Documente Academic
Documente Profesional
Documente Cultură
SUBMITTED BY:
SHUBHAM TRIPATHI
BBA 4TH SEM.
Preface
Planning
Resource Collection
Organizing
Joint Efforts
Efficiency
Communication
Transparency
Acknowledgement
at
RKBK
Mr Ashutosh Dwivedi,
Automobiles
Pvt.
Limited,
DECLARATION
I hereby declare that the project report entitled
TRAINING and DEVELOPMENT PROCEDURE
submitted in partial fulfillment of the requirements
for
the
degree
of
BACHELOR
IN
BUSINESS
Place :
Tripathi
Date:
Shubham
BBA 4th Sem.
Introduction
Company profile
Maruti Suzuki India Ltd.
RKBK Automobiles Pvt. Ltd.
Objective
Introduction
Training
Need for Training
Training Methods
Training Procedure
Principle of Training
Areas of Training
Advantages of Training
Importance of Training
The Training Process
Evaluation of Training Programme
Phases in Training Programme
Development
Research Methodology
Data Analysis
Finding
Conclusion
Suggestions
Limitation
Bibliography
Annexure
INTRODUCTION
Maruti
Suzuki
India
Limited
is
publicly
listed
Company at a Glance
Maruti Suzuki India Ltd.
Type
Founded
: 1981
Headquarters :
Key people
& MD)
Revenue
Website
: www.marutisuzuki.com
COMPANY PROFILE
Maruti
Suzuki
India
Limited
(MSIL),
Maruti Insurance
Launched in 2002 Maruti provides vehicle insurance to its
customers with the help of the National Insurance Company, Bajaj
Allianz, New India Assurance and Royal Sundaram. The service was
set up the company with the inception of two subsidiaries Maruti
Insurance Distributors Services Pvt. Ltd and Maruti Insurance
Brokers Pvt. Limited. This service started as a benefit or value
addition to customers and was able to ramp up easily. By December
2005 they were able to sell more than two million insurance policies
since its inception.
Maruti Finance
To promote its bottom line growth, Maruti launched Maruti
Finance in January 2002. Prior to the start of this service Maruti had
started two joint ventures Citicorp Maruti and Maruti Countrywide
with Citi Group and GE Countrywide respectively to assist its client
in securing loan. Maruti tied up with ABN Amro Bank, HDFC Bank,
ICICI Limited, Kotak Mahindra, Standard Chartered Bank, and
Sundaram to start this venture including its strategic partners in car
finance. Again the company entered into a strategic partnership
with SBI in March 2003.Since March 2003, Maruti has sold over
12,000 vehicles through SBI-Maruti Finance. SBI-Maruti Finance is
currently available in 166 cities across India.
Accessories
Many of the auto component companies other than Maruti Udyog
started to offer components and accessories that were compatible.
This caused a serious threat and loss of revenue to Maruti. Maruti
started a new initiative under the brand name Maruti Genuine
Accessories to offer accessories like alloy wheels, body cover,
carpets, door visors, fog lamps, stereo systems, seat covers and
other car care products. These products are sold through dealer
outlets and authorized service stations throughout India
.
PRODUCT PROFILE
PRODUCT KNOWELDGE
STINGRAY-
988cc
SWIFT-
1298cc
Petrol
CELERIO- 998cc Petrol
1373 cc CNG
Showrooms
1) Gorakhpur (Mohaddipur)
2) Faizabad ( Shadatganj)
3) Basti
4) Gonda
5) Akbarpur
6) Ambedkar Nagar
7) Siddhartha Nagar
8) Khalilabad
9) Padrauna
10)
Mankapur
11)
Maharajganj
WORKSHOPS
1) Gorakhpur ( Mohaddipur)
2) Gorakhpur (Bargadwa)
3) Faizabad
4) Basti
5) Gonda
6) Akbarpur
7) Ambedkar Nagar
8) Siddhartha Nagar
9) Khalilabad
10)
Padrauna
11)
Deoria
Showrooms
and
Workshops
are
well
equipped
with
latest
MOTO
VISION
Its vision is to delight customers who are its
purpose, by pursuing excellence and innovation
through committed teamwork. To this end, company
will
promote
continuous
learning,
achievement
MISION
Excellence in Customers need based solutions and
services
Organizational Structure
Marketing Department
The Sales Manager heads the most important department and
local administration is in the hand of General Manager. Whole sales
team are guided and motivated by the CEO of the Company who
takes in principal decision of sales and makes sales policy
considering market situation and other factors which helps sales
manager to take decisions. Strong sales
Team with well coordination with the sales executives, Car sales
in the market is one-step ahead than other competitors and
moreover customer satisfaction is also a key-note for market
capture.
