THE STUDY ON HUMAN RESOURCE

Summer project submitted IN Partial Fulfilment of the Requirements for the Award of Master of Business Management (Recognized by MDU, Ministry of HRD, Govt. of India) By RAVI KADYAN Under the guidance of Ch. Manager-HR Meenakshi Kapoor JK TYRE,Delhi

APRIL 2011

To Whom It May Concern

This is to certify that the summer project titled STUDY ON HUMAN RESOUSE being submitted by Mr. Ravi Kadiyan, student of First India School Of Business, Gurgaon in partial fulfillment of the requirements for the award of Master in Business management has been completed under the supervision of Ch. Manager Meenakshi Kapoor at JK TYRES, Delhi during the period from 24th March, 11 to 17th May, 11. The work has not been submitted to any other institution or University for the award of any degree/diploma to the best of our knowledge.

HRD Manager JK TYRE, Delhi

ACKNOWLEDGEMENT

I have had considerable help and supports in making this project report a reality first and foremost; gratitude goes to Mr. B B Gupta (Gm HR and Admin) , Mrs. Meenakshi Kapoor (Sr.Mgr HRD) and Mr. Sumeet Jindal (Sr. Officer of HR). They were my guide, who provided me all the guidance and support that was indispensable for the completion of this project. I am thankful to all the employees of JK Tyre & Industries Ltd who directly or contribute to my work. Finally whole-hearted thanks to my project faculty guide Mrs. Vandana Jain (coordinator of learning center and my guide) without whose guidance this project would not be accomplished. I felt it is my privilege to place on record my warm salutation to MD University, Rohtak to work on this project.

Ravi kadiyan MBA

CONTENTS
Sr No. 1. 2. 3. Particulars Page no 5 6 7

EXECUTIVE SUMMARY OBJECTIVES INTRODUCTION OF JK - Profile - Mission & policies - Awards & Recognition - Human Resource Development

4.

INTRODUCTION TO HR POLICIES AT JK

14

5.

HUMAN RESOURCE MANAGEMENT - Recruitment & Selection - Training & Development - Performance Appraisal - Implementation of HR policies - Coordination with other deptt.

18

EXECUTIVE SUMMARY

Training is an initial part of my academic curriculum. During the training a student gets an opportunity to understand the practical aspect of theory. Training makes the concept more clear. This project report is outcome of the summer training that I have undergone at JK Tyre & Industries Ltd for the partial fulfillment of master of business administration. The topic allotted me by the company is HUMAN RESOUSE. The project emphasizes on the mix of the company. I have tried to my best to make a good project report. However no one claims perfection in its project requires perseverance, initiatives, proper guidance and direction. So its mandatory to take the aid of various departments.

OBJECTIVES

To detail the various aspects of HR in an organization.

To find the existing HR structure in JK TYRE. To find the scope for any improvement that can be done in HR Practices.

To find the effectiveness of the present policies.

JK ORGANISATION

JK Organisation owes its name to Late Lala Juggilal Singhania, a dynamic personality, with a broad vision. Inspired by the cause of the Swadeshi movement of Mahatma Gandhi, and driven by the zeal to set up an indian enterprise, Late Lala Kamlapat Singhania founded J.K. Organisation in the 19th century ushering in a new industrial era in India. The name JK Organisation, which today is one of the leading Private Sector Groups in India, was founded over 100 years ago. For J.K. Organisation it's been a century of multi-business, multi-product and multi-location business operation. The companies in the Group have a diverse portfolio, including Automotive Tyres & Tubes, Paper & Pulp, Cement, V-Belts, Oil Seals, Power Transmission Systems, Hybrid Seeds, Woolen Textiles, Readymade Apparels, Sugar, Food & Dairy Products, Cosmetics, etc. VARIOUS DIMENSIONS:
JK SEEDS UMANG DAIRIES CliniRX RESEARCH
7

JK SUGAR JK PAPER LTD JK LAKSHMI CEMENT

FENNER(INDIA) Ltd.

JK ORGANISATION AT A GLANCE:-

Top management
Hari Shankar Singhania Raghupati Singhania Chair man / Chair Person VC & MD

Arvind Singh Mewar Bakul Jain Govind Ballabh Pande Om Prakash Khaitan Sobha Nambisan Vinayshil Gautam Bharat Hari Singhania

Director Director Director Director Director Director ng Director

Managi
8

Vikrampati Singhania Swaroop Chand Sethi

Deputy Managing Director Whole Time Director

COMPANY PROFILE:

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

MISSION

To be the largest and most profitable Tyre Company in India. To retain No.1 position in Truck and Bus segment and to be amongst tops two in all other 4-wheeler tyre segments. To make Truck/Bus Radial operations profitable and retain leadership in the passenger radial market. To be the largest Indian Tyre Exporter.

