A SUMMER TRAINING REPORT

ON

TRAINING EFFECTIVENESS
OF ESCORTS LTD
Submitted in partial fulfillment of the requirement of Bachelor Of Business Administration (BBA), Guru Jambheshwar University of science & technology, Hisar.

Submitted by: Vishal Roll No.: 06511102007 Batch: 2006-09 Submitted to:

Directorate of Distance Education Guru Jambheshwar University of science & technology, Hisar.

ACKNOWLEDGEMENT
I am heavily indented to ESCORTS LIMITED for providing me an opportunity to do my project in their organization. I express my sincere gratitude to my guide to MR. S.K.AGGARWAL who left no room in extending his continuous guidance with valuable time for this project. He has welcomed me all the time whenever I have been to him for the valuable input required.

I would also like to acknowledge my sincere thanks to all supervisors and manager for their overwhelming response to assess the training effectiveness of the team members. I would also like to thank the entire working staff members for their kind advice and giving solution to my queries whenever required.

PREFACE
Management education has contributed a lot in the growth of business and the industry throughout the world.There are 4Ms of managrment and these are: Men Machine Money Material

Now a days the men(human resource)is the most important aspect of the organization and if this is not managed and developed then the business organization can not develop.Therefore the human resource development is very much essential for any organization that would like to be dynamic and growth oriented.This report deals with training on the human resource.it is an attempt to study and its effectiveness in the organization ESCORTS LTD at faridabad. A management student may equip oneself with various theoretical management concept analytical tools and techniques, but project work is an instrument which reconcile theoretical concept and principle in relation to actual business behavior and condition thus bridges the gap between abstract theory and management practices. The training was good experience and is surely going to help me in future studies and works.

HISTORY OF TRACTORS
The invention of tractors drastically transformed the agricultural industry. They altered the way farming had been done for countless years, during which only minor improvements have been made. The new machinery enabled the production of vast amount of food that leading to great technical progress of the
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twentieth century. The first engine powered farm tractors used steam engine and was introduced in 1868. Built as small road locomotives, these engines were operated by one man, provided the engine was less than 5 tons in weight. They were used for general road haulage and in particular by timber trade. The most popular steam tractor was the Garret 4CD. IN 1907, the first experimental gas powered tractor produced by Henry ford under the direction of chief engineer Joseph Galamb. However this machine was referred to as Automobile plow and not a tractor. Gas powered tractors began to be used extensively in farming since 1910.

INDUSTRY PROFILE
The Indian tractor is dominated by low price, rugged, versatile and low to medium powered tractors the main reason being the inability of farmers to invest in farm mechanization tractors. The tractors are categorized on the basis of horsepower hp of engine in India. The popular range of tractor is 20-30 hp compared to 60 hp in Europe and 90 hp in USA. Though large tractors are economically unviable in India but more recently highly power tractors are also

being sold in state like Punjab, tractor available in India are one forth of similar power tractors internationally in developed countries. Availability of the credit is the most crucial factor impacting tractor demand, as in India 90% of the financed by bank credit at confessional rate. Increase use of irrigation facilities, shift towards multi-cropping promotion of cooperative and high investment in agriculture also include to higher tractor demand. India is the worlds largest market in tractor since 1996. Escorts have played a pivotal role in agricultural growth of India for over five decades. One of the leading tractor manufacturer of the country, Escorts produces tractors in the 25-75 HP range and has already sold over 6 Lac tractors. Its tractors are marketed under three brand names, viz. Escort, Powertrac and Farmtrac. Escort brands of tractors are symbolic of reliability and trust and enjoy the confidence of the farming community for the last 40 years. Powertrac brand of tractors are the most fuel-efficient tractors in their respective categories that offer excellent value for money and have helped the farmers improve their

quality of life. Farmtrac brands are the most powerful premium range of tractors that give maximum productivity to the farmers. Spanning these three brands, the company has a full range of tractors to cater to the domestic as well as overseas markets. The company is developing state-of-the-art highly efficient engines with the assistance of AVL of Australia and has also entered into a joint venture with Carraro spa of Italy for the manufacturing of transmission and axles. To understand the competition in the industry, one has to first look at the market segmentation based on hp. The industry can be split into five maker categories:

less than 20 hp, 21 hp, 31-40 hp, 41-50 hp, 51hp and above of this. 80% of the demand is accounted for about 15% of the total sales while the 51 hp and above segment has a share of just 4.45% but is growing quite fast. Among the major players (M&M, ESCORTS, PUNJAB TRACTOR & EICHER). Have a presence of across the major segment. EICHER which was predominantly a player in the 21-30 hp segments has now move upward following the shrinking market in the low hp segment.

STATEMENT OF PURPOSE
The tractor industry has been showing continuous de-growth over the several years. Tractor sales are highly related to the monsoon and agricultural production. Agriculture accounts for 30% of Indias GDP and employs over 60% of the workforce. In the post independence era, agriculture growth was stunted by a series of a series of droughts and families. The advent of green revolution in
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1960 raised the productivity levels on the one hand, but widened income disparities between rich and poor farmers on the other. The 8000 crore-tractor segment is the latest glamorous of the automobile industry, but the growth in this segment over the past decades show tractor companies earning profile; this created a tough competition among the player in the industry. The tractor industry was growing at an average rate of around 20% from 1991-96 after which the growth saw a southward trend and currently it is expected to grow at 8-10% which is a greater concern for the six players ESCORTS, PTL, M&M, SONALIKA, EICHER, TAFE trying for a greater market share. This caused pushing their models into the market which caused a unbalance between the demand and supply in the market as higher inventory piled up at the dealer outlets, the profit margins declined as a result most of the companies had a decline in their profits.

