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5. Rear-engine bus-panther, cruiser, enviro 6. Luxury bus luxura,foton 7. CNG bus Viking , Viking super, lynx,4.2&4.9 8. Multi-axle vehicle 9. Haulage-comet, comet gold, bison, tusker super 10.Tipper 11.Dumper 12.Tractor- comet, tusker turbo, beaver, hippo, rhino, 4018,4921 13.LCV/ICV-cargo 759,cargo 909 100.12 14.Water tender-16KL 15.Fire fighter- comet gold 4x2, RIV 4x4, CFT 6x6 16.Defence- stallion 4x4,YAK 4x4, HMV 6x6,RAT 6x6,LRV 4x4, TFF 4x2 Alwar is a strategic town in Rajasthan midway between Delhi and Jaipur is located with national capital region. As a part of expansion programme alwar unit was added to the family of ASHOK LEYLAND & started its operation in 1982 & has completed its 25 years successfully. It is basically an assembly plant where the chassis is assembled. Ashok Leyland, Alwar is worlds largest CNG Vehicle producing plant; CNG is used as an alternate fuel to diesel and is very less polluting. The pollution of CNG vehicle is less than ever Euro4 vehicle which is known for its lesser pollution vehicle. The total covered area of Alwar plant is 352 acres and the fencing is done in around 161 acres of area. The plant comprises of 8 shops called shop-1, shop-2 & shop-5. the plant has three gates one is main gate, one for entering the goods carrier, third for the products going
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out of the plant for sale. There is an administrative office one P & A department block, a medical centre, a canteen, a newspaper reading room library, a training centre & system department, regional sale office yard & construction is going on for new stores.

WORK SHOP: There are four shops in the plant:SHOP-1:- chassis assembly takes place in a line by odd assembly method & the PDI (Pre Delivery Inspection) is carried painting of chassis is done. SHOP-2:- chassis assembly takes place on conveyor line in 20 stages. SHOP-4:- It is used as store and RSO re-furbishing work. SHOP-7:- PDI & GR & D work is carried out.

VISION
The vision of Ashok Leyland is to be among the top Indian corporation acknowledged nationally and internationally for:- Excellence in quality of its product, Excellence in customer focus and service.

MISSION
Be a leader in the business of commercial vehicles excelling in technology quality value to customer fully supported by customer service of the highest order & meeting nationally and international environment and safety standards.

EMPLOYEES
We consider our employees as our most valuable assets and are committed to provide full encouragement and support to them to enhance their potential and contribution to the company businesses.

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Environmental Policy
Any type of activity that is performed or any type of product that is manufactured had an effect on the surrounding or environment. At Ashok Leyland are committed to preserving the environmental through a comprehensive environmental policy and productive approach in planning and executing our manufacturing and service activities. This concern is reflected in the manufacturing systems, the various processes energy conservation measure and conscious greening indicate of the company. A system is employed to control or minimize the adverse impact on the environment is environmental management system (EMS).

Objective of Ashok Leyland Environmental policy are: To adhere to all applicable environment legislation and regulations To adopt pollution preventive techniques in design and manufacturing of our products. To conserve all such resources such as power, water, oil, gas, compressed air etc. & optimizes their usage through scientific methods. To provide a clean working environment to our employees, contractors and neighbors. Commit to comply with all relevant legal and other requirements. Continuously strive to minimize waste generation by all possible ways and to reuse and recycle the same through a time bound action plan Things done to protect the environment and achieve the goal of the policy:Conserving natural resources like wood , coal , petroleum products
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Avoiding wastage water at plant area Switching off the idle engine, motors, pump & lights Avoiding spilling oil , grease, paints on the floor Do not through oil into drain

Recently planting plants on 5 June 2008(world environment day)

5-S HOUSE KEEPING SEIRI (Clearing Up) SECTION (Arraying) Arrange necessary items in good order so that they can be easily picked for use. A place for everything & everything in its place. SEISO (Cleaning) Clean the workplace completely so that there is no dust on the floor machines and equipments. SEIKETSU (Standardising Cleanliness) Maintain high standards of housekeeping and workplace organization at all times. SHITSUKE (Training Discipline) Train people to always follow good housekeeping disciplines.