 Continue to be a significant player in the world in Truck and Bus Market. To be customer obsessed company.

CORE VALUES JK Organization has been a forerunner in the economic and social advancement of India. It always aimed at creating job opportunities for a multitude of countrymen and to provide high quality. JK Organization is an association of industrial and commercial companies and charitable trusts. Its member companies, employing nearly 50,000 persons are engaged in the manufacturing. Trusts are devoted to promoting industrial, technical and medical research, education, religious values and providing better living and recreational facilities. With the spirit of social consciousness uppermost in mind, J.K. Organization is committed to the cause of human advancement. BRIEF DESCRIPTION JK Tyre is the first tyre company in the world to receive ISO/TS 16949:2000 Certificate for its entire range of products (Bias & Radials) and for all its plants in one go. All the units of the Company operate at high efficiency levels, some of which are benchmarks in the industry. Over and above this, JK Tyre also patronizes and promotes Motor sport in India, through a comprehensive programmed. Indian racing drivers sponsored by JK Tyre are doing the country proud by winning various International Car Racing/Rallying Championships. The recent association with the ASEAN Car Rally has been one of the steps towards promoting young talent and India brand in Motorsports.

10

JK Tyre is committed to the environment protection and the health and safety of associates, customers and the society. All the Plants of the company are ISO-14001 certified, and are deeply involved in Water Conservation, Afforestation and Zero Effluent Discharge efforts. JK Tyre was the first Indian company to launch environmental friendly "Green" tyre and is constantly upgrading the manufacturing technology to be well below the allowable limits of environmental standards. Following a strong belief - "People make the Organization", JK Tyre provides a challenging and healthy work environment for the growth and fulfillment of our people.

ACHIEVEMENT/AWARDS

JK TYRES ranked 16TH largest tyre company in the world. ISO-14001 accreditation for environment & safety. Indias first T-rated tyre launched. The only tyre manufacturing company got E-marks certification. Awarded by CAPEXILS highest export award for 1997-98. Certified by ISO 9001:1994 quality managements systems. First Indian Tyre Company to adopt Business Process ReEngineering(BPR). It has ranked number one in customer satisfaction by the JD power Asiapacific study.

11

HUMAN RESOURCE DEVELOPMENT

THE WORK CULTURE JK Tyre & Industries Ltd. provides an enabling work culture with a clear sense of vision, mission and strategies in which people work with clear goals and thereby achieve more. Goals are set and performance is reviewed transparently, starting with self assessment. Merit is recognized through proportionate rewards, growth and opportunities. The companys aspiration of being a global player provides opportunities for stretch for the potential for its people.. Participation in cross functional teams provides opportunities for contribution as well as new learning. DEPARTMENTS: It comprises of three branches, namely: 1. PERSONNEL 2. ADMINSTRATION 3. HUMAN RESOURCE DEVELOPMENT HRD is an integral part of the organization which takes care of human resource on continuous basis. In such a competitive world
12

it is important that the employees are provided with training on a continuous basis so that they can keep pace with the competitive environment. It focuses on the training and development of employee sat JK Tyre. In order to identify the loopholes a special team is allotted to Marketing and sales employees who take care specifically the employees from this department only. There are five branches by which human resource development is being managed at JK Tyre. Vikrant Tyre Plant (VTP) Kankroli Tyre Plant (KTP) Banmore Tyre Plant (BTP) Marketing & Sales Head Office Marketing and sales is an important department of any company and at JK Tyre it is being given due importance. As there are more than 500 employees in M&S so a special focus is given on these employees. In order to avoid any kind of ignorance on the part of human resource the work load is divided between these two people that is the senior manager(Marketing & sales)and Manager(HR). The Manager at HO looks after the employees at Head office other than marketing and sales.

13

Both senior manager (M&S) as well as Manager (HR) at Head Office reports to the VP (HR).

HR POLICIES AT JK TYRE (HEAD OFFICE) The following are the main HR initiatives taken by the organization:

Measure the effectiveness of training process through Kirkpatricks Model

Employee involvement activities through: Suggestion schemes Cross-functional Teams Young Leaders forum Open House Meetings

Quality of manpower resources assessment through: Promotions based on competencies Talent management Induction process for new joinees

Employee satisfaction & motivation surveys through:

14

Usage of TRIM INDEX score using TNS

Talent management & improvement in quality of Management Cadre Staff through:

Talent management meetings Yearly talent list Succession planning for all identified strategic positions Self Development scheme Job Rotation

Performance Management through: Goal setting Six monthly review with HRD facilitation Yearly review with HRD facilitation

