Aakash Project

A

Project report

ON

Training and Development

A PROJECT SUBMITTED TO MAHINDRA N MAHINDRA AND CENTUM

LEARNING CENTER FOR THE PARTIAL FULFILLMENT OF REQUIREMENTS

FOR THE DEGREE OF P.G.D.M. SPECIALIZATION OF HUMAN RESOURCE

MANAGEMENT 2009-2011.

Submitted by

Mr. Akash Sharma

Under the Supervision of

Mr. Suresh Pandilwar

RAJEEV INSTITUTE OF BUSINESS MANAGEMENT

PUNE – 411033

ACKNOWLEDGEMEN

With limitless humility, I am grateful to god the Almighty who bestowed me with his biessings to accomplish this project work.

I owe this pride place to my parents for their selfless persuasion, heartful blessings and firm faith, which have made this project, work a feeble recompense to translate their dream into reality.

The words at my command are not adequate inform or spirit in the matter of expression of deep sense of gratitude towards Mr.Suresh pandilwar senior manager in HR of Mahindra N Mahindra and also to Mr.Hemant, for there everlasting guidance, constructive criticism, constant inspiration, keen interest during the course of project work.

I am equally grateful to Mr.Sanjay Chourey, Mrs.Smita Chourey of Centum Learning Center, Nagpur for their Cooperation extended towards the complication of this project work.

I owe entire responsibilities for all error and omission.

Place:-Nagpur

Date:-

Certificate

This is to certify that the project work entitled “study of Training and

Development” submitted to the faculty of Centum Learning Center Nagpur

in the partial fulfillment of the requirement for M.B.A of a bonafied project

Work carried out by Mr.Akash Sharma at Rajeev institute of business management..

Mr.Sanjay Chourey

Director

Rajeev institute of business

Management, Pune

DECLARATION

We hereby declare that the project report entitled “Study of Training and

Development” is a bonafied and genuine work done by us under the

Guidance of Mr. Suresh Pandilwar. The project is entirely original and not

Been submitted to any university for the award of any degree, diploma or

any other similar title.

The source of material & data used is this study have been duly

Acknowledged.

Akash Sharma

PGDM

Mahindra & Mahindra Ltd

Farm equipment sector

M.I.D.C Area Hingna Road,

Nagpur-440016.(India)

Phone:(07104)660596

CertificateThis is to certify that Mr. Akash Sharma a student of PGDM of Rajeev Institute of Business Management Pune has completed his project viz Training & development during the period from ---------

During his project work she has shown keen interest in learning the procedures and systems of our department and completed her project. She has maintained discipline and was regular in his project work. He has studied and prepared a project on “Training & Development”

We wish him all the best.

For MAHINDRA & MAHINDRA LIMITED.

SURESH PANDILWAR. MANAGER-ER&D

INDEX

TOPICS

A. CHAPTER 1 EXECUTIVE SUMMERY

B. CHAPTER 2 COMPANY PROFILE OF MAHINDRA & MAHINDRA LTD.

C. CHAPTER 3 OBJECTIVES OF STUDY

D. CHAPTER 4 TRAINING & DEVELOPMENT

E. CHAPTER 5TRAINING NEEDS

F. CHAPTER 6BENEFITS OF TRAINING & DEVELOPENT

G. CHAPTER 7 TRAINING CYCLE : . TRAINING NEEDS ASSESMENT PHASE. TRAINING PHASE. EVALUASTION PHASE

H. CHAPTER 8 DATA ANALYIS AND INTERPRETATION

I. CHAPTER 9 CONCLUSION

J. CHAPTER 10 RECOMMENDATION

K. CHAPTER 11BIBLOGRAPHY

CHAPTER-1

EXECUTIVE SUMMARY

EXECUTIVE SUMMARY

The topics of the project undertaken was “ -study of Training and Development at Mahindra and Mahindra .”

The idea behind selection of this project was mainly due to its nature and importance in enhancing employee’s work in any of the organization.

