INTRODUCTION

Training is the cornerstone of sound management, for it makes employees more effective and efficient. It is an integral part of the whole managerial program, with all its many activities which functions interrelated. Training employee make a better and economical use of material and equipments. Training is the process of developing skills to perform specific job. It also improves character, knowledge, aptitude, and attitude for effective performance of job. As a student of M.B.A I did my SUMMER TRAINING in the MAHLE Filter Systems India limited, engaged in the field of Automobiles and is located at Thenur village, Ammanampakkam post, chengalpet.

MANUFACTURING ACTIVITIES
Manufacturing is a vast activity that is an important unit engaged in the production concern. It is an key role play in the organization. There are number of manufacturing sector through the world but the processing varies one concern to another. Various production such as automobile manufacturing, textile manufacturing, indigenous product manufacturing, chemical,
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pharmaceuticals, raw materials etc. every manufacturing sector has different style of processing.

These style have their own formula and secret procedure to manufacture their product. Based on their technology it will take as a different sections and different departments. Most of the sector use safety measures during the work for both the employees and the machines. In traditional period employees involve in working without any machines. But recent trend is full of machines and machine alone involve in manufacturing. Maintaining the machines occur more cost due to long run period of machines. Some engineering process are also taken place in the manufacture sector.

COST INVOLVE IN MANUFACTURING PROCESS

Maintenance cost Production cost Raw material purchasing cost Employment cost Prevention cost

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PROFILE OF THE COMPANY

MAHLE Filter System is a multinational company. It is the company which is one of the group company of Anand Automotive Systems. Around 1500 employees are working in this company. It is a medium scale industry. This company is producing the product using German technology. MAHLE is committed to make the changes in their own companies, assign the requisite resources and follow the do and demonstrate principle. Be the leading supplier of Filter Systems in India and a global supplier of Automotive & Industrial filters for both OE and Aftermarket application.

ANAND AUTOMOTIVE SYSTEMS

Anand is the Leading Automotive Systems Group in India. Its manufacturing so many automotive parts which is moving on the Global high way, virtually every vehicle on Indian roads has a anand products.

Famous personalities;
Mr.Deep Chand Anand Mr Jagadeep Chand Anand Mr Deepak Chopra Mr KS Bhullar Ms Indira Varadharajan :Chairman :Chairman :Group CEO :Group VP Human Resource : Excutive Director SNS Foundation
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OBJECTIVES:
To improve the knowledge about Automobile.

To know the Organization Structure of the MAHLE FILTER SYSTEMS(INDIA) LIMITED.

To study the functioning of various departments in the concern.

To study the workers attitude and working condition.

To study about the opportunities provided to the employees to develop their skills.

To know the motivation provided to the employees for active participation.

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ANAND PROFILE
Anand is a leading manufacturer of automotive components and system in India, supplying to virtually every vehicle and engine manufacturer in the country. With the largest range of automotive components, the group has a sales turnover of USD 700 Million, targeting to achieve $ 1 Billion by 2012. In 1961 The group started its operations with the establishment of Gabriel India, The Group flagship company in Mumbai for the manufacture of shock Absorbers. Today spread in nine states across the country. It export which currently accounts for 14% of the sales, is targeted to reach 30% in next few years. The group firmly believes the business the business is 90% people and proudly asserts its key asset to its dedicated workforce of 8000 people. On the whole, the strength of the ANAND Companies lies in their strong brand image, wide spread distribution network, product range, excellent quality, extensive original equipment coverage, export markets, its cellular manufacturing and IT systems, Technology up gradation and international tie ups, additionally, the groups capability to set up the state-of the art and highly productive plants with in house expertise, gives it a competitive edge.

