A CORPORATE INTERNSHIP PROJECT ON

“TRAINING AND DEVELOPMENT”

With reference to
HERO MOTOCROP

A project report submitted to the department of management studies, Adikavi Nannaya

University, In Partial Fulfillment for the award of the degree of

BACHELOR OF BUSINESS ADMINISTRATION

Submitted By
P. PRANAY VARMA
(Reg. No: -213848300026)
Under of esteemed guidance of
D. RAMESH NAIDU, M. Com
(FACULTY IN MANAGEMENT)

DEPARTMENT OF MANAGEMENT STUDIES

ADITYA DEGREE COLLEGE

(Approved by AICTE, New Delhi and affiliated to AdikaviNannaya University,
Rajamahendravaram)
TADEPALLIGUDEM-534101
Batch- (2021-2024)

DEPARTMENT OF MANAGEMENT STUDIES

 ADITYA DEGREE COLLEGE, TADEPALLIGUDEM
(Approved by AICTE, New Delhi and affiliated to AdikaviNannaya University, Rajamahendravaram)

CERTIFICATE

This is to certify that the project work entitled “TRAINING AND

DEVELOPMENT” submitted by MR. P. PRANAY VARMA is a Bonafede
student of ADITYA DEGREE COLLEGE, TADEPALLIGUDEM, West
Godavari District, Andhra Pradesh. He has done and submitted his report under
the guidance and supervision of Mr. D. RAMESH NAIDU, M. Com, Faculty
in Management, in partial fulfillment for the award of the degree of
BACHELOR OF BUSINESS ADMINISTRATION.

PLACE: TADEPALLIGUDEM
DATE:

Project guide Head of the Department Principal

Signature of the External

 DECLARATION

I hereby declared that the project work entitled “TRAINING

AND DEVELOPMENT” with reference to “HEROMOTOCROP” submitted by me to the
department of management studies, ADIKAVI NANNAYA UNIVERSITY” is a Bonafede work
undertaken by me under the esteemed guidance of MR.D.RAMESH NADIU,M.Com, Faculty in
Management, ADITYA DEGREE COLLEGE TADEPALLIGUDEM and it is the result of my
own efforts and it has not been submitted earlier in part or full to this or any other university, for
any Degree/published at any time.

Place: TADEPALLIGUDEM
Date:

(STUDENT NAME)
P. PRANAY VARMA

Reg no:213848300026
 AKNOWLEDGEMENTS
I feel it is my duty and honor to acknowledge all those who have extended their guidance and
warm support in completing my project work.

Firstly, it is my privilege to thank Sri N. SESHA REDDY, Chairman, Aditya Group of

Educational Institutions for providing state of the art facilities, experienced and talented faculty
members.

I earnestly convey my thanks to, Smt. N. SUGUNA REDDY, Secretary of Aditya Educations
Institutions for making me use all the technical facilities in the college.

I thank to Sri B.E.V.L. NAIDU, Academic Director of Aditya Educational Institutions for
providing wonderful Academic curriculum and enhancement programs for us.

I thank Mr. M. SRINIVAS REDDY, Director of Aditya degree colleges, for giving the
permission to carry out the project work.

I am grateful to Smt P. LAKSHMI SAROJA, principal of Sri Aditya Degree College, TPG. for
continuous support and encouragement in my endeavor.

I Also thank Mr. V N V B SURESH, Head of the Management Department for continuous support for
completing my project.

I Also thanking MR.A.RAJ KUMAR, guide of our project for the support render by him and
express my deep sense of gratitude to him under his guidance I could make a through and complete
copy of my project work.

Finally, I thank my beloved PARENTS P. NARSIMHA RAJU, P. PADMA And V. NEELIMA

MADAM, Y. REVATHI MADAM, D. RAMESH SIR, who helped me, encouraged me, and
strengthened me for successful completion of the project.

I also thank all my friends M. YASWANTH, T. SATYANARAYANA, V. HARSHITH, K.

SATIESH, M SUBRAHMANYAM.

relatives and all my well-wishers who have directly or indirectly contribute their help in the
successful completion of my project work.
 CONTENTS

CONTENTS PAGE NO

CHAPTER-1 1-8

 INTRODUCTION
 NEED OF THE STUDY
 OBJECTIVES
 METHODOLOGY
 SCOPE OF THE STUDY
 LIMITATIONS

CHAPTER-2 9

 INDUSTRY PROFILE

CHAPTER-3 10 -24

 COMPANY PROFILE

CHAPTER-4 25-26

 THEORITICAL FRAMEWORK

CHAPTER-5 27-44

 DATA ANALYSIS AND INTERPRETATION

CHAPTER-6 45-47

 FINDINGS
 SUGGESTIONS
 CONCLUSIONS

CHAPTER-7 48-51
 BIBLIOGRAPHY
 QUESTIONER
 INTRODUCTION

Trained staff is the most valuable asset of an organization. So, every organization
irrespective of its nature should provide training to all of its personnel in order to meet the
challenges of survival and growth. The need for training arises due to the following reasons.

a) To bridge the gap between employee specifications and job and organizational requirements:
An employee’s present specifications may not exactly meet the organization requirements
irrespective of his past experience, knowledge, skills, qualifications etc. for this reason the
management identifies the differences or gaps between employee specifications and job and
organizational requirements. Training is required to bridge these gaps by developing and
molding the employee skills and abilities in tune with organizational requirements.

b) Organizational viability and the Chang process:

In order to survive and grow, the organization must continuously adopt to the changing
environment. For this purpose, it should upgrade its capabilities by conducting training
programmers which foster the initiative and creativity of employees and help them to prevent
the obsolescence of skills.

c) Changing technology:
As technology is changing very fast, an organization in order to be effective should
adopt the latest technologies like mechanization, Computerization and automation.
Increasing use of latest technologies and techniques require good training for this purpose
the organization should train the employees to enrich them in the areas of changing technical
skills and knowledge.

d) Internal mobility:
Training also become necessary when there is internal mobility i.e. , when an employee
is promoted or when there is some new job or occupation to performed due to transfer.
When an employee is chosen for higher level jobs, he/she should be trained before assigning
the responsibilities.
e) Sound human relations:
As the approach to HRM has shifted from commodity approach to the partnership
approach beyond human relations approach, management has to maintain sound human
relations in addition to maintaining harmonious industrial relations. So, training in human
relations is necessary to deal with problems like transfer, interpersonal and inter group
conflicts and maintain sound human relation.

DEFINITION
Human Resource Management (HRM) is a management function that helps

Manager’s recruited, select, train and develops members for an organization. Obviously,

HRM is concerned with the people’s dimension in organizations. (Aswathappa, 1992).

Human Resource Management is concerned with the people who work in the
Organization to achieve the objectives of the organization. It concerns with Acquisition of
appropriate human resources developing their skills and Competencies, motivating them for
the best performance and ensuring their continued commitment to the organization to
achieve organizational objectives.

(C.B. Memoira and S.V. Gankar, 2002)

 OBJECTIVES OF THE STUDY:

1. To analyze and examine the effectiveness of training and development programmers in Hero
Moto Corp.

2. To assess how often training programmers are conducted and how much are the employees
satisfied.

3. To study to what extent the training programmers are applicable to their jobs.

4. To study the employee’s opinion on the training and development in Hero Moto Corp.

5. To study the training needs being assessed for employees in the organization.

6. To study the various training and development practices being adopted by the organization.

7. To study the impact of training on the work performance of employees.

 Need for the study:

The purpose of study is to learn the practical applicability of the theoretical knowledge
gained about training and development process. A good place to start in planning your own
stress management would be finding the roots of your stress. It can come from physical
exertion and mental strain as well. We all have these things in our everyday life. Its effects on
our overall being can vary dramatically from others experiences. To gain knowledge about,
the process of training and development in Hero Moto Corp
 Scope of the study:

This study covers all aspects of training and development programs in Hero Moto Corp.
This study covers the New Entrant Manager response towards the training programs in the
organization. This study covers all aspects of training and development programs in Hero
Moto Corp. This study covers the New Entrant Manager response towards the training
programs in the organization.
 LIMITATION OF THE STUDY

1. Due to constraint of time and resources, the study was conducted in the regional sector as
Hero Moto Corp and the results of the study cannot be generated.
2. The accuracy of the analysis and conclusion drawn entirely depends upon the reliability of the
information provided by the employees.
3. Sincere efforts were made to cover maximum departments of the employees, but the study
may not fully reflect the entire opinion of the employees.
4. In the fast moving/changing employees’ behavior, name new and better things may emerge
in the near future, which cannot be safeguard in this report.
5. Due to non-response from some employees for some type of questions, only the responses
were given for 100% were considered in the study.

6. Because of non-availability of some the employees, I could not get the opportunity to
interview personally all the employee.
 RESEARCH METHODOLOGY

The basic principle in the research has been adopted in the overall methodology. The following
methodology has been used for meeting the requirements, Defining objectives.
• Developing the information sources.
• Collection o information.
• Analysis of information.
• Suggestion.
The methodology followed for collection, analysis under interpretation of data in explained
below.

1. RESEARCH DESIGNS
There are generally three categories of research based on the type of information required, they
are

1. Exploratory research
2. Descriptive research
3. Casual research
The research category used in this project in descriptive research, which is focused on the
accurate description of the variable in the problem model. Consumer profile studies, market
potential studies, product usage studies, Attitude surveys, sales analysis, media research and
prove survey s are the, Examples of this research. Any source of information can be used in this
study although most studies of this nature rely heavily on secondary data sources and survey
research.

2. Data collection method Primary

data:
It is collected through the questionnaire, a formalized instrument of asking information
directly from respondent demographic characteristics, attitude, belief and feelings through
 personal contracts. Structured and on disguised from of questionnaire is used and consists of
multiple choice questions.

Secondary data:
Internal secondary data about the Hero Moto Corp included formal data, which is
generated within the organization itself, were obtained through concerned head in the
organization.

External secondary data generated by source the organization was used such as public
available data provided by the reports of the companies. All this information is of great
importance and conceptualizes and illuminates the core of the study.

3. SAMPLE DESIGN
a) Sampling unit: the study is directed towards the executive of managerial level.
b) Sample size: sample size of 40 is taken in this study
4. DATA ANALYSES
Simple analysis method is followed for analyzing the data pertaining to different
dimensions of employees. Simple statistical data like percentage are used in the interpretation of
data pertaining to the study. The results are illustrated by means of bar charts.
 INDUSTRIAL PROFILE

Hero MotoCorp is the World's single largest two-wheeler motorcycle company. Honda
Motor Company of Japan and the Hero Group entered a joint venture to setup Hero Honda
Motors Limited in 1984. The joint venture between India's Hero Group and Honda Motor
Company, Japan has not only created the world's single largest two wheeler company but also
one of the most successful joint ventures worldwide.
Hero Motocorp Ltd. formerly known as Hero Honda is world’s largest Two-Wheeler
company having its registered office in India. The company started with a joint venture between
the Japanese Two Wheeler manufacturing company Honda in 1984, but in 2010 Honda decided
to move out and Hero Cycle bought their shares and became a new independent identity.