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Quality Policy
Ashok Leyland is committed to achieve customer satisfaction by anticipating and delivering superior value to the customer in relation to their own business through the products and services offered by the company and to comply with statutory requirement. Towards this the quality policy of Ashok Leyland is to make continuous improvements in the processes that constitute the quality management system to make them more robust ant to enhance their effectiveness and efficiency in achieving stated objective leading to: Superior products manufactured by the company as also services offered by the company. Maximum use of employees potential to contribute to quality and environment, by progressive up gradation of their knowledge and skills as appropriate to their functions. Seamless involvement from vendors and dealers in the mission of the company to address customer changing needs and protection of the environment. It is mandatory on the part of every employee of Ashok Leyland to understand, implement and maintain the quality policy of the company and to implement the procedures incorporated in this manual and other associated quality system documents issued by the manufacturing units and corporate functional divisions on the basis of guidelines in this manual.

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Safety And Health Policy

Intension & commitment of the top management Ashok Leyland affirms that all its employees irrespective of the rank need to be safe guarded against any person injuries or damage to the properties during working period. That the management recognises the principle that accident prevention contributes in the long run progress and development of the organisation. Ashok Leyland is committed to:Implementing all practical safety measures like safe working and environmental condition.Carrying out a systematic critical appraisal of all potential hazards involving personal, plant services and operating methods. Following strictly safety rules and regulations incorporated in the factories act and rules. Maintaining safe and healthy working environment at all working places

conductive to the success of the management safety programs in the long run. Implementing safe and health education programmes for employee with specific emphasis on creating safety and health awareness. .

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Mission Gemba

ENHANCING

EMPLOYEES

FOR

WORLD

CLASS

GLOBALIZES

PERFORMANCE VISION:Achieving leadership in the domestic commercial vehicle markets and a significant presence in the world markets and a significant presence in the world market by 2014 through transport solutions by enhancing the employ for their excellent work to promote them to do their best for the goal of organization. Its a playful part of the company. It is totally based on the potential of the employee how can they do more, higher productivity can be generated and how efficiently their jobs do. If any employee renders his service for a new invention or a way by which the production, quality standards or any other standards can grow rapidly. Then the employee is awarded by senior officers or respective head of mission gemba. The main emphasis is on the increase of the potential of the employee. Motivate them through learnings; self respect, honesty, hard work, etc... Have to become the essential part of an employee working in the organization It creates a positive psychological effect in the mind of employee. If he perform just different job, respective with a aspect of development of the company, he is being awarded and the same employee works with a difference in the company with more advantageous style. It gives a friendly and competitive environment which helps employee and the organization to achieve their ambitions.

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GEMBA is a Japanese word which means SHOP FLOOR. It provides quality assurance, fastest delivery and least cost to customers by Offering appropriate products and services. Adopting lean manufacturing systems & practices through employee empowerment and participation. Bench marking products, process and people against best in the industry In processing of this plan everyday all permanent workers, engineers, managers amount up on the GEMBA floor and discuss their problems and solutions with each other. Every day for their improvement suggestion every guy is awarded marks according to the performance and after a period the highest scorer is awarded the GEMBA mission award.

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A Brief Of Department
1. Personnel Department
Personal department has a very significant role in any organization. Here it is headed by Mr. Ramesh yadav. This department has to perform a number of functions: Providing manpower as per production plan Calling application, application blank, conducting tests/ interviews, short listing applicants, sending appointment letters, joining formalities Issue of circulars / notices Transfer, promotion , relieving letters Disciplinary actions as per standing orders, ID act, conciliation proceeding To arrange & attend meeting with union, conciliation meeting in labour department To attend & follow up all court cases relating to P& A. Grievance procedure attending every grievances to srt it out at initial stage Maintaining a vigil on movement of union/workmen Maintaining a high morale of employees Lessoning with government department concerning P& A

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 Correspondence with corporate personnel, insurance & other department.

2. Administration Department
Purchase of soaps every month &distributed to workmen Arranging measurement of uniform & distribution Issue of tea mugs on quarterly basis For executives processing of major medical claim, LTA, minor medical ETC Mail dispatch through franking machine/ courier Horticulture activity Transport Communication system Engagement of house keeping contractor & all related activity
CORRESPONDENCE:-

Monthly report to corporate personnel, insurance accident reports to factories inspector and ESI department Quarterly report to EMP exchange Half yearly report o factory inspector Renewal of license- factories, DD units Correspondence with corporate personnel on policy matters any clarification

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 Correspondence for approval with MM Correspondence for approval diwali sweets, gifts

MEDICAL CENTRE:-

Up keeping the medical centre Providing medicines Tetvec injections/ medicines to all employees -6 month basis Doctor appointment & relating correspondence

