trainning and development doc

8/2/2019 trainning and development doc

1/51

Project Report

On

TRAINING & APPRAISAL STRATEGIES AT J.K. TYRE

In the Partial Fulfillment of the

Bachelor of Business Administration Program(UNIVERSITY OF RAJASTHAN, JAIPUR)

(2008-2009)

Shrinathji Institute of Bio-Technology and Management

Upli Oden, Nathadwara.

Supervised By: Submitted By:

KIRAN SONI ARWA MUKHIYA

1


2/51

PERFACE

In professional courses like BBA, we are basically trained and equipped with strong

theoretical knowledge of how business operates and what are the times tested methods of

running a successful business. The program is designed to provide both portfolio of strong

functional skills and the ability to apply adapt and integrate those skills in different

management settings. But no course of study is fully completed unless there is first hand

onthe job practical knowledge of the business and professional way of working.

Therefore, to reinforce this strong theoretical base by practical knowledge, the students of

the BBA, Shrinath Institute Of Biotechnology & Management, Rajasthan University, are

sent to reputed business organizations to undergo two months of summer training and to getacquainted with the nitty-gritty of the practical business world. The students are assigned

certain projects and are asked to prepare a project report, whose successful completion can

be beneficial both to the student and the organization concerned.

Now a days HR Management is a booming sector. For the purpose

of summer project, I conducted my study on the HR Management of the company. For that

I was assigned to work at JK Tyres & Industries LTD, Rajsamand.

It include all the information gained during the project

work ,starting from the brief introduction to the company ,its vision, mission, history,

method used in research and so on, and the working of HR department. This help to

improve and increase the productivity of tyres. And knowing who can be their prospective

worker and how to attract them toward their work.

On the basis of the study some findings and recommendations were put forward to

the Industries. I hope that this report will help JK Tyre & Industries Ltd. to increasing the

effectiveness and increasing productivity of worker. I shall feel greatly satisfied with the

project if it proves beneficial to the Industries in any ways.

2


3/51

ACKNOWLEDGEMENT

Education and learning knows no bars or inhibitions. It is rather a never-ending

process. Similarly after completing almost two years in BBA from Shrinath Institute of

Biotechnology & Management, Nathdwara, the study conducted by me as part of my

course curriculum has proved an exceptional enhancement of knowledge and learning for

me.

The completion of the project would not have been possible without the help

of some persons. Without their contribution, the study could not have been comprehensiveand a profound one.

At the very outset, I sincerely thank my faculty guide Miss Deepti Bhargav,

HOD of Management Department and Miss Kiran Soni, Faculty whose continuous support

and guidance proved an effective impetus to my study.

I am greatly indebted to my project guide Mr. N.S.Sharma, HR

Manager for their help and encouragement.

I would also like to thank my family and my friends for their guidance

and support, which helped me in every step during the course of my study.

Above all, I thank god for his blessings without which I would not have

been able to complete my project.

3


4/51

INDEX

S.No. TOPIC Page No.

1. ABOUT THE ORGANISATION PAGE NO.

2. EXECUTIVE SUMMARY 4

3. QUALITY MANAGEMENT 9

4. OBJECTIVE 11

5. RESEARCH METHODOLOGY 12

6. TRAINING & DEVELOPMENT 17

7. COMPETENCY MODEL 28

8. PERFORMANCE APPRAISAL 33

9. MORALE 35

10. TASK ASSIGNIED 38

11. SWOT ANALYSIS 39

12. LIMITATION 40

13. SUGGESTION 41

14. CONCLUSION 42

15. ANNEXURE 43

16. BIBLIOGRAPHY 51

4


5/51

HISTORY OF THE ORGANISATION

"Excellence comes not from mere words or procedures. It comes from an urge to strive anddeliver the best. A mindset that says, when it is good enough, improve it. It is a way ofthinking that comes only from a power within." - H.S.Singhania

The advent of JK Organization on the industrial landscape of India almost synchronizeswith the beginning of an era of industrial awareness - an endeavor for self reliance and thesetting up of a dynamic Indian industry. This was way back in the middle of the 19thcentury. And the rest that followed is history.

JK Organization has been a forerunner in the economic and social advancement of India. Italways aimed at creating job opportunities for a multitude of countrymen and to providehigh quality products. It has striven to make India self reliant by pioneering the productionof a number of industrial and consumer products, by adopting the latest technology as wellas developing its own know-how. It has also undertaken industrial ventures in several othercountries.

JK Organisation is an association of industrial and commercial companies and charitabletrusts. Its member companies, employing nearly 50,000 persons are engaged in themanufacture of a variety of products and in diverse fields of commerce.

Trusts are devoted to promoting industrial, technical and medical research, education,religious values and providing better living and recreational facilities. With the spirit ofsocial consciousness uppermost in mind, J.K. Organization is committed to the cause ofhuman advancement.

It has been rightly said "If you plan for a year, plant corn; If youplan for a decade, plant trees; But if you plan for a century, plant men". This is thephilosophy which guides the people policies at JK Tyre.