The new company which was renamed Hero Motocorp in August 2011 is now the world’s
largest manufacturer of two – wheelers. The company has been working intelligently and trying
to utilise every opportunity to promote its new brand identity.

The Company started with a vision of empowering India by its bikes and making it a
mobile and much more empowered country by taking it to global market with its world class
bikes In the 1980’s Hero Honda introduced low cost and fuel efficient bikes in India. The
Japanese technology which came from their Japanese partner “Honda” in the Hero motorcycles
made it a huge hit in Indian market. The company continued to use the same technology till they
parted ways with Honda. The company offers wide range of two wheelers including motorcycles
and scooters.

With its three manufacturing plants located at Haridwar, Gurgaon and Dharuhera, Hero
churns out approx 3 million bikes in a year. Not only in manufacturing the company is a real
“hero” in customer service also with a huge network of about 3000 dealerships and service
centers across country.
 COMPANY PROFILE

Hero MotoCorp Ltd. (Formerly Hero Honda Motors Ltd.) is the world's largest
manufacturer of two – wheelers,based in India.

In 2001, the Company achieved the coveted position of being the largest twowheeler
manufacturing Company in India and also, the ‘World No.1’ two-wheeler Company in terms of
unit volume sales in a calendar year. Hero MotoCorp Ltd. continues to maintain this position till
date.

Vision

The story began with a simple vision – the vision of a mobile and an empowered India, powered
by its bikes. Hero MotoCorp Ltd., company’s new identity, reflects its commitment towards
providing world class mobility solutions with renewed focus on expanding company’s footprint in
the global arena.

Mission

Hero MotoCorp’s mission is to become a global enterprise fulfilling its customers’ needs and
aspirations for mobility, setting benchmarks in technology, styling and quality so that it converts
its customers into its brand advocates. The Company will provide an engaging environment for
its people to perform to their true potential. It will continue its focus on value creation and
enduring relationships with its partners.

Strategy
Hero MotoCorp’s key strategies are to build a robust product portfolio across categories, explore
growth opportunities globally, continuously improve its operational efficiency, aggressively
expand its reach to customers, continue to invest in brand building activities and ensure
customer and shareholder delight.

Manufacturing

Hero Honda bikes are manufactured across three globally benchmarked manufacturing facilities.
Two of these are based at Gurgaon and Dharuhera which are located in the state of Haryana in
northern India. The third and the latest manufacturing plant is based at Haridwar, in the hill state
of Uttarakhand.

Technology

In the 1980’s the Company pioneered the introduction of fuel-efficient, environment friendly
four-stroke motorcycles in the country. It became the first Company to launch the Fuel Injection
(FI) technology in Indian motorcycles, with the launch of the Glamour FI in June 2006.

Its plants use world class equipment and processes and have become a benchmark in leanness
and productivity. Hero MotoCorp, in its endeavor to remain technology pioneer, will continue to
innovate and develop cutting edge products and processes.

Products

Hero Honda's product range includes variety of motorcycles that have set the industry standards
across all the market segments. The Company also started manufacturing scooter in 2005. Hero
Honda offers large no. of products and caters to wide variety of requirements across all the
segments.
Distribution

The Company’s growth in the two wheeler market in India is the result of an intrinsic ability to
increase reach in new geographies and growth markets. Hero MotoCorp’s extensive sales and
service network now spans over to 5000 customer touch points. These comprise a mix of
authorized dealerships, Service & Spare Parts outlets, and dealer-appointed outlets across the
country.

Brand

The new Hero is rising and is poised to shine on the global arena. Company’s new identity “Hero
MotoCorp Ltd.” Is truly reflective of its vision to strengthen focus on mobility and technology
and creating global footprint. Building and promoting new brand identity will be central to all its
initiatives, utilizing every opportunity and leveraging its strong presence across sports,
entertainment and ground- level activation.

GOOD LIFE PROGRAMME

The Hero Moto Corp Good Life Program is designed to compliment your good life in every way.
It brings you an easy to use privilege card packed with special rewards and benefits. And it
doesn’t end here. It also provides you with a free riders’ insurance worth 1 Lakh to ensure your
peace of mind. What’s more, your Hero Moto Corp Good Life Program membership rewards you
with points on all your spends. So make the best use of your card and redeem your points for
fabulous rewards!

As you continue your journey with us, you can redeem your points for fabulous gifts.

DEALER PROFILE

JAI HERO was established in the year 1992 at Rajnandgaon (C.G.). Three entrepreneurs
as a partner have started JAI HERO SHOW ROOM.
DEALERS NAME (PARTNERS)

1.MR.LAXMINARAYAN SINGH

2. MR.DEVWRATH SINGH

3.MR.RATNESH SINGH

JAI HERO is authorized dealer of HERO MOTOCORP LTD. At Rajnandgaon (C.G.) .

DEPARTMENT : -

1. Sales

2.Spares

3.Services (pre delivery inspection, good life, extended warranty)

VISION AND CORE VALUES

The business strategies and practices have to be changed continuously and they should be
adapted to a changing world. Towards this direction many great companies have developed their
policies for their vision for future is core values. The Hero also set the vision and core values.

