A SUMMER TRAINING PROJECT REPORT ON

At

VERKA MILK PLANT, BATHINDA

Submitted to

Punjab Technical University, Jalandher

In partial fulfillment of Master of Business Administration

Under Guidance of: Ms. Navdeep Kaur Er. Lecturer

Submitted By: Manpreet Singh M.B.A. 3rd Semester Roll no.-11805

Department of Management Studies Bharat group of Management & Technology 2011-12

STUDENT DECLARATION

I, Manpreet Singh, hereby declare that the summer Training project Report entitled Training & Development submitted in the partial fulfillment of the requirement, of Master of business administration to Punjab technical University, Jalandher through Bharat Group of Management & Technology. Bathinda is my original work and the same has not been submitted to any other institute for the award of any other degree and the suggestions as approved by the training guide and supervisor are duly incorporated.

(Manpreet Singh)

Bharat Group of Management & Technology

Khera Khurd, Sardulgarh 151507 Ph: 01659-216800, Fax 216700

GUIDE CERTIFICATE
This is to certify that Mr. Manpreet Singh class roll no. 11805 a student of Master of Business Administration in Department of Management Studies, Bharat Group of Management & Technology, Sardulgarh(Punjab), has successfully completed the training report on Training & Development under my guidance towards the partial fulfillment of her Master of Business Administration Degree.

(E r. Narender kumar) Head Deptt. Of Management Studies Studies

Project Guide: (Ms. Navdeep kaur) Er. Lecturer Deptt. Of Management studies

ACKNOWLEDGEMENT

Success in any endeavor calls for co-operation and guidance from seniors and colleagues.

Concentration, dedication, hard work and application are essential but not the only factor to achieve the desired goal. Those must be supplemented by the guidance assistance and cooperation of experts to make it success I am extremely grateful to my institute for providing me the opportunity to undertake this research project in the prestigious field. With profound pleasure, I extend my extreme sincere sense of gratitude and indebtedness to my faculty for extensive and valuable guidance that was always available to me ungrudgingly and instantly, which help me complete my project without difficulty. I express my deep and sincere gratitude to Ms. Navdeep Kaur faculty member for providing me first hand knowledge about other related subjects. Last but not the least I am indebted to Mr. Narender Kumar, head of Deptt. of our institute without whose sincere gratitude this project would not have been possible. Manpreet Singh Roll no. 11805 MBA 3rd sem

CONTENTS

Sr. No.

Title

Page No. (s)

Acknowledgement Preface Introduction of Verka Introduction Development Research Methodology Analysis and Interpretation Conclusions and Findings Annexure (s) Sample Questionnaire of Training &

1 2 3 4 5

PREFACE
There is a wide gap between formal teaching at various institutes and the actual practice in various business setups. Hence, it is imperative to bridge this gap more so when the latest development in science and technology coupled with globalization has made the business environment more competitive. The M.B.A. Programs has its research report so as the student can began to have the feel of business environment right in the beginning and apply there theoretical. To help the student develop better understanding of the concepts and questions already raised or to be raised subsequently during the research. To cultivate proper temperament and to generate much needed moral. To help student stop comprehend practical aspect of an industrial organization so as to enable them identify their strong and week points in the following and appreciating organizations activities. To acquaint student with job performance standards. In the nutshell it could be taken as the beginning of the process in doctrinarian in to the ways of business organization.

CHAPTER-1 INTRODUCTION OF VERKA

VERKA

THE PHILOSOPHY BEHIND ESCORTS E IN ESCORTS IS ENTERPRISE THE HEXAGONAL SYMBOL IS A SYMBOL OF PRODUCTIVITY, PRECISION, WHEN INTERPOSED WITH A NUT. SPRAINS SUPERIMPOSED ON THE HEXAGON REPRESENT THE WORKS AND PEOPLE OF THE ESCORTS.

VERKA MISSION

We, at Escorts, are committed to continuously innovate and offer technological excellence to our customers. Our dedication to quality has helped us gain a foothold in the market and we intend to capitalize upon the latest CPCB emission compliant certification to further strengthen our market share. We strive to be the strongest and most respected engineering company in the country. We will achieve this by clearly positioning ourselves in a competitive environment; enhance our brand equity through international quality products, market leadership, enlarged customer base, better cost controls, and pricing opportunities. We feel responsible to our employees. We must respect their dignity and recognize their merit. Each one of us must uphold the core value of professionalism, commitment, and integrity in keeping with the highest tradition of the company. Our final responsibility is to our stakeholders. Business must make a sound profit and thus be investor attractive. We must experiment with new ideas,

new facilities, and new products. When operate on these principles, the stakeholders should realize a fair return.