COMPANY PROFILE
THE ESCORT SYMBOL
The ESCORT symbol means more than if seen by the eyes. It has been prepared with certain objective and is symbolic in more than one way. The philosophy behind ESCORT and the E in ESCORT is ENTERPRISE. The hexagon
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symbolizes of craftsman ship and mending productivity. The workers and the people of the are represented by the spanner superimposed on the hexagons which form a latter E the first of Escort company even in more charging unveiling the future. Escort, the single word company, describes the character philosophy & success of the company which grew from a small beginning to one of the ever changing dimensions. For five decades Escorts has been in core sectors like agriculture, transportation & resources for engineering change through optimum product performance. In every step of the way, escorts had inducted the latest technology by forming aliases with the most advanced engineering & electronic company, constantly adopting their technology according to India need and situation. To make sure the finished product delivers units and promise the company had an extra ordinary distribution & service network that stay with the customer.

EVERY MAN IS THE ARCHITECT OF HIS FUTURE Promoted by H.P.NANDA, escort was incorporated as a private limited company in Oct 1944 at Lahore under the name ESCORT LTD. and later converted into a public limited company in Dec 1959. The name was changed to Escorts in Jan 1960.

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The company is recently into arm equipment automobile components, railway ancillaries etc. as a part of restructuring its business, in 1994-95, the company hive off certain divisions into separate entities. Escorts communication and Escorts construction equipment are carrying on manufacture of EPBAX system. As parts of new export strategy, Escorts Ltd. has decided to buy distribution companies abroad. Escorts Ltd. overseas investment plan is in view to explore the possibility of establishing, manufacturing, trading, joint ventures and many business operations overseas. It signed a MOU with long manufacture and sale of tractors. It expects to expand its exports and establish a long-term presence in the international markets through a part equity ownership and management participation. The company has entered into exclusive distribution agreement with Traksan for the sale of the companies FARMTRAC-60 tractors in Turkey. The Escorts group is investing Rs. 300 cr. in the agri-machinery business. Of this Rs. 200 cr. will be invested in the tractor plant in Pune. It is also setting up a joint venture with the majority stake of 51% in the joint venture, Carraro India, while the company holds through. It plans 30-year bond issue to raise $400 million. Escorts Ltd. plans to $400 million through a thirty-year-old bond issue in overseas to fund its

ambitious plans of new foreign acquisitions and to finance its domestic expansion program. The company has embarked upon business process reengineering in all its plants, to match global standards, which resulted in a quantum jump in quality and

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productivity parameters. Escorts heart institute is planning to leverage this brand equity without compromising on the quality of medical services. The current facility in New Delhi is being expanded from 225 beds to 321 beds. The heart institute in Delhi and Jaipur will be in addition to existing general hospital at Faridabad. Faridabad hospital capacity was also extended from 151 beds to 186 beds. The company has one of the most comprehensive distribution networks comprising of over 500 dealership / outlets and 30 area officers spread across the country. It has a manufacturing capacity of 75,000 tractors per annum. Escorts Agri Machinery Group looking at forward and backward integration through food processing, food chains and genetic engineering. It will be expanding its product range by launching highly specialized tractors and draft implements. In line to our vision for becoming a major player in sub 100 HP by end of 2005 in the global markets, we have increased our reach from a major regional player to major global markets, which stretch from North America to Australia covering all the continents. Despite the strict competition by other major tractor manufacturers we have been able to gain constant volumes in the global markets. Our target for this year is to export 15% of the volumes of our total production volumes. Our products are marketed mainly in USA, Central and Easter Europe through

Poland, Ghana, Tanzania, Malaysia, Australia, Tunisia, Chile, Turkey, Sri Lanka, Kenya, Bangladesh, South Africa and many other countries. It is a high volume 31-40 hp segment. It is a tight competition between M&M, PTL and TAFE. These three are neck with the share around 25% each with M&M holding the edge.

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To consolidate its presence in the overseas markets, the company has venture in the USA and Europe (Poland). It has recently acquired a majority stake in long Agribusiness LLC, a tractor distributing company in the USA and Pol-Mot Escorts Spolka Z.O.O., Poland. Besides the USA and Poland, Escorts has strong presence in Turkey, Australia, Bangladesh, Sri Lanka, Nepal, Kenya, Tanzania, South Africa etc., through its dealers network in these countries. Escorts have very ambitious plan to expand the dealers network in other potential countries in the coming years. By the end of the year, the company hopes to be the largest exporter of tractors in Indian Tractor Industry. Beside tractors, the RR6 riding type paddy transplanted, in association with Yanmar of Japan, is the first offering of Escorts to the rice planters in India 1948 Pioneered farm mechanization in the country by launching Escorts Agricultural Machines Limited, with a franchise from U.S. based MINNEAPOLIS MOLINE, WISCONCIN for marketing tractors, implements, engines & other farm equipment. 1958 Started importing MF tractor from Yugoslavia for marketing the same in India. 1960 A manufacturing plant was set up at Faridabad.