VISION:

Hero in their continuous pursuit for excellent Moto Corp quality and customer
satisfaction is committed to achieve cost leadership optimally utilizing their resources by

 Striving for ‘zero’ accidents, ‘zero’ quality complaints and ‘zero’ down-time.
 Enhancing individual skill through training and motivation.
 Total involvement through participative management activities.
 Creating healthy and safe environment.
 Continuous efforts for improving productivity

CORE VALUES:

• To make the contribution for the advan Moto Corp of the society and humanity.
• To help the public and government to take up construction activities for individual/
national development.
• To develop the rural areas and provide employment opportunities. Updating of latest
technologies to meet the challenges
 REVIEW OF LITERATURE
Human Resource Management

Introduction to HRM
Every organization irrespective of its nature and size has four resources namely men,
material, and machinery. Of these men I. e., people are the most vital resources and they only make
all the differences in an organization. In this connection L.F. Urwick says that “Business houses are
made? broken in the long –run note by the markets or capital, patents, or equipments, but by
men”. Peter F. ducker says that, “man, of all the resources available to name can grow and
develop”. This gives geneses to the concept of HRM, the sub –system. HR is the central sub-system
of an organization. As the central sub- system, it controls the functions of each sub –system and the
whole organization.

Concept
Human resource management is concerned with the human beings in an organization. It
reflects a now philosophy, a new outlook, approached and strategy, which views an organization’s
manpower as its resources and assets.

Human resource management is a managerial function which facilitates the effective utilization of
people (manpower) in achieving the organizational and individual goals.

Simply, HRM is a management function that helps the managers to recruit, select, train and develop
the organizational members for the purpose of achieving the stated organizational goals.

In the present scenario, HRM is used as a synonym to personnel management and the
personnel department is called as hr department.

Definition
HRM is defined as follows,
“The part of management which is concerned with the people at work and with their
relationship within an enterprise. It aims to bring together and develop into and effective
organization of the men and women who make up an enterprise and having regard for the
 wellbeing of the individuals and of working groups, to enable them to make there best contribution
to its success”

-National institute of personnel management, India.

“Human resource management is a series of decisions that affect the relationship between
employees and employers; it affects many constituencies and is intended to influence the
effectiveness of employees and employers”.

- Milkovich l boudreau.
The labor as personnel aspect:
If is concerned with manpower planning , recruitment , selection, plaMoto Corp , induction,
transfer , promotion , demotion, terminating, traning and development , lay off and retrenchment,
wage and salary administration , incentives, productivity etc.

1. The welfare aspect:

It deals with working conditions and amenities such as canteens, crèches, restrooms ,lunch
rooms, housing, transport, medical assistance, education, health and safety , recreation , washing
facilities , cultural facilities etc.

2. The industrial relations aspect

This is concerned with union-management relations , joint consultation , negotiation,
collective bargaining, grievance handling , disciplinary action , settlement machinery for industrial
disputes etc.

HRM includes the following activities under its purview.

• Human resource planning.

• Recruitment, selection, and plaMoto Corp .
• Orientation, training and development.
• Job analysis and design.
 • Role analysis and role development.
• Career planning and communication.
• Performance appraisal.
• Human relation.
• Safety and health.
• Wage and salary administration.
• Compensation and reward.
• Grievance redressed.
• Quality of work life and employee welfare.
• Organizational change and development.
• Industrial relation.

Need for training :

Need for training arises to

1) Improve performance

2) Improve productivity

3) Improve quality of product/service

4) Improve organizational climate

5) Improve health and safety

6) Reduce resistance to change

IMPORTANCE OF TRAINING:

The importance of human resources management to a large extent depends on human

resources development. H.R.D. is nothing but training of employees and training as its most
 important technique. No organization can get a candidate who exactly suits with the job and
the originations requirements. Hence, training becomes necessary is important to develop
the employee and make him suitable the job. Training works towards value additions to the
company through HRD.

Job and organizational requirements are not static rather they are changed dynamic.
From time to time in view of the technological advanMoto Corp and charge in the awareness
of the total quality and productivity management (TQPM). The objectives of the TQPM can
be achieved only through training, which helps to develop human skills and efficiency.
Training employees would be a valuable asset to an organization.

Organizational efficiency, productivity, progress and development to a greater extent

depend up on training. If the required training is a not provided. It leads to performance,
failure of the employees. Organizational objectives like viability, stability and growth can also
be achieved by providing through training. Training is important, as it constitutes a significant
part of management control.

The training, enhances four ‘C’s for the organization viz.

• Competence
• Commitment
• Creativity
• Contribution
• Satisfies personal needs of the trainee (and trainee)
• Provided and the trainee an avenue for growth and say in his/her own future.
• Develops a sense of growth in learning.
• Helps a person develops speaking and listening skills also writing skills when exercised
required.
• Helps eliminate fear in attempting new skills.

Need for Training:

The need for training arises due to the following reasons:
 To march the Employee specifications with the job requirements and organizational needs.
Management finds deviations between employee present specifications and the job requirements
and organizational needs. Training is needed to fill these gaps by developing and making the
employee’s skills knowledge, attitude, behaviour etc., to the turn of the job requirement and
organization.

Organizational variability and the transformation process:

The primary goal of the organization is that their viability is continuously influenced by
environments pressure. If the organization does not adapt itself to the changing.

Technological Advances:
Every organization in order to survive ad to be effective should adopt the latest technology,
i.e. mechanization, computerization and automation. Adoption of latest technological means and
methods will not be complete o enrich tem in the areas of changing technical skills and knowledge
from time to time.