ESCORTS A PROFILE

Two brothers Late Shri Yudi Nanda and Late Shri Hari nanda with little else but guts, imagination and a determined will as their main capital, made a small beginning for a dynamic enterprise in 1944. The foundation of Escorts Limited was laid in the formation of Escorts (Agents) Ltd., on 17 October 1944 and of Escorts (Agricultural and Machines) Ltd. in 1948. These two were merged in 1953 to form Escorts Agents Pvt. Ltd. The Companys incorporation in its present name, Escorts Ltd. was effected on 21 December 1959. Having started initially as a franchise for Westing House domestic appliances, Escorts has come long way in manufacturing and marketing a range of products. It has pioneered farm mechanization in India through import and distribution of agricultural tractors. The manufacturing operations commenced in 1954, and since then a wide range of new products have been introduced in the country. In over five decades Escorts has grown to become one of the top industrial conglomerates in the country. The Escorts Group is operating in the Field of Agri Machinery, Railway Equipment, Auto suspension Products, Construction and Material Handling Equipment and Financial Services.

JOURNEY OF VERKA

1947-After partition the registered office of the Company was shifted from Lahore to New Delhi. The name of the Company was changed from Escorts (Agents) Pvt. Ltd., to Escorts Ltd. upon its conversion into a public company. 1959 -The Company was incorporated on 21 December, at Lahore. The Company manufactures motorcycles, tractors, automotive parts, railway shock absorbers, agricultural implements, X-rays equipment, heating elements, etc. The Company has been functioning as a representative of well-known foreign manufacturers like M.A.N. Company of the United States, Massey Ferguson of the United Kingdom and Canada and several others. 1964: Introduction of piston pins. 1969: Escorts collaborated with Ford motor co. USA. 1977: Escorts in collaboration with Mikuni of Japan started assembly of Mikuni Carburetors at ESCORTS AUTO COMPONENTS LTD., Faridabad 1979 -The Company concluded an agreement with AndhraPradesh Scooters Ltd., to produce Rajdoot motorcycles in their plants at Hyderabad for distribution in Southern States.

1984: Construction of Surajpur plant for the manufacture of 100cc- bikes. Launched 350cc bikes in the market all over India. 1985 - The Company commissioned a project for the manufacture of 1,50,000 - 100 cc motorcycles per annum in technical collaboration with Yamaha of Japan. 1986 - The Company undertook expansion of the installed capacity of shock absorbers to 15 lakh. Numbers, in technical collaboration with Bilstein AG of West Germany. The Company also introduced disk brakes for Indian Railways. 1993- The Escorts Group of companies had revenues of Rs. 16.5 billion (US$ 513 million); Escorts Limited revenues were Rs. 9.82 billion. 1995-Escorts JCB Ltd., Escorts Class Ltd., Escorts Automotive Ltd., Escorts Heroin Ltd., Escorts Communications Ltd., Escorts Construction Equipment Ltd., Escorts Finance Investments & Leasing Ltd. are all subsidiaries of the Company. 1997 -The Company undertook to set up a tractor plant with a capacity of 18,000 tractors p.a. with a total cost of Rs 200 corers at Ranjangaon in Maharashtra. - The Company has entered into a joint venture with Carraro SPA of Italy and promoted a joint venture company under the brand name Carraro India Ltd. to manufacture transmission to be used in its higher HP range of tractors at a cost of Rs 110 crore. - Escorts Ltd has recently entered into a joint venture agreement with Yamaha Motor Co Ltd of Japan for setting up a new venture Escort Yamaha Motor Ltd (EYML) on the basis of equal participation in capital.

- Escorts Yamaha Motor Ltd (EYML), has been awarded the ISO-9001 certificate by TUV Bayern for its manufacturing facility at Faridabad. - The company has signed a MoU with Long Manufacturing Inc.The Companys turnover declined to Rs.1319.70 crores due to depressed market conditions. 1999 -Escorts Ltd, the second largest tractor manufacturer in the country, is set to launch its new tractor, Farm track 45, in the US next month after a silent entry in the domestic markets in August last. The fall in profits is mainly due to the Labour strike, which lasted for 70 days and resulted in production loss. 2000 -The Company has approved the proposal to divest 24 per cent equity in Escorts Yamaha Motor Ltd (EYML), a joint venture between Escorts Ltd and Yamaha Motor Co. (YMC), Japan, manufacturing a wide range of motorcycles in India for the domestic market and exports. 2002 -Escorts Ltd on July 12, 2002 announced the divestment of its equity in Escorts JCB Ltd & Escorts Class Ltd favors its joint venture partners, J C Bamford UK and Class (Germany) respectively. 2003-The company entered into an agreement with UCO Bank, to provide 100 per cent finance to farmers buying tractors. -Escorts Ltd sells off its stake in Escorts JCB. 2004 -Escorts Boards decides to sell holdings in mobile telecom subsidiaries to Idea Cellular -Escorts Ltd has informed that Mr. Anil Nanda has ceased to be Managing Director of the Company. He will, however, continue to be a Director and Vice Chairman of the Company. 2005 -Escorts wins $8.5-m tractor order from Ghana. Escorts Ltd has acquired its Polish joint venture partner, Farmtrac Tractors Europe. Escorts` US subsidiary team up with SAME Deutz-Fahr Italia.

