RANI CHANNAMMA UNIVERSITY

BELGAVI
Vidya sangam PBNH-4 Belgavi, Karnataka 591156

DEPARTMENT OF BUSINESS ADMINISTRATION

Learning and Development

at
Shakuntala Honda Auto Pvt.Ltd Gokak

EXTERNAL GUIDE INTERNAL GUIDE

Mr.Anand Kulakarni Mr.Mahantesh Kuri
(Spares and HR Manager) (Assistant professor)
RCU,Belagavi

Submitted By-
Ashwini Y Metri (MB161009)

Shruti Patil (MB161039 )

MBA 2nd sem
 CERTIFICATE

This is we certify that Ashwini Y Metri and Shruti Patil of Master of Business
Administration 2nd Semester students of Rani Channamma University, Belagavi has
undergone in plant training in Shankuntala Honda Auto Pvt.Ltd Gokak Subject entitled
Learning and Development (TNA) at SHAKUNTALA HONDA AUTO PVT.LTD,
GOKAK.

They stay with us character and conduct was good. We wish all the best for her
future.

Shankuntala Honda Auto pvt.Ltd

Shakuntala Auto Private Limited

Byalikata, Court Road, Gokak-591307
Cell: 78299 20376 (71)(70)(79). E-mail: shankuntalahonda@gmail.com

1DECLARATION BY STUDENT
We, Ms.Ashwini Y Metri and Shruti Patil bearing RCU do hereby declare that this project
report titled “Learning and Development” conducted at SHAKUNTALA HONDA AUTO PVT.LTD
GOKAK has been prepared by us under the supervision and guideline of Prof-Mr.Mahantesh Kuri
Sir Internal Guide, Rani Channamma University Belgaum. This report is submitted in partial
fulfilment for the award of the Degree of Master of Business Administration.

We also declare that this project report is based on our original work and has not been
submitted earlier to any other university or institution for the award of any degree/ diploma/certificate
or published any time before.

(Signature of students)

Place: Ashwini Y Metri and Shruti patil

Date:

DIRECTOR’S CERTIFICATE
 This is to certify that student mini project report entitled “Learning and Development”
conducted at SHAKUNTALA HONDA AUTO PVT.LTD GOKAK is an individual work of Ashwini Y
2nd
Metri RCU-Belagavi MBA semester. I now being submitted in the partial fulfilment of
requirement, for the award of the degree of master of business administration of Rani Channamma
University, Belagavi.

ACKNOWLEDGEMENT
 It gives us immense pleasure to express our words of gratitude to the management of
SHAKUNTALA HONDA AUTO PVT.LTD GOKAK for granting me permission to conduct the
study of “Lerning and Development (TNA)” for relegation of fulfilment of MBA course

My special thanks to all the department heads for providing valuable information to me during the project. I
also thank Mr. Anand Hulakarni (Spares and HR Manager) for guidance and co-operation.

My greatest regards to my internal guide Prof Mr Mahantesh Kuri Sir for her continuous guidance in this
project.

EXICUTIVE SUMMARY
Training Need Anlysis refers to guidelines which control the way a responsible manager or employee
should behave in the business organization. Training Need Anlysis facilitates better transactional
practices with the employee of an organization and it also helps to enhance service delivery
mechanism in the given scenario.

The project report entitled “Training Need Anlysis at Shakuntala Honda Auto pvt.ltd Gokak
was carried out in order to studies the existing Training practices followed for better serviceability to
end customer and also suggest new practices for enhancement of customer satisfaction.

The study was carried out in an interactive & observational manner with the shop employees &
customer. The researchers has recorded the observations & feedback from respondent & developed
this report.
 OBJECTIVE OF STUDY

 To know about Training

 To know about the practical aspects of the after training
 To know about various services been provided
 To know how the training is important after training what is improvements
 To know the training evaluation how they evaluated.
SHOWROOM PROFILE

Name : Shakuntala Honda Showroom

Address: Gokak
Tq: Gokak Dis: Belagavi
State: Karnataka
Pin: 591307
Owner: Malagouda patil
Year of Establish 10-10-2013
Name of the establish Mis. Shakuntalal Auto pvt. Ltd
Business Stets Honda Auto mobiles
Shakuntalahonda@gmail.com
E-mail:
HR Manager Mr.Anand Hulakarni
Total workers 36
Male 32
Female 04
Technology : Japan
Slogan The power of dreams
BOARD OF DIRECTORS OF SHAKUNTALA HONDA MOTO CORP

NAME DESIGNATION
MALAGOUDA PATIL Chairman
MALAGOUDA PATIL Managing director
GOPAL Manager
RAYANNA.GANAGER Sales manager
SHIVANAND Executive
MANJUNATH Casher
SREEDAR Accountant

ANAND HULAKARNI Spares and HR Manager

 AREA OF OPERATION:-

The Shakuntala Honda motors is franchisee of Honda Motor Corporation. Its area of operation is
located in one place that is native place in Gokak. Under this showroom the following authorized
dealers are undertaken:-

1. Ghataprabha - shakuntala Honda

2. Mudalgi - Nandi motors
3. Sankeshawer - Shakuntala Honda
4. Hukkeri - Shakuntala Honda
5. Ramadurga - Shakuntala Honda
6. Yamakanamaradi - Shakuntala Honda
7. Salahalli - Shakuntala Honda

The Trainings at Shakuntala Honda Auto.Pvt Ltd Gokak

In this organization various departments are there which are as
follows:-

Respationest
Management Department
Accounts Management Department
Service and Repairs Department
Sales Department
Spares Department

In this showroom all types of Spares and Repairs of Honda are available. So
every departments need to Training to Employees.