The process of HRD helps the employees to acquire / or develop technical, managerial and behavioral knowledge, skills and ability and moulds the value, believe and attitude necessary to perform present and future roles. The process of Training and Development helps the employees to upgrade their knowledge and brings improvement in their skills.

Training and Development is essential to face the technological change through HRD. In fact Training & development is the basis of HRD. It was viewed that Training and development was useful to decide upon employee knowledge, skills, behavior and aptitude towards the requirement of the job and the organization. But the recent development in HRM indicates that Training and Development is the basis for employee development.

This chapter is based on analysis and interpretation. The researcher has alternative solution and suggestion give the origination. Last by the report contains appendix & bibliography. This contain the pie charts with help of this researcher has done research work & bibliography give the information about the books magazine & websites used by the researcher to complete the research work.

CHAPTER 2

COMPANY PROFILE OF

MAHINDRA & MAHINDRA LTD.

COMPANY PROFILEVision: “To be world’s largest tractor manufacturing company in

Term of number of units sold”.

Introduction:

The company was incorporate on 02.10.1945 and named as Mahindra & Mahindra on 13.01.1984.Today, Mahindra & Mahindra popularly known and has a business ranging from automobile to financial services. Mahindra N Mahindra is the 1st tractor company in the world to win the JAPAN QUALITY MEDAL (JQM). It is now focusing to get the total productive maintenance.

Plant layout :

In Maharashtra, M&M has 2 main tractor manufacturing plants located at Kandivali(Mumbai) & Nagpur . Both these plants are ISO 14001 certified. A part from these two manufacturing units, the FARM EQUIPMENT SECTOR(FES) has satellite plant location at Rudrapur and Jaipur. Other is in Baroda, Nasik & Lgatpuri.

Strategic business unit:

1) Automobile sector2) Farm Equipment sector3) Mahindra System And Automotive technology.4) Trade and Financial services.5) Infrastructure development sector.6) Telecom And software sector.7) Club Mahindra Holidays.

Major Department in FES:

1) Tractor Assembly2) Engine Assembly3) Transmission Assembly4) Hydraulics

Nagpur plant

Nagpur plant is split into 3 plants namely plant 1, plant 2, plant 3,in the same HR.

Marketing & sales: In Nagpur plant there are 6 major departments. The 1st four deal with production. The main product of Nagpur plant is tractor. All the required parts of the tractor are

assembled here and formed as formed as tractor of different horsepower and different models like Sarpanch, Bhoomiputra, Arjun,

Nagpur plant was established in August 1970 to manufacture agricultural equipments. With a rapid growth, hydraulics and other assembling also began its functioning at the Nagpur plan. In 1996, tractor assembly started and within 2-3 years Transmission assembly, Engine assembly, Transmission machinery and Engine Machinery were also established. At Nagpur alone the total production of different tractor in the year 2007 was 41,185. The total dispatch from Nagpur was 41,470. In the entire FES at M&M, 32% of the tractor are manufactured and assembly from Nagpur Production Unit.

Nagpur Plant has various service functions like

A) Engineering B) Accounts C) Quality D) Employee Relation & Development

Core objective of the Company

A) Corporate Social ResponsibilityB) Good corporate citizenshipC) ProfessionalismD) Customer FirstE) Focus on QualityF) Dignity of Individual

ORGANIZATION CHART DGM

Welfare officer

Sr. ManagerManager Er & D Medical officer

DY Manager Asst. Manager

Manager Admin. Asst. Manager

TO Asst. TO Asst.Asst. Guest house

Security Canteen

Asst.Asst.

CHAPTER 3 OBJECTIVES OF STUDY

OBJECTIVES OF STUDY

1. To study the training and development at Mahindra and Mahindra.

2. To collect information regarding it.

3. To do it the method of survey and to find their viewpoint.

CHAPTER 4

TRAINING AND DEVELOPMENT

TRAINING AND DEVELOPMENT

Introduction

In the field of human resource management, training and development is the field concerned with organizational activity aimed at bettering the performance of individuals and groups in organizational setting. It has been known by several names, including employee development, human resource development, learning and development .

According to Edwin B. flippo, “Training is the act of increasing the knowledge and skills of an employee for doing a particular job.”