Innovative HR practices such as: Initiatives and innovations done by employees are recognized and assessed

Quarterly people management award review process Customer in culture: Customer satisfaction for both external and internal customers

Enhancing company external brand value through:

15

 Visits to business schools and engineering colleges Hold executive positions in HR associations Publishing HR articles Corporate Social Responsibility (CSR)

Preferred Educational Qualification for Trainers MBA/PGDBM in HR / Personnel Management Any degree or Diploma in HRM B.Tech/B.E. Mechanical Post graduate degree in psychology

SAP-HR M.S.W(H.R/I.R) Skills and attributes required to become a successful trainer are:

Should possess good communication & presentation skills Interpersonal skills PC Skills knowledge essential Presentation skills- command over language Impeccable oral and written communication Planning and Execution skills Ability to receive and provide feedback in a positive manner Coaching and mentoring skill
16

Interacting with diversity of people and people intensive industries Policy making ability

Salary offered to the trainers according to the relevant experience:

17

Nature of Work

Develop continuous learning program specific to Auto Component industry Identification of Training Needs, Develop Training plan, Action Plan Preparing and adhering to associate training calendar Marinating Training Database Coordinating well with different departments Design and drive the training and learning interventions for both technical and behavioral training Budgeting guidelines for T&D activists Identify and maintain excellent relations with Internal and External Trainers Provide appropriate feedback to the management Set up and drive knowledge sharing forums and small group activities through employee engagement and participation and create a knowledge and skill repository
18

Monitor Training & Development to measure and evaluate ROI of the training function. Upgrade and implement training processes Implement innovative Training interventions Arrange institutional tie-up with specialized training institutes which provide India Automobile industry specific training and other professional institutes for managerial / behavioral training Achieve training targets by imparting training Assessing capabilities of manpower by audits at the workshops and bridge the gap through training Finalization and procurement of tools and equipment Plan and co-ordinate for conducting special training courses for skill enhancement of Service Engineers and Dealers workshop staffand Training of Trainees at various levels viz. officers, supervisors andworkers. Organizing of developmental and functional programs based on training needs, as judged in the area of updation of technical, supervisory and managerial skills long with specialized requirements from time to time. Imparting training to people from other organisations within India and abroad. The services which have been developed in the area of Training and Development within the organisation are readily available to other organisations within the laid policies and procedures of the Company.

HUMAN RESOURCE MANAGEMENT Recruitment and Selection Training & Development Performance Appraisal Implementing Incentive Schemes Coordinating among different departments
19

 Maintenance of Industrial Relationship. Recruitment and Selection This certainly be the bery important step because Acquiring the right staff is a big deal. This function includes processes to: Identify potential sources (external/department in the organization) of project staff. Define skill and activity descriptions that can be used by recruiters and resource managers to obtain staff from appropriate sourcing organizations. Select staff for the project. Finding the: right people, with appropriate skills, available when needed, for the right duration, within planned costs can be a daunting and time-consuming challenge. Its a process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applications from which new employees are selected.

RECRUITMENT NEEDS ARE OF THREE TYPES

PLANNED i.e. the needs arising from changes in organization and retirement policy. ANTICIPATED
20

Anticipated needs are those movements in personnel, which an organization can predict by studying trends in internal and external environment.

UNEXPECTED Resignation, deaths, accidents, illness give rise to unexpected needs.

21

TRAINING AND DEVELOPMENT is a subsystem of an organization. It ensures that randomness is reduced and learning or behavioral change takes place in structured format. TRADITIONAL AND MODERN APPROACH OF TRAINING AND DEVLOPMENT Traditional Approach Most of the organizations before never used to believe in training. They were holding the traditional view that managers are born and not made. There were also some views that training is a very costly affair and not worth. Organizations used to believe more in executive pinching. The modern approach of training and development is that Indian Organizations have realized the importance of corporate training. Training is now considered as more of retention tool than a cost. The training system in Indian Industry has been changed to create a smarter workforce and yield the best results OBJECTIVES: The principal objective of training and development division is to make sure the availability of a skilled and willing workforce to an organization. In addition to that, there are four other objectives: Individual, Organizational, Functional, and Societal. TRAINING It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviors to enhance the performance Training is activity leading to skilled behavior.

Its not what you want in life, but its knowing how to reach it Its not where you want to go, but its knowing how to get there Its not how high you want to rise, but its knowing how to take off It may not be quite the outcome you were aiming for, but it will be an outcome Its not what you dream of doing, but its having the knowledge to do it
22

It's not a set of goals, but its more like a vision

Importance Of Training and Development

Optimum Utilization of Human Resources Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals.