VEHICLES:-

Up keeping jeep, ambulance, fire tenders, arranging repairs, providing transport to all

CANTEEN:-

A watch on activities on canteen on daily basis, arranging repairs , equipments, canteen contractor, ensuring hygienic condition in canteen attending to complaints

SECURITY:-

A watch on security Correspondence with security agency

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 Renewal of security contract- al relating action like ADVT, Inviting quotation, interviewers, spot inspection Correspondence on security lapses , theft cases
HRD/ TRAINING:-

EMS work ( environment management system) Identifying training needs Selecting training programme Notice for training programme Nominating participants Attendance , feed back, evaluation of all training programme Analyzing all data regarding activity like Bench Marketing, targets customer satisfaction reports, graphs.

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3. Production Department
This department handles all the plant work for production. This department is responsible for all teh production and its process going at assembly line and also the PDI (Pre Delivery Inspection). They deal with all the workers to get the work output from them for production. They decide which model is to be assembled according to the availability of material and demand of production.

4. Quality Control Department

Aiming the target of zero defects in their product this department has to play a very challenging role. Attainment of prestigious quality certificate such as QS 9000 as Ashok Leyland has the landmark of being the first auto industry in India to receive this honour. So to keep the real value responsibility of this department becomes tougher. So personnel of this department has to keep a sharp eye on every activity so that a minute kind of defect must not be allowed with their product. The QC department of Ashok Leyland, Alwar is running under wise guidance of Mr. Vinay Bhargava along with cooperation of Mr. Rajendra Yadav & Vinay Gupta. Currently nine personnel are deployed under this department and QC department work is distributed among three sections: first one is GR&D, LINE and the last one is PDI. This department is responsible for the quality of products and parts whatever they sell or purchase. The quality checking is done in three processes which are given as follows: Incoming material inspection In-process inspection

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 Final inspection There is a GR & D (Goods receipt and dispatch) section which receives good and QC department inspect them and ensure the quality as per the recommended standards and then send them to store. For in-process inspection they use one chassis-card in which the worker check whether all things has been done which he had to do and then do signature in the card. This is known as self-certification. When the chassis become off-track to the assembly line then the chassis goes for a road-test. The defects and shortcoming in the chassis are noted such as noise, smoke, driving control etc. Then an inspection of chassis takes place at PDI and then all the defects are noted and are rectified. After that the chassis is passed to sales department by QC department.

PDI (PRE DELIVERY INSPECTION): It under comes the quality department but it has much utility that it has an important role in the production. The vehicle coming from assembly line is not perfect in quality. It has many defects. So the chassis is inspected, faults are arrested in this section and all the defects and faults are noted. The chassis comes into PDI section after road testing. Then all the defects and faults found in the chassis are rectified using necessary tools and items. Then the chassis is painted in the paint booth and if there is any dent on the chassis FES, then it is removed and finally passed to sales department. The chassis passed from PDI is fault free and perfect in quality. Painting of the chassis is also done under this department.

GR&D (Goods Receive and Dispatch)

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This department is provided or giving their services when the goods are received in the plant as a material from outside and when it dispatch outside the plant. This basically gives their service for quality and amount assuring.

5. Unit Planning Department

This department basically does the planning work. They are given the project of some new units to be prepared in the plant for which they plan the appropriate place installation of the new unit the approximate duration of completion of project cost estimation and benefits of the installation of new unit. Presently they are taking care of new rear axle assembly conveyor line project being installed in shop-2 paint booth for body painting of futon bus in shop-5.

6. Purchase Department
Raw material is very important for the production. All the raw material is purchased by purchase department from various dealers and companies. They decide which material should from which company. They also look at the cost of material to be purchased and the transportation charges. It is better if the material is coming from a place near to the plant because the transportation cost will be reduced. They also decided the firm to sell the scrap items of iron, wood etc. The tender will be given to whoever will pay more. They also hire the contractors from the market by tendering to manage much work in plants like material unloading, transportation construction.

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7.Finance Department
This department takes care of all financial things of the plant. It keeps record of all the salaries and all allowances of the employees, the money spent on purchasing the things for the plant, the money earned by the sale of products and other financial activities. It prepares a monthly and annual budget of the plant. It also monitors the attendance of the employees by an electronic card punching attendance system. All the employees are provided with an electronic card which is punched in the card punching machine at the time of entering the plant and at the time of leaving the plan. The time of punching will be noted by the machine and thus the department gets the data.