Training and development encompasses three main activities; training, education, and development as follows:

.Training: This activity is both focused upon, and evaluated against, the job that an

Individual currently holds.

.Education: This activity focuses upon the jobs that an individual may potentially holds in the

future, and is evaluated against those jobs

. Development: This activity focuses upon the activity that the organization employing the

Individual or that the individual is part of, may partake in the future, and

Almost Impossible to evaluate.

The “stakeholder” in training and development are categorized into several classes. The sponsors of training and development are senior managers. The client of training and development are business planners. Line managers are responsible for coaching, resources, and performance. The participants are those who actually undergo the processes. The facilitators are Human Resource Management staff. And the providers are specialists in the field. Each of the groups has its own agenda and motivations, which sometimes conflicts with the agendas and motivations of the others.

Objectives

- Training objectives are formed in the keeping with the company’s goals & objectives following are the objectives of training.

- To impart the new entrant the basic knowledge & skill they need for an intelligent performance of a definite job,

- To prepare employee for higher level tasks.

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

- To ensure smooth & efficient working of a department.

- Increased job satisfaction and morale among employees.

- Increased employee motivation.

- Increased efficiencies in processes, resulting in financial gain.

- Increased capacity to adopt new technology and methods.

- Increased innovation in the strategies and products,

- Reduced employee turnover.

- Enhanced company image e.g., conducting ethics training (not a good reason for ethics training!)

- Risk management e.g., training about sexual harassment, diversity training.

- To bridge the gap between exiting performance ability & desired performance.

CHAPTER 5

TRAINING NEEDS

Training Needs:

Every organization should provide training to its employee; irrespective of their qualification , skill, suitability for the job etc.

The need of training arises due to following reasons:-i) To match the employee specification with the job requirements

& organizational needs:Every management finds deviations between employee present specifications and the job requirements and organizational needs. Training is needed to fill these gap.

ii) Organizational viability and the transformational process:If the organization does adapt itself to the changing factors in the environment, it will lose its market share. If the organization desires to adapt these changes it will have to train these employees to cope with the changing environment . It provides continuity to the organization process and development.

iii) Technical advances: Every organization in order to survive to be effective should adapt the latest technology. For this, the organization also needs employees possessing skills to operate them. Hence organization should train their employees from time to time.

iv) Organizational Complexity Organization of most of the companies have become complex. This leads to growth in number and kind of employees in the hierarchy. This leads to problems in integration and co-ordination of activities to the diversifying & expanding situations. Training prepares the people to be change agents. Thus it solve the problem of organizational complexity.

v) Human Relation Management of most of the organizations has to maintain human relationships, besides industrial relations. So training in human relations

is important to deal with problems such as alienation, interpersonal and intergroup conflicts etc and to maintain cordial human relations.

vi) Change in the job assignment :Training is also necessary when the existing employee is promoted or when there is some new job or occupation due to transfer. It is also necessary to equip the old employees with advanced disciplines, Technique and technology.

vii) External factor: Increased productivity.Improved quality of product and services.Help a company to fulfill its future personal needs.

CHAPTER 6

BENEFITS OF TRAINING &

DEVELOPMENT

Benefits of Training and Development:

How training is beneficial for organization?

- Improved profitability.

- Positive attitude towards profit orientation.

- Improves job knowledge & skills at all organizational levels.

- Helps people to identify with organizational goals.

- Helps people to create a better corporate image.

- Fosters authenticity, openness, transparency & trust.

- Improves boss-subordinate relationship.

- Improves labor-management relation.

- Aids in organizational development.

- Provides information on future needs in all areas of the organization.

- Enhance decision making & problem solving.

- Increased productivity & quality of work.

- Helps in cost reduction.

- Develops responsibility & competences.

- Aids in handling conflicts.

- Reduces stress & tension between employees.

- Helps employees adjust to change.

- Better use of organizational resources.- Introduction of latest technique and new methods.

- Aids in developing leadership skills, motivation, loyalty, better attitudes and other aspects that successful managers usually display.