Organizational Complexity
With the emergence of increased mechanism and automation manufacturing of multiple
products and by-products or dealing in services of diversified lines, extension of operations, to
various regions of the country or in overseas countries, organizations of most of he companies
has become complex. They create he complex problems of co-ordination and integration of
activities adaptable to the expanding and diversifying situations. This situation calls for training
in the skills of co-ordination, integration and adaptability to the requirements of growth,
diversification and expansion.

Human Relations:
Trends in approach towards personnel managers has changed from the commodity approach
to partnership, crossing the human relations approach. So today management of most of the
organization has to maintain human relations besides maintaining sound industrial relations
although hitherto the managers are not accustomed to deal with the workers accordingly. So
training in human relations is necessary to deal with the human problems including alienation
interpersonal and inter group conflicts etc.

Changes in Job assignment:

 Training is also necessary when the existing employee is promoted to the higher level in the
organization and when there is some new job or occupation due to transfer. Training is also
necessary to equip old employees with the advanced disciplines, techniques or technology.

The need for the training also arises to:

• Increase Productivity
• Improve quality of the product/Service
• Help a company to fulfill its future personnel needs.
• Improve organizational climate.
• Prevent obsolescence
• Effect personal growth
• Minimize the resistance to change and To act as mentor Training objectives:
The personnel manager formulates the following objectives in keeping with the company’s
goals and objectives.

To prepare employee both old and new to meet the present as well as the changing
requirements of the job and the organization.
• To prevent obsolescence.

• To impart new entrants the basic knowledge and skill they neeed got an intelligent
performance of definite job.
• To prepare employees for higher level tasks.

• To assist employees to function mote effectively inherit present positions by exposing them
to the latest concepts, information and techniques and developing the skills they will need
in theist particulate fields.

• To build up a second line of competent officers and prepare them to occupy more
responsible positions.

• To develop the potentialities of people for the next level job.

 • To ensure smooth and efficient working of department.

• To ensure economical output of required quality.

• To promote individual and collective morale, a sense of responsibility co-operative attitude

and good relationships.

ASSESSMENT OF TRAINING NEEDS

Training needs are identified on the basis of organizational analysis, job, analysis and man
analysis. Training program, training methods and course content are to be planned on the basis of
training needs. Training needs are those aspects necessary to perform the job in an organization in
which employee is lacking attitude/aptitude, knowledge and skills. Training needs = job and
organizational requirement- employee specification.

a) Training needs can identify through identifying.

Organizational needs based on
1) Organizational strength and weakness in different areas.
2) Back drop of organizational objectives and strategies.
b) Works needs based on
1) Jobs to be performed after training.
2) Information about details of working of different jobs.
3) Setting standards of performance of various jobs.
4) Examining of existing methodologies of doing the job to meet the set standards.
c) Human resource analysis based on
1) Individual employee, his abilities, his skills, his knowledge and attitude.
2) Inputs required for job performance.
3) Individual growth and development in terms of career planning.

ASSESEMENT METHODS:
The following are some of the methods use to assess the training needs.

• Organizational requirements/weaknesses.
 • Departmental requirements/weaknesses.
• Job specifications and employee specifications.
• Identifying specific problems.
• Anticipating future problems.
• Managements requests observations
• Interview
• Group conferences
• Questionnaire surveys
• Test or examinations
• Performance appraisal.
Principles of training:
A number of principles have been evolved over the years, which can be followed as
guidelines by the trainees. These are essential in order to promote efficient learning, long –term
retention, application of skill s and knowledge learned in training to the actual job situation.

Some of them are,

a. Motivation

b. Progress information

c. Rein for Moto Corp

d. Practice

e. Full vs. part

f. Individual difference Areas of training

Organization provides training to their employees in the following areas.

a) company policies and procedure

b) specific skills
c) human relations
d) Problem solving
 e) Managerial and supervisory skills
f) Apprentice training

Training methods:
On-the-job methods off-the-job methods
1) Job rotation vestibule training
2) Coaching role playing
3) Job instruction lecture methods
4) Step by step training conferences or discussions 5) Committee
assignments programmed instruction

Benefits of training:
Training is important as it is the most significant part of management control. Training
facilitates the management to achieve its organizational goals effectively by the effective
utilization of human resources. Training g is benefices to both employees and the
organization in the following ways.

Benefit to the organization: training is advantageous to the organization in the following

ways.

I. improved productivity:
Training helps the employees to improve their performance level. A well trained
employee can perform a task/activity at a faster rate and accurately by using better methods
of work. This improvement in manpower performance helps the organization to achieve high
and improved productivity.

II. Improved quality of work:

In training programmed, employees ate taught standardized and better methods of
performing activities. Well trained employees ate less likely to make functional mistakes.

This proficiency of employees facilitates the organization to improve the quality of work. III.
Cost and wage reduction:
 Trained employees perform less functional /operational mistakes and make more
economical use of materials and machinery. This reduces wastages and results in increased
productivity with high quality and reduction in cost per unity. Training even reduces the
maintenance cost due to fewer machine breakdowns and better handling of equipments.

IV. Reduced supervision:

A well trained employee tends to be self-supportive, highly motivated and requires less
assistance and control. This reduces the supervisor’s burden and in turn increases the span of
supervision.

V. Reduced accidents:
Training reduces the frequency of accidents because a well trained employee adopts
the right and safety work methods. Even the health and safety of employees can be
improved.