8. Sales and Marketing Department

Products are made in the plant and they need to be sold to the customers. This department takes care of all the marketing activities. After the product is passed from QC department, sales and marketing activities. After the product is passed from QC department, sales and marketing department keeps all the products at R.S.O. (Regional Sales Office). With safety the vehicle is kept in the R.S.O. after fitting the heat guards, warning triangles, RUPD (Rear Under Protection Device) and Canopy as per the government rule. Then at demand and requirement the products are sent to the dealers. They look at the demand of product in the market and the customers feedback about the product. They also provide the training for servicing of the product. They send their report that in what amount has demand to production department so that they can decide the amount of production that they can.

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9. PPC Department
Production planning and control department is known as PPC department. This department control GR & D section and store-rooms. They receive the goods coming from the factories. Then according to the vouchers, counting of parts is done. They prepare a daily report of goods received and send it to Finance department for further procedure. They allot part number for the parts and parts arranged according to the part number in the store-room. They keep all the records of store-room. Monthly counting of parts is also done. Ashok Leylands Alwar plant is known for its versatility and productivity in chassis assembly. Apart from being the only plant to manufacture plant produces verity of Passenger and Goods chassis. CNG chassis the Alwar

Plant is equipped with state of the art facilities, backed up by a Quality Management System, accredited for ISO /TS 16949:2002. The newly constructed U shape chassis assembly conveyor is equipped with turnover facility enabling inverted chassis assembly prior to engine mounting, for ease of assembly and conformance to various fitment quality parameters. Torque controlled nuts runner system is provided for Axle & wheel mounting. For Rear Axle assembly an automated slate conveyor system with Pick and Place facility for effortless working has installed to cater to plants rear axle requirement.

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The Alwar plant is spread over 352 acre of land. The plant is full of greenery covering more than 35% area with approximately 20000 trees and sprawling lawns. There is a 7500 kl capacity of rainwater collection pond for making ecological balance. One may find the unit not less than a wild safari which is habitat of Neelgai, Sambhar, Peacocks and variety of birds.

Wastewater from paint booth is treated in ETP and recycled back to paint booth. The treated STP water is being used for watering the plants.

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The plant is certified for ISO14001 2004 for Environment management system. Alwar is fast expending with more than 300% production capacity increase attained within last 3 years. Towards offering fully built solutions. Alwar has have already started high quality bus body manufacturing and planning facility to become largest unit of integrated bus manufacturing.

Alwar is in process of installing a world class computerized Roller Test Bench facility to simulate road conditions, Brake tester, Head lamp aligner, emission check and ABS check to ensure quality of final product. To sustain the product performance in the field, Alwar has a service-training center where regular training programmes are conducted for the personnel of customer and dealer network.

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About Human Resource Planning

Human resource planning or manpower planning is essentially the process of getting the right number of qualified people into the right job at the right time. It is a system og matching the supply of people (existing employees and those to be hired or searched for) with openings the organization expects over a given time frame. Human perource planning is an integrated approach to performing the planning aspects of the personnel function in order to have a sufficient supply of adequately developed and motivated people to perform the duties and tasks required to meet organizational objectives and satisfy the individual needs and goals of organizational members.

Objectives of human resource planning: Forecasting of human resource requirements Effective management of change Realizing organizational goals Promoting employees Effective utilization of human resources The objective of human resource planningis to maintain and improve the rganization's abilioty to achieve its goals by developing strategies that will result in optimum contribution of human resources. For this purpose , stainer recommends the following nine strategies for the human resource planners :
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 They should collect,maintain, and interpret relevant information regarding human resources. They should report periodically human resource objectives and requirements, existing employees, and allied features of human resource. They should develop procedures and techniques to determine the requirements of different types of human resource over a period of time from a stand point of organizational goals. They should develop measures of human resource. Utilization as components of forecasts of human resource requirements along with independent validation. They should employ suitable techniques leading to effective allocation of work with a view to improving human resource utilization. They should conduct research to determine factors hampering the contribution of the individuals and groups to the organization with a view to modifying or removing these handicaps. They should develop and employ methods of economic assessment of human resources to reflect its features as income generator and cost and accordingly improve the quality of decisions affecting the human resource. They should eveluatethe procurement, promotion, and retention of the effective human resources.

33

 They should analyze the dynamic process of recruitment, promotion, and loss to the organization and control these processes with a view to maximizing the individual and group performance without involving high cost.