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PERFORMANCE TO BE EVALUATED GOAL SETTING FLOW

Vision, Mission, Business Goals, Strategy, Budget Annual Business Plan Company Objectives Departmental / Objectives Plan Individual Objectives / KRAs

DYNAMICS OF THE VISION PHILOSOPHY:

World class manufacturing Growth Ahead of Market People Orientation Return of Investment Continuous Improvement

BELIEFS:
Develop corporate competence to act Globally Aspire and Dare to Innovate
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 Attain Leadership in Technology Achieve Excellence Through Entrepreneurship Bridge the Gap between precept & practice

THE GLOBAL PERSPECTIVE:

Strategic alliances with overseas partners Certifications ISO/QS/TS/OHSAS Leadership in exports through Relocation of facilities Export of products Export of engineering service

ANAND WAY:
We drive Anand as a unified corporate entity. We aspire to be a world class organization We encourage organizational transparency We value integrity We nurture talent We support continuous education We build trust and empower people We practice open and honest communication We recognize and reward success We are an equal opportunity employer We accept social responsibility
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ANAND GROUPS AND PRODUCTS:

Group Name GABRIAL FEDERAL MOGUL SPICER (DANA) MAHLE BEHR HENKEL CYI-ChangYun India PERFECT CIRCLE VICTOR EMCOM TECNOLOGIES VALEO FRICTION HALDEX

Products

MANDO CAMFIL DEGREMONT ATRP

No of Plants Shock Absorbers, struts, front forks. 6 Engine Bearings, Bushes, Solid flanges, 2 Washers. Axles, Driveshafts, Driveline Components. 5 Air filter, oil filter, fuel filter, Air handling 4 system. Air conditioning system, cooling module 1 system, Radiator. Adhesives, sealants, Coatings 5 (Cars/LCVS) Brass Synchroniser rings,Single 1 cone,Multi cone. Piston Rings, Castings,Ductile castings,Static 4 Iron,Shims and Plates. Gaskets- Cylinder head,Manifold-Exhaust 1 and Intake,Valve cover, Oil pan,Heat shields. Exhaust systems, Catalystic converters, Side 2 Impact Beams, Reinforcement panel Assembly. Clutch facings 1 Manual Brake Adjusters, self setting, 2 Automatic Brake Adjusters, Air Brake Components. Brakes Systems, Stock Absorbers, Electronic 1 power steering. Air filters, filtration systems & HVAC for Gas 1 Turbine intake Services - Water & Waste water Technology 1 Custom built, Machinery, Presses, Fixtures, 1 Test Rigs, Automation Systems.

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TRAINING AND DEVELOPMENT:

Anand lays great emphasis on the development of its employees through training conducted by its in-house technical and management institute Anand University called as Anand U. The mission statement of Anand U is To champion and accelerate learning by providing world class technical and management skills and solutions throughout the group. Anand U is set up as a corporate University to cover the needs of Anand imparts training- TPM, Six Sigma, Lean Manufacturing, Anand Production systems(APS) and others to Operating Engineers, Management Staff. It has four extention campuses focusing on specific trainings for Group employees. The Corporate University is set up at Parwanoo Gurgaon Nashik Pune Soft skill andAfter Market Worker Training Maintenance and Quality Training

Hosur Operating Engineer Training

Anand Production System (APS)

The Anand Production System is very closely related to the Total Quality Management, Total Productive Maintenance and Total Employee Involvement, and derives from the Toyota Production System model.

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Basic philosophy behind APS is Increase of Value Contribution & Customer Satisfaction, which means elimination of non value added activities and emphasis on Value Stream Way of thinking rather than the traditional functional way of thinking. APS is designed around the concept of 20 keys, which was first propagated by Iwao Kobayashi, one of Japans best known consultants in manufacturing. The concept focuses on achieving Synchronized Manufacturing Flow through, strong focus on enablers, at the work unit level. These 20 keys are divided into five areas namely People, Workplace, Quality, Machine Effectiveness and Synchronized Manufacturing. Each of these sections represents a step towards achieving manufacturing excellence.