Delivery Department
Delivery Incharge of this department takes care of the delivery of
four wheelers. A delivery Executive is also appointed to perform the
delivery ceremony and make all efforts to make the Delivery
process quite social and memorable for the customer.
Delivery
Accessories Department
There is an accessories incharges in Accessories Department.
Accessories incharges promote the accessories sale with special
focus on MGA. Work of accessories Executive is to maintain the
stock of accessories purchased and keep a record of the parts that
are sold he potential while/after delivery in the car. To do the fitting
work, there are fitters under the Accessories Incharges.
Insurance Department
Insurance department looks after the new insurance plans that
provide benefits to the customers. Insurance manager maintains
record about new insurance schemes as well as the old ones.
Insurance executive, who works for the renewal of existing
insurance plan, assists him. This department also has tele-callers to
inform customers about the expiry of the insurance of their fourwheeler and also about the prevailing offers and schemes for
insurance renewal through maruti insurance.
HR Department
Company values its human resource it considers as a valuable
asset. Employees are motivated to bring out the best within them
salves. Performance is recognized and appropriate.
Company is also implementing system of increasing salaries
according to the experience in their departments.
Objectives
Maintenance
of
good
employee
relationship
in
the
organization.
Providing a comfortable working environment to our
employees.
To develop employees skill through continuous training.
To promote a better quality of life.
To define personal qualification requirement.
To conduct and arrange training and keep records.
To implement measure to motivate personal.
To improve working condition.
Functions
Hiring
Promotions
Reassignments
Position classification and grading
Salary determination
Performance appraisal review and processing
Awards review and processing
Personnel data entry and records maintenance
Life insurance
Disability insurance
Retirement
Training opportunities
Objectives
The Summer Internship aimed at training and development
procedure through training under an able and experienced
industry guide so as to facilitate a clear knowledge of the HR
requirements of corporate, the training process involved and
service delivery mechanism as followed at RKBK Automobiles
Pvt. Ltd.
The training included learning based on literature provided by
the company as well as field visits to get a good hands on
experience of the methodology and processes involved.
This project report is an attempt to document the learning
inculcated during the eight weeks Summer Internship. It includes
a description of the sales process followed and the service
delivery mechanism. It also includes the summary of the
accounts followed during the course of the training.
TRAINING
AND
DEVELOPMENT
PROCEDURE
INTRODUCTION
In this changing and globalization environment
organization have to upgrade their work methods, works norms,
technical and managerial skills, and employees motivation to
face the challenges due to which an employee training is most
important in the changing environment because a need for
highly specialized workmen is felt in the global way. Organisation
and individual should develop and progress simultaneously for
their survival and attainment of mutual goals. So every modern
management has to develop the organisation through human
resource development. Employee training is the important subsystem of human resource development.
Training is an important activity in many organizations.
we generally see that a new machines is installed in a factory, it
is operated on the trial basis before going into actual production.
After an employee is selected, placed and introduced he or she
must be provided with training facilities. Training is the act of
increasing the knowledge and skill of an employee for doing a
particular job. Training is a short-term educational process and
utilizing a systematic and organised procedure by which
employees learn technical knowledge and skills for a definite
purpose.
TRAINING
Training is a short term process utilizing a systematic and
organized procedure by which non managerial person acquire
technical knowledge and skill for a definite purpose. It refers to
instruction in technical and mechanical operation like operation
of some machines. It is designed primarily for non-managers,
short duration and specific job related purposes.
Purposes
Technological Advance
Improved Productivity
Organisational Complexity
Prevention of Obsolescence
Job Requirements
Human Relations
Learning Principles
Improved Morale
Personnel Functions
TRAINING OBJECTIVES
Generally line managers ask the personnel manager to
formulate the training policies. The Personnel Manager
formulates the following training objectives in keeping with the
Companys goals and objectives:
To prepare the employee both new and old to meet the
present as well as the changing requirements of the job and
the organisation.
To prevent obsolescence.
To impart the new entrants the basic knowledge and skill
they need for an intelligent performance of definite job.
To prepare employees for higher level tasks.
To assist employees to function more effectively in their
present positions by exposing them to the latest concepts,
information and techniques and developing the skills they
will need in their particular fields.
To build up a second line of competent officers and prepare
them to occupy more responsible positions.
To broaden the minds of senior managers by providing
them with opportunities for an interchange of experiences
within and outside with a view to correcting the narrowness
of outlook that may arise from over specialization.
To develop the potentialities of people for the next level job.
To ensure smooth and efficient working of a department.
To ensure economic output of required quality.