Importance of human resource planning: Future personnel needs. Cope with change. Creating highly talented personnel. Protection of weaker sections. International strategies. Foundation of personnel functions. Increasing investments in human resources. Resistance to change and move.

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HUMAN RESOURCE PLANNING PROCESS ENVIRONMENT

ORGANIZATIONAL OBJECTIVES AND POLICIES HR NEED FORECAST HR SUPPLY FORECAST

HR PROGRAMMING HR IMPLEMENTATION CONTROL AND EVALUATION OF PROGRAM SURPLUS RESTRICTED HIRING REDUCED HOURS VRS, LAY OFF ETC. SHORTAGE, RECRUITMENT AND SELECTION

Human Resource Department

Human resource development = human resource + Development\
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'Human resource' refers to the talents and energies of people who are available to an organization as potential contribution to the creation and realization of the organization's mission, vision, values and goals. 'Development' refers to a process of active learning from experience, leading to systematic and purposeful development of the whole person : body, mind and spirit. Development combines the concepts of development (change and growth) and training (learning specific skills). Thus, human resource development is the integrated use of training, organizational development, and career development efforts to improve individual group and organizational effectiveness. Human resource development is a process for developing and unleashing human expertise through organization development and personnel training and development for the purpose of improving performance.

Objectives of human resource development: Equity Employability Adaptability/competitiveness

Goals of human resource development: Facilitating organizational effective

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 Enhancing quality and productivity Promoting individual growth and development Integrating people into business

Functions of Human Resource Development

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Development functions :Training, learning and development Career planning and development Performance and potential appraisal Employee empowerment Maintenance functions :Employee counselling, coaching and mentoring Quality of work life Control functions :Hrd audit overnance of ethics

Objective Of The Study

To know the human resource planning and development of ASHOK LEYLAND LTD., ALWAR. To analyze the different major sources of development and techniques of planning for human resource.

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 To know the working pattern of human resource department in ASHOK LEYLAND LTD., ALWAR plant. To learn & experience new things practically or to impart practical knowledge from such a great brand.

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Research methodology
Research is the systematic design, collection, analysis & reporting of data & findings which are relevant to a specific organizational situation. The main objective of the research is to find out the truth, which is hidden & has not been discovered yet. Research replaces intuited business decisions by more logical & scientific decisions. is done scientifically. The researcher should not only know the various techniques available for a particular research, how to develop certain indices or tests, how to oblige particular research techniques, but they also need to know which of these methods are relevant & which are not. DATA COLLECTION METHODS:A) Primary Data:

Tools for collecting the primary data are as follows: Structured questionnaire Survey & observation B) Secondary Data:

Tools for collecting the secondary data are as follows: Books Web-sites Company records & reports

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METHODOLOGY USED: A) Pre-research Parameters for planning & development were listed. Preparing a structured questionnaire

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Data Analysis And Findings

Human Resource Planning Analysis ASHOK LEYLAND, Alwar

Business planning HR planning Corporate strategy formulation Environmental analysis economic technical social, etc. Corporate level Internal growth Acquisitio-ns & dis-investments Corporate business development planning Operations planning: marketing, Research/ Engineering ,production, financial Specificati-ons Strategic Business unit Level Aggregate plans : Manager, key personnel, Total personnel and intermediate plans Human resource issues aggregate forecasts of manpower supply and demand development of basic hr objectives and strategy

for phr programs INDIVIDUAL BUSINESS LEVEL DETAILED P/HR PROGRAMS IT SUPPORT OF OPERATIONS

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SHORT-TERM ACTIVITIES PLANNING

ACTIVITY LEVEL

SUPPORT OF SHORT-TERM HR ACTIVITIES

PRODUCTION PLAN
Month
April May June

Daily Production
85 75 70

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July

60

Plan V/s Achievement

8000

7000

6000

5000 No. of Chassis

4000

Plan Achievement

3000

2000

1000

0 Apr 1000 May 1001 Jun 1002 Month Jul 1003 Total 1004

MANPOWER STATUS (Permanent Employees)

Month

Production

PS

PPC

QC

44

April May June July

50 50 50 50

10 10 10 10

07 07 07 07

08 08 08 08

Manpower Status (Permanent)

1600

1400

1200

1000

Production
Manpower 800

PS PPC Qc

600

400

200

0 Apr May Jun Month Jul Total

MANPOWER STATUS (Temporary Employees)

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Month
April May June July

Production
370 400 352 352

PS
10 15 16 16

PPC
08 03 06 06

QC
25 22 28 28

Manpower Status (Temporary)