1965 Got industrial license to manufacture URSUS/ESCORT tractors. 1969

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Escorts signed a contract with FORD MOTOR COMPANY to manufacture Ford 3000 model tractors. Escorts Institute of Farm mechanization (EIFM) was established at Bangalore. This training institute is one of its kinds. 1971 1st February, the first tractor FORD 3000 rolled out of the factory. The same year the turnover touched Rs.53 million marks. 1973 Escorts Tractors Limited (ETL) declared a healthy Profit before Tax of Rs.4.725 million. 1974 Export of 400 tractors to Afghanistan perhaps the worlds largest ever airlift of such equipment. Turnover crossed Rs.200 million marks for ETL. Profit after tax Rs.8.7 million. Maiden dividend of 10% declared. 1976 FORD 3600, advancement in farm mechanization was launched with fanfare to a tremendous reception. Trial production of in-plant manufacturing of engine parts (Block & Head) 1977 Escorts Scientific Research Centre marked its beginning at Faridabad by developing its own Engines for E-27 and E-37. Due to constant technology absorption, indigenisation level touched 72% for FORD tractors, which has a result of relentless effort in that direction. 1979

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Turnover crossed the Rs.50 crore mark. In plant facility for machining centre housing and case transmission, on built-in-line concept, installed. 1983 Escort tractors limited (ETL) established a state of art research and development centre to spearhead newer breakthroughs in farm mechanization and to maintain industry leadership. Line concept introduced for engine block machining. 1984 75000th tractor rolled out. A great occasion for the large family that worked for ETL. Newer challenges and frontiers were set. 1985 In keeping with the stupendous financial success, Escorts Tractors Limited (ETL) offered its first Bonus Issue 1987 50hp FORD 3610 was launched, another leap for the Indian Farm Mechanization Industry, the farmers and the people of the land. 1988 ETLs annualised turnover crossed Rs.100 crores. Dividend45% for 15 months. 1989 A MOU with CLAAS was signed for manufacturing 1990-91 First Public Issue (February91) oversubscribed four times. Shares listed on Delhi and Bombay Stock Exchanges. 1991-92 The Crop Tiger range of Combine Harvesters was launched by Escorts Claas Ltd.

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1993 FORD 3620 tractor launched. 1996 Disengagement of joint venture collaboration with New Holland and launch of FARMTRAC Tractor. 1997 A Joint Venture with Italian company CARRARO was finalised to establish a company in India for manufacturing and marketing of Transmission and axles. 1998 POWERTRAC series of tractors were launched. A MOU was signed with Long Manufacturing Company, USA for setting up a Joint Venture in USA.

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PRODUCT LINE OF ESCORTS LTD.

A ESC325 JOSH B ESC 335 JOSH PT 430 C MPT JAWAN PT 435 PT 440 PT 445 FT 30 HERO FT 35 CHAMPION FT 45 FT 50 FT 55 PT 450 PT 455 FT 60 FT 70 FT 80 D E

ESCORT TRACTORS POWERTRA C TRACTORS FARMTRAC TRACTORS

Mission: We strive to be the strongest and most respected engineering company in the country

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Different Models and Features

Most of the farmers prefer the Powertrac 435 Tractors here. It gives reliability to the consumer in four unique features.

Trustworthy
For years Haryanas No.-1 Tractor Has become part of farmers family. Trusted by farmers for trouble free operations. True friend of farmers

Power
New improved engine delivering more power

Economical
Modern engine makes Powertrac 435 more fuel-efficient. Consumes 6% lesser than earlier. Finish work faster to save precious fuel.

Comfortable
Re-circulating ball type steering for easy maneuverability.

Comfortable deluxe and adjustable seat for tireless driving.

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Features of Escort tractors

1. More reliable 2. Low cost and low maintenance cost 3. Multipurpose tractor

Features of Powertrac tractors

1. Dual clutch (in 440 and above models) 2. Good look 3. Economical 4. Low maintenance

Features of Farmtrac tractors

1. Status symbol 2. Good paint quality 3. Heavy duty high performance 4. Safety switch for neutral start only 5. Oil immersed brake
6. Epicyclic reduction (more torque, low speed or low torque, high speed)

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Different models of the company

Escort
Escort 325 (30 HP) Escorts 335 (35 HP) MPT Jawan (25 HP) All of them are double cylinder tractors

Powertrac (Pt)
Pt 430 30 HP Pt 435 35 HP Pt 440/445 40 HP All of them are triple cylinder tractors

Farmtrac (Ft)
Ft 30 30 HP Ft 35 35 HP Ft 45 40 HP Ft 50/55 45 HP Ft 60 50 HP Ft 70 60 HP Ft 80 70 HP All of them are Triple cylinder tractors

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REASON FOR PURCHASE:

A particular model of a brand is mostly sought due to the following characteristics: Low cost High credit period Easy availability of spare parts Brand image Higher PTO power Low servicing cost Good resale value Efficient hydraulics Reliability, in terms of front and lift

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ESCORTS LIMITED-FLAGSHIP COMPANY

BUSINESS UNITS
AGRI MACHINERY GROUP. AUTO SUSPENSION PRODUCTS DIVISION RAILWAY EQUIPMENT DIVISION INTERNATIONAL BUSINESS DIVISION

SUBSIDIARY COMPANY
ESCORTS MOBILE COMMUNICATIONS LIMITED ESCORTS TECHNOLOGIES LIMITED ESCORTS SERVICES LIMITED ESCORTS HEART INSTITUTE &REARCH CENTER LIMITED ESCORTS HOSPITAL& RESEARCH CENTER LIMITED ESCORTS CONSTRUCTOIN EQUIPMENT LIMITED ESCORTS CLASS LIMITED ESCORTS AGRIMACHINERY INS.(USA)