To promote individual and collective morale, a sense of
responsibility,
relationships.
co-operative
attitudes
and
good
TRAINING METHODS
As a result of research in the field of training, a number of
programmes are available. Some of these are new methods,
while others are improvements over the traditional methods. The
training programmes commonly used to train operative and
supervisory personnel are discussed below. These programmes
are classifield into on the job and off the job training
programmes.
On-the-job Methods
Off-the-job Methods
* Job rotation
* Vestibule training
* Coaching
* Role playing
* Job instruction or
* Lecture Methods
* Training through
* Conference or
Step-by-step
* Committee Assignments
Instruction
Discussion
*Programmed
* Case Studies
* Brainstorming
JOB
ROTATION: This
type
of
training
involves
the
presenting
the
operation,
viz.,
explanation,
PRINCIPLES OF TRAINING
should
be
conducted
in
the
actual
job
improvement .
Feedback from
subordinate
to
superiors and
group to
Areas of Training
new
Procedures,
employee
Tradition,
with
the
Company
Management,
Rules,
Practices,
Organisation
Structure,
of
new
employee
about
the
company
and
its
decision-making,
personal
relations,
organising,
directing
and
maintaining
controlling.
interHence
in
specified
with
view
trades
to
to
educated
improving
their
employees
employment
ADVANTAGES OF TRAINING
technical
nature
of
modem
jobs
demands
with
limited
supervision.
Both
employee
and
developed
only
through
creation
of
reservoir
of
IMPORTANCE OF TRAINING
Leads to improved profitability and/or more positive
attitudes toward profits orientation.
Improves the job knowledge and skills at all levels of the
organisation.
Improves the morale of the workforce.
perform the training task. These are little doubt that trainers
themselves need to be trained and a group of trained trainers
could from the nucleus around which the entire trainer effort of
the company can be built.
LEARNING
TRAINING
DIMENSION
DEVELOPMENT
WHO
Non-managers
managers
WHAT
Technical-mechanical
Theoretical
operation
conceptual ideas
General
information
knowledge
Short term
Long run
WHY
WHEN
OBJECTIVE
IMPLEMENTATION OF
TRAINING PROGRAMME
EVALUATION OF RESULT
depth
of
the
course
content,
method
of
and
change
department/organisation
in
in
the
the
job
behavior
form
of
of
the
increased
Bases of Evaluation:
Training programme can be evaluated on the basis of various
factors like production factor, general observation, human
resource factor, performance, tests, cost-value relationship etc.
Production Factors: In operative training, the prime measure of
worth is that of productivity. Productivity rates covering both
Decrease in absenteeism.
PROGRAMS
OBJECTIVES
WHO SHOULD BE
TRAINED
WHEN SHOULD
TRAINING TAKE PLACE
WHERE SHOULD
TRAINING BE DONE
CONTENT OF
TRAINING
- EVALUATION
Reaction,
Result
Learning,
Behaviours,
Questionnaire, Observational,
Performance
Appraisal
Reports,
Ranking
DEVELOPMENT
In contrast a development is a long term process utilizing a
systematic and organized procedure by which managerial
personnel get conceptual and theoretical knowledge it is not
technical knowledge or skills but philosophical theoretical
educational concept. It is considered more general than training
and more oriented to individuals needs in addition to organized
needs and it is most often aimed towards management people.
Usually the intent of development is to provide knowledge and
understanding function more effectively such as problem solving
decision making and relating to people.
Successful candidate placed on the job need training to
perform their duties effectively. Workers must be trained to
operate machines, reduce scrap and avoid accidents. It is not
only the workers who need training.
Another component of a training and development
programme is development which is less skill oriented but
stresses on knowledge about business environment,
management principles and technique, human relations, specific
industry analysis and the like is useful for better management of
a company. Supervisors, managers and executives also need to
be developed in order to enable them to grow and acquire
maturity of though and action.
RESEARCH METHODOLOGY
Descriptive and conclusive types of research is conducted. The
emphasis laid on the analysis of the information and the type of
data used in descriptive research. This kind of research is needed
to provide a
RESEARCH DESIGN
The study is carried out on the basis of information and data
collected from
research
includes
interpretation
of
training
and
DATA COLLECTION
Both primary and secondary data are collected for the purpose of
completion of this project report.
PRIMARY METHOD
Information gathered by feedback forms filled by and interview
and discussions with the employees of various departments and
my project guide/mentor.
SECONDARY METHODS
Secondary data is being collected through following methods;
RKBK Automobiles Pvt. Ltd.s training planner and
induction guide.
Training report and manuals available in the Organisation.
Information
from
Dealer
Management
System
(DMS)
DATA ANALYSIS
Data is analysed on the basis of available information.
DATA ANLYSIS
AND
INTERPRETATION
No
0%
Yes
100%
Findings:
In this organization, 100% employees said that there
is
training
programme
conducted
by
the
organization.