AUTO SUSPENSION PRODUCT DIVISION

ESCORTS pioneered the manufacturing of automotive shock absorbers in India, back in 1966 with world-renowned technology from Fitchel and Sachs (now ZF Sachs), Germany. Over the years, Escorts has maintained its leadership through continuous improvement in manufacturing technology and expansion of product range to cater to OEMs of all vehicle categories, including passenger cars, commercial vehicles, multi- utility vehicle, motor cycles, scooters, and mopeds. In the after market, over 300 dealers, 10000 retailers and over 200000 workshops / garages from a strong distribution network to serve the value end user. Escorts quest for technological excellence through in house R & D efforts got a further boost when it entered into a long-term technical collaboration with Kayaban, Japan in 1998. The auto Suspension product division, located at Faridabad, on the outskirts of Delhi, has state of the- art manufacturing facilities with annual production capacity of 5 million shock Absorber, Front Forks and mc Pierson Struts. The division has a modern R&D center and quality lab. Deploying latest Servo hydraulic Testing system (MTS) and drum rigs for durability of life tests. Stringent quality control is exercised through computerized testing of multi speed-damping characteristics on the production lines. The quality system of the division is certified to ISO/TS 1694:2002, the latest and most comprehensive international standard for Quality. SHOCK ABSORBERS FOR two & three WHEELERS 1MOTOR CYCLES: TVS Suzuki, Yamaha RXZ, Hero Honda Splendor, Bajaj Pulsar, etc. 2SCOOTERS: Bajaj Rear, LML Rear, LML front, Kinetic Rear and Front, etc. 3STEPTHROUHS / MOPEDS: Bajaj M-80 Front, Bajaj M-80 Rear, TVS Champ, Kinetic Luna, etc. 4THREE WHEELERS: Bajaj 3 wheelers Rear and Front.

Front Forks and leg assemblies for two wheelers

EXPORTS
Auto Suspension Products Division has significant exports to SriLanka, Vietnam, Africa, and Europe both in the OEM and replacement markets. EXCELLANCE THROUGH R&D Auto Suspension Products Division is equipped with a modern state-of-art R&D where engineering experience blends with innovative talents to continuously upgrade product performance, optimize costs develop products as per stringent requirement of OEMs and other customers. QUEST FOR QUALITY At Escorts, Quality is a discipline that is inbuilt into every little component, into every routine operation in the manufacturing process. The products undergo stringent quality tests for damping forces at multi-speed and endurance tests in live with international standards. 1Microscope 2Precision Measuring Facilities 3Roundness Measuring 4Profile Projectors 5Spring Testing 6Outer Tube Inspection 7Surface Finish Testing

CHAPTER-2 INTRODUCTION OF TRAINING & DEVELOPMENT

TRAINING AND DEVELOPMENT

Training referred to as teaching specific skills and behavior. It is usually reserved for people who have to be brought up to performing level in some specific skills. Development, in contrast, is considered more general than training more oriented to individual needs in addition to organization needs it is more often aimed towards management people. Training is the organized procedure by which employee acquired knowledge and or skill for a definite purpose after they have selected, placed and inducted in an organization. It is there art of increasing the knowledge and skill of an employee for doing a certain job. The three important elements of training are employee job and organization. Training is to be designed to meet the specific jobs in an organization.

OBJECTIVES
To establish system of continual development of the workers as well as of managers in terms of skills, knowledge, attitude processes for improving organizational effectiveness and product quality with particulars attention to the satisfaction of the customers. 1To impact knowledge of new recruits 2To impact skills of the new employees which are needed by the organization 3To developing better behavior patens which are appropriate to their jobs and responsibilities 4To increase efficiency and morale 5For promotion to provide successors 6To increase potential

Training means
T - to be in time on your seat R - Remain attentive all the time A - Actively participates I - Interact for clarity N - Note point difficult to memorize I - Improve listening habited N - Never neglect the program G - Gain as much as you can Training should be continuous and progressive designed too increase the individual potential of maintenance staff members and to form them into a technically quality and well organized efficient team. The objective of a training program must be well defined clearly if it is to succeed and the areas in which it is most needed must be identified.

TYPES OF TRAINING
1Organizational Training :- To meet Organizational objectives. 2Individual Training :- Enhance individual knowledge, skill and his/her traits. 3 Functional training :- To fulfill particular function. 4 General Training :- To provide awareness.

TRAINING METHODS
ON THE JOB: - Training is provided when employees are at the actual work place. It includes Apprenticeship, vocational trainee, Freshers etc. through1Job Instruction 2Coaching 3Mentoring JOB ROTATION: - The training involves the movement of trainees from one job to another. It is for workers as well as executives and above. OFF THE JOB: - The trainee is separated from the job situation and his attention is focused upon learning. It is for all employees and it is done through1Lecture method 2Conference/discussion 3Programmed instruction

FOR EXECUTIVES AND ABOVE No one is perfect and especially in present competitive scenario where rapid changes in technology and old skills may get outdated. For top level training, Either it is arranged inside the company or they have to go outside. Listing of training needs from Annual Performance Appraisal form. It is based on individuals traits. FORWORKMEN They deal in hazardous areas like wielding, paint shop, operation of heavy machineries etc. So special training programs are arranged by ER department for their safety and to introduce them with new technology and tools. Trainer can be internal as well as external.