ASSOCIATE COMPANIES ESCORTS YAMAHA MOTOR LIMITED ESCORTS JCB LIMITED GOETZ(INDIA)LIMITED ESCORTS MAHLE LIMITED ESCORTS FINANCE LIMITED ESCORTS EMPLOYEES ANCILLARIES LIMITED LONG AGRIMACHINERY LLC CARRARO INDIA LIMITED POL-MOT ESCORTS SPOIKA ZOO
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 C A ESCORTS PRIVATE LIMITED AUTOMATRIX INDIA LIMITED

GOETZ TTP(INDIA)LIMITED FEDERAL-MOGYHUL SINTERED PRODUCTS LIMITED

CORPORATE PHILOSOPHY
AT ESCORTS, WE TOUCH THE LIVES OF MILLIONS OF PEOPLE EVERYDAY OUR SHAREHOLDERS, CUSTOMERS, BUSSINESS ASSOCIATES,& INTERNATIONAL PARTNERS. WE REPRESENTS THE ASPIRATION OF RESURGENT INDIA. A COUNTRY THAT SEEKS TO IMPROVE THEB QUALITY OF LIFE OF HER PEOPLE &A FAIR SHARE IN INTERNATIONAL TRADE & THE QUALITY OF LIFE OF HER PEOPLE &A FAIR SHARE IN INTERNATIONAL TRADE & COMMERCE.

TO OUR SHAREHOLDERS
WE PROMISE GROWTH, PROFITABILITY & REMUNERATVE RETURNS ON THEIR INVESTMENT.

TO OUR VALUED CUSTOMERS

OUR COMMITMENTS IS TO CREATE RELEVANT PRODUCTS MANUFACTURED IN MODERN FACILITIES, BACKED BY THE WORLDS FINEST TOECHNOLOGY OWNED BY OUR OWN RESEARCH & DEVELOPMENT & MARKETED PROFESSIONALLY. THROUGH TOTAL QUALITY MANAGEMENT WE STRIVE FOR CONTINOUS IMPROVEMENT BECAUSE WE BELIEVE THAT THERE IS ALWAYS A BETTER WAY.

TO OUR COLLEAGES

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WE OFFER A PLATFORM FOR THE REALIZATION OF EACH ONES CAPABILITIES, AN INDIVIDUAL & AS A PART OF A TEAM, IN AN ENVIRONMENT THAT NATURES TALENT.

AMG STRATEGIES 2004-2008

1. Institutionalize systems to continuously assess customer needs and concerns. 2. Improve response time for development and introduction of technologically superior & cost competitive products. 3. Build an R&D organization capable requirements of quality, price and speed. of meeting market

4. Global quality standards of products and management. 5. Focussed and aggressive marketing, selling and customer service strategies. 6. World class distribution system adapted to the Indian context. 7. Ensure rapid growth in Europe & North American Markets. 8. Institutionalize systems for timely business intelligence on products, markets, strategies, tactics, systems etc. 9. Improved efficiency and productivity at all levels through continuous improvement of systems and processes.

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10. Low cost base-fixed and variable optimization of manpower numbers across AMG. 11. Enhance transparency & relationship with suppliers and improve vendor process for long term cost advantage.

12. Enthuse commitment, accountability, passion, ownership, positive energy, team working and proactive culture in AMG. 13. Enhance quality and speed of execution, implementation & communication across AMG. 14. Establish goal congruence with the employees union and a long term mature harmonious relationship for a win-win IR environment.

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INTRODUCTION TO TRAINING
An ancient Chinese proverb very well describes the underlying rationale of all development and training program. It says, Give a man a fish and you have given him a meal. Teach man to fish and you gave him a livelihood. In this era of turbulent environment no organization can afford to ignore the training and development needs of its employee. Even the most careful selection does not eliminate the need for training, since people are not module to specifications and rarely meet the demands of their jobs adequately. It is used as a powerful tool to develop high potential worker to give competitive advantage to the organization. It was observed by Catalanellow and Redding that recent business success of some of the leading organization like Motorola, GE & Hewlett Packard could be attributed to the systematic management of employee training. That is the reason world wide many organizations have integrated Training as a major part of their business planning. A survey conducted in Canada revels that 60% of business leaders consider training as first or second most important factors for improving international competitiveness.

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OBJECTIVES OF TRAINING
To train the employee in the indigenous and alien cultural values. To train the employee to increase his quantity and quality of output. This may involve improvement in work methods or skills. To train the employee for promotion to higher jobs. To train the bright but dronish employee in the formation of his goals. This may involve instructions in initiate and drive. To train the employee towards better job adjustments on high morale. To reduce supervision, wastage and accidents. Development of effective work habits and methods of work should contribute towards a reduction in accident rate, less supervision and wastage of materials.

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ADVANTAGES OF TRAINING
Medium to fulfill skillgap Reduces absenteeism Improvement of the interpersonal relations among employees and also with management. Leads to improvement in the productivity of the business firm. Helps in developing the multiskills of the workforce. Facilitates the introduction of new technology in the organization i.e. if the employees are trained to adopt the new technology or their attitude towards their work is positive then they would not resist the change in the organization and this will lead to the increase in the growth rate of the organization.