CHAPTER 7

TRAINING CYCLE:

a) TRAINING NEEDS ASSESSMENT PHASEb) TRAINING PHASEc) EVALUATION PHASE

Training Cycle

Identify Needs – learning Needs Analysis. This is where we work closely together to identify exactly what the issues facing you are, to find a solution to them.

Design - Design the solution to fit in with, and to complement your organizational culture, structure and working practices.

Deliver - Our expert facilitators will deliver the solution as a pilot programmed to ensure that it can be tweaked for that perfect fit.

Assess – with your help we will assess how the learning solution has made an impact on your organization.

Evaluate – If you wish we can also put advice you on how to put measures into place to evaluate the Return on Investment.

identify needsdesign trainingdeliver trainingassess mentevaluate

a) Training Needs Assessment Phase

“Needs assessment is the systematic effort that we make to gather opinions and ideas from a variety of sources on performance problems or new systems and technologies.”

Why do a Needs Assessment?

- To make sure we are applying the right solution to the problem

- To identify what learning will be accomplished.

- To identify what changes in behavior and performance are expected.

- To determine the expected economic costs and benefits.

Steps of a Needs Assessment:

- Conduct Task Analysis and compile a Task Inventory

- Perform a Gap Analysis

- Select which task will be addressed

- Determine performance measure for the trained task

- Select Training Method

- Estimate training costs

b) Training Phase

Once a training specialist identified training needs & prepared objectives, the next steps is to develop training programmed that will achieve those objectives. This accomplished by selecting methods & developing training material that convey the knowledge & skills identified in the objectives.

Method & technique of training:

There are various method of training, which can be divide in to- Cognitive method.- Behavioral methods.

Cognitive method :Are more of giving theoretical training to the trainees. The various methods under Cognitive approach provide the rules for how to do something, written or verbal information, demonstrate relationships among concepts, etc. These methods are associated with changes in knowledge and attitude by stimulating learning. The various methods that come under cognitive approach are:

- Lectures- Demonstrations- Discussion - Computer Based Training

Behavioral method:

Are ore of giving practical training to the trainees? The various methods under Behavioral approach allow the trainee to behavior in a real fashion. These methods are best used for skill development.

The various methods that come under behavioral approach are:

- Games and simulations- Behavior-Modeling - Business games - Case studies

- Equipment stimulators- In-basket technique - Role players

Both the methods can be used effectively to change attitudes, but through different means.Another Method is Management Development Method:The more future oriented method and more concerned with education of the employees.To become a better performer by education implies that management development activities attempt to install sound reasoning processes.Management development method is further divided into two parts:

On the Job TrainingThe development of a manager’s abilities can take place on the job. The four techniques for on the job development are:

- Coaching- Mentoring- Job rotation - Job Instruction technique- Orientation technique - Internship

Off the job training There are many management development techniques that an employee can take in off the job. The few popular methods are:

- Lectures- Sensitivity- Case study- Role play - Conference discussion

c)Evaluation Phase

The final phase in training cycle is the evaluation phase. The process of training evaluation has been defined as “ any attempt to obtain information on the effects of training performance & to assess the value of training in the light of that information”.

There are five levels at evaluation of training can takes place:

1. Reaction : Trainee’s reaction to the overall usefulness of training including the coverage of the topics, methods of presentation, the technique used to clarify things, other throws light on the effectiveness of the programmed.

2. Learning : Training programmed, trainer’s ability are evaluate on the basis of quantity of contents learned & time in which it is learned & learner’s ability to use & apply the content learned.

3. Job Behavior : This include manner and extent to which the trainee has applied his learning to his jobs.

4. Ultimate value : it is measurement of ultimate result of contribution of training programmed to the company goals like survival, growth, profitability etc.& individuals goals like development of personality & social goals like maximizing social benefits,

5. Organization: This evaluation the use of training, learning & change in the job behavior of the department in the form of productivity, quality, morale, sales turnover etc.

CHAPTER 8

DATA ANALYSIS AND INTERPRETATION

1) Your organization considers training as a part of organizational strategy. Do you agree with this statement?

