INDEX

Sr. No NAME OF CHAPTER Page No.

01 INTRODUCTION AND RESEARCH 1-9

METHODOLOGY
1.1 INTRODUCTION
1.2 COMPANY PROFILE
1.3 RESEARCH METHODOLOGY
1.4 PROBLEM STATEMENT
1.5 AIMS AND OBJECTIVES
1.6 SCOPE AND LIMITATION
1.7 HYPOTHESIS

02 LITRATURE REVIEW 10

DATA COLLECTION 11

03  Primary Data
 Secondary Date

ANALYSIS OF DATA AND 12

04
HYPOTHESIS

05 CONCLUSION AND SUGGESTION 13

BIBLIOGRAPHY 14
 Chapter 1
1.1 INTRODUCTION
The project title “Human Resource Development” is self-explanatory.
Strategies means action plan for the future after analyzing all the HUMAN
RESOURCE DEVELOPMENT activities i.e. training and development,
organization development, career development, performance management
system, coaching, mentoring etc.

 HRD activities are revenue enhancer in the organization not revenue user.
 HRD is responsible all overall performance of the organization by
upgrading the employees.
 Training constitutes a basic concept in human resource development.

Human resource development is a series of organized activities, conducted

within a specified time and designed to produce behavioral change.

The purpose of introducing and implementing HRD strategies in an

organization is to develop employee to meet higher levels of performance in the
modern fast changing competitive world HRD strategies contribute to winning
employees’ commitment, motivation and devotion in creating a self-disciplined
workforce and responsive organization.

HRD is based on the two assumptions:

 HRD makes sense only when it contributes towards business

improvement and business excellence.
 HRD also strongly believe that good people and good culture make good
organizations.

HRD means building:

 Competency in people
 Commitment in people

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 Culture in the organization
 HRD function is to build competencies in each and every individual
working in an organization. Competencies are to be built and multiplied
in roles and individuals.
 HRD means building commitment in people. Competencies will not make
sense without commitment. Think of an organization where all the
employees are competent but not willing to put into use their
competencies. Hence, competencies without commitment will not
contribute towards effectiveness.

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 1.2 COMPANY PROFILE

Mahindra & Mahindra Limited

Type: Public

Traded as: BSE: 500520

NSE: M&M

BSE SENSEX Constituent

Industry: Automotive

Founded: 1945; 74 years ago in Jassowal Soodan,Ludhiana,

Punjab, India

Founder: Malik Ghulam Muhammad

J. C. Mahindra

K. C. Mahindra

Headquarters: Mumbai, Maharashtra, India

Area served: Worldwide

Key people: Anand Mahindra (Executive Chairman)

Pawan Kumar Goenka (MD)

Products: Automobiles, commercial vehicles, two-wheelers

Revenue: ₹93,896 crore (2018)

Number of employees: 39,276 (March 2016)

Parent: Mahindra Group

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 1.3 RESEARCH METHODOLOGY

The most vital function of management in an organization is to minimize

risk and uncertainly through systematic decision making. Better decision result
from the effectively and timely utilization of right information. So for the
making effective decision, research plays an important role and provides the
right information to the management

Research is the systematic gathering, recoding and analyzing of data

about problems. In other words we can say that research comprises defining and
redefining problems, formulating hypothesis or suggested solution; collecting,
organizing and evaluation of data; making deduction and reaching conclusion;
and at least carefully testing the conclusion to the determine whether they fit the
formulating hypothesis.

Primary data is collected through

 Questionnaires
 Personal observations

Secondary data is collected through

 Newspapers
 Magazines
 Internet

SAMPLE SIZE

Sample size is decided under three decisions:

 Sample Size unit – Mahindra & Mahindra Limited

 Sample Size No. - 50
 Sample size method - Rating Method

4
 1.4 PROBLEM STATEMENT

Study on Human Resource Development is extremely important as it

reveals and identifies the areas where the organization can improve for the
betterment of the organization as well as the industry.