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PROCESS OF TRAINING
The training process can be summarized as follows as a 5 step process:

1.NEEDS ANALYSIS
Identify specific job performance skills needed to improve performance and productivity. Analyze the audience to ensure that the program will be suited to their specific levels of education,experience and skills as well as their attitudes and personal motivations. Use research to develop specific measurable knowledge and performance objectives.

2.INSTRUCTIONAL DESIGN
Gather instructional objectives, methods, media description of and sequence of content, examples and activities. Organize them into a curriculum that supports adult learning theory and provides a blueprint for program development. Make sure all materials such as video scripts, leaders guides and participants work-books complement each other are written clearly. Carefully and professionally handle all program elements to guarantee quality and effectiveness.

3.VALIDATION
Introduce and validate the training before representative audience.Base final revisions on pilot results to ensure program effectiveness.

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4.IMPLEMENTATION
When applicable, boost success with a train the trainer workshop that focuses on presentation knowledge and skills in addition to training content.

5.EVALUATION AND FOLLOW-UP

Assess program success according to: REACTION-Document that learners immediate reactions to the learning. LEARNING-Use feedback devices or pre and posttests to measure what learners have actually learned. BEHAVIOR-Note supervisors reactions to learners performance following completion of the training. This is one way to measure the degree to which learners apply new skills and knowledge to their jobs. RESULTS-Determine the level of improvement in job performance and assess needed maintenance.

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EVALUATION OF TRAINING
Meaning of evaluation
To evaluate means to assess or to judge. EVALUATION is defined as a systematic process to assess the effectiveness and efficiency of training efforts. Evaluation means putting to use data that describe training outcomes or results. Its goal is not to label a training effort as good or bad. Its goal is to provide feedback useful for a variety of business related objectives. Organization need to know if they are doing the right things right. Evaluation data provide evidence that can be used to correct costly errors or to support an exemplary process. Evaluation data allows an organization to learn from its experiences.

SCOPE OF STUDY
The project Training effectiveness evaluates the performance of the team members after attending the training program provided by the company. The project basically concentrates on the pre and post training behavior of the team members. It mainly focuses on the behavioral aspect because training provided to them is mainly on the behavior related aspects so there is more behavioral and less technical approach is considered. The project tries to give suggestions to the company that where are the problems and what corrections are to be made to the program so that it can lead to the improved efficiency both for the team members as well as the organization. Moreover, if the performance is assessed accurately then it shortens the gap between the expected performance and the actual performance. This is the case because the organization can determine that where it is lacking so that company can improve the future programs for better efficiency. Evaluation is also necessary for any organization because as we know that the human resource is very important for any orgn and to utilize properly this resource assessment must be done properly for the profit of the employees as well as the organization.

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DATA COLLECTION
Primary data has been collected through Questionnaires Personal Interviews Primary Data- Collection of training data has been done by virtue of questionnaires and personal interviews. Secondary Data- The secondary data has been collected from books, websites, and other materials. Analysis Pattern o Through Statistical Tools o Bar Graphs

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RESEARCH TECHNIQUES
A wise consumer comparison shops for goods and services by evaluating quality, price, location and service. Likewise trainers seek the most effective methods for conducting needs analysis and for the evaluation of the training delievered.This means determining how to obtain the useful information which to make decisions about training program design and evaluation. Once we have selected the best method to acquire the information needed, how this method is putted into practice. In this context following questions must be asked: What data do I need? What are the sources of data? How do I go about collecting them? How will I analyze what I have collected? What does all collected data mean? The term data refers to bits and pieces of detail from which information is derived; therefore information is data that have been compiled in a useful way. Data and information are not synonymous but complimentary. Decisions are made from conclusions, which are obtained from information and information comes from data. The essence of research begins with the definition of a problem to be addressed. This step is followed by identifying what is already known about the issue. This, in turn, is often followed by some educated guesses, called hypotheses-the relationship between two or more variables-that might be involved in solving this problem. All research tends to follow basically the same pattern. Identifying the issue to be studied Determining what is already known about problem Making assumptions about the problem Identifying method to collect needed data Choosing or developing instruments that will results in collection of valid data Collecting the data Distilling the result of this collection Formulating conclusions and recommendations that address or resolve original problem

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METHOD OF DATA COLLECTION

For the purpose of collection of data the interview of various team members and the managers have been taken. Due to time constraint it is not possible to take interview of each and every person so sample size of 100 team members have been taken in which all the 4 departments of the company has been covered i.e. Transmission control plant unit Engine block plant unit Tool room plant unit Conditioning plant unit Interview is meetings between an information gatherer and information giver. Interview can be conducted face to face, via telephone or in a group. The key to success in using this method is identifying the right people to interview, knowing what information is needed and designing a good interview.

TYPES OF INTERVIEW
There are basically two types of interviews: Open interview Structured interview Open interview is exploratory. It is used when only small interviewees are needed. In the open interview all data is qualitative. Structured interview are based on questions that require yes/no, categorical and other specific answers. Whether interviews are open or structured, the interviewer should use an interview guide that ensures that the right questions are asked and allows data to be interpreted easily. A guide also serves as a means of ensuring data that can be compared among respondents. Conducting interviews takes skill and practice; however the steps and sequence of interview research involving similar procedures used in observation method.

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USING THE INTERVIEW METHOD

Following are the various steps which should be followed while conducting an interview: Define the purpose or problem to be studied. Select the sample to be interviewed. Design the interview guide by determining the major Points, questions and sequence of interview topic. Pretest your interview guide by conducting pilot interview, with similar individuals to determine validity, accuracy, reliability &Shortcomings of interview. From pilot data, develop and refine a coding or tabulating method which will allow you to arrange and categorize persons. Collect data by conducting interviews as scheduled. Analyze and interpret the result of your interview.