5
http://www.jkorg.in/


6/51

THE WORK CULTURE

JK Tyre provides an enabling work culture with a clear sense of vision, mission andstrategies in which people work with clear goals and thereby achieve more.Goals are set participative and performance is reviewed transparently, starting with self-assessment. Merit is recognized through proportionate rewards andgrowth opportunities. The company's aspiration of being a global playerknown for its excellence provides opportunities for stretch for thepotential of its people.

Jk Tyre and Industries is committed to self reliance and follows an ethicthat views customer satisfaction as an index of achievement.

Over the years, the company has expanded and diversified its businessportfolio. It has developed into a multi product, multi-location corporate entity comprisingof following business divisions:

VISION:

To be amongst the most admired companies in India committed to excellence.

MISSION:

-Be a customer obsessed company.-No.1 tyre brand in India.-Deliver enhances value to all stake-holder.-Most profitable tyre company in India.-Enhance global presence through acquisition.-Motivated and committed team development for high performanceorganization.

6


7/51

FOUNDERS OF Jk Tyre

JK

Organization owes its name to Late Lala Juggilal Singhania, a dynamic

personality with a broad vision. Inspired by the cause of the Swadeshi

movement of Mahatma Gandhi, and driven by the zeal to setup an Indian

enterprise,Lala Kamlapat Singhania founded J.K. organization in the 19th

century ushering in a new industrial era in India.

The process of industrialization and diversification was worthily and

successfully carried on by Lala Kamlapat and Lala Lakshmipat and Lala

Kailashpat, aided in no small measure by the late Gopal Krishna son of

Padampat.

.

MILESTONES OF JK TYRE INDUSTRIES

1933:-

First in India to manufacture Calico Prints-Juggilal Kamlapat.

Cotton Spinning and Weaving Mills co. Ltd. Kanpur.

7


8/51

1959:-

First in India to set up a continuous process of Rayon Plant.

1962:-

First in India to produce Nylon-6 with its own polymerized raw

material- J.K. Synthetics Ltd. Kota.

1969:-

First to manufacture Acrylic Fibers - J.K. Synthetics Ltd. Kota

First to develop differently Dyeable- J.K. Synthetics Nylon

Ltd. Kota.

1985:-

First in India to produce Cathonic Dyeable Polyester Fiber- J.K.

Synthetics Ltd. Kota

First in India to produce Nylon Tyre Cord based on Spin Draw Technology- J.K

Synthetics Ltd. Kota.

1992:-

R&D center set-up at HASTERI.

1994:-

Indias T-rated tyre launched.

Banmore tyre Plant(BTP) crossed 100 TPD

1995:-

Mercedes Benz Launched on JK steel radials

8


9/51

First tyre manufacturer in the World to get ISO 9001.

1997:-

Awarded the National Export Award for 96-97.

Vikrant Tyres (VTL) acquired.

Indias first H rated tyre launched.

Only Tyre manufacturer to get E Mark certification.

HASTERI became the first research institute in Asia to get ISO 9002.

2000:-

JK introduced National Go-Karting Championships.

2001:-

Received CAPEXIL award.

JK Industries Received FOCUS LAC export award for the year

1999 -2000.

Commendation Certificate of CII Exim.

Llnd National Go-Karting Championship held.

Ones More Achievement

Delhi-based JK Tyre, one of the top five tyre making companies in the country, has bought100 per cent stake in the Mexico-based tyre-maker Tornel for Rs. 270 crore.

The acquisition will help JK Tyre gain access to the world's largest auto market in theUnited States in addition to some distant markets of central and South America.

9


10/51

EXECUTIVE SUMMARY

Organization : - Jk Tyre & Industries Pvt. Ltd.

Reporting Officer : - Mr. Sharma, HR Manager.

Faculty Guide: - Miss Kiran Soni.

Name : - Arwa Mukhiya.

Objective : - To study of Human Resource Deptt. Of Jk.

Scope

1. Questionnaires are submitted among worker for collecting data.

2. Time period 15-06-2008 to 15-08-2008.

Research methodology :-

1. Research design used was descriptive.

2. Data was collected by using interview technique using questionnaire as a tool.

3. Sample size was 10.

4. Sampling technique used was random sampling.

10


11/51

QUALITY POLICY of INDUSTRIES.

The people of JK Tyre have an organization which committed to quality in everything theydo. They will continuously anticipate and understand their customer's requirements, convertthese into performance standards for their products and services and meet these standardsevery time. Full customer satisfaction - both internal and external is motto of theorganization.

Commitment towards Quality:

In order to demonstrate its commitment towards Quality, JK tyre has made neverending efforts to make all its products of world class quality.

QUALITY MANAGEMENT

ISO 9001:

JK Tyre world's first tyre company to receive 'ISO 9001' certification for its entireoperations in 1995 in one go. Its Quality Management System is completely integratedinto all aspects of our operations.

QS 9000:

JK Tyre the world's first tyre company to receive Quality Management System certificationQS 9000' in 1998 for multi location operations. They using 'QS 9000' system as a tool forcontinuous incremental improvement.

11


12/51

Environment Management System (ISO 4001):

JK Tyre recognizes the impact that our business has on the environment and takes ourresponsibilities for maintaining harmony with nature. Jk tyres is the first tyre company inIndia to receive 'ISO 14001' certification for multi location operations in 1999.