Social Responsible Corporate Citizen

The Group has always been committed and focused towards the community development besides adding support to the economical progress to the nation. The group contributes ten million INR per annum to develop the community in which it operates. All activities initiated are in alignment with the national goals, such as educating unprivileged children and providing health care and financial support to unattended and unprivileged patients especially HIV/AIDS bearers.
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Anand was the first business house in the 70's to start an industry in Parwanoo, which was then a 'notified backward area'. With the establishment of its facilities, the Group set the pace for industrial development of the township that also helped in providing employment to the local people. Developmental initiatives for the underprivileged: Education for Children Economic Empowerment thru Self-help Groups Maternal and Child Healthcare Facilities Life Skills Development for Adolescents and Youth

High Lights
Operating Engineers
The concept of employing Operating Engineers (OEs) at Anand, first emerged in 1992. In view of the changing and competitive business environment which demanded world-class quality products, the Group realised the need for a 'knowledge workforce'. On an experimental basis, Operating Engineers were first inducted at Gabriel India's Ambad plant. The results were encouraging and accordingly, a decision was taken to employ these youngsters to run machines in all plants. Today, the Group has 2800 Operating Engineers, out of which 27 % are women. They are Diploma holders in Engineering and those who show faster development move into the staff cadre and are positioned in different functions such as technical field support, marketing, material, Supply Chain, Quality, Engineering etc.

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Women Empowerment
Anand has set itself a target of 30% women employees. Currently the figure stands at 14% but some of the more recently established companies and facilities of the Group, have close to 30% women. To ensure that women staying away from their families do not face problems of accommodation, health and personal aid, Anand has provided hostel, transport and medical facilities, especially for Operating Engineers. If required, counseling is also made available through its caring welfare arm - SNS-Foundation - which provides the support system needed for women at all times.

Overseas Board / Review Meetings

In its endeavour to be a global player, Anand believes in having the involvement of its international partners. As a step towards realisation of this belief, it also has board meetings in countries where its collaborators are located. Two Board Meetings are held every year in May and September in Europe with the European partners. Two Board / Review Meetings in June in USA with its US partners

Integration of Managers with International Partners

Anand believes in and is committed to develop global managers through integration of its people with its Strategic International Partners. In keeping with this belief, Anand has an ongoing programme, wherein 31 Anand managers has been on secondment overseas till date for stints ranging between 3 - 36 months.

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In addition, some managers with the potential to be future leaders at Anand, are also sent abroad for advanced business management studies.

Broadest Range of Auto Components in India

Product Range ClimateControl& Engine Cooling Module Industrial Filters Synchroniser Rings Exhaust Engine Bearings Ride Control AirBrake Components

Brand Behr

Product Range Hydraulic Brakes

Brand Mando

Camfil Farr Chang Yun FaureciaEmission Control Technologies FederalMogul Gabriel Haldex

Piston Rings Filtration Drivetrain Car Care Products Safety products Friction Materials Gaskets

Perfect Circle Purolator, MAHLE Spicer STP Takata India Valeo Victor

Sealants & Coatings Henkel Teroson

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MAHLE Filter Systems (India) Limited

MAHLE Filter Systems India Limited is India's largest manufacturer and exporter of air, oil, fuel and hydraulic filters for application in automotive, railways and aviation industries. It is the principal supplier of filters to both the Original Equipment and Replacement markets, and has a sizeable presence in overseas markets as well. MAHLE Filter Systems India was formed in 2005 as a result of the merger of the operations of Purolator India and MAHLE Filter Systems India. It is a joint venture between Anand Automotive Limited - a leading manufacturer of automotive components and systems in India, supplying to virtually every vehicle and engine manufacturer in the country - and MAHLE Group, Germany - a leader in Engine components world-wide. Owing to its product range and quality, MAHLE Filter Systems India is the principal supplier to all segments of the market - OE and Aftermarket with a sizeable presence in the overseas markets. MAHLE also participates in the industrial range of filters. In the Aftermarket, its products are marketed under the brands - MAHLE and Purolator. MAHLE Filter Systems has been consistently investing in R&D activities to develop media, new filter geometries, constructions and systems. It also markets STP, the worlds largest brand for automotive care products. MAHLE Filter Systems India has three filter plants, one at Parwanoo (Himachal Pradesh), Pune (Maharashtra) and the other at Khandsa (Haryana). All plants are TS / OSHAS certified and have significant exports. MAHLE Filter Systems is well positioned to serve the requirements of its customers.