VI. Employee growth and high morale:

Training enhances the knowledge and skills of employees guiding them to grow faster
in their career. This facilitates the organization to achieve its goals effectively. Proper training
develops positive attitude among employees and this improves the morale and job
satisfaction. Training even reduces the grievances as a well trained employee I given the

opportunity of promotion and job security. Improved organizational climate:

A sound programmed improves the organizational climate including, harmonious

industrial relations, improved discipline, decentralized authority, participative management,
reduced resistance to change and organizational stability.
Thus, it can be concluded that training is an investment in people and a systematic
training is a sound business investment.

HRIS:
Human resource information system is systematic procedure for collecting, storing,
maintain, and retrieving data need by an organization about its human recourse and various
activities that ate relevant for their management.
 HRC:
In the present highly complex environment , HR counseling has become drive
responsibility of HR manager as counseling plays vital role in different aspects of managing
human resource like career planning and development , performance management , stress
management, and other areas which may effect employees emotionally. The basic objective
of counseling is to bring an employee back to his normal mental position in which he was
before the emotional problem emerged.

SENSITIVITY TRAINING:
Sensitivity training is a small-group interaction process in the unstructured form which
requires people to become sensitivity to others feelings in order to develop reasonable group
activity.

CIPP APPROACH:
This approach takes context, process and product for evaluation.

• Context evolution: involves evaluation of training and development needs analysis and
formulation objective in the light of needs.
• Input evaluation: involves evaluation of determining policies, budget, schedules, and
procedures for organization programmed.
• Process evaluation: involves of preparation of reaction sheets, rating scales and analysis of
relevant records.
• Product evaluation: involves measuring and interpreting the attainment of training and
development objectives.
PERFORANCE APPRAISAL
Performance appraisal is the systematic evaluation of the individual with regard to his
or her performance on the job and his potential for development.

JOB ANALYSIS:
Job evaluation process starts with the base provide by job analysis. Job analysis
identifies various dimensions of a job in two forms, job description and job specification. Job
descriptions provide responsibility involves in the performing of the job while job
specifications provides attributes required in the job performer.
 THEORETICAL FRAMEWORK OF THE STUDY

INTRODUCTION

Every enterprise needs inventory for smooth running of activities. It serves, as a link
between production and distribution. For every process there is, generally, a time lag between the
recognition of a need and its fulfillment. The greater the time lag, the higher the requirement for
inventory. The unforeseen fluctuations in demand and supply of goods also necessitate the need for
inventory. It provides a cushion for future price fluctuations. 10 The investment in inventories
constitutes the most significant part of current assets/working capital in most of the undertakings.
Thus, it is very essential to have proper control and management of inventories.

The purpose of inventory management is to ensure availability of materials in sufficient

quantity as and when required and also to minimize investment in inventories. The investment in
inventory is very high in most of the undertakings engaged in manufacturing, wholesale and retail
trade. In India, a study of 29 major industries has revealed that the average cost of materials is
65paise and the cost of labor is 10paise and overheads is 15paise of a rupee, 10%is profit.

It is necessary for every management to give proper attention to inventory

management. A proper planning of purchasing, handling, storing and accounting should form a part
of inventory management. An efficient system of inventory will determine,

What to purchase How to purchase From where to purchase Where to store etc.,
There are conflicting interests of different departmental heads over the issue of inventory.

The finance manager will try to invest less in inventory because to him it is an idle
investment, where as production manager will emphasis to acquire more inventory as he does not
want any interruption in production due to shortage of inventory.

The purpose of inventory management is to keep the stocks in such a neither way that
there is over-stocking nor under-stocking.
 The over-stocking will mean a reduction of liquidity and starving of other production
processes whereas under stocking, on other hand, will result in stoppage of work.

The investments in inventory should be kept in reasonable limits.

 DATA ANALYSIS & INTERPRETATION

1. The knowledge/ skills (technical & behavior) imparted through training is relevant

to your work

a) Agree b) Partly agree c) Disagree

Accepted level %of response

Agree 60%
Partly agree 20%
Disagree 20%
Total 100%

%of response

20%

Agree
Partly agree
Disagree
20% 60%

Interpretation:

• 60% of the employees agreed that training is relevant to their job/work, where as

20% partly agreed and 20% have disagreed.

2. Do you think training is a continuous process in your organizations?

a) Yes b) No c) Most of the times

Accepted level %of response

Yes 30%
No 40%
Most of the times 30%
Total 100%

%of response

30 % 30%
Yes
No
Most of the times

40%

Interpretation:

• 30% of employees accepted that training is a continuous process in their organization,

where as 40% of the employees said no and 30% of employees said that it is for most of

the times.
3. Training will accelerate in updating your knowledge & skills?

a) Strongly believe b) Might be c) No

Accepted level %of response

Strongly be leave 55%
Might be No 10%
35%
Total 100%

%of response

35%
Strongly be leave
Might be

55% No

10%

Interpretation:

• 55% of employees strongly believed that training will accelerate in updating knowledge

and skills where as 10% said that training might accelerate in updating knowledge and

skills and 35% said no.