E-mark:

JK Tyre is the only Tyre Company in India having the E-mark certification on their

products, a mandatory requirement for exporting tyres to European Markets.

DOT (Department of Transport):

JK Tyre has the DOT certification on its products, a mandatory requirement for exportingtyres to US Market.

INMETRO (Instituto Nacional De Materiologia - Brazil)

We also have the certification from INMETRO a mandatory requirement for exportingtyres to Brazil (South America). This is a product as well as a system certification. Alsothis is a proof of superior quality of JK Tyre and our ability to meet stringent internationalstandards.

12


13/51

PRODUCT OF J.K. TYRE & INDUSTRIES Ltd

Today J.K. tyre Ltd rewarded as Indias no.1 RADIAL TYRE making company andcontributes their product to the society not only in India but to the world community.

The Chairman of company Mr. R. P. Singania laid the ground work for a new approachto management that consider defect as being crime. Quality superior customer service areconsidered the key factor for success of its product in the very competitive environment.

It becomes a leading manufacturer of variety of GLOBAL products and theyare:

RADIAL PRODUCT

1. 9.00-20i) RIB- a. 9.00 R20 14PR Jet way Juh.

b. 9.00 R20 16PR Jet way Juh.c. 9.00 R20 Jet Steel JDH.

2. 10.00-20i) RIB- a. 10.00 R20 16PR Jet way Juh.

ii) LUG- a. 10.00 R20 16PR Jet Steel JDH.3. 11.00-20

i) RIB- a. 11.00 R20 16PR Jet way Juh.ii)LUG- a. 11.00 R20 16PR Jet Steel JDH.

4. 12.00-20i) RIB- a. 12.00 R20/18 Jet way Juh.

5. 11-22.5i) RIB- a. 11 R22.5/16 Jet way Juh.ii)Semi Lug- a. 11R22.5/16 Jetxtra JDM.iii)LUG- a. 11 R22.5/16 Jet steel JDH.

6. 11-24.5i) RUB- a.11 R24.5/16 Jet way Juh.ii) LUG- a. 11 R24.5/16 Jet Steel Juh

13


14/51

OBJECTIVES OF STUDY

The objectives of study are:

MAIN OBJECTIVES:

The main objective of this project is to study the processes of Human Resource

department of J.K. Tyre & Industries Ltd.

SUB OBJECTIVES

1. To understand the level of awareness about the work among the worker.

2. To study about the high morale of worker, this helps to achieve organizational goals

that too willingly.

To study about the training given to worker.

3. To study the new and effective HR function i.e. Competency Matrix.

4. To study about the performance appraisal.

IMPORTANCE OF THE TOPIC

People are vital for the effective operation of a company. Manager often say that people are

their most important asset. Yet the human asset are virtually never shown on the Balance

Sheet as a distinct category although a great deal of money invested in the recruitment,

selection, & training. With the systematic HR policies & procedure & practice, one that

may well determine the success or failure of an enterprise. A good HR function achieves a

social objective with the best use of human and material; energy and time and with

satisfaction for the participants and the public

14


15/51

J.K. is well-known for attracting exceptionally bright, smart, ambitious people. It has

been estimated that about 50 worker works when the company was started and now the

no. is increase about 5000 and more. J.K. probably has done a better job in maintaining an

huge number of worker than most other firms and best utilization of their skills and

knowledge. And to do a study of such a department brings out the important of topic in it.

RESEARCH METHODOLOGY:

Research methodology is way to solve research problem. It is also define as a scientific and

systematic search for pertinent information on a specific topic. In fact, it is an art of

scientific investigation. It is a movement for the known to the unknown. It is actually a

voyage of discovery.

Research Methodology refers to the systematic method consisting of

enunciating the problem, collecting the fact or data, Analysing the facts, Hypothesis testing

and reaching certain conclusion either in the form of solutions towards the concerned

problem or in certain generalizations for some theoretical formulation.

This project is based on Descriptive Research it means affairs as it exist at

present. The main characteristics of this method are that the researcher has no control over

the variables; he can also report what has happened or what is happening?

15


16/51

1. The Method Of Data Collection

In dealing with any real life problem it is often found that data at hand are

inadequate, and hence, it becomes necessary to collect data that are appropriate. There are

several ways of collecting the appropriate data but in this project I used two type of method

for collecting data i.e.:

Through Survey Method &

By distributing of Questionnaires.

1.1 Through Survey Method:

It is the one of the most commonly used method of data collection. It consists

of gathering data by personally contacts with the worker of the industry. It is possible to

obtain more information through this method and the information is accurate and gives the

knowledge of what happens currently.

I follow a rigid procedure and seeks answers to a set of pre-conceived

question through personal interviews.

1.2 By distributing of Questionnaires:

Questionnaires are distributed among worker with request to return after

completing it. Questionnaires to be used are prepared very carefully by us so that it proves

to be effective in collecting the relevant information.

The questionnaire consists of 15 questions in total where most of

them are close ended questions reducing the hassle of the respondents. Each question in the

questionnaire helps in one way or other in achieving the objectives Open-ended questions

are used where it is necessary to use. A copy of the questionnaire is included in the

Annexure.

