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FARIDABAD (HARYANA)
A
PROJECT REPORT
ON
EFFECTIVENESS OF
EMPLOYEES TRAINING
DECLARATION
ACKNOWLEDGEMENT
INTRODUCTION
• COMPANY PROFILE
• CONCEPTUAL FRAMEWORK
LIMITATIONS
RESEARCH METHODOLOGY
• METHODS OF DATA COLLECTION
• SELECTION OF SAMPLE
FINDINGS
CONCLUSIONS
SUGGESTIONS
ANNEXURES (QUESTIONAIRES)
BIBLIOGRAPHY
INTRODUCTION
GOODYEAR INDIA:
ITS ORIGIN & GROWTH
Today 1/5 of the total tyre sales in the world is done by GY through 2500
retail outlets. GY has four main technical centers in Akron (USA), Maryland and
Luxemburg & Japan working round the clock to give the world the best to
ride on. Good year pioneering spirit began in 1898 when Frank Seiberling
founded the company.
Frank Seiberling choose the name Goodyear to honor the scientist who
invented the process of rubber curing called vulcanization.
Automotive manufacture use the Goodyear tyres exclusively. The company has
reigned supreme in the field of racing car tyres. The company is a multi-
billion global enterprise reigning on the number one position in the world.
PANORMA OF Goodyear India
MAJOR MILESTONES:-
1984- India’s largest tyre, over 8 feet rolls out of the factory
1995- Power king, power rib & wrangler- new generation tyre introduced
1997- Power drives for LCVs & all terrain jeep tyre launched
1999- RFT expansion stated new Banbury and Boiler were commissioned
The Wing foot of Frank Seiberling spread its wings accomplished many
FIRSTS:
GOODYEAR reigns no. 1 in global tyre market and holds about 23% of
GOODYEAR is the largest tyre market in North & South America and the
GOODYEAR does 1/5 of the total tyre sales of the world through its 2500
(Japan).
GOODYEAR WORLDWIDE
employed and distributor products all over the world in 185 markets.
Of the total 80 plants 47 are tyres plants, the other includes textiles mills,
chemicals, hose products tread rubber tyre moulds, conveyors belts, power
INDIA - 02
INDONESIA - 01
THAILAND - 01
PHILIPINES - 01
MALAYSIA - 01
CHINA - 01
GOODYEAR IN INDIA
&
Ballabgarh and was established in 1961. The company has been awarded
ISO 9002 for all his product ranges and its annual turnover is 650 orores
apporx.
South Asia Tyres Limited is located at Waluj, Aurangabad and has a turn
over of approx. 140 crores with its main products being passenger radiant
PRODUCT RANGE
DAILY PRODUCTION
MAIN BRANDS
BRIDGESTONE
MICHELIN
MAJOR POLICIES
> The current scenario in domestic tyre industry is one of over capacity
and surplus production. In addition to this Bridgestone and Michelin have
also entered the fray making the competition very stiff.
> Currently MRF, Ceat, Apollo, JK, Birla and Goodyear account for 75%
of market share of which now Goodyear has 11% market share.
> FINANCE
> MANUFACTURING
> ENGINEERING
GOODYEAR INDIA
It is located 28 kms from the Delhi and was established in 1961 has
been awarded ISO - 9002 For its all products range and its annual
turnover is 650 crore approx.
DIVISION : BTA
DIVISION : BTB
DIVISION : BTC
DIVISION : BTA
> BANBURY
DIVISION : BTB
DIVISION : BTC
The case in which I have noted difference between the workers &
managers are as follows: -
(1) 75% of workers believe that their attitude & behavior has been
changed a lot whereas only 50% of managers feel that there
attitude has changed.
(2) 80% workers say that their working capacity has been increased
to an average while only 65% of managers feel the same.
(3) 60% workers feel that their behavior wrt their seniors has
improved a lot but only 40% of managers feel the same.
(5) Managers say that 35% of workers share their information’s &
training experience with them but only 10% of workers share
their information & training experience with seniors.
TRAINING PROCESS AT GOODYEAR
(IND) LTD.
There is an ever present need for training men so that new and change
techniques may be taken advantage of and improvements effected in the old
methods, which are woefully inefficient.
The study was conducted at JCB INDIA LIMITED, keeping in mind the
following objectives-:
(2) To know about the expectations of the respondents from the training
process.
Objective must be clear out, must related to needs, and may way for
changes.
(3) Enables the individual employee to realize his potential for growth.
(2) The first step in training is to determine the needs & objectives.
(3) The objectives & scope of the training plan should be defined before
its development is begun in order to provide a basis for common
agreement co-operative action.
METHODOLOGY
To make an effective report one requires accurate data & a proper
method, which should be strictly followed to make a good report. Data
are of two types -:
(a) Primary data – It is the one which the person collects himself / herself.
Methods of collecting primary data are -: interviews, personal, and
observation and questionnaires.
To complete the study, I have used both primary & secondary data .I
prepared two questionnaires, one for managers & other for workers.
The sample size for workers was of hundred & of managers was of fifty.
After filling up of these questionnaires, I analyzed them and reached at
conclusion.
I have also given some suggestions, which may be of some use to the
company.
LIMITATIONS
In every study one faces some limitations or difficulties; I also faced some
limitations from the managers side and the workers side. Also faces the
difficulty in collecting the responses and in interaction with the
respondents. That is as follows-:
(2) 75% of the workers have attended only 5-10 training programs.
(3) 70% of the workers believe that these training programs are
conducted for the benefit of company only.
(4) 70% workers say that they implement the gained knowledge
frequently at home & work place.