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POTENTIAL CONFLICTS OF INTEREST INCLUDE Investing in a supplier, dealer, customer, or competitor, Having close family members who work for suppliers, dealers, customers, or competitors; and Employment outside MAHLE India without leadership approval.

SUPPLIER RELATIONSHIPS MAHLE India selects suppliers impartially on the basis of price, quality, and service. Former employees (including retirees) who occupied positions at MAHLE India in which they could influence purchasing decisions should not be received as a supplier representative by their former employing group for two years following their retirement or separation.

CAREER PATH AT MAHLE Company provides career paths in two different dimensions: Firstly, hierarchically you can grow in terms of responsibility levels. This in simple terms means moving to the next level. There are no pre-set time frames for this growth and these decisions are dependent on your ability, willingness as well as the vacancy at the higher level. In addition, you can also grow in terms of capability (or competencies). This may mean that you are assigned to jobs that have a wider or different kind of skill set requirements.
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Major Products Air Cleaners Oil Filters Fuel Filters Industrial Filtrations Carbon Canisters Intake Manifold Duct Assembly Aero Space Applicables

Customers
Maruti Suzuki NISSAN Ford General Motors Tata Motors Mahendra & Mahendra Ducati Kirloskar Oil Engines HONDA

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 Renault Kubota

Manufacturing Units
MAHLE Filters System (India) has Four manufacturing units in India which are TS Certified ,MAHLE Filters Systems also has an ultramodern Filter Paper Impregnation plant,in Khandsa the largest of its kind in India. MAHLE,Chennai Plant is newly established in June,2010 All existing 3 Plants are certified for: Quality Management System: TS 16949. Environment Management System: ISO14001 Occupational Health and Safety Management System OHSAS18001

Locations
Parwanoo,Himachala Pradesh Khandsa,Haryana Pune,MahaRastra Chennai,Tamilnadu

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MAHLE Filter Systems (India) Limited-Chennai

The new plant in Chennai will be established as competence center for injection molding. It will play a model role for the other MAHLE filter factories in India. Stuttgart 5 may 2011 MAHLE Filter system India in Chennai a new filter production plant of the MAHLE Group, takes up series production. It will supply Indian vehicle manufactures with air filter modules. orders of customers are on hand. First

In june 2010 the ground breaking ceremony for the new plant took place according to Hindu tradition. The building was completed until December 2010 and the installation of production equipment and basic facilities was fertilized by the end of January 2011. The factory is located at two hours drive from the harbor of the metropolis of Chennai, formerly known as madras in the first step of construction, the factory building has a ground surface of 3,300 square meters.

In the medium term it is planned to produce air filter systems, intake module and cylinder head covers with integrated oil mist separation in the new plant. MAHLE has already received large scale orders for these products groups and will supply automobile manufacturers in the Chennai
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area out of the plant. Currently MAHLE employees 80 staff in Chennai. This number is planned to be increased to approximately 150 in the medium term. The first intake modules and air filters will be dispatched from August 2011.