4. Is need based training imparted in your organization?

a) Yes b) No c) Some times

Accepted level %of response

Yes 55%
No 10%
Some times 35%
Total 100%

%of response

35%
Yes
No
Some times
55%

10%

Interpretation:

• 55% of employees said yes that training is imparted in their organization, 10% said no and

35% of the total employees said that it is only imparted at some times.
5. Based on the individual training needs employees are nominated for the

Training program

a) Yes b) No c) Some times

Accepted level %of response

Yes 80%
No 5%
Some times 15%
Total 100%

%of response

15%
5%
Yes
No
Some times

80%

Interpretation:

• 80% of the employees said that based on the individual training needs employees are
nominated for the training program where as 5% of them said no and 15% of them said
that it is only for some times.
6. Suggestions given regarding the training program are taken into consideration for

Future improvement in training programs

a) All improvements suggested b) Realistic suggestions c) Relevant

Accepted level %of response

All improvements suggested 42%
Realistic suggestions Relevant 42%
16%
Total 100%

16%%of response

%of response

16% All improvements

42% suggested
Realistic suggestions

relevant
42%

Interpretation:
• 42% of the employees accept that improvements are suggested and the other 42% of the

employees accepted that suggestions are realistic where as 16% of employees say that

suggestions are relevant

7. Will training imparted in your organization improve productivity directly or

Indirectly ?

a) Agree b) Disagree c) Partly agree

Accepted level %of response

Agree 80%
Disagree 15%
Partly agree 5%S
Total 100%

5% 0%
15%

Accepted level
Agree
Disagree
Partly agree

80%

Interpretation:

• 80% of the employees strongly agree that training will improve productivity, where as 5%

of employees just agree and only 15% of the employees disagree.

8. Will the training methodology and policies have impact on the culture of the organization?

a) Agree b) Partly agree c) Disagree

Accepted level %of response

Agree 55%
Partly agree 35%
Disagree 10%
total 100%

%of response

10%

Agree
Partly agree
35 % 55 % Disagree

Interpretation:

• 55% of employees have agreed that training methodology and policies will have strong

impact on the culture of the organization, where as 35% of the employees have partly

agreed and the rest 10% of the employees have disagree.

9. Keeping in view of the present and future requirements of the organization. Is the need

based training programs are organized at the regional level?

a) Mostly b) Some times c) Not at all

Accepted level %of response

Mostly 20%
Some times 65%
Not at all 15%
Total 100%

%of response

15% 20%

Mostly
Some times
Not at all

65%

Interpretation:

• 65% of employees have said that need based training programs are organized keeping in

view of the present and future requirements of the organization, where as

20 % of employees agree mostly relevant and 15% have conved not at all.
10. How do you find the atmosphere of the employee development centre in your

Organization?

a) Friendly b) Formal c) up to expected level

Accepted level %of response

Friendly 65%
Formal 20%
Up to expected level 15%

Total 100%

%of response

15%

friendly
formal
20% up to expected level
65%

Interpretation:

• 65% of employees feel that the atmosphere of employee development centre in their

organization is friendly and 20% of employees say that is formal. 15^ of employees say it

is up to expected level.
11. Does the training have a positive motivational effect on the employees.

a) Strongly agree b) agree c) partly agree

Accepted level %of response

Agree 65%
Partly agree 20%
Disagree 15%
Total 100%

%of response

15%

Agree
Partly agree
20% Disagree
65%

Interpretation:

• 65% of employees agree that training has a positive motivational effect on the employees,

where as 20% of employees partly agree, 15% partly agree.

12. The quality of the faculty identified for training programs in general are

a) Very efficient b) Qualified c) satisfactory

Accepted level %of response

Very efficient qualified 60%
satisfactory 20%
20%
total 100%

%of response

20%

Very efficient
qualified
satisfactory
20% 60%

Interpretation:

• 60% of employees say that the quality of faculty identified for training programs in general

are very efficient and 20% of employees said that they are qualified and 20% of employees

say that they are satisfactory.

13. Is the training schedule structured and followed in the training program?

a) Structured b) structured with flexibility

Accepted level %of response

Structured 50%
structured with flexibility 50%
Total 100%

%of response

structured

50% 50% structured with flexability

Interpretation:

• 50%of the employees agree that the training schedule is structured with flexability and

50% of employees agree that it is structured.

14. Do you think training needs are identified and relevant training is given in the

Organization?

a) Yes b) Sometimes c) No

Accepted level %of response

yes some 42%
times no 42%
16%
Total 100%

%of response

16%

42%
yes
some times
no

42%

Interpretation:

• 42% of employees say yes that training needs are identified and relevant training is given

in the organization and 42% of employees say some times, and 16% say no.
15. Who plays the major role in identifying training needs and relevant training

Programme to be given?

a) Immediate boss b) head of the department c) human resource development

Accepted level %of response

Immediate boss 65%
Head of the department 15%
Human resource development 20%
Total 100%

%of response

20%
Immediate boss

Head of the department

15% Human resource

65%
development

Interpretation:
• 65% of employees say that the immediate boss plays major role in identifying the training

needs head of the department, where as 15% say that it’s the head of the department and

human resource development 20%

16) How do you think that the training has helped you?

a) Through increasing productivity b) through enhanced skills c) others

Accepted level %of response

Through increasing 70%
productivity
Through enhanced skills 5%
Other 25%
Total 100%

%of response

25%
Through increasing
productivity
Through enhanced skills

5% other
70%

Interpretation:

70% of employees agree that through increasing productivity the training has helped them,

5% through enhanced skills and 25% other.

17. Which training method do you use in the company?

a) On job training b) job instruction training

c) Apprenticeship d) class room or off job method

Accepted level %of response

On the job training 30%
Job instruction training 20%
Apprenticeship 25%
Class room or off job method 25%
Total 100%

%of response

25%
30%
On the job training
Job instruction training
Apprenticeship
Class room or off job method
25% 20%

Interpretation:

• 30% of employees says that they use on the job training in their company, 20% says job

instruction training 25% says apprentice ship, 25% class room method or off job method.
18. Development is mainly designed for?

a) Managers b) Executives c) Staff d) All the above

Accepted level %of response

Managers 20%
Executives 10%
Staff 10%
All the above 60%
Total 100%

%of response

20%

10%
60% 10%
managers
executives
staff all the
above

Interpretation:

• 20% of employees agree development is mainly designed for managers, 10% for

executives, 10% for staff 60% for managers, executives, staff.