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INTERVIEW QUESTIONS
1. Were there any expectations from the program?
If yes- comment If no- then what have you learnt from this. 2. Have you implemented any of the above mentioned learning? At your - Workplace - Society - Domestic 3. Did you find any difficulty in using it at the actual place? (Do specify one) 4. Do you think training is useful (Y/N)? Comment. 5. Do you look forward to company training program? 6. Are you satisfied with the presentation style/ behavior of the training faculty? 7. How much of learning you are able to retain after program? 8. Which are the following training program you like the most? Success through positive attitude Personal productivity for better results TS 16949 & TPM Good living and health awareness Bichardhara hi karya ki adhaarshila Atmamanthan 9. Do you observe any difference in pre and post training? 10. Any suggestions you would like to give?

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QUESTION NO.1

NO YES COMMENT

YES 70%

NO 20%

COMMENT 10%

Approximately there were 70% of the team members who had expectations from the training program. Some of them were of the opinion that they have gained awareness as to how they should adopt them self to the new environment, technical development, productivity, how to reduce wastages and scraps, maintain discipline. They have also look forward for better efficiency in their various work fields. Their were 20% of the total sample size of 100 team member who didnt have any expectations from the training program. They were of the opinion that the company forces them to go for the program so did they whereas on the other hand there were some who said that the program lacked any type of technical training so they were not interested. They also said that there were no variations in the program. On the other hand 10% team members who were indifferent towards the program and said We can take time out of the program to wind up our personal engagements as bills, fees and take short naps in airconditioned training center.

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QUESTION NO.2

no where society work place domestic

WORKPLAC E

DOMESTIC

SOCIETY

NO WHERE

39.4%

33.49%

24.63%

2.46%

Herein, the team member were of the opinion that the program had effected their behavior at workplace, wherein they had started working with better coordination and cooperation among the co-workers and were also able to minimize wastage, ensure safety, false detections, cleanliness, productivity and also developed positive attitude whereas some were of the opinion that it also effected their lifestyle either society and domestic life either family.

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QUESTION NO.3

YES NO

YES 29.5% 70.5%

NO

Herein, there are 29.5% of the employees who say that they have faced difficulty in applying whatever they have learned at their workplace. They were of the opinion that they need to compromise as there are many who are still unaware, so practical usage is not possible. Some also say that implementation is not possible at management level. Sometimes they face technical problems also but these are sooner or later solved by the managers. To add, there are also restricted facilities provided to them at shop floor so this also acts as a hindrance. On the other hand the major chunk of about 70.5% said that they did not face any problems. Management is very cooperative so they can easily apply and implement what ever they learn at work.

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QUESTION NO.4

yes no depends

YES 89.5%

NO 5.50%

DEPENDS 5.50%

89.5% of the people are of the opinion that there should be training as it is very useful as it increases productivity, quality and way of doing the work also rises out. Moreover it also minimizes wastages and scraps. Their were 5.50% of the chunk who say that training is not useful. As they do not provide something which is very different but provide which they already know. So training is not useful for them. Then there are 5.5% of team members who are of the opinion that training is useful only if managers also attend the programmes.They should also help them in understanding and implementing the learned concepts.

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QUESTION NO.5

yes no

YES 87%

NO 13%

Approximately 87% of the team members look forward to companys training programmed as they get to know the companys standing position, progress and stake. Along with this they also get to know ways to increase productivity, quality and better/good living. Even the time interval between two schedules should also be reduced. In other words the frequency should be increased. To add on, they are of the view that programmers should not be repeated and should be made more interesting. However some said that they have no interest in training as only those people are sent who are idle and do not have any work. They want to go for the programmed but management doesnt give them any chance to go for it. So now they have no interest in going. Some added that they are not interested as they cant implement what they are taught. So it seems of no use to them.

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QUESTION NO.6

YES NO partially

YES 75% 14%

NO

PARTIALLY 11%

Majority of the work place is satisfied with the kind of training being imparted in the company. They say the faculty is good and well educated.Whereever they talk is understandable as it is both Hindi and English. It is easy to comprehend. Where some of them are of the view that the faculty is not up to the mark, barring a few as Mr. MP Sharma (success through positive attitude)and Mrs. Saroj Sharma(good living and health awareness).Rest are not very knowledgable.Also they are not able to answer the queries of the team members. Even at some time they dont listen to the workers, only keep speaking. This is not like by the team members.They also added that they should not get internal faculty but should hire external ones who are knowledgeable and more professional. And then there are some who find the training program average but not up to the mark. According to them it can be made better by adding audio visual aids to it instead of only OHP.Moreover it should have wider scope by teaching different programs from time to time both behavioral as well as technical.