MAHLE Organization Chart:

C.E.O- MrSunil Nair Project Mgr- Mr.Mahesh wadkar

Mr.Gurunathan Plant Head

Mr. Daniel HR Head

P.N.Mohan Finance Head

TSG HEAD

Officer Admin assistant

Executive

Project Management Process Engineering

Prod.Head Asst Mgr Sr Engg Operative Engg

QA.Head Sr Engg Engg & OEs

ToolingSr Engg

Maintenance Asst Mgr

Engg

PPC Sr Engg

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MAHLE Filter Production:

Production is the basic operating function of every industrials enterprise. Production is covered with the supply side while marketing of goods and services is concerned with the demand side, Production and marketing activities are interdependent and one cannot exist without the other. Thus production decision constitute one of the most important functions of the top management. Production is the process by which goods and services are created. In other words, it transforms the inputs (ie Raw Materials, Men, Machine, Management and capital) to output (ie Goods and services) with the help of certain production process. Production includes production of goods and production of services. In a manufacturing organization, men, materials and equipments are employed.

CONTROL OF ACTIVITES:
a). Production Planning : The first decision under planning system is production planning. It includes preparation of short term production schedules, Plan for maintaining the records of raw materials and finished and semi finished stock, specifying now the production resources of the concern are to be employed over some future time in response to predicted demand for products and services.

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b).Production control : After planning, the next managerial production function is to control the production according to the production plan because production plans cannot be activated unless they are properly guided and controlled. For this purpose Production manager has to regulate work assignment, review work progress and check remove discrepancies if any in the actual and planned performance.

Production Process & activities:

In MAHLE Filter they are following huge production activities which is added world class manufacturing aspects. And they are following good 5S, Safety, Maintenance, Quality activities. Which develop the employees Knowledge, Skill, Leadership, Qualities, Behaviour, & Attitude.

Daily Production Activities:

Before starting the production regularly they use to check for machine maintenance 5S safety parameters by checking of this. They are able to understand machine condition like POKAYOKE, Safety Hazards, Lubrication system, are working properly or not. After producing first piece, Inspection will be done by team leader and quality controller. They will approve the part and production start. By the end of the shift there will be a review meeting together of all shift (1&2) for production review and issue discussion.
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Documentation:
When entering into company, the employee has to plan, what they have to manufacture. Then they have to follow the 5S i.e, Cleaning, Lubricating, Inspecting, Tightening (CLIT). The team leader will conduct the Group Meeting. DAILY DOCUMENTS: 1. Start up check sheet; Before starting the production they have to check , whether all sensors are working or not. 2. Process parameters; Availability of all child parts for manufacturing i.e, other outer materials for the production process. 3. POKA YOKE Verification check sheet; This is also said to be sensory working, they are checking the product through machine for the verification of each and every sensor. 4. Rejection; There are two rejections they are, Supplier Rejection and Inprocess Rejection. It should be enter into tally sheet for reference. 5. 5S check sheet; Before starting the shift they inspect the whole line and marks are given according to inspection.

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6. Safety check sheet; Here it means the safety allots like, Red-Sevier Accident Green-No Accident Yellow-Minor Accident 7. Area Qualification Inspection; The quality people will come and inspect, then they give qualification according to the performance of line. 8. QRQC sheet (Quick Response Quick Control); There are two rejections, they are New Rejection and Repeated Rejection. They maintain the list of rejections whenever it may be occur. 9. First Piece Approval (100% Inspection sheet); Maintained by manually for the approval of the first piece by quality people.

Products & Customers

MAHLE Filters System (India) is the Major supplier of RENAULT & NISSAN. It is supplying various types of Engine Assembly Parts. i.e DUST SIDE DUCT AIR CLEANER AIR INTAKE MANIFOLD

DUST SIDE DUCT This is the part which is use for sucking atmospheric air and supplying to the AIR CLEANER. MAHLE producing two types of DUST SIDE DUCT. i.e XH5 & XH2.
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XH5 is used assembly in NISSAN Micra 3-Cylinder Engine. XH2 is used assembly in NISSAN Micra 4-Cylinder Engine.

AIR CLEANER This is the part which is use for filtering the dust particles from atmospheric air and supplying fresh air to Air Intake Manifold. MAHLE Producing two types of AIR CLEANERS. i.e XH 5, XH 2 XH5 is used assembly in NISSAN Micra 3-Cylinder Engine. It is further classified two types L - Jetro,D- Jetro L- Jetro and D Jetro are used in NISSAN Micra 3- Cylider Engine. XH2 is used assembly in NISSAN Micra 4-Cylinder Engine.