1600

1400

1200

1000 Manpower Production 800 PS PPC Qc 600

400

200

0 Apr May Jun Month Jul Total

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Human Resource Development Analysis:The programs under this development procedure that are organized by the company are:

Management Development Module

Program deals with essential management skills identified through competency mapping. It helps participants to better understand economic trends, understand how economic trends impact business. Participants will develop skills in interpreting financial information and application of financial techniques in the area of managerial decision making. Program helps to develop finer nuances of etiquette to project a positive self and corporate image. Executives develop a better understanding of performance management process and its application. Sessions underline the importance of fast responsiveness, cost consciousness and innovation to create competitive advantage.

Business Economics Module

Executives will get an understanding about the current trends in the world economy and an insight into their implications for business. Also provides a better understanding of the impact of financial decisions on the firms profitability.

Middle Management Program IIM, A

Enable participants to view various functions of management from a senior managers perspective. Develop an outlook that would help integrate an organizational strategy with functional strategies. Program sensitizes participants to key contemporary concern areas like

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internationalization of business, customer orientation, citizen and electronic commerce etc.

Strategic Management-Business Simulation

Program helps executives to acquire a holistic understanding of parameters affecting the business and understand cross-functional relationship among various management functions such as Finance, Marketing, Operations HR, R&D etc. It focuses on business themes such as operational efficiency, cost reduction, growth, market share, sustaining quality, product innovation, customer service etc. Program methodology involves business simulation as a tool.

Data Analysis for Marketing Decisions

Understanding of the underlying logic of the statistical tools and of the statistical tools and of the key concepts of data mining and their applicability for marketing decisions. An overview of Data Analytic tools for marketing. Factor Analysis, cluster Analysis, Conjoint Analysis and Forecasting.

Marketing Management
The programs helps executives to gain comprehensive conceptual understanding of Marketing management and helps them to relate this with their work environment. Understand consumer buying behaviour process, segmentation and positioning, Key Account

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management. Helps to develop customer relationships based on Life Time Value, understand quality of services and aim at and measure customer satisfaction.

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Certificate Program in Manufacturing Excellence

The program helps executives to upgrade on latest developments in manufacturing domain. Provides multi-skills with enhanced knowledge base, motivation and empowers executives to contribute more effectively in their work area.

M S in Engineering Management
The program provides knowledge in Manufacturing Management. Develop appreciation of key management concepts. Helps to improve perspective on organizational and job related matters. Equips executives for managing job rotation.

B S in Engineering & Technology

The executives are updated on latest development in Technological/ Engineering areas. Provides multi-skills with the help of enhanced knowledge base and better motivation. Executives upgrade their academic qualification.

Quantitative Skills
The program helps executives to understand basic concepts and the use of statistics. It enables them to use basic statistical tools for data interpretation and analysis, Problem Solving using Linear programming with EXCEL Solver. Helps executives apply a systematic and proven approach to solve a variety of work related problems.

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Mechatronics
The executives are exposed to basic concepts and integration of Electrical, Electronic and Mechanical Engineering leading to Industrial Automation.

Gear Box Technology

The program provides a comprehensive understanding to GearBox Technology, addresses the gear/ axle as an individual element as well as end product entity.

Total Productive Maintenance

The program focuses on the concept of TPM and provides skills for on the job implementation.

Value Engineering
The program helps executives to understand the concept of Value Engineering and practice specific VE skills to achieve established targets.

Working Together- Outward Bound Training

Based on the Experiential methodology, it is process, which begins with the experience and is followed by analysis, discussion, reflection and introspection.

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Personal Growth Lab-ISABS

Helps understand the reasons for their behaviors and those of others behavior more clearly.

Professional Ethics
The program helps executives to understand both technical & ethicak responsibilities, appreciate the methods of resolving ethical dilemmas and become more sensitive to the importance of ethical engineering practices. Appreciate that only ethical practices can help to scale greater heights.

Innovation Module
The program expose executives on how to make the group climate more creative and less hostile. Encourages collective thinking and collaborative innovation.

Assertiveness
The program appreciates the importance of assertiveness, helps participants to distinguish the difference among aggressive, passive and assertive behaviors.

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Planning for Retirement

The program helps executives to develop a positive attitude towards retired life. Equip executives to cope with retirement, deal with issues of Health and assist executives plan Finance and Investments.