In this Showroom they give some trainings only the need of higher training they
send to Bangalore Honda Company for more training.

In this Showroom Respationest, Sales, Spares, Accounts Management and

security training and other training also given.

Resapsnest Training:-
 In this organization the Resapsnest is there and they give training to new
employees. Because of Resapsnest is very important it is first impression of customers.
They gave training of communication skills, Personality Development Skills, How to
behave with customers, How entry of customers details systematically.
They give first off the job training it means theoretically train upto 3- days and
after on the job training which is the up to 1 month.
Evaluation:-
After 1 month they evaluate on the basis of performance and ask the questions
and interview.

Manager Training:-

In this Department the Managers, Directors, Supervisors, and Each Department

managers are there.
They give training to new appointment managers. Suppose a manager has experience
they give training in the organization (Gokak). Just induction training about
organization, management, employees and About the rules and regulations within
organisation.
Suppose the manager has not any experience they send to Bangalore Honda
Company up to 3 months for training. In Bangalore they give first off the training
which is Managers Duties, Responsibilities. They give on the job training also.
Evaluation :-
In Bangalore they send one company for 1 month they evaluate on the job and
take interview, tests etc.

Sales Training:-
 In this training they give sales training in the company by existing or
experienced person. They give how to communicate with customers ,what problems
you have to face and solutions.

Evaultion:-

They evaluate by practically the company employee and sales man

both are act as customer and sales man. Employees give critical conditions
and sales man have solve that. This type they evaluate practically..

Service and Repairs Training

In Shakuntala Honda Auto,Pvt Ltd Gokak There is training of Service and

Repairs. They send all appointed new employees to Bangalore Honda Company for
training . In Bangalore they give more preperence to off the job training because of
service and repairs of Honda is practicaly important.
In off the job Training they give just introduction of parts of Honda,type of
services etc.
In on the job training they give how to repairs, service Of Honda. Parts of
Honda. Practically they give training. To employees.
Evalution
After complishing of training they take interview and test. And they give one
Honda Bike and say Repaire it. It means they evaluate practically.Suppose they unable
to repaired they extend their training programme.
 INTRODUCTION

TRAINING

Training is concerned with imparting developing specific skills for a particular

purpose. Training is the act of increasing the skills of an employees for doing a
particular job. Training is the process of learning a sequence of programmed
behaviour. In earlier practice, training programme focused more on preparation for
improved performance in particular job. Most of the trainees used to be from operative
levels like mechanics, machines operators and other kinds of skilled workers. When
the problems of supervision increased, the step were taken to train supervisors for
better supervision.

DEVELOPMENT

Management development is all those activities and programme when recognized and
controlled have substantial influence in changing the capacity of the individual to
perform his assignment better and in going so all likely to increase his potential for
future assignments. Thus, management development is a combination of various
training programme, though some kind of training is necessary, it is the overall
development of the competency of managerial personal in the light of the present
requirement as well as the future requirement.
OBJECTIVES
 Increased productivity
 Quality improvement
 Learning time reduction
 Safety first
 Labor turnover reduction
 Keeping oneself updated with technology
 Effective management

CHARACTERISTICS

 Recruitment and selection.

 Training and development.
 Compensation management.
 Performance management.

IMPORTANCE

 Respond to technology changes affecting job requirements.

 Respond to organizational restructuring.
 Adapt to increased diversity of the workforce.
 Support career development.
 Fulfill employee need for growth.
MERITS

 Leads to improved profitability and/or more positive attitudes toward profits

orientation.
 Improves the job knowledge and skills at all levels of the organization .
 Helps people identify with organizational goals.
 Improves the morale of the workforce.
 Helps create a better corporate image.
 Learns from the trainee.
 Aids in organizational development.

DEMERITS

 Can be a financial drain on resources ; expensive development and testing,

expensive to operate?
 Often takes people away from their job for varying periods of time;
 Equips staff to leave for a better job.
 Bad habits passed on.
 Narrow experience.
 QUESTIONNARIE
1) Do you evaluate employees before and after training?

A. Yes B. No

2) Which training method do you adopt in your organization?

A. On the job method B. Of the job method

C. Both
3) The training is provided for short duration or long duration?
A. Short B. B. Long
4) Does training improve performance?
A. Yes B. No
5) Does training build team work ?
A. Yes B. No
6) Do you provide any study material for training program?
A. Yes B. No
7) Do you appoint any external trainer to train the employees in your organization?
A. Yes B. No
8) Does the training method focus on developing team work and leadership skills?
A. Yes B. No
9) Do organization keeps the records of the documents?
A. Yes B. No
10) Do you Agree that training has helped reducing absenteeism?
A. Strongly Agree B. Neither Agree nor Disagree
C. Agree D. Disagree
E. Strongly Disagree
11) How often the training program are conducted in your organization?
A. Every month B. Every quater
C. Half yearly D. Once in a year
12) Does training helps to increase the motivation level of employees?
A. Yes B. No
14) Are you satisfied with present method of selection of candidates for training?
A. Yes B. No
15) The training is given to employees to enhance their
 A. Productivity B. Performance
C. Knowledge of material D.All of those above
16) Are the customers satisfied with the services you provide?
A. Always B. Regularly
C. Some time D. Very often

E. Not at all

17) Do you Receive the satisfied feedback from the customers regarding the services?

A. Yes B. No

18) What is your estimated delivery time?

A. Half an hour B. One hour

C. More

19) How do you evaluate the effectiveness of the training program?

A. Through performance B. Through observation
C. Through set questions
20) Does your 30 minutes or free services quarantee gives a differentiated edge to our brand?
A. Yes B. No