AIR INTAKE MANIFOLD (PLASTIC INTAKE MANIFOLD) This is the part which is collecting air from the air cleaner and distributing equal air to the engine. MAHLE producing two types of AIR INTAKE MANIFOLD. i.e XH5 & XH2. XH5 is used assembly in NISSAN Micra 3-Cylinder Engine. It is further classified two types L - Jetro,D- Jetro XH2 is used assembly in NISSAN Micra 4-Cylinder Engine.

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TPM(Total Productivity Maintenance) POLICY:

Total customer satisfaction Zero loss through employee involvement Highest quality at low cost A safe and pleasant work place High employee morale through education, training, and team work.

TPM TARGETS:

Z E R O
5S

Breakdown Defect Accident Pollution

5S Concept is a systematic method/ tool adopted in work place to improve safety and to create a better work place environment.

1S- Seiri 2S- Sciton 3S- Sciso 4S- Sciketsu 5S-Shitsuke

Sorout Set in order Shine Standardization Self Discipline

Standard Operating Procedure SOP

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HUMAN RESOURCE DEPARTMENT

Human Asset is the most valuable asset in every organization what so over the objectives of an organization be, it is the unit and the cooperation among the employees that helps in the growth of an organization. In this context, personnel department greatly to develop the potentialities of the employees to work more enthusiastically there by atoning services to the enterprises of which they are a part. The personnel manager is the departmental head who responsible for the smooth functioning of the organization. It is here that man power, planning, recruiting moral department, grievance, handling implementation of welfare schemes, safety measures and enforcements of disciplinary actions are carried out. HR- MANAGER HR-ASSIT CANTEEN COMMITTEE WOMENS COMMITTEE WELFARE MAINTENANCE SAFETY MEASURES TIME MAINTENANCE OVER ALL UNIT CONTROL
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HR Concepts:
Development of the surrounding community. Hiring across geographies, backgrounds and gender. Developing leadership within the team or organization. Employing women on the shop floor. Creation of the Operating engineer model.

HR INITIATIVES:
HR is the person who is responsible for all the employees activities. They have to motivate the employees towards the target goal. Through the motivation and job satisfaction employees may work hard. Here our HR Initiatives may carry all these things to the Human Resources (employees).

1. 2. 3. 4. 5.

Ensure wages paid to employees on time; Employee engagement activities; Employee Resource & Welfare Committee; Suggestion Scheme for all Employees; Awards & Rewards;

1. Ensure wages paid to employees on time;

HR Department is having a huge tracking system for attendance and all other employee related documents. It is giving good support for wage payment on time.
2. Employee engagement activities;

Mahle having a mix of people with culture of family. To engage the employees other than work monthly they use to do some activities like
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sports organizing festival celebration, birthday celebration & safety & quality environment related quiz, slogan, poster competition. Other than this they use to celebrate high productivity & high sales with sweet distribution or any outing. And also organizing monthly CI meeting to update the employees about business & production all other organization updates.
3. Employee Resource & Welfare Committee;

By giving importance to employee they have several kinds of committee formation for all employee related welfare activities. They have womens committee for women welfare & issues, health related issues. They also running variour committee like.. Canteen Committee For food related issues Suggestion Committee for evaluating suggestion, and implementing Organising Committee For supporting event organising ERM Committee--- where employees can share their all concerns
4. Suggestion Scheme for all Employees;

This is the scheme where all employees can participate with their valuable ideas for solving the small issues problems, like production, productivity, quality, safety, etc. Through this scheme employees are self motivated,and developing their leadership qualities .
5.Awards & Rewards;

In every CI meeting they use to reward employees in different ways, that is;
1, Best cell award 2, Best suggestion award 3, Best operating engineering award 4, Best self implemented suggestion

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More than these they will recognize for employees engagement activities winners & participants.