SHEDULE TRAINING: Such trainings are scheduled for probationary employees who are going to be permanent in company. It is normally for one year. Within every two months, HOD measures the performance and required training is given to employee. CALENDER TRANING: These trainings are for permanent employees. Listing of training needs from Annual Performance Appraisal. ER department is responsible for venue and time, information to related department, co-ordination between trainee and trainer, arrangement of tools and material needed for training, to motivate trainee to ask the questions and give feedback about the program.

Employee training and development process

Training plan essentially involve seven step namely 1.Determining training needs 2. Establishing training polices 3. Setting goals and objective of tanning 4. Preparing training budget 5. Deciding about the training venue 6. Deciding about the methods and techniques to be deployed in training 7. Determining method- of evaluation training.

1. Determining

Training needs:

The first step in training is to what training, is any, is required the main task in assessing the training needs of the new employee if determine what the job entails and to break it down into subtasks, each which is then taught to the new employee. Assessing the training needs of current employees can be more complex. Since there is an added task of decide whether or not training is the solution. According to Thayer McGhee training needs can be identified though the following types of analysis. 1.1 Organizational analysis: It involves a study of the entire organization in term of its objectives, its resources, resource allocation and utilization growth potential and its environment. Its purpose is to determine where training emphasis should be placed with in the organization. Organization analysis consists of: 1.2 Analysis of objective: This is a study of short term and long term objectives and the strategies followed at various levels to meet these objective general objectives need to be translated into specific and operational in the light the changing environment. 1.3 Manpower Analysis: In manpower analysis. The persons to be training and the changes required in the knowledge, skills and aptitudes of an employee are determined. There are three issues to be resolved in the analysis: 1Whether performance is satisfactory and training is required. 2Whether the employee is capable of being trained and the specific areas in which training is needed. 3Heather training will improve the employees performance on the job. It needed to be emphasized that all training must be directed towards the satisfaction of the defined needs for the company as a whole, for specific function or groups of employees for individuals.

2. Establishing training policies:

Companys policies play a vital role in the formulation and designing of a training programmed. Every organization should have a well established training policy. Such a policy represents the top managements responsibility for training of its employees and comprises rules and procedures governing the standard and scope of training and development.

3. Setting Goals and Objectives of Training:

Once specific training needs have been determined and policies relating there to established, stage come for setting goals and objective of training for filling these needs. Broadly speaking, the immediate objective of training is to help an employee to improve performance on his present job. Long range objective are to guide the qualified man in preparation for positions involving great responsibilities. Major type of Goals and objective Are: 1Performance objectives: Relate to individual performance in terms of both efficiency and quality, organization's effective performance with in allocated funds while also keeping in view the fulfillment of corporate objective and amount of benefits derived. 2Reaction objective: These are primarily subjective in nature. Participants being very much alive to the learning situations give expression to their feeling and come out with reactions about the training programmers. This helps improving, programmed content and instructional method. 3Personal Growth Objective: indicative of stimulating felling self confidence, self competence, self image and other aspects realization.

4. Preparing Training Budget:

Preparation of training budget is specifically concerned with the funds to be provided for the training for carrying out the training action as envisaged in the plan.

5. Deciding about the Training Venue:

The Decision about the training venue depends invariable on the type training to be given. For in company and on the job training, the venue name is the plant itself. In the case of- off- the job training and training through, sources, the venue of the training will be the place where the agency is located.6. 6.

6. Deciding about the Method and Techniques too is deployed in training:

Broadly speaking, the training method and techniques vary unorganized system of learning from working colleagues to more system method of instruction through programmed texts. No wonder, training range from highly specified induction is the procedures to be adopted performing a particular job, to very general instructions concerning economics unsocial. Factors that generally matter in the selection or choice of a particular method or techniques for training are: 1Depth of knowledge, nature of the skills called for in particulars to be filled. 2Background of the trainee for assessing their capacities by the polices and ascertaining their aptitudes. 3Various kinds of operative problem confronted by the organization or for achievement of any other specific organization objectives compel them to bring in use particular method and technique 4Consideration of facilities by way of cost, time, material, equipment etc. as available for particular training and for particular situation Number of persons to be trained and developed. In making use of these method and techniques, it required exercise the best of discretion and judgment by the trainers or instructors, to this method, in accordance with the need of the specific jobs. The individuals and the group, of course well balancing the advantages and disadvantage particular method or techniques/ method or techniques and keeping in view specific objective of the organization as well.

7. Deterring method of evaluation Training:

Evaluation training is fundamentally concerned with the extent achievement of objectives as set out in the training plan. It is the measurement of the effectiveness of performance after training and collecting useful feedback for future training. There four methods successfully employed for the evaluation of training are: 1Judging and measuring reactions of participants is various aspects outlined in the training programmed. 2Assessing and measuring. How far the learning has been gainful and effective, that is, what exactly has been achieved by way of knowledge, understanding and skill by the participants. This is done by means of tests.