16


17/51

2. Research Instrument:

The primary data collected for the study has been done with the help

of a survey method and by distributing the Questionnaire among the workers.

3. Analysis of data:

After the data have been collected, we turn to the task of analysing them. The

analysis of data requires a number of closely related operations such as establishment of

categories, the application of these categories to raw data through coding and tabulation.

First of all we editing the data for improve the quality of its. Then

converts it into tabulation form wherein the classified data are put in the form of table

4. Hypothesis-testing:

For hypothesis testing we assume that the variance of the distribution of the

productivity of tyre by all the workers from this we take the sample of 10 workers for the

testing and their productivity is equal to 200 tonnes. Test of this at 5% and 1% level of

significance.

For this first of all we should work out the variance of the sample data and the same

has been worked out as under:

17


18/51

TABLE

S.No. X1 (Productivity in Tonnes) (X1-X) (X1-X)

1. 380 -90 -8100

2. 400 -70 - 4900

3. 450 -20 -400

4. 530 60 -3600

5. 470 0 00

6. 430 40 1600

7. 550 80 6400

8. 480 10 100

9. 520 50 2500

10. 490 20 400

n= 10 Xi=4700 28000

X = Xi/n

=4700/10

=470 tonnes

s = (Xi-X) / n-1

= 28000/ (10-9)

= 311.11

18


19/51

s = 311.11

Let the null hypothesis be Ho:

In order to test this hypothesis we work out the X2

x = s /p (n-1)

= 311.11/200 (10-9)

= 13.999

Degree of freedom in the given case is (n-1) = (10-9) = 9. At 5% level of significance the

table value of x = 16.92 and at 1% level of significance, it is 21.67. Both these values are

greater than the calculated value of x which is 13.999.

Hence we accept the null hypothesis and conclude that the variance of the

given distribution can be taken as 200 tonnes at 1% of significance and 5%.

Thus, we can say that the worker utilized its maximum efficiency

towards its productivity or work.

HUMAN RESOURCE DEPARTMENT at J.K. TYRE &

INDUSTRIES Ltd.

J.K. is considered that their most valuable asset is their Human Resource. The human

resource of the company is one of the very effective and essential departments of the

organization; It is full of knowledge, skills, creativity, ability, talents and aptitude.

In J.K. there are four major department of Human Resource i.e.:

1. Training & development: for the efficient performance and growth of

employees.

2. Create Competency Matrix: for making sound Human Resourcedepartment.

3. Performance Appraisal: for development the potential of workers.

4. Morale Boosting: for increase the efficiency of worker and productivity.

19


20/51

1. TRAINING PRACTICE AT Jk

Training is the act of increasing the knowledge and skills of an employee for

doing particular job. It is a short-term educational process. In brief, it is a systematic

procedure for transferring technical know-how to the employees. It aims at increasing the

ability of the employees, so that they can do the job in an effective and efficient manner.

The Training process at J.K. is one of the most active and initial process of

HR department. The head of this department is Mr. N. S. Sharma and the total numbers of

team members working under him are around 7 to 8 approximately.

Being the core plant of J.K. the department has the various training techniques, which areas follows:

1.1 ON-THE-JOB TRAINING:

This is commonly used by J.K. This method places the employees in an actual

work situation and makes them appear to be immediately productive. It is also learning by

doing. The employee learns in the same environment where he will be working at his

regular tasks.

1.2 COACHING:

Under this method the supervisor or manager has given job knowledge and

skills to his employees. The manager of J.K. emphasis in coaching or instructing the

employees is on learning by doing.

This method is very effective for the company because the manager has

given sufficient time for provide coaching to his employees. It involves direct personnel

instruction and guidance usually with demonstration.

20


21/51

1.3 CLASSROOM LECTURES:

This technique is also used by the industry. It involves speaking or

presenting informations to large number of trainees usually from prepared notes. There are

two variations of this method: talk and discussion. Talk involves encouraging trainees to

raise question so as to maintain interest in the topic. In discussion, knowledge, ideas and

opinions are freely exchanged among the trainees and the trainer.

Lecture is a means of telling trainees something. Here, the

instructor presents a series of facts, concepts, or principles, and explain relationships.

1.4 CONFERENCES:

J.K. adopts direct discussion in the conference. In this the trainer guides the

discussion in such a way that the facts, principles, or concepts are explained.

It is an effective training device for persons in the position of both

conferences members and conference leader. As a member a person can learn from others

by comparing his opinion with those of others. As a conference leader person can develop

his motivate people through his direction of discussion.

21


22/51

2. TRAINING PROCESS APPLIED IN Jk:

In order to achieve the training objective appropriate training steps are taken by the

Jk. Training is organized after issuing of appointment letter to BOD. Then after, it include

following steps

Selection of Trainees

Selection & Application ofEvaluation Design

Monitoring of TrainingProgramme

22

Organizational Objective & Strategy

Nature of Current or Anticipated training Need

Establishment of Training

Selection of Appropriate TrainingTechniques & Personnel

Application of Training

Techniques

Overall Evaluation ofTraining Programme


23/51

2.1 ORGANISATIONAL OBJECTIVES:

The J.K. tyre industry first assesses its objective. What programmewe do? What service we wish from worker? At what level of quality do we wish from

worker? These questions will decide what skills, knowledge, abilities and other personal

attributes are necessary for employees. To the extent that they may lack these attributes,

training may be required.