Training & Development;

Training & Development is for the purpose, to specify the system for all the employees, as; Determining the necessary competence for personnel performing work, which is affecting product Quality, Environment and Occupational Health and Safety. Providing training or take action to satisfy the needs. Evaluating the effectiveness of action taken. Motivate employees for continual improvement in quality, Environment and OHS Performance. Maintenance of appropriate records of competence. # More than these , training they are organizing external trainings through training agencies. # Presently they are organized training general awareness of safety & fire fighting through Usha fire set equipments ltd. # There also organizing trainings through Anand U (University) which is facilitated to Anand Group Companies. # In this Anand U they have training modules for creative skill training supervisory trainings. # Employee are eligible for this trainings through a test conducted by Anand University. # They defined training modules for the basis of experience i.e,after completion of one year they use to send for training creative skill training & so on.
SCOPE

Applicable to Quality, Environment, Health and Safety management system.

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RESPONSIBILITY AND AUTHORITY OF TRAINING;

Head of HR and Department / Functional Heads. The HR has to make a preparation for training with in the organization. OPERATOR TRAINING MODELS;

1, Induction Training; Induction training will be provided to all the new operators using Anand U training aids. Induction training will start from the day of joining duty. Induction training will be given for 5 days. 2, On the job training; An on the job training will be given for about 15 days after induction training for all the new operators. HR will make a plan for on the job training and track till completion of the training. 3, Operator observation; New operators will be observed for 10 days after completing the on the job training. New operators will be evaluated using the new operator observation sheet. Acceptance criteria will be decided for each process. Based on the above, operators are qualified and allowed to continue on the job. The results of operator observation will be communicated to the operator, supervisor and HOD.

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4, New product Training; Training plan will be made for operatives before the introduction of any new product. A brief training module/training material will be prepared about the new product which will inciude: Customer Raw material Configuration Process Safety characteristics Comparison with similar product Important dimension SPC requirements Dos and Donts

The Benefits given to Employees;

Provident Fund Gratuity Medical benefits House rent allowances Bonus attendance and Productivity bonus Grievances Accident coverage

Implementation of Welfare Schemes: The life of industrial workers is full of risk and hard. It is the duty of the management to see the safety of the employees and ensure
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security to his family. For this purpose the management introduced a welfare scheme for the employees. The task of implementation is entrusted to the personnel department. The mill has provided a number of welfare facilities to its employees. Some of them are Canteen, Rest rooms etc The other benefits given to its employees as follows; 1. Provident Fund 2. Gratuity 3. Medical benefits 4. House rent allowances 5. Bonus attendance & Productivity bonus
ACCIDENTS:

Accidents are unavoidable in every organization. There is no more single accidents so far, they are implemented safety working environment.
GRATUITY:

Gratuity is the amount paid to an employee on the termination of his services. The amount of gratuity is calculated on 15 days salary based on salary amount drawn for every completed year of services. The gratuity amount is calculated by the HR department ant paid at the time of retirement of his services.
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Motivation for Higher Education

Education is a progressive discovery of Employee ignorance, In MAHLE they motivating Employees for higher education who are potential and Capable,they are having scheme for education employees who are completed 2 years service in company.

Principles of training
Following are some of the principles of training which universal applications are; 1. 2. 3. 4. 5. 6. 7. 8. 9. Training plan Organization objectives Equity and Fairness Appropriateness Upgrading information Top Management Support Centralization Motivation Application specific

1. Training plan

Training must be planned pre-designed and ably executed effective implementation depends, to a great extent on planning.
2. Organization objectives

Training and development program must meet objectives of the organization.

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3. Equity and Fairness

All employees must enjoy equal opportunity to drive benefit out of training and must have equal changes to under go such training.
4. Appropriateness

Training must be appropriate to suit the needs of organization as well as the individual.
5. Upgrading information

Training and development program must be continuously reviewed at periodic interval in order to make them update in twins of knowledge and skill.
6. Top Management Support

Top management support is essential to make training and development effective.