Development of Human Resources Training and Development helps to provide an opportunity and broad structure for the development of human resources technical and behavioral skills in an organization. It also helps the employees in attaining personal growth.

Development of skills of employees Training and Development helps in increasing the job knowledge and skills of employees at each level. It helps to expand the horizons of human intellect and an overall personality of the employees.

Productivity Training and Development helps in increasing the productivity of the employees that helps the organization further to achieve its long-term goal.

Team spirit Training and Development helps in inculcating the sense of team work, team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the employees.

Organization Culture Training and Development helps to develop and improve the organizational health culture and effectiveness. It helps in creating the learning culture within the organization.

Organization Climate Training and Development helps building the

23

positive perception and feeling about the organization. The employees get these feelings from leaders, subordinates, and peers.

Quality Training and Development helps in improving upon the quality of work and work-life.

Healthy work environment Training and Development helps in creating the healthy working environment. It helps to build good employee, relationship so that individual goals aligns with organizational goal.

Health and Safety Training and Development helps in improving the health and safety of the organization thus preventing obsolescence.

Morale Training and Development helps in improving the morale of the work force.

Image Training and Development helps in creating a better corporate image. Profitability Training and Development leads to improved profitability and more positive attitudes towards profit orientation.

Training and Development aids in organizational development i.e. Organization gets more effective decision making and problem solving. It helps in understanding and carrying out organizational policies

Training and Development helps in developing leadership skills, motivation, loyalty, better attitudes, and other aspects that successful workers and managers usually display.

Human Resource Management

24

The HR functioning is changing with time and with this change, the relationship between the training function and other management activity is also changing. The training and development activities are now equally important with that of other HR functions. Gone are the days, when training was considered to be futile, waste of time, resources, and money. Now days, training are an investment because the departments such as, marketing & sales, HR, production, finance, etc depends on training for its survival. If training is not considered as a priority or not seen as a vital part in the organization, then it is difficult to accept that such a company has effectively carried out HRM. Training actually provides the opportunity to raise the profile development activities in the organization

To increase the commitment level of employees and growth in quality movement (concepts of HRM), senior management team is now increasing the role of training. Such concepts of HRM require careful planning as well as greater emphasis on employee development and long term education. Training is now the important tool of Human Resource Management to control the attrition rate because it helps in motivating employees, achieving their professional and personal goals, increasing the level of job satisfaction, etc. As a result training is given on a variety of skill development and covers a multitude of courses.

25

Training As Consultancy

Training consultancy provides industry professional to work with an organization in achieving its training and development objectives. Estimation of Training Outsourcing

It has been estimated that 58% of the emerging market in training outsourcing is in customer education, while only 42 percent of the market is in employee education. The training consultancies offer various benefits such as:

26

The various courses that consultancies offer are:

Business Training Courses

o

Management Development

Conflict Management

27

Managing Diversity Project Management Stress Management Time Management Senior Management Workshops

Sales

Negotiation Skills Sales Technique

Customer Care

Customer Care Training Managing Customers

Human Resource

HR Administration Induction Training Recruitment & Selection Successful Appraising

Personal Development Courses

o

Workshops on:

Assertive Skills Building Confidence

28

Coping with Change Interview Techniques Maximize Potential

One to One Coaching

Focused entirely on personal objectives Move forward at individual pace

PERFORMANCE APPRAISEL SYSTEM

PERFORMANCE APPRAISEL is a method of evaluating the behavior of employees in the work spot, normally including both the quantative and qualitative aspect of the job performance. If defined more precisely it can be described in 3 major attributes: IDENTIFICATION MEASUREMENT MANAGEMENT

IDENTIFICATION means determining what areas of work the manager should be examining when measuring performanceessentially focusing on performance that effects organisational behavior. MEASUREMENT entails making managerial judgment of how good or bad employee performance was.
29

MANAGEMENT appraisal should be more than a post-mortem examination of past events, criticizing or praising the workers for their performance in the preceding year. Instead, it must take a future oriented view of what workers can do to realize their potential.

PERFORMANCE APPRAISEL APPROACH IN JK The objective of the Annual Performance Appraisal System are :a) To evaluate individuals achievements; b) To determine the gaps in knowledge and skills and /or shortcomings/ failures noticed during evaluation of individuals achievements. c) To identify employees having special development, potential; and d) to suggest specification; i) In cases in which individual achievements are assessed generally encouraged. ii) In cases in which assessment of individual achievement brings out factors referred to at (b) how gaps in knowledge and skills could be removed and / or shortcomings / failure remedied,
30

satisfactory; how better performance can be

including specific suggestions for in house and specialized training / censure, etc; and iii) In cases of the type referred at (c) what further training / encouragement is considered desirable for full exploitation of the estimated potential.

31

32

33