2.2 TRAINING POLICY:

A training policy is required to guide the design and implementation of

training programme. J.K. has its sound training policy and it have following characteristics:

a) Result oriented,

b) Manager responsible for the training function,

c) Proper communication with trainees, etc

2.3 RESPONSIBILITY FOR TRAINING:

Training is a joint process. In J.K. the responsibilities has to be shared

among:

a) Top management who will frame and authorize the basic training policies;

b) Personnel department which should plan training instructions;

c) Line supervisor who should implement training plan;

d) Employees who should provide feedback and suggestions for improvement.

2.4 TRAINING NEEDS ASSESSMENT:

The assessment of training needs is perhaps the most important step in the process. It is

from this needs assessment that the entire training process will flow. The assessment directs

the whole training programme.

23


24/51

2.5 SELECTION OF TRAINEES:

Generally in J.K. the trainees are there workers and manager used to

create a desire for learning among trainees.

2.6 TRAINING GOALS:

Training goal of Manager of J.K. is to giving knowledge about the new

technology, product and so on among the worker.

Recently the industry held training programme on the awareness of HIV

AIDS and guidance about precaution about it. Because the company think that if the

workers are healthy than industry will also run smoothly.

2.7 PREPARING THE TRAINERS:

The trainer must know both the job contents and teach the worker in such

a manner that he receives information as it is as manager send.

2.8 PRESENTING THE OPERATION:

He tells and illustrates in order to impart new knowledge to trainees. The

following sequence can be adopted:

a) Explain the sequence of the entire job.

b) Do the job step-by-step according to the procedure.

c) Explain each step that he is performing.

d) Key point should be stressed upon.

2.9 PERFORMANCE TRYOUT:

The manager asked question to worker in order to ensure that the really

knows and understand the job.

24


25/51

2.10 OVERALL EVALUATION:

This evaluation must be directly related to the completion of training goals. It

involves two questions:-

i) What we decide to do?

ii) What we achieve now?

It also helps in designing future training programme.

3. TRAINING ATTENDANCE RECORD OF J.K.

The company prepares this record for an employees regularly or attendance. The training

programme usually held for three days and the manager mostly used coaching and

conference training techniques. This record form contain following elements:

3.1 Programme Title:

It contain the title on which manager arrange the training programme. For

example Efficient Productivity, OHSAS and so on.

3.2 Dates:

It contain from which date the training programme is started.

3.3 Days & Duration:

It contain the days from week selected for training programme and also time of

programmes.

25


26/51

3.4 Venue:

It contains the place where the programme held. The place is full of peace and

surrounding with healthy environment.

3.5 Faculties

It contain the manager name who had given training to the employees

3.6 Employees Code:

Every individual or employees have its own code number, the employees code

contain those code.

3.7 Name:

This column contains the name of the employees who attend the training programme.

3.8 Employees Signature:

Employees who attend the training programme give their signature in these

columns. The record is for generally three days.

26


27/51

TRAINING ATTENDANCE RECORD

27


28/51

Ten Tips of Employees Training:

Well-trained employees are the key of Jk Tyre Industries success. The most successful,

productive employees are those who have received extensive training. Theyre the cream of

the crop, often having the strongest stake in the companys future.

In an ideal world,

You would be able to hire people who already possess the exact skills your business needs.

But in todays competitive labor market, demand for skilled workers far exceeds supply.

Thats where training comes in. We not only instruct arm our employees with needed

professional or technical skills, but also show that we are invested in them and interested in

bringing them with our companys future. This helps keep workers motivated and involved.

To successfully launch an employee training program, Jk used these 10 helpful tips in its

company:

1. Stress training as investment.

The reason training is often considered optional at many companies is because it is

thought of as an expense rather than an investment. While the company thinks that,

training can be costly up front but it's a long-term investment in the growth and

development of our human resources.

2. Determine our needs.

As a probably dont have unlimited time or funds to execute an employee training

program, we should decide early on what the focus of our training program should be.

28


29/51

Determine what skills are most pertinent to address current or future company needs or

ones that will provide the biggest payback. Ask ourselves, How will this training

eventually prove beneficial to the company? Repeat this process as your business

needs change.

3. Promote a culture of learning.

In todays fast-paced economy, if a business isnt learning, its going to fall behind. A

business learns as its people learn. So we communicate our expectations that all

employees should take the necessary steps for done their skills and stay on top of their

professions or fields of work. And it makes sure that, our support those efforts by

providing the resources needed to accomplish this goal.

4. Get management on board.

Once we have developed a prioritized list of training topics that address key needs

within our company, you need to convince management to rally behind the initiative.

5. Start out small.

Before rolling out our training program to the masses, rehearse with a small group of

users and gather their feedback. This sort of informal benchmarking exposes

weaknesses in our training plans and helps us fine-tune the training process.

6. Choose quality instructors and materials.

29


30/51

We select professional educator or simply knowledgeable staff members for conduct

the training. Having the right training materials is also important after the training is

over, these materials become valuable resources for trainees.