 FINDINGS

1) There is a healthy relationship between the peers, subordinates, and superiors in Hero
Moto Corp.
2) In this organization maximum no. of employees are agree with the management
considering their ideas and suggestions on some occasions only.
3) In this organization Training programs will helps the employees in achieving both
individual goals and organizational goals.
4) Maximum no. of employees is satisfied with the Training program conducted by Hero
Moto Corp.
5) Employers are gained knowledge at work place after attending this Training program.
6) For new joiners in organization training method are conducted like coaching and besides
orientation programs.
7) Training will be very useful to employees in their present job.
 SUGGESTIONS:

1) Hero Moto Corp should conduct more and more training programs related to the functional

competencies of employees.

2) Hero Moto Corp should ensure that whenever they take feedback from employees their

suggestions are taken into consideration and implemented as soon as possible this will make

employees to give honest and appreciate feedback.

3) Hero Moto Corp in this regard should conduct a forum for feedback so that real time

information is available with respect to training needs of the employees.

4) Aim of any company is to be ensure that all employees apply techniques learnt in training

program on the job hence at each level skill base training should be given.

5) The need is for the management to bring the most efficient trainers to the training

programs. Trainers can be selected on basic of their rating in the corporate world.

6) Here the management has to improve the quality of Training programmers in Hero

Moto Corp a quality based approaches can be used.

7) While evaluating the Training programmers the feedback will be collected each and every

day in Training period. And also the feedback form can be distributed to the employees

every day in the lunch break.

 Conclusion

Through these Training Programmers the employees of the company get to know the realities of

the company working procedures and thereby come up with the vision of the organization. So,

these kinds of training programmers should be conducted quite regularly in the company so as

to assure development of the employees. This kind of training also helps in building networks

through different people from different backgrounds coming under one roof through such

Training and Development programmers, which actually integrates the whole organization

through sharing of different skills and cultures.

 BIBLIOGRAPHY:

Author’s Name itle of Book

B. MAMORIA PERSONNEL MANAGEMENT

SUBBA RAO INDUSTRIAL RELATIONS AND

PERSONNEL MANAGEMENT

MICHIEAL HRM & HR

STEPHEN P. ROBBINS ORGANIZATIONAL BEHAVIOR

WEBSITES:

www.heromotocorp.com

www.scribd.com

www.projects4mba.com

www.docstoc.com
 QUESTIONNARIE

I would be grateful if you would kindly spare some time to answer the questionnaire.

This information will be used purely for academic purpose and would be kept confidential.

1. Is the Training program introduced new concepts in your area of working?

a). Strongly Agree b). Agree c). Can’t say d) Disagree

e). Strongly Disagree

2. Is the Training program introduced new concepts in area of your personality

development/Human relations?

a). Strongly Agree b). Agree c). Can’t say

d) Disagree e). Strongly Disagree

3. Is the Training program useful to you in your present job?

a). Strongly Agree b). Agree c). Can’t say

d) Disagree e). Strongly Disagree

4. Is the Training program helps you to prepare you for the future jobs in your area of working?

a). Strongly Agree b). Agree c). Can’t say

d) Disagree e). Strongly Disagree

5. Is the Training program helps you to take new challenges in your present job?

a). Strongly Agree b). Agree c). Can’t say

d) Disagree e). Strongly Disagree

6. Is the Training program helps you to take new roles in this organization?

a). Strongly Agree b). Agree c). Can’t say

d) Disagree e). Strongly Disagree

7. Do you often apply this knowledge in your work place while performing the jobs?

a). Strongly Agree b). Agree c). Can’t say

d) Disagree e). Strongly Disagree

8. Is the Training program brought change in your perception about your jobs?

a). Strongly Agree b). Agree c). Can’t say

d) Disagree e). Strongly Disagree

9. Do you attained new skills in this Training program?

a). Strongly Agree b). Agree c). Can’t say

d) Disagree e). Strongly Disagree

10. Are you using the new skills in your present job?

a). Strongly Agree b). Agree c). Can’t say

d) Disagree e). Strongly Disagree

11. Could you increase your productivity with the help of this training?

a). Strongly Agree b). Agree c). Can’t say

d) Disagree e). Strongly Disagree

12. After this training, are you doing your job more confidently?

a). Strongly Agree b). Agree c). Can’t say

d) Disagree e). Strongly Disagree

13. After this training, your relations with your colleagues and superiors are improved?

a). Strongly Agree b). Agree c). Can’t say d) Disagree e). Strongly Disagree

14. Whether the financial resources given with the training program you received, can you increase

the output?

a). Strongly Agree b). Agree c). Can’t say

d) Disagree e). Strongly Disagree

15. For the concepts of Training program to work, Is they need to be institutionalized?

a). Strongly Agree b). Agree c). Can’t say

d) Disagree e). Strongly Disagree

16. Was the inputs received in your Training program can be implemented in team or individually?

a). Strongly Agree b). Agree c). Can’t say

d) Disagree e). Strongly Disagree

17. Is there is a significant impact on your performance with this Training program?

a). Strongly Agree b). Agree c). Can’t say

d) Disagree e). Strongly Disagree

18. Is the Training program brought positive impact on your behavior?

a). Strongly Agree b). Agree c). Can’t say d)

Disagree e). Strongly Disagree