5
 1.5 AIMS AND OBJECTIVES

The specific objectives of the study are:

 To study the Human Resource Development in Mahindra & Mahindra

Limited, Nagpur.
 To understand the issue and challenges of Human Resource Development
in Mahindra & Mahindra Limited, Nagpur.
 To examine the effectiveness of training in overall development of skills
of workforce.
 To bring about desired changes skills, knowledge, and attitude in the
employee.
 To find out new methods of training and development in Mahindra &
Mahindra Limited, Nagpur.

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 1.6 SCOPE OF THE STUDY

 To improve the current situation of the Human Resource Development

activities in the company.
 Recruiting the employees within the dimension and responsibilities for
developing human resources.
 To increase the performance of the employees and ultimately the
company.
 Train all employees in acquiring new technical skills and knowledge.

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 1.7 LIMITATIONS OF THE STUDY

A proposed chapter will deal with the limitations for the project entitled
“A study of Human Resource Development in Mahindra & Mahindra’s
Company, Nagpur”.

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 1.8 HYPOTHESIS

 Training and development programmes have a greater impact on middle

level and senior level employees in the automotive.
 Human Resource Development helps to motivate the employees of the
company, also it helps to improve individual performance of the
employees.

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 Chapter 2

LITRATURE REVIEW

A literature review is a type of review article. A literature review is a

scholarly paper, which includes the current knowledge including substantive
findings, as well as theoretical and methodological contributions to a particular
topic. Literature reviews are secondary sources, and do not report new or
original experimental work. Most often associated with academic-oriented
literature, such reviews are found in academic journals, and are not to be
confused with book reviews that may also appear in the same publication.
Literature reviews are a basis for research in nearly every academic field. A
narrow-scope literature review may be included as part of a peer-reviewed
journal article presenting new research, serving to situate the current study
within the body of the relevant literature and to provide context for the reader.
In such a case, the review usually precedes the methodology and results sections
of the work.

This study attempts to analyze the Human Resource Development in

Mahindra & Mahindra’s Company. A diagnostic research design is followed in
the present study.

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 Chapter 3

DATA COLLECTION

Primary data is collected through

 Questionnaires
 Personal observations

Secondary data is collected through

 Newspapers
 Magazines
 Internet

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 Chapter 4
DATA ANALYSIS AND HYPOTHESIS

A proposed chapter will deal with detail analysis of the data collection for
the project entitled “A study of Human Resource Development in Mahindra &
Mahindra’s Company, Nagpur” and analysis of the data will be done with help
of chart and diagram etc.

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 Chapter 5

CONCLUSION AND SUGGESTION

The proposed chapter will deal with the result arrived after the study of
“A study of Human Resource Development in Mahindra & Mahindra’s
Company, Nagpur” and conclusion arrived there of suitable suggestion or
recommendation will also be included in this chapter if necessary.

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 BIBLIOGRAPHY

1. Banshree Das, Palai N.K. and Das Kumar. (2006). Problems and
Prospects of the Cooperative Movement in India under the Globalization
Regime. XIV Int. Economic History Congress, Helsinki.
2. Davis, P. (2004). Human Resource Management in Cooperatives, Theory,
Process and Practice, Cooperative Branch, ILO, Geneva.
3. Davis P. (2006). Beyond human resource management in cooperatives.
Cross Cultural Management: An International Journal. Vol. 13 Issue 1.
pp.69 – 95.
4. Daman Prakash. Agriculture and Agricultural Cooperatives in India.
IFFCO Foundation.
5. Elumalai K. Cooperative Policy and Cooperative Legislation in India.
6. Govt. of India. Ardhanarishwaran Committee on Cooperation. 1985.
7. Govt. of India. Brahm Prakash Committee. 1991
8. Govt. of India. The Task Force to Study the Cooperative Credit System.
1999
9. Govt. of India. The Expert Committee on Rural Credit. 2000
10. Govt. of India. National Policy on Cooperatives. 2002.

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