TRAINING EVALUATION
Once training is, completed feedback is obtained to have a general feel of the program covering areas like contents of the program and relevance, knowledge and capacity of training faculty to deliver, suggestions for improving the program etc. Also to what extent the training has been effective in helping the trainee is evaluated with a feedback taken from department manager/head through a structured form. Any lack of progress by employee shall require him to again undergo training in that area.

IMPLEMENTATION SUGGESTION AND IDEAS

Feed back taken from employees are used for further improvement of the training system through implementation of suggestion and ideas. NORMAL STRENGTH OF TRAINEE IN A PROGRAME- 13 TO 15 (not more than that) SAFETY TRAINING PROGRAME Trainer- O.P. Singh 17 may 2008 Trainee- Workers, executives and above

Summary: He focused on Hazardous areas, give reasons of accidents like 1Anatomy 2Psychology 3Physiology Tell employee to opt safety systems while doing job 1Personal Productive Equipment (PPE) 2Work Permit 3Earthing System 4Testing of Equipment MERITS OF THIS PROGRAM 1Make employee aware about the safety system. helps in avoiding accidents. 2Give opportunity to discuss the problems. DEMERITS OF THIS PROGRAM 2There was no arrangement of proper material. 3Training was for all employees but only DETs and workers were present. 4Trainees were not punctual. Workers StatementManagers should ask time to time about our requirements. He must understand our physical as well as our mental situation. It

5s TRAINING PROGRAMME
Trainer- Mr. Rajeev Chauhan 26 may 2008 Trainee- All employees Summary5s, there are 5 Japanese word which initially starts with letter S. 1Seiri (segregation) 2Seiton (systematic arrangement) 3Seiso (cleaning) 4Seiketsu (cleanliness) 5Shitsuke (self discipline) 6It includes Time study and Motion study. 7It mainly focused on Right place for each product and cleaning 8It can avoid the rusty and dusty atmosphere in company Systems, which are followed in company, are 1.Ist piece approval 2.Single flow system ADVATAGES OF 5S 1Safety Assurance 2Increase Quality and Quantity 3Save time 4Reduce time

DISCUSSION PHASE

Training should be given to workers not job hoppers. Once they are getting all experience from company and shift to other company but workers are permanent. In production, unit lot of stock, waste, and unwanted material is there, so managers should transfer it into other place. Each individual is responsible for cleaning and systematic arrangement. No work is small or big. There is no co-ordination between managers and workers. HOD should nominate trainees name before training.

CHAPTER-3

RESEARCH METHODOLOGY

Research Methodology
Objective of the project 1To know that company believe that is training is helping them or not 2Did training help employee to develop there knowledge or skills 3Whether training help in increasing the work efficiency or not 4What is the quality of Knowledge Company providing to the employee. 5To asses the level of satisfaction with the existing training policy of the company.

Methods of Collection of Data

The main instrument for collecting data is a structured questionnaire prepared for eliciting the opinions of employees about the training programme.

Techniques of Analysis of Data

Primary Data:
Primary data are those, which are collected afresh and for the first time, and this happen to be original in character. Primary data collected by survey (questionnaire), observation method, through personal interview. As I use all these for collecting data.

Size of sample:
A sample of 100 is selected for the research purpose. Universe size = 250 Sample = 100

Region covered: BATHINDA

Principal of evaluation
The evaluation is based on the following principals 1Evaluation specialist must be clear about the goal and purpose of evaluation. 2Evaluation must be continuous. 3Evaluation must be specific. 4Evaluation must be based on objective method and standards.

Criteria for evaluation

1Measures of reactions: reaction measures asses the degree to which trainees has mastered the concepts, knowledge and skill of the training. 2Learning: permanent change in behaviors of employees bye training. 3Behaviors change: behaviors indicated the performance of learners. 4Organizational results: the purpose of collecting organization result is to examine the impact of training on the work group or the entire company.

Limitations
During the entire project there were a few limitations, which were faced by me, some of them are mentioned below: 1. Some managers were not interested in sharing the required information with us as it was their confidential matter and they show no interest to disclose to us or make it public. 2. Our scope of study was our main constraint though the subject is vast we had to confine to only our objectives in the aim. 3. Time also proved to be a major constraint in collection of data, as everything had to be done in a very limited time period to avoid delays, this factor also proved to be a major limitation of my research. 4. Some respondents are unwilling to talk. Some respondents either do not have time or willing does not respond, as they were very busy. I had done my best within my limitations to do justice to my project.

CHAPTER-4

DATA ANALYSIS AND INERPRETATION

Q1. Was the training content related to your work ? Response collected: Strongly Agree 30 Agree 60 Some agree 0 what Disagree 10 Strongly Disagree 0

70 60 50 40 30 20 10 0 Strongly Agree 30

60

10 0 Agree Some w hat agree Disagree 0 Strongly Disagree

According to this chart 10% of the employees says that disagree .60 % of them agrees whereas 30% of them strongly agree that the training content was related to their work. Now the conclusion that we draw is that more than 90% of the employees says that training content was related to their work. Q2. Escorts imparts/Provides training to all its Employees? Response collected: -

Strongly agree 50

Agree 20

Some agree 20

what Disagree 10

Strongly disagree 0

60 50 50 40 30 20 20 10 10 0 0 Strongly Agree Agree Some w hat agree Disagree Strongly Disagree 20

According to the chart of the employees say that they strongly agree that company provides training at all its employee. The conclusion that we draw is that more than 50% of the employee says that company imparts training to all its employees.