7. Find the right space.

Select a training location thats conducive to learning. Choose an environment thats

quiet and roomy enough to spread out materials. Make sure the space is equipped with

a computer and projector, so you can present a visually stimulating training session. For

e.g.:- the most of recent training programme was held in Hotel GAJANAN.

8. Clarify connections.

Some employees may feel that the training they're receiving isn't relevant to their job.

We make understand them that the connection early on, so they dont view the training

sessions as a waste of valuable time. Employees should see the training as an important

addition to their professional portfolios. Award people with completion certificates at

the end of the program.

9. Make it ongoing.

We dont limit training solely to new employees. Organized, ongoing training

programs will maintain all employees skill levels, and continuously motivate them

to grow and improve professionally.

10. Measure results.

Without measurable results, its almost impossible to view training as anything but

an expense. So we decide how we are going to obtain an acceptable rate of return

on our investment. Determine what kind of growth or other measure is a reasonable

result of the training you provide. We will have an easier time budgeting funds for

future training because we can demonstrate concrete results.

EMPLOYEE TRACKER MAINTAIN IN THE INDUSTRY

30


31/51

This tracker is maintained by the HR manager. It contains the full information about theworker, working in the industry. It will keep as a record in the document of the HRdepartment. Mainly Mr. Shiva, the time office manager does this work for the company.It is an important part of the industry and it beneficial for worker also.

For an example, if any insurance company visiting in the industry forfulfillment the need of individual and required the data for matching the need to theservices he used this data as a secondary form.

Employee Tracker

31


32/51

COMPETENCY MODEL

MEANING:

A competency is defined as a behavior or set of behaviors that describes excellentperformance in a particular work context (e.g., job, role or group of jobs, function, orwhole organization). These characteristics are applied more and more by organizationsbecause they provide significant help with key problems such as:

Clarifying workforce standards and expectations. Aligning individuals, teams, and managers with the organization's business

strategies. Creating empowerment, accountability, and alignment of coach, team member,

and employer in performance development. Developing equitable focused appraisal and compensation decisions.

What is a competency model?

A competency model is a set of success factors, often called competencies that includethe key behaviors required for excellent performance in a particular role. Excellentperformers on-the-job demonstrate these behaviors much more consistently thanaverage or poor performers. These characteristics generally follow the 80-20 rule in thatthey include the key behaviors that primarily drive excellent performance. They aregenerally presented with a definition and key behavioral indicators.

How are competency models developed?

Competency models are developed through a process of clarifying the business strategyand determining how the models would be used (e.g., hiring and selection, assessment,performance management, training and development, and career development). Then,data is gathered in structured interviews. Next, data is analyzed and used to developstraw man models of success criteria. Then validation surveys are administered andmodels refined based on feedback. Finally, models are finalized and translated into

appropriate, end-user tools and applications.

32


33/51

PERFORMANCE APPRAISAL OF J.K. TYRE &

INDUSTRIES Ltd.

It is a systematic process for measuring the performance of the employees in term of job

requirement. Performance appraisal at industries is an annual exercise

and is carried out through the performance appraisal forms.

Objective behind the Performance Appraisal in the Company:

1. Best use of its talent.

2. Find out area of weakness.

3. To diagnose the strength and weaknesses of worker so as to identify further training

needs.

4. To facilitate research in Human Research Management.

5. To develop positive superior-subordinate relation

Process of Performance Appraisal Applying in the Company

The idealized process of Performance appraisal consists of the following

steps:-

1. Establishing Performance Standards:

The appraisal process begins with the establishment of performance

standards. These are developed with the help of job analysis and job description. These

should be clear and objective to understand.

33


34/51

The behavioral characteristics to be evaluated on the job include

work quality, honesty, team-work, job knowledge.

2. Communicating the standards: The managers of J.K. communicate and explain

these expectations to the employees. The standard should be conveyed to the

evaluators. The reaction of employees to the performance standards should be noted.

These should be revised or modified in the light of feedback obtain from the worker.

3. Measuring Actual Performance: Manager should be concerned with hoe we

measure? And what we measured? These require choosing the right method of

measurement.

4. Comparing Actual Performance with Standards: Actual performance

compare with the predetermined performance standard. Such compare will reveal the

deviation between the two:

a) Positive Deviation.

b) Negative Deviation.

The negative deviations not match to actual performance.

5. Discussing the Appraisal: The result of appraisal should be communicated with

the worker so that they know about the good and weak point.

Thus the worker will be motivated to improve themselves.

6. Taking Corrective Action: The final step in the appraisal is the initiation of the

corrective action when necessary. Good manager take action as the situation demands.

34


35/51

MORALE

Morale refers to the esprit de crop. A state of mind and emotions affecting the attitude

and willingness to work, which is turn, affect individual and organizational objectives.

Positive employee morale is the corporate version of good mental health. Good mentalhealth enhances performance for individuals, and for organizations. It can also helpcompanies to improve employee morale.

So, what are the benefits of MORALE?

1. When company morale is high, the task of management becomes easy.2. Employees perform better when theyre satisfied with their work and their work

environment.