MISSION GEMBA
Enhancing employees for world class globalizes performance vision:- Achieving leadership in the domestic commercial vehicle markets and a significant presence in the world markets and a significant presence in the world market by 2014 through transport solutions by enhancing the employ for their excellent work to promote them to do their best for the goal of organization. Its a playful part of the company. It is totally based on the potential of the employee how can they do more, higher productivity can be generated and how efficiently their jobs do. If any employee renders his service for a new invention or a way by which the production, quality standards or any other standards can grow rapidly. Then the employee is awarded by senior officers or respective head of mission gemba. The main emphasis is on the increase of the potential of the employee. Motivate them through learnings; self respect, honesty, hard work, etc... Have to become the essential part of an employee working in the organization It creates a positive psychological effect in the mind of employee. If he perform just different job, respective with a aspect of development of the company, he is being awarded and the same employee works with a difference in the company with more advantageous style.

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It gives a friendly and competitive environment which helps employee and the organization to achieve their ambitions. GEMBA is a Japanese word which means SHOP FLOOR. It provides quality assurance, fastest delivery and least cost to customers by Offering appropriate products and services. Adopting lean manufacturing systems & practices through employee empowerment and participation. Bench marking products, process and people against best in the industry. In processing of this plan everyday all permanent workers, engineers, managers amount up on the GEMBA floor and discuss their problems and solutions with each other. Every day for their improvement suggestion every guy is awarded marks according to the performance and after a period the highest scorer is awarded the GEMBA mission award.

Other Development Sources are:

Health Care Facilities Sports Facilities Medical Facilities Cultural Events Club Events Employees Development as according to Management Development Calendar.

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Conclusion
In todays competitive milieu ASHOK LEYLAND LTD., Alwar is increasingly turning to training & development with effective human resource planning to acquire the cutting edge. As company manage growth & a constantly changing environment purposive training effective planning have acquired purity status on the corporate agenda. ASHOK LEYLAND Human Resource Management emphasizes active participation & encourages executives to explore & experiment with new ideas & concepts. ASHOK LEYLAND human resource planning is also very effective. This project is limited to one plant of Ashok Leyland alwar, which is based in Alwar (Rajasthan). Some data was confidential and not disclosed as per the companys policy. Time limitation was the major factor for the study. There was less interaction during the training period with the higher staff or executives due to their work load

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Recommendations And Suggestion

There are some points, which are pointed out as recommendation, and if ASHOK LEYLAND LTD., Alwar follows these points then company can effectively increase efficiency of employees. These points are: The HR plan must fit in with the overall objectives of the organization. The plan must meet the changing needs of the organization and should enjoy consistent support from top management. The period of a human resource plan should be appropriate to the needs and circumstances of the specific enterprise. The quantity & quality of human resources should be stressed in a balanced manner. An adequate database should be developed for human resources to facilitate human resources planning. Human resource planning function should be properly organized.

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Appendix

Questionnaire Bibliography

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Questionnaire
Manpower/ Human Resource Planning & Development
I believe that your ideas can create value to your organization. That is why I am asking to you to tell me about the planning and development for manpower/human resource in your organization. For each question, select the best alternative/options. (Can select two or more options if needed). Your completed questionnaire is purely confidential. THANK YOU IN ADVANCE FOR YOUR TIME AND INPUT NAME DEPARTMENT ::.

Ques.1According to you what Human Resource or Manpower planning means? (A) Right number of qualified people. (B) Right people on right job. (C) Right people on right time. (D) All of the above
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Ques.2What are the objectives of your Human Resource planning? (A) Forecasting manpower requirements. (B) Effective utilization of manpower. (C) Promoting employees. (D) All of the above. Ques.3 What is the need of Human Resource planning in your organization? (A) To overcome the shortage. (B) To acquire the new skills. (C) To cope with change. (D) All of the above. Ques.4 What is the level of Human Resource planning of your organization? (A) National level. (B) Sectoral level. (C) Unit level (Based on corporate/business plan). (D) Industrial level. Ques.5 Is your organization is affected by external factors? (A) Yes. (B) No. If Yes: - What are those factors? (A) Government policies. (B) Business environment. (C) Level of technology. (D) Level of economic development.
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Ques.6 Is your organization is affected by internal factors? (A) Yes. (B) No. If Yes :- What are those factors? (A) Company policies. (B) Human Resource policies. (C) Job analysis. (D)Company production policy. (E) All of the above.

Ques.7 Is your Human Resource planning depends on production plan of the organization? (A) Yes. (B) No.