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QUESTION NO.7
8000% 7000% 6000% 5000% 4000% 3000% 2000% 1000% 0% >60 60-70 70-80 80-90 90-100 Column 1

>60 71%

60-70 9%

70-80 8%

80-90 5%

90-100 7%

What ever is taught to them is retained up to 60% by major chunk of 71%.There are many who retain less also but since they are provided with a notebook and pen at the training center, it adds to their convenience. So we can say that approximately 9% of the team member retain between 60-70%.The reason behind this less retention rate are many such as Repeated programs Faculty Difficulty in implementation Age factor Lack of management interest Time gap between schedules

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QUESTION NO.8

STPA PPBR TS16949&TPM GL & HA BHKKA ATMAMANTHAN NONE

STPA PPBR

TS16949& TPM 15%

GL& BHKKA HA 24% 2%

ATMA MANTHAN 2%

NONE

44%

11%

2%

There are various training programs provided to the team members including both behavioral and technical training. According to 44% of the workers success through positive attitude by prof. MP Sharma is liked by major chunk as according to them inculcates in them positively and they view life in a better manner. It also helps them to maintain discipline which reduces the absenteeism and grievances. It provides them with a better outlook. Then there are approximately 11% of the worker prefer personal productivity for better results. Herein they gain and increase the productivity which ultimately increases the quality of working and hence leads to the better results.

Next 15% of the total prefers TS16949 & TPMin which they are trained for better usage of machines. They are trained to work with latest technology and updated with new trends in the market. This also teaches those ways to minimize wastages & scraps and learn new short cuts in doing their jobs
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with better efficiency. Also reduces accident rate and teaches them better way of using their machines and appliances. Next, is good living and health awareness liked by approximately 24% of the total population. This has taught them to lead a proper and safe life. It teaches them for healthy living both at their workplace and at their homes. Then 27% like Bichardhara hi karya ki addarshila and Atmamanthan. In last there are 2% of the whole who dont like any of the arranged programs. They say that it is boring and there is nothing new to add on. Whatever is taught is already known to them.

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QUESTION NO.9
Concerning changes observed pre and post training they are of the opinion that there have been many positive effects in their way of living as well as working. They are of the view that they view life positively. Training has disciplined them. There is lesser absenteeism. One of them said that initially they couldnt work properly and werent well behaved. But after this there has been a total change in their behavior and productivity. They have gained knowledge regarding PF and Gratuity. Moreover productivity and quality has also increased. They are able to work at improved pace and have also learnt short cuts in doing jobs. This has increased their efficiency. There has been a reduction in accident rates. However some are of the opinion that there has been no change via training as whatever was taught to them was already known to them. So there was nothing to new to learn which could actually get some change in them.

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QUESTION NO.10
In order to improve the training programme, the suggestions given by them were as under: Every one should get a chance to attend the programmed. A proper serial order should be made which would include each and every team member. More and proper technical training should be provided. They should be provided with audio visual aids rather then OHP. Moreover training giving should be identical as in There should be similarity in age, experience and the technicality. There should be better faculty which should preferably be external. Management should attend the programme. There should be lunch provided at the same time. It should be made rather interesting and should have more practical application. Programs should not be repeated. There should be Variations in the program. It should be continuous and not for a day, but for a specific time period. These were the specific suggestions given by them. Some are of the opinion that the program is good and does not need any improvement.

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SUPERVISORS INTERVIEW QUESTIONS

1. What differences have you observed in the pre and post training of the employees? 2. Did the participants change their behavior based on what was learned? 3. Did the change in their behavior affect the organization positively or negatively? 4. Are they really applying the newly applied skills on the job? 5. How did you help them in applying the knowledge on the job? 6. What are the various problems faced with the team members regarding training? 7. Which of the following has been affected the most by the training program: Grievance reduction Accident rate Absenteeism Sales volume Employee suggestions 8.Do you think the training is useful? (Y/N) 9. Any suggestions you would like to give?

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ANALYSIS OF MANAGERS INTERVIEW

QUESTION NO.1
Talking about the changes observed in pre and post training the managers was of the view that there have definitely been changes in their attitude and behavior. Initially there were work denials which are no more. Even their working capacity and productivity has increased. They have developed a positive attitude. Moreover training also increases their awareness. At the same time some were of the opinion that they are totally unknown to the training program as they are not sent along with he workers. So they have no knowledge as to what is being taught to them at the center. So they have no idea regarding the training program. So they are not in a position to judge/analyze the changes in the team members.

QUESTION NO.2
Yes, there has been a drastic change in their behavior after their training program whereas at the same time some do believe that there has been no remarkable change in them. The change is quite negligible.

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QUESTION NO.3
This change has been positive for the organization. According to them 90-95% there has been positive effect on the organization and rest 5-10% have negative influence is due to the IR problems and some difference regarding agreements. According to them the capacity has increased hence positive effect. Initially they used to leave before time but now they work properly during working hours.

QUESTION NO.4
Approximately 80% of the team members do apply the skills and as a result their quality of working has also been increased.

QUESTION NO.5
According to them team members cannot work independently. They need total co-operation from management which is provided to them. If there are some problems regarding machines they do help them in resolving such problems and maintaining quality and production level. On the other hand some were of the opinion that as they are ignorant about the happening at their centre. They are not in a position to help the team members to implement their knowledge at the workplace. Hence they are not able to help workers.

QUESTION NO.6
There are minor problems as in workers willingness to go for the program. They are not willing to go for the training. Else there are not any problems.

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QUESTION NO.7
There has been a reduction in accidents and absenteeism and the suggestions has increased from an average of 4 to 10 approximately.

QUESTION NO.8
According to the viewpoint of the managers the training program is useful for the team members and must be organized on a continuous basis.

QUESTION NO.9
According to them following suggestions need to be entertained: There should be a specific area of training being provided. Training volumes should be increased. There should be better faculty provided for it who are more knowledgeable and updated and can answer the queries of the workers. Trainers should not be internal as this hinders professional relationship. There should be continuous training provided to them. At last manager should accompany the team members group for training as they will hence have knowledge regarding the training program.