7. Centralization

For economy of effort, uniformly and efficiency, centralization, training department is found more common and useful.
8. Motivation

Training and development must have motivational aspects like increment, promotion, pay, certificate etc.
9. Application specific

Training contacts must be balanced between theory and practice, it must be application specific.
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Essentials of a good training programme

A good training programmer must satisfy the following conditions; 1. 2. 3. 4. 5. 6. 7. Clear purpose Training needs Relevance Individual differences Management support Balance between theory and practical Appropriate incentives

Need assessment:
NEED ASSESSMENT diagnoses present problems and future challenges to be met through training and development. Organizations spend vast sum of money on training and development. Before committing such huge resources, organizations that implement training programs without conducting needs assessment may be making errors. For example, a needs assessment exercise might reveal that less costly intervention could be used in lieu of training. Need assessment occurs in two level 1, Group and 2, Individual. An individual obviously needs training when his or her performance falls short of standards that are when there is performance deficiency caused by absence of skills or knowledge can be remedied by training. Faulty selection, poor job design, uninspiring supervision of some personal problem may also result in poor performance. Transfer, job redesign, improving quality of supervision, or discharge will solve the problem. Below figure assessment of individual training needs and remedial measures.

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Needs Assessment Methods: How are training needs assessed? Several methods are available for the purpose. As shown in the figure below some are useful organizationallevel needs assessment and other individual needs assessment.

Group or organization analysis

Individual analysis

Organizational goals and objectives Personnel/skills inventories Organizational climate indices Efficiency indices Exit interviews MBO or work planning system Quality circles Customer survey/ satisfaction data Consideration of current and projected changes

Performance appraisal Working sampling Interviews Questionnaires Attitude survey Training progress Rating scales

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Benefits of need assessment; As was pointed needs assessment helps to diagnose the cause of performance deficiency in employees retires remedial actions. This being a generalized statement, there are certain specific benefits of needs assessment, they are as follows;

* Trainer may be informed abet the broader needs of the training group and their sponsoring organization. * The sponsoring organizations are able to reduce the perception gap between the participation and his boos about their needs expectation from the training programmes. * Trainers are able to pitch their course input closer to the specific needs of the participants.s

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SUGGESTION

1. The company should give more opportunity to women. 2. The company must give job rotation to all employees. 3. The company must recognize the employees who are at high level. 4. The working environment must be clean. Job security must be made to the employees. 5. The company should give awareness about promotion policy.

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CONCLUSION

The one month training program at MAHLE Filter systems India ltd, has contributed tremendously towards the enlargement of knowledge and experience. Mr.G.DanielJeberaj the ASST Manager-HR and Miss.K.Vijayalakshmi Executive-HR and all of the industry encouraged and guided me patiently through every stage of the training. Apart from practical work in the personnel and secretarial department of the company, we were also given a chance to visit and work in the Production and Processing of the industry. On the whole, the training program was an excellent success and helped to enrich experience in practical office work.

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DIAGRAMATIC REPRESENTATION

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PROCESS FLOW CHART AIR INTAKE MANIFOLD Raw Material Injection Moulding Upper Lower
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Vibration Welding Vaccum Cleaning Hot Nut Insertion T-Collar Insertion Collar Insertion Gasket Assembly Leak Testing Station PSV Assembly Final Checking Station
VISUAL INSPECTION PRE DISPATCH INSPECTION FINISHED GOODS STORAGE

PROCESS FLOW CHART AIR INTAKE SYSTEM

Raw Material Storage

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Hose & Catch Tank Assembly

1st Station Cover Assembly Station 2nd Station Cover & Body Assembly 3rd Station POKO YOKE Verification 4th Station

Visual Inspection

Pre Dispatch Inspection

Finished Goods Storage

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