Thats why, in the company, one of managements top priorities is tomaintain morale at a high level.

Many factors can influence employee morale. There are factors relating to employees,

factors relating to the workplace, and factors relating to management.

As a manager of J.K. tyre and Industries, Mr. N.S. Sharma has the ability to

correct any problems in these areas. Here are some methods that can use by him in

each area:

35


36/51

Factors with Employees:

According to him, problems experienced by one worker impact the whole team. If aworker is having problems at home, his performance at work may suffer. This puts a strainon team members who find them covering for him.

Similarly, an employee may conduct personal business at work. Its actually good formorale to allow employees some leeway here. But if one employee starts abusing this, itsunfair to the others and it sets a bad example.

These two problems can usually belonging to the company and manager solves these infollowing manner:

First, he used to gather information to find out whats happening.

Second, he used to intervene by talking with the employee about the problem.

Third, make a plan with the employee about what can be done to change his behavior.

Factors in the Workplace

In general, any improvements you make to the work environment help to improveemployee morale. These include things like installing new lighting or new carpeting,applying a fresh coat of paint. Even company used different greenery poster of natureinside the industries, it help to fresh the mind of worker. Manager used this techniquebecause the worker continuously engaged in making tyre which is of black in colour.

Factors with Management

36


37/51

As a manager, boost up the morale by paying attention to employees and acknowledginggood work. So be generous with praise. It works best to praise a specific person or aspecific group rather than the whole company. Also, when you praise someone, do itpublicly. Make sure others hear it too.

Finally its important to offer the right set of job benefits and job satisfactions. Accordingto Mr. N.S. Sharma its true that money isnt everything. Employees want to findsatisfaction with their work. Here are some examples:

Offer educational programs on helpful topics, such as physical fitness, careerdevelopment, or personal finances.

Offer some time off each week to employees who do charitable, volunteer work foroutside organizations. Or allow employees an hour each week to do somethingdifferent within the company.

Hopefully we can continue to build company morale. And our employees will welcome italways.

Tasks Assigned During the Project

37


38/51

During the summer training, I was assigned with various tasks, which as follows:-

1. Maintain the Programme End Feedback (Summary Sheet) in the Excel.

2. Calculating the ratio of the Faculty Members Effectiveness who had used to give

lecture in the training programme and feed these data in the system as hard copy.

3. Maintenance of the Individual Tracker.

4. Maintain the Self-Learning Evaluation result itself by workers, in the system.

5. Submitted the Personnel Information Sheet among the each and every worker.

6. Complete the blank which is not filling by the worker and make clear every point

related to sheet, in their mind.

7. Attached these sheets in the companies document as a record.

SWOT ANALYSIS

STRENGTHS

38


39/51

1. Good communication with worker so they get what themanager sends.

2. The service conditions and welfare facilities given to theworkmen to boosting their knowledge.

3. Discipline among worker.4. Last, Product are its biggest strengths

WEAKNESSES

1. System is not available for each and every department somanual work increases,

2. The prices are higher than its competitors.3. Not regular and soft skill training for employees.

There should not be regular visit of the technical person of JK

in the factory.

OPPORTUNITIES

1. Most of the customers have strong faith on the quality ofmaterial offered by JK. JK may convert this faith into businessby targeting potential and occasional buyers and by improvingthe quality of the present service.

2. The management of JK, may periodically get the Ist handinformation about the existing product and services offered JK.This may increase the market reputation of the Company.

3. There are many opportunities for the organization forexpansion and diversification of its activities in India as well asabroad.

THREATS

1. The natural reserves are of depleting nature. It is a threat ofexhaustion of the deposits in future.

2. 85% of the total demand of TYRE is being full filled bymanufacturer having capacity to govern the market by its

huge production capacity.

LIMITATION of the Study

During the project every one in the organization was going to support us but there issome lack point I found and i.e.:

39


40/51

1. There is only one system available between three members which created problemin the completion of assigned task.

2. The worker was not cooperative in nature; they feel too much hesitation for givingtheir personnel information.

3. The training is not compulsory for every one.

4. The top mgmt does not involve worker in the training programme.

5. There is no female worker worked in the Kankroli Tyre plant.

6. Some employees feel that training programmes conducted are un-necessary burden on them.

7. Very few people submit their training report.

SUGGESTION

1. The department can reduce the manual work by hiring more technologies and

system.

40


41/51

2. The no. of worker can be increased which would help in more productivity.

3. Proper cross-ventilation facilities available at work place so the worker being

healthy and work properly.

4. As this is the tyre making industries the exhausted fan are also available in each

sector for reducing the pollution inside the factory.

5. There should be some stress relieving programmes held at least once a week for an

hour or so, to make the employees feel relax, for some time during their hectic

schedule.

6. Separate HR Department should be established.

7. It would be better to ascertain the views/interest of the employees before they arenominated to any training programme.

8. Information given in annual performance appraisal report should be used toascertain training needs.

9. Training should be made compulsory and disciplinary action should be takenagainst those who do not attend it.

10. The job facility is also provided to female so the most over female in that area willimprove their standard of living and being self dependent.