Q3. Escorts have policy of giving training to each employee for up dating Knowledge & skill? Response collected :Strongly Agree 30 Agree 30 Some agree 10 what Disagree 20 Strongly disagree 10

35 30 25 20 15 10 5 0 Strongly Agree Agree Some what agree Disagree Strongly Disagree 10 10 20 30 30

30% people strongly agree that companys training increase the knowledge & skill of employee, 30% agree with this and 10% somewhat agree, 20% disagree and 10% strongly disagree. This shows that 40% people believe that companys training increase the knowledge & skill of employees.

Q4. The Training efforts are directed are key business requirement of Escorts? Response collected :Strongly Agree 40 Agree 40 Some agree 10 what Disagree 10 Strongly disagree 0

45 40 35 30 25 20 15 10 5 0

40

40

10

10 0

Strongly Agree

Agree

Some w hat agree

Disagree

Strongly Disagree

According to this chart we can clearly see that the employees of Escorts believes that training is key business requirement of company that's why there is 40% employees are strongly agree 10% employees are somewhat agree and 10%are disagree so its clear that the 90% employees believes.

Q5. Training that I have attended was based on the need identified by me and my Superior? Response collected :Strongly Agree 20 Agree 50 Some agree 20 what Disagree 10 Strongly disagree 0

60 50 40 30 20 10 0 Strongly Agree 20

50

20 10 0 Agree Some w hat agree Disagree Strongly Disagree

According to this Chart 50% employees are agree with this Statement, 20%are strongly agree, 20% somewhat agree and 10% disagree. So it is clear that the 90% employee are agree with this, that the training given to them is identified by them and heir Superior.

Q6. My nomination to training programmed is based on: 6.1 My own choice Response collected :Strongly Agree 20 Agree 50 Some agree 0 what Disagree 20 Strongly disagree 10

60 50 50 40 30 20 20 10 0 0 Strongly Agree Agree Some w hat agree Disagree Strongly Disagree 20 10

My nomination to training programmed is based on My own choice 20% strongly agree and 50% agree, 20%are disagree and 10% are strongly disagree, 70% employee say that when they say company to provide training than company provide them.

6.2 Instruction from my boss Response collected: Strongly Agree 10 Agree 10 Some agree 30 what Disagree 10 Strongly disagree 40

45 40 35 30 25 20 15 10 5 0

40 30

10

10

10

Strongly Agree

Agree

Some w hat agree

Disagree

Strongly Disagree

My nomination to training Programmed is based on instruction of my boss 10% strongly agree and 10% agree and 30% somewhat agree, 10% disagree and 40% strongly disagree with this Statement.

6.3 Directive from training department Response collected: Strongly Agree 20 Agree 50 Some agree 20 what Disagree 10 Strongly disagree 0

60 50 50 40 30 20 20 10 0 0 Strongly Agree Agree Some w hat agree Disagree Strongly Disagree 20 10

My nomination to training programmed is based on training department 90% are in favor of this statement and 10% says are not, this shows that when their company's training department found of need of training then immediately it will provide it to its employee.

6.4 My availability at that time

Response collected: Strongly Agree 20 Agree 30 Some agree 20 what Disagree 20 Strongly disagree 10

35 30 25 20 15 10 5 0 Strongly Agree 20

30 20 20

10

Agree

Some w hat agree

Disagree

Strongly Disagree

My nomination to training programmed is based on time it means that when the employee have time then only they provide training to them so that their work not being suffer by loss, 20% strongly agree and 30% agree and 20% somewhat agree and 20% disagree and 10% strongly disagree with statement that company always provides training to them when they are free from work. Q7. Update my knowledge and skill through: 7.1 Self efforts 7.2 On the job guidance from boss & colleagues

7.3 Structure training program Response collected: -

s.No. 7.1 7.2 7.3

Strongly Agree Agree 10 20 30 20 40 40

Somewhat Agree Disagree 10 30 20 0 10

Strongly Disagree 4020 10 0

45 40 35 30 25 20 15 10 5 0 Strongly Agree 10 20 20 30

40 40 30

40

Series1 20 10 0 Agree Somew hat Agree Disagree 10 20 10 0 Strongly Disagree Series2 Series3

According to this chart Company update knowledge and skill of employee through there own self efforts 40% says its right but 60% says no, it means that company provide them good training. And through the guidance from boss& colleagues 60% agree and 40% are not agree with this statement. And through Structure training programme 60% agree and 40% are not agree with this statement. Q8. Training programmer on the whole: 8.1 Are clear in their objective Response collected: -

Strongly Agree 30

Agree 40

Some agree 10

what Disagree 10

Strongly disagree 10

45 40 35 30 25 20 15 10 5 0

40 30

10

10

10

Strongly Agree

Agree

Some w hat agree

Disagree

Strongly Disagree

Training programmer on the whole Are clear in their objective this is very right statement according to the employee the 80% are totally agree with this and the rest 20% says no.