Ques.8 What was your Human Resource situation/strength? APRIL PPC QC PS PRODUCTION MAY .... JUNE JULY

Ques.9 Is this any specific time of highest production?

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(A) Yes. (B) No. If Yes :- Please specify the month and demand both :- .. Ques.10 What are those action programmes that are initiated as a part of Human Resource plan implementation? (A) Recruitment. (B) Selection. (C) Placement. (D) Training & Development. (E) All of the above.

Ques.11 What are the forecasting techniques that are applied in your organization? A) Managerial Judgement. (B) Ratio-Trend Analysis. (C) Mathematical models. (D) Delphi Technique. (E) Work-Study Technique. (F) Any Other. Please specify :- .

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Ques.12 What are the advantages of Human Resource planning for your organization? (A) (B) (C) (D) (E) Improvement in productivity. Recruitment of Qualified Human Resource. Adjusting with technical change. To treat the Human Resource like real corporate assets. All of the above & if any other too please specify :- .

Ques. 13 Are you having meetings with other departments including Human Resource Manager for present/future requirement of Human Resource? A) Yes. (B) No. If Yes :- At what level? :(A) Weekly. (B) Monthly. (C) Quarterly. (D) Half Yearly. (E) Any Other. Please specify :- .

Ques.14 What are the goals for Human Resource development in your organization? (A) (B) (C) (D) (E) Facilitating organizational effectiveness. Enhancing productivity. Integrating people into business. Promoting individual Growth & Development. All of the above.

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Ques.15 What are those instruments or mechanism that are use to apply in your organization or Human Resource Development? (A) (B) (C) (D) (E) Performance Appraisal. Counselling & Monitoring. Training. Quality of work life. All of the above and if any other too :Please specify :- . :- .

Ques.17 What type of training programme are provided by your organization? (A) On the job training. (B) Off the job training.

Ques.18 Is the expected performance standard reached after training is imparted to the employees? (A)Yes. (B) No. If Yes :- At what level? (A) Good improvement. (B) Very good improvement. (C) A little improvement. (D) Excellent improvement.

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Ques.19 Is employees with their creative ideas and their regular efforts always appreciated in your company? (A) Yes. (B) No. (C) Sometimes. (D) Any other. Please specify :-

Ques.20 Is this company provides adequate training facilities to its employees? (A) No. (B) Sometimes. (C) Regular. (D) At a very good level.

Ques.21 Is the company is having definite plans for carrer employees? (A)Yes. (B) No.

development for its

Ques.22 The employees of this company have many opportunities to grow? (A) Yes. (B) No.

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Ques.23 The physical environment like lightning, ventilation, noise control etc. At the work place is conductive for effective performance at work? (A) No. (B) Sometimes. (C) True. (D) Very much true.

Ques.24 What are the indirect development sources that are provided by your organization? (A) Sports events. (B) Health care events. (C) Cultural events. (D) All of the above

Ques.25 The development programmes of your company for the employees are concerned with :(A) Mental development. (B) Physical development. (C) A & B both. (D) None of these.

Ques.26 Is MISSION GEMBA is also a part of development for the employees? (A)Yes. (B)No.
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Ques.27 Give the rate to the overall development programme that are conducted by your organization? (A)Fine. (B)Good . (C)Very Good. (D)Excellent.

Ques.28 Is the followings are also a part of development in your organization? :- CFT (Cross Functional Team). :- RISE-I { Reward for individual service excellent (Integrated)} :- Suggestion Scheme (A) Yes. (B) (C) No. Not all of these.

Ques 29 Is any need to improve planning & development process? (A)Yes. (B)No. (C)Little bit required. (D)Very much improvement required. (E)Any other remarks. Please specify :-

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Ques.30 Do you have a specific development centre/ committee in your organization? (A)Yes. (B)No. (C)Proposed. (D)Not even proposed.

Ques.31 Suppose, if you will be the planning and development head of the employees, what will do? (A)More emphasis on planning. (B)More emphasis on development. (C) More attention toward manpower. (D)All of the above and if any other too:Please specify :-.

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Bibliography
I got all the information regarding the study of Manpower Planning & Development with written proofs from the following references. Books: HUMAN RESOURCE AND PERSONNEL MANAGEMENT by

K.AswathappaUMAN RESOURCE MANAGEMENT by Gary Dessler HRM & IR by P Subba Rao Manuals: HRD MANUAL Websites: www.hrfactor.com www.hrguide.com www.hrtrends.com
www.ashokleyland.com

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