(5) 75% workers say that there attitude / behavior has improved a lot
after attending these training programs.
(6) 80% of the workers say that their capability of doing work has
improved a lot after attending these training programs.
(7) 60% of the workers says that their behavior has improved a lot with
respect /regards to their seniors.
(8) 75% workers say that there is reduction in interpersonal conflicts.
(9) 70% of workers say that they have noticed a lot of changes in their
self-image.
(10) 78% of workers share their training experience with team members &
family.
(12) 70% of workers liked Mr. M.P Sharma for their seminars.
FINDINGS
(Of Managers questionnaire)
(1) 70% of the managers say that these training programs are very useful
for organization.
(2) 80% of managers say that productivity has increased a little bit.
(3) 70% of managers say that to some extent these training programs are
helpful in meeting company objectives.
(4) 60% of managers say that workers share their training experiences
frequently with them.
(1) There should be a proper feedback system & a continuous follow up.
RECOMMENDATIONS
I have concluded that there is a lot of difference between a worker’s
perception & a manager’s perception this shows that there is lack of proper
communication between workers & their seniors.
I think something or some effective steps should be taken to fill up the gap
between the two.
MY RECOMMENDATIONS ARE -:
(1) Prior discussions with the trainees should be done to make them
aware of the contents.
.
(2) There should be sharing of information’s & experiences at levels,
workers & supervisors I.E (MAKE EFFECTIVE PLANS)
(1) 70% of the managers find these training programs very useful
for organization & 32% find it of little use.
(2) 80% of the manager’s say that the productivity has increased a little
but & 12% say that it has not increased at all.
(3) 70% say that to some extent these T.P are helpful insetting computer
objectives / goals & 8% say that not at all.
(4) 60% of managers say that workers say that workers have their
training experiences frequently with them & 8% say that they don’t
share at all.
(5) 52% managers say there is (26-50)% increase in the awareness of new
concepts in organizations by worker & 10% say there is (0-25)%
increase in awareness.
PERSONALITY LEVELS
(a) 55% believe that there is (26-50) % increase in their personality &
81% believe there is (76-100) % increase in their personality.
FUNCTIONAL LEVELS
(a) 55% believe that there is (0-25)% reduction in costs & 16% believe
there is (0-25)% reduction in costs.
…………. DAYS
………….DAYS
a. ALWAYS………..
b. SOMETIMES………..
c. NEVER …………….
d. NOT ON TIME………..
Q3. DO YOU RECEIVE THE NOTICE ABOUT THE
CANCELLATION
OF A TRG PROGAMME?
a. ALWAYS……….
b. SOMETIMES……………..
c. NEVER………….
a. VERY USEFUL…………….
c. WASTAGE OF TIME………..
e. CAN’T SAY…………
a. DRASTICAL CHANGE…………
b. LITTLE BIT………
b. SOME EXTENT…………
c. NOT AT ALL………
d. CAN’T SAY…………
RESPECT
CONFIDENCE
ATTITUDE
CAPABILITY
BAD HABITS
BEHAVIOR
TEAM BUILDING
SELF IMAGE
COMMUNICATI
ON SKILLS
STRESS MGT
PERFOMANCES
ENHANCEMENT
PERFOMANCES
APPRAISAL
SENIORS
SUPERVISORS
COLLEGUES
• DEVELOPMENTAL LEVEL:
• FUNCTIONAL LEVELS
-------------------------------------------------------------------------------------------------
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PARTICULARS YES/NO
HECTIC WORK SCHEDULE OF THE TEAM AS A
WHOLE
HECTIC WORK SCHEDULE OF THE INDIVIDUALS
IRRELAVANT TRAINING PROGRAMMES
TIME CONSTRAINTS
LACK OF INTEREST
LACK OF AWARENESS
LACK OF COMMUNICATION WITH FACULTY
NOT SERIOUS AT ALL
ALL
……………………………………………………………………………………
……………………………………………………………………………………
(6) Follow-up.
(Rewards & feedback)
TRAINING METHODS.
The different training methods to train the employees are as follows-:
(2) Buzz Session-: The buzz session involves all the members of the
training group directly in the discussion process .The large group is
divided into the groups of three or four persons .In these small buzz
groups each participant contributes his or her ideas about the topic &
a group spokesperson may be chosen. Ideas are then reported to the
entire group.
(3) Case Study-: The case study is the detailed account of a real or
hypothetical occurrence that participant might encounter on the job.
The case is analyzed and discussed and participants are often asked to
arrive at a plan of action to solve the problem.
1 ART OF LIVING 25
3 WELFARE BENEFITS 8
4 HEALTH AWARENESS 10
7 TPM 23
AWARENESS OF TRAINING
PROGRAMME
9%
YES
NO
91%
INCREASE IN PRODUCTIVITY
THROUGH TRAINING
8%
12%
YES
NO
CAN’T SAY
80%
2. 12% of the respondents said that the productivity would not affect
through training.
25%
YES
NO
75%
2. 25% of the respondents were of the view that there will not
decrease in inter personal conflicts in organization through
training
CHANGE IN PERSONALITY, ATTITUDE AND
BEHAVIOUR THROUGH TRAINING.
CHANGE IN
PERSONALITY,ATTITUDE AND
BEHAVIOUR
14%
0%-25%
26%-50%
53%
33% 51%-100%
15% 20%
0%-25%
26%-75%
76%-100%
65%
REDUCTION IN COST
Sr.no Opinion Percentage of respondents
1 0%-25% 16%
2 26%-75% 55%
3 76%-100% 24%
4 CAN’T SAY 5%
5% 16% 0%-25%
24%
26%-75%
76%-100%
CAN’T SAY
55%