CONCLUSION

After the deep study of HUMAN RESOURCE DEPARTMENT of Jk Tyre & IndustriesLtd. we conclude that the company went through various development phases from1973- 2009. And the HR Department of Jk has just entered in the threshold of an ideal HR

41


42/51

department. It has some unique features in itself, which makes it different from the otherorganization. Good relationship among workers and the manager make nurture creativity.

All the four process of the HR department has maintained their work and handle it ina very systematic manner. Whatever the situation, the bitterness and alienation company

solve it in easy way.

By hypothesis testing we come to conclude that the company applied 1% and 5%level of significance because its productivity is more then these.

Through this project we can conclude that, in the company the participation ofworker and the manager in the effort is thought to be very important, not only because ofthe exercise of industrial democracy but also because of the great practical advantages itoffer. And firm also create its competency matrix to take the advantages of newopportunities and for also to improve the quality of working life in the industry and manageHR in an ethical and social responsible manner.

At last we can say that similarly a coin has two phases the company alsohave its merits and demerit. And, if the company work with its demerits than it will becamethe ideal department in it self and the life blood of an organization.

42


43/51

QUESTIONNAIRE

For the study entitledEffect of training and development programme upon the efficiency ofemployees in JK TYRE KANKROLI (a sample study)

43


44/51

I PERSONAL INFORMATION

1. Name: -

Unit:-

3. A) Date of joining:-Designation :-Grade :-

b) Present designation:-

3. Age in years (please tick appropriate group)

a) Below 25 [ ] b) 25 - 35 [ ]

c) 35 45 [ ] c) 45 & above[ ]

II Training programme and effectiveness

1. Is training necessary?

a) Yes [ ] b) No[ ]

2. Is there any training policy existing in JK TYRE?

a) Yes [ ] b) No[ ]

3. Are you satisfied with the present training policy?

a) Yes [ ] b) No[ ]

4. How many training & development programme have youattended during last 5 years?

a) Nil [ ]

44


45/51

b) 1 2 [ ]c) 3 4 [ ]d) 5 6 [ ]

5. In your opinion, training and development imparted by your

organization help in the following:-

(i) Self renewal of organizational workingYes/No

(ii) Development of leadership Yes/No(iii) Quick and appropriate decision makingYes/No(iv) Efficiency and cost savingYes/No(v) Initiative Yes/No

6. These programmes resulted in enhancing which of the following:-

a) Knowledgeb) Skillsc) Attituded) Behaviore) Performance on the jobf) Decision making

7. Training programmes are conducted on:-

a) Periodical basisb) Need basedc) If any other (specify)

.

.

8. Which of the following programmes have you attended in last 5years?

S.No Types of training Yes No

45


46/51

.1.2.3.4.

5.6.7.8.9.10.11.

Lecture methodsCase StudyBusiness gamesSensitivity analysis

Job rotationBrain storming sessionInduction trainingPromotional trainingTheoretical inputsOutside sponsorship programmesComputer training programme

9. What is the basic need of training?

a) Increase productivity.b) Improving qualityc) Improving knowledge and skilld) Obsolescence preventione) Technological advancesf) Organizational complexity

10. Which type training is needed?

a) On the job

b) Off the job

11. In what of the following do you think training and developmentprogrammes helped you?

a) Better performancesb) Promotionc) Job rotationd) Job satisfaction

12. To what extent these programmes were useful for developmentof your area of responsibilities?

a) To a large extent.b) To some extentc) To a very little extent

46


47/51

13. Who takes the feed back after training programmes?

a) Immediate supervisorb) Head of the department

c) No feed back is takend) If any other (then specify)

14. Do you submit any training report after the completion of thetraining and development programmes conducted by theorganization?

a) Yes b) No

15. What sort of a trainer would be preferred?

a) A person from within the organizationb) External trainerc) If any other (specify)

There are some data are analysis and they

are:-

Analysis- 1 :- Is training is necessary?

47


48/51

Table.1: Showing the percentage of necessary training.

NO 9 30%YES 21 70 %Total no. of respondents 30 100%

48


49/51

Analysis-2:-Which programmed helped in training and

development?

Table-2: Table showing percentage of programmed help in Training & development.

.

MODE NO. OF RESPONDENTS % OF RESPONDENTS

Better Performance 12 40%

Promotion 9 30%

Job rotation 5 16.67%

Job satisfaction 4 13.33%

TOTAL 30 100%

49


50/51

Analysis-3:- Which type of training is needed?

ANSWER NO.OF RESPONDENTS % OF RESPONDENTS

On the job 25 83.34%

Off the job 5 16.66%

TOTAL NO. OF

RESPONDENTS

30 100%

Table3: Table showing the percentage of training needed.

BIBLIOGRAPHY

50


51/51

Book Name: Human resource management by G.S. SudhaResearch & methodology by C. R. Kothari.

ARTICLE

Newspaper- The Times of IndiaThe economic times

MAGAZINE Monthly magazine of companyAnnual report 2007-08

Web Site: http://www.jktyre.com/http://www.google.com/http://www.businessweek.com/
http://www.jktyre.com/http://www.google.com/http://www.jktyre.com/http://www.google.com/

trainning and development doc

Documents

Transcript of trainning and development doc