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FINDINGS OF THE STUDY

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From the project on TRAINING EFFECTIVENESS it is clear that the managers are very unsatisfied with the training schedule. They also wish to be a part and parcel of the program. They look forward to the training program. According to them they should also accompany the team members. Moreover the management should also entertain their suggestions. The managers do not have any knowledge of the programme. So they dont give any weight age to it and hence are unable to help the team members and cant implement the same at workplace. This results in lack of analysis in pre and post training in the behavior and attitude of workers and lack of knowledge. Coming to the effect of training on the team members is almost average, as some find it boring as the faculty is unable to bind the interest of the team members. Moreover ,they are in a need of technical training than the behavioral ones as there are already a lot of behavioral training being provided at the training center. Even there are many workers who have not attended training since a long time. Only those people are sent who are idle. There is no systematic schedule. Proper need is not identified. So many are ignored and are not sent for the programme. Moreover there is a lot of repetition in the programme. There is very less variation in the program. Same things are taught to them now and then. So they feel very boring. They say that they are already aware of whatever is taught to them in the due course of the training program. However, training has also affected them positively. It has inculcated in them a sense of positively and has raised their way of living both domestically and at workplace. Their quality of work has increased. There has been a reduction in accident and absenteeism rates. Moreover there is no biasness as all the team members. There is no feeling of superiority. Everyone is being treated equally. Another interesting finding of the project is that there is only use of OHP. There is no use of any kind of audio visual aids to help them in understanding in the program.

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59

SUGGESTIONS/RECOMMENDATIONS
As far as any business organization is concerned their main objective is to earn more and more money for the expansion of its wealth. More and more money could be earned when the organization is able to get maximum output from the minimum input, but the minimum input could be converted into maximum output only when the employees are very much skilled in their field. Therefore to improve their skills they should be trained or we can say training must be provided to them so that they can co-op with the changing environment. The various suggestions/recommendations are as follows: There should be lesser repetition in the programme. One program should be taken at the most 2-3 times. This will hold the interest of the team members Everyone should be given a chance to go for the program. Preferably there should be a serial order in which they should be sent, so that every one gets a chance to attend the program. One manager should accompany the team members so that he can also get a fair idea of the program. Then they will be in a better position to help the workers in implementing their knowledge at the workplace. Team members should be provided with technical training and not only the behavioral.

There should be audio-visual aids to make it rather interesting and bind

the interest of the team members in the program. Some new programs regarding the shop floor activities should be introduced along with the machine programming knowledge.

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 The problems of the team members regarding the learned things from the program must also be entertained.

There must be provision of lunch in the training center. Top management must entertain the suggestions of the team members or
we can say that there must be some feedback procedure which will help both the team members as well as the organization . The training faculty must be external ones and not always the internal. The faculty who is supposed to provide the training should be the experienced one. He should have the full knowledge of the subject. As the company and the employees are interrelated with each other, so the training provided should be both employee and company oriented. Training provided to team members must be on the job.

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62

CONCLUSION
After going through the whole training program schedule of the company I concluded that the training program organized is o.k. and not up to the mark or we can say that it is not very much efficient and is lacking in certain areas which are being identified by taking the various interviews of the managers and the team members. So in a nut shell the prominent reasons for the lack of effectiveness are that there is no proper serial order, so many of the workers have been left without training. Moreover the managers are totally unaware hence are unable to help the team members implement their learning at the training center. At the same time the faculty at large is unable to bind the interest of the team members as it get to be boring and is repeated from time to time. It lacks newness. Even there is scarcity of technical training to the team members. The behavioral training provided at the same time is quiet remarkable as there has been a positive change in the attitude and behavior of the team members.They view life with greater positively. Moreover thus quality of working and productivity has also increased with minimized wastage and scraps.

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64

BIBLIOGRAPHY

Name of book
1. Personnel management 2. Training in orgn 3. Human resource management 4. Personnel and HR management

Author
C.B. Mamoria Dooner Gary Dessler Ashwthappa

Websites searched
www.escortsagri.com www.businessline.com www.indiainfoline.com

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INTERVIEW QUESTIONS
1. Were there any expectations from the program? If yes- comment If no- then what have you learnt from this. 2. Have you implemented any of the above mentioned learning? At your - Workplace - Society - Domestic 3. Did you find any difficulty in using it at the actual place? (Do specify one) 4. Do you think training is useful (Y/N)? Comment. 5. Do you look forward to company training program? 6. Are you satisfied with the presentation style/ behavior of training faculty? 7. How much of learning you are able to retain after program? 8. Which is the following training program you like the most? Success through positive attitude Personal productivity for better results TS 16949 & TPM Good living and health awareness Bichardhara hi karya ki adhaarshila Atmamanthan 9. Do you observe any difference in pre and post training? 10. Any suggestions you would like to give?

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SUPERVISORS INTERVIEW QUESTIONS

1. What differences have you observed in the pre and post training of the employees? 2. Did the participants change their behavior based on what was learned? 3. Did the change in their behavior affected the organization positively or negatively? 4. Are they really applying the newly applied skills on the job? 5. How did you help them in applying the knowledge on the job? 6. What are the various problems faced with the team members regarding training? 7. Which of the following has been affected the most by the training program: Grievance reduction Accident rate Absenteeism Sales volume Employee suggestions 8. Do you think the training is useful? (Y/N)

9. Any suggestions you would like to give?

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