In this organization, 0% employees said that there is
no
training
organization.
programme
conducted
by
the
Findings:
59% employees said that training is provided by
Internal Trainer.
26% employees said that training is provided by
External Trainer.
15% employees said that training is provided by
both Trainers.
Findings:
89% employees said that on the job training is
more accepted and successful.
11% employees said that off the job training is
more accepted and successful.
Findings:
96% staff said that standard parameters for giving
nomination for training.
Findings:
47% employees said that frequently training
programmes are monthly.
Findings:
55% employees said that more than four trainings
are compulsory in a year.
26%
employees
said
that
four
trainings
are
compulsory in a year.
4%
employees
said
compulsory in a year.
that
two
trainings
are
at
Gorakhpur
or
Findings:
70% employees said that Trainings are provided at
Lucknow.
Findings:
81% employees agree that If Training is provided
outside, then Organization bears the cost of
Training.
19% employees said that If Training is provided
outside, then MSIL bears the cost of Training.
No employees said that If Training is provided
outside, then they have to bear any cost.
Findings:
29% employees prefer mostly level 1 of training.
22% employees prefer mostly level 3 of training.
19% employees prefer mostly level 4 of training.
15% employees prefer mostly level 2 of training.
11% employees give no ans.
Findings:
92% of Employees says that knowledge given in
the training programme are helpful in their job.
8% employees do not agree with the above
statement.
Findings:
81% employees said that they want to need to
take the training programme to perform your job
effectively.
Findings:
Most of the employees (85%) said that Training
helps to develop the skill, knowledge and etiquettes.
Findings:
96% employees satisfied with training provided by
MSIL.
Findings:
59%
employees
Companys Brand,
said
that
Proper
Facility Provided,
Training,
Incentives,
Findings:
74% employees said that there is organization
provided vestibule training.
FINDING
No proper feedback given by trainees to the departments.
Organization has to bear losses if the nominated employee
doesnt attend the external training.
The organization has criteria for giving induction in-house
training only for the fresher.
No proper time management during conduction of training.
During training some trainees have faced problems likeproduct knowledge and communication problem.
Mostly employees are interested for the Level- 1 training.
Maximum
training.
employees
are
not
aware
about
vestibule
CONCLUSION
The present project entitled Role of Training and Development
Programme was carried out in the Human Resource Department
of RKBK Automobiles Pvt. Ltd. during May to June 10.
By knowing the training and development programme of RKBK
Automobiles Pvt. Ltd. I conclude that any employee who is
getting training from this company can work in a very
appropriate manner and can go for promotion in very less time.
Because the training programme provided by this company is
very fruitful in order to develop the skill, Product Knowledge &
Etiquettes.
In this research project report I have discussed the role of
training and development program for the development of RKBK
Automobiles Pvt. Ltd. so the role of training and development is
to increase efficiency as well as morale of employees, better
human
relations,
reduce
supervision,
and
to
increase
any
for the
Suggestions
The training program should be conducted in such a way that it gives a
trainees practical view or on the job training should be conducted.
The duration of training program should be increased , so that the
trainees get a clear understanding of the subject matter taught.
The participants of the training programs should be divided in to different
groups according to their level of knowledge and grasping power.
The groups to be made in the training programs should be made on the
basis of a pre-training evalution test.
Either the training should be conducted after working hours or it should
be conducted on leave days, so that the trainees are free from carrying
the work pressure to the training centre.
There should be clear cut written instructions that the trainees are free
from any sort of work accountability or responsibility at the time of
training.
The training program should be organized in such a way that every
employees gets training once in a year.
More stress should be laid on role-plays at the end session of training
program.
Some film show should be arranged on the teaching topics as learning by
observing the things is better than by merely listening.
Some employees should be sent to some leading industries of India for
more exposure and sessions should be held for them to share their
experiences with other employees.
LIMITATIONS
BIBLIOGRAPHY
References
1. Books : Human Resource Management : V S P Rao.
Human Resource Management by L M Prasad.
2. Websites : www.Marutisuzuki.com
www.rkbk.com
www.wikipedia.com
www.citehr.com
www.quickmba.com
www.scribd.com
Annexure
a. Yes
b. No
b. External Trainer
b. Off-the-job
c. In-house
parameters
for
giving
b. No
b. Quarterly
c. Half Yearly
b. Three
c. Four
b. Lucknow
c. Other
b. Self
c. MSIL
b. Level 2
c. Level 3
b. Some what
d.
the
c. Mostly
b. Yes
c. Etiquettes
d. All of these
b. No
b. No
b. Growth opportunity
c. Facilities provided
e. Companys brand
All of these
*****
f. Proper training
*****
g.