8.2 Are well structured Response collected: -

Strongly Agree 30

Agree 40

Some agree 20

what Disagree 10

Strongly disagree 0

45 40 35 30 25 20 15 10 5 0

40 30 20 10 0 Strongly Agree Agree Some w hat agree Disagree Strongly Disagree

Training programmer on the whole are well structured 70% employee are agree with this statement and the rest 20% are somewhat agree and 10% are disagree, so we can say that it is good.

8.3 Help me on the job Response collected: -

Strongly Agree 40

Agree 10

Some agree 20

what Disagree 20

Strongly disagree 10

45 40 35 30 25 20 15 10 5 0

40

20 10

20 10

Strongly Agree

Agree

Some w hat agree

Disagree

Strongly Disagree

Training programmer on the whole Help employees on the job, 50% employee are agree with that and the rest 20% are somewhat agree and the rest 10% are disagree with this statement but most of them believe in statement.

8.4 Are worth in time Response collected: -

Strongly Agree 40

Agree 20

Some agree 20

what Disagree 20

Strongly disagree 0

45 40 35 30 25 20 15 10 5 0

40

20

20

20

0 Strongly Agree Agree Some w hat agree Disagree Strongly Disagree

Training programmer on the whole Are worth in time 50% employee says are agree with this and 20% are somewhat agree and the rest 20% are disagree with statement but the majority of people are agree with statement.

8.5 Meet me my learning expectations Response collected: -

Strongly Agree 20

Agree 40

Some agree 20

what Disagree 10

Strongly disagree 10

45 40 35 30 25 20 15 10 5 0

40

20

20 10 10

Strongly Agree

Agree

Some w hat agree

Disagree

Strongly Disagree

Training programmer on the whole Meet employees learning expectations 50% are agree and 20% somewhat agree and the rest 20% are disagree so this statement is right, as employee says that.

8.6 Focus on important issue Response collected: -

Strongly Agree 40

Agree 30

Some agree 20

what Disagree 10

Strongly disagree 0

45 40 35 30 25 20 15 10 5 0

40 30 20 10 0 Strongly Agree Agree Some w hat agree Disagree Strongly Disagree

Training programmer on the whole Focus on important issue 70% are agreed and 20% somewhat agrees and the rest 10% are disagree so this statement is correct, as employee says that.

8.7 Help in my general development Response collected: -

Strongly Agree 40

Agree

Some agree 20

what Disagree

Strongly disagree 20

30

10

35 30 25 20 15 10 5 0 Strongly Agree 20

30 20 20

10

Agree

Some w hat agree

Disagree

Strongly Disagree

Training programmer on the whole Help in my general development 50% are agree and 20% somewhat agree and the rest10% are disagree and 20% are strongly disagree so this statement is right, and employee are 50-50 in this question.

Q9. I am informed about attending a training program 9.1 More than two week in advance

Response collected: Strongly Agree 20 Agree Some agree 20 what Disagree Strongly disagree 10

20

30

35 30 25 20 15 10 5 0 Strongly Agree Agree Some w hat agree 20 20 20

30

10

Disagree

Strongly Disagree

Company gave information about training to its employee more than two weeks in advance 20% strongly agree and 20% agree, 30% disagree and 10% are strongly disagree. This shows that 60% employee says that they get information about training more than two week in advance. 9.2 Less than two weeks but more than one week in advance Response collected: -

Strongly Agree 20

Agree

Some agree 30

what Disagree

Strongly disagree 10

30

10

35 30 25 20 15 10 5 0 Strongly Agree 20

30

30

10

10

Agree

Some w hat agree

Disagree

Strongly Disagree

Company gave information about training to its employee less than two weeks but more than one week in advance 20% strongly agree and 30% agree and 30% somewhat agree, 10% disagree and 10% strongly disagree. This shows that employee says that company tells them about training in advance. 9.3 Less than one week but more than 24 hours in advance Response collected: -

Strongly Agree 30

Agree

Some agree 40

what Disagree

Strongly disagree 0

20

10

45 40 35 30 25 20 15 10 5 0 Strongly Agree Agree 20 30

40

10 0 Some w hat agree Disagree Strongly Disagree

Company gave information about training to its employee less than one week but more than 24 hours in advance 30% strongly agree and 20%agree, 40% somewhat agree and 10% disagree. This shows that employee says that company informed them about training in advance less than one week but more than 24 hours in advance. 9.4 Less than 24hours in advance Response collected: -

Strongly Agree 40

Agree

Some agree 0

what Disagree

Strongly disagree 10

20

30

45 40 35 30 25 20 15 10 5 0

40 30 20 10 0 Strongly Agree Agree Some w hat agree Disagree Strongly Disagree

Company gave information about training to its employee less than 24 hours in advance 40% employee strongly agree and 20%agree, 30%disagree and 10% strongly disagree with this statement.