. Strongly agree - 12

. Agree - 08

. Somewhat agree - 05

. Disagree -

Training as an organisational strategy

1st Qtr2nd Qtr3rd Qtr4th Qtr

48% employee of Mahindra N Mahindra are strongly agree with training policies given to them while 20% employee are somewhat agree with it.

2) How many training programmes will you attend in a year?

. Less than 2 -o1

. 1-5 -05

. 5-9 -11

. more than 9 -o8

Expected training period


44% employees attented 5-9 training programmes in a year while 32% employees attented more than 9 training session in a year.

3) To whom the training is given more in your organization? Senior staff 4 Junior staff 8 New staff 12 Based on requirement 1

Training given in organization


In any organization training is more required to new staff in order to develop skills and technical knowledge in them that is required for the current job. Thus in Mahindra N Mahindra more training is rewuired to new staff than old staff

4) Enough practice is given for us during taining session?Do you agree with this statement?

Strongly agree 02 Agree 20 Somewhat agree 02 Disagree 01

Enough practices given during training session


From the above chart it is seen that most of the employees are satisfied with training practices received by the organization.

5) The training sessions conducted in your prganization are useful. Do you agree with this statement?

Strongly agree 03 Agree 21 Somewhat agree 01 Disagree -

usefulness of training session


From the above chart, 84% employee agree that training session conducted in organisation is useful while 12% is strongly with this statement.

6) How well the workplace of the training is physically organized? Excellent 02 Good 20 Average 03 Bad -

work place of the training


From the above chart it is seen that 80% employees felt that workplace of the training are good while 8% felt it is veragely organised.

7) What training and development do you need to make your career asprirations to come true?

Leadership training 06 External degree study 12 Formal meeting procedure 06 Others (Please specify) 01

Typeof training and development


From the above chart it is seen that 48% employees felt that external degree study should be provided during training period.

8) What are the conditions that have to be improved during the training sessions?

Re- design the job 04 Remove interference 11 Re –organise the work place 07 Upgrade the information of the material given during training 03

condition to be improved


From the above chart it is seen that 44% employees felt that interferences should be remove in order to continue the training session.

9) What are the skills thzt the trainer should possess to take the training effective?

Should possess only technicall skills

People skills of soft skills are more important then technicall skills Generalist makes better personnel managers that specialist Fond of taking to people

Efficient skills reqquired for a trainer


From the above chart it is seen that 52% employees felt that people skill is more important than technical skill as the trainer should know how to communicate with their trainees in order to develop technical knowledge in them.

10) Reason for shortage of skilled man power at workplace are: Lack of planning 04 Lack of support from senior staff 14

Lack of proper guidence and training at workplace 06 Lack of quality education at primary and secondary 01

reason for shortage of skilled manpower at workplace


From the above chart it is seen that 56%employees felt that shortage of skilled manpower is mostly due to lack of support from their senior staff at workplace than lack of planning and proper tarining.

11)To perform other jobs in your organisation,what training or Experience would you required.?

Safety awarness 05

Negotiation skills 14 Machine operations 06 Occupational health -

experience required to perform other jobs


From the above chart it is seen that 56% employees felt that negotiation skills is most important to perform other jobs as negotiation skills helps in achieving win-win contract whenever the one party deals with other.

12)What are the general complaints about the training session? Take away precious time of employees 03 Too many gaps between the sessions 08 Training sessions are unplanned 10 Boring and not useful 04

General complanints about training sessions


From the above chart it is seen that 40% employees felt that training session of Mahindra N Mahindra is not well planned thus the employees can not makes continuity in their work.

13)The time duration given for the training period is? Sufficient 12 To be extended 05 To be shortened 06 Manageable 02

Time duration for tarining period


From the above chart it is seen that 48% employees felt that time duration for the training period is sufficient to upgrade knowledge and skills.

14) Comment on the degree to which the training objective are duirng the training sessions:

All the objectives are met 08 Some objectives are met 09 Met according to the ned 06

None of the objectives are met 02

Degree to which training objectives are met


From the above chart it is seen that 36% employees felt that some objectives of training are met while 32% felt that all the objectives are met.

15)Have you ever come across any problem during the training session conducted in your orgsnization?

Yes 04 No 21

facing problem during training session


From the above chart it is seen that 84% employees felt no problem during training session

16)Employees are given appraisal in order to motivate them to attend the training.Do u agree with statement?

Strongly agree 08 Agree 11 Somewhat agree 04 Disagree 02

Appraisal should be given to attend training session


From the above chart it is seen that 44% empoyees felt that employees should be appraised to motivate them to attend training session as due to motivation employee feel more confident also their work get recognized.

17)Supervisor’s effortxs to identify your strengtha and weakness is Veryb satisfied 07 Somewhat satisfied 07 Very dissatisfied 10 Somewhat dissatisfied 01 Netural -

Supervisors efforts to identify strength and weekness


From the above chart it is seen that 40% employees are very dissatisfied for the supervisior’s effort as they are unable to identify employee’s strengths and weekness so that the employees can’t bring improvement in their performane.

18)The mentoring you are receiving from senoir peers is Very satisfied 09 Somewhat satisfied 08 Very dissatisfied 06 Somewhat dissatisfied 01 Netural -

Mentoring receiving from senior pers


Form the above chart it is seen that 32% employees are somewhat satisfied with mentoring they are recceiveing from senior peers.

19)Overall,how satisfied are you with the training you received for your present job?

Very satisfied 07 Somewhat satisfied 09 Very dissatisfied 07 Somewhat dissatisfied 02 Netural -

satisfaction of workers for the present job


From the above chart it is seen that 32% employes are somewhat satisfied with mentoring they are receiving from senior peers.

20)What are the general feedback policies given to you? No feedback taken 05 Question and session with trainees 05 Feedback from trainers 15

General feedback policies for the employees


From the above chart it is seen that 60% employees received feedback by the trainers while 20% from question and answer session and 20% felt that there is no feedback policies for them.

CHAPTER 9 CONCLUSION

Conclusion

In M&M Ltd. Evaluation of training programmed is done on regular basis. Based on the analysis made has drawn as following conclusions;

1. The standard of training programmed is good in different department of M&M .

2. The overall standard of training & content of training of good.3. As a result of training, the workers will be able to do their job more effectively.4. Based on the training plan, training programmed is organized through in house

or outside faculty.5. The progress report of training is best technique to evaluate to performance of

workers.6. The identification of training needs is based on;.

Training for Employee Satisfaction Survey. Organizational requirement. Introduction or change in system, procedure etc.

CHAPTER 10

RECOMMENDATION

Recommendation

The training evaluation process has the potential to provide useful information to multiple stakeholder groups. By an effective training evaluation process, an organization can obtain the information needed to improve both training programmed delivery and business performance, creating opportunities for continuous organizational improvement.

1. Different type of behavioral training programmed should be organized in a effective in their work.

2. Behavioral training programmed such as control your destiny, work life balance, Leadership for success, Mind innovation, managing change, Organizational decline and turn around management process, Attitude for excellence, creativity & Innovation, Managing for results, Ethical decision making, Time management, creative conflict management, Team building.

3. Commitment to staff training and professional development supports the company purpose of “Brining knowledge to life ‘and the core value of “lifelong learning” for workers.

4. To efficiently and effectively a high level in line of excellence in line with vision and mission and vision, the company relies on a highly skilled, highly motivated staff.

5. Recognizing the need of an organized approach to worker training and development on an equitable basis for all workers in the company regardless of the unit/department, the company is committed to the support and promotion of activities and funding to achieve this goal. This investment insures that staff develops both personally and professionally so they to retain worker who perform at the highest standards and respond constructively to change within the department of the company.

CHAPTER 11

BIBLOGRAPHY

Bibliography

Personnel Management by C.B. Mamoria

Websites:

www.google.com

www.wekipidia.com

Company Websites

www.mahindraworld.com

www.mahindrausa.com

http://www.mahindrausa.com/

http://www.mahindraworld.com/

http://www.wekipidia.com/

http://www.google.com/

Aakash Project

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