Q10. Was the training content better than your expectation? Response collected: -

Strongly agree 20

Agrees 60

Somewhat Agree 10

Disagree 5

Strongly disagree 5

70 60 50 40 30 20 10 0 Strongly Agree 20

60

10

5 Disagree

5 Strongly Disagree

Agree

Some w hat agree

20% strongly agree that training content better than there Expectation, 60% Agree, 10% some what agree and 5% disagree and 5% are strongly disagreeing with this statement.

Q11. Was the training content practical? Response collected: -

Yes 60

No 40

70 60 50 40 30 20 10 0

60 40

Yes

No

60% of the employee says that training content was practical and 40% says no. So most of the employee agrees with this statement.

Q12. Was the training duration too long or too short? Response collected: -

Yes 30

No 70

80 70 60 50 40 30 20 10 0 Yes 30

70

No

According to this chart 70% employee says that training duration too long and the 30% says training duration too short, so the result is in faviour of company.

Q13.Did the training includes new knowledge and skills? Response collected: -

Yes

No

100

120 100 80 60 40 20 0

100

0 Yes No

All employees agreed that training increase the knowledge and skill of employees.

Q14. Do you think your participation in the training Contributed to the increase in your income? Response collected: Yes No

60

40

70 60 50 40 30 20 10 0

60 40

Yes

No

60% employee says that yes, the participation in the training Contributed to the increase in there income and 40% says no. But most of the people are in favor so its good for organization.

Q15. Please rate the quality of training provide by the following: 15.1 External faculty Response collected: Excellent Very Good Good Fair Poor

20

70

10

80 70 60 50 40 30 20 10 0 Excellent 20

70

10 0 Very Good Good Fair 0 Poor

The quality of training provide by the company from external sources is 20% excellent, 70% very good and 10% good. This shows that company gave good training to its employee from external sources.

15.2 Internal faculty Response collected: Excellent Very Good Good Fair Poor

20

50

30

60 50 40 30 20 10 0 Excellent 20

50

30

0 Very Good Good Fair

0 Poor

The quality of training provide by the company from internal sources is 20% Excellent, 50%Very Good and 30% Good. This shows that company also gave good training to its employee from internal sources.

CHAPTER-5 CONCLUSIONS FINDINGS &

CONCLUSION
Reasoning draws a conclusion but doesnt make the conclusion certain unless the mind discover it by the path of experience 1The training policy is the major tool for maintaining efficiency and effectiveness of the employee and for better performance. 2Training is most important aspects of organization without it employee cant perform well. 2Majority of respondents say that the training is good for company. 3Employees get motivated by giving training so they work hard and company get more profit as well as skilled workers in there organization. 4Most of the respondents are satisfied with their training program and believes that it increases their knowledge and skills. 5Company provides training from internal as well as from external sources. 6Some of the respondents are not satisfied with their working conditions.

In nutshell
1It helps the organization reach its goal. 2To employee the skills and abilities of the workforce efficiently 3Provide well trained and well-motivated employees 4Increase job satisfaction and self actualization 5Communicates all HR polices to employees.

LEARNING
1As this was my first experience in corporate word I learned how to communicate with managers, top and low-level management. 2I found that patience is one of the most important qualities, which is necessary to work in an organization. 3Working on a HR project I learned how to tackle all the problems of the employees of the organization. 4I learned to make all the reports about attendance, over time, and on duty reports. 5I learned that how to motivate employees and how to tackle there problems in organization. 6Data has been collected only through questionnaire. The same can be collected through other variable like interview etc looking for harmony between data collected two or more technique. This can ensure greater reliability of data.

RECOMMENDATION
The essence of employee motivation and effectiveness is the manner in which they are managed. A direct relationship exists between

effective management i.e. providing a work environment that simultaneously achieves company goals and employees goals and modern human resource management. The management success is judged by the skill and knowledge in recognizing and assessing issues that concern employees by the ability to resolve these concerns with employee help and satisfaction. 1The employees should know how to judge and measure their performance. 1Individual training and educational programs should be provided and encouraged. 2Trust the employees and rely upon their knowledge. 3Let the employees make decisions. 4Have timely, accurate, two way communication with the employees. 5Attrition rate of Escorts is very high so new schemes for retention should be introduce 6 The Union of Escorts is very strong, so union leader must play a transparent role in between management and workers. 7There should be proper class and trainer for vocational trainees. 8There should be career development programs for employees. Attendance System of Escorts is not highly developed should opt thumbprint or biometric system.

BIBLIOGRAPHY
HR policy manual of Escorts.(Second Edition, revised in 2007)

http://www.Escorts.com The Hindu Speaks on management (volume II), Human Resource development part IV Standing Orders Memorandum of settlement (1999 and 2006) Rao VSP, Human Resource management (second edition) http://www.iipmthinktank http://findarticles.com MIS of Escorts Personnel Department.

STUDY AS A PART OF SUMMER TRAINING

QUESTIONNAIRE (Please Mark your choice) S.N Question . Strongl Agree y Agree Some What Agree Disagree Strongly Disagree

Was the training content related to your work

2. 3.

4. 5.

6. 6.1 6.2 6.3 6.4 7 7.1 7.2 7.3

Escorts Imparts/Provides training to all its employees escorts has policy Of giving training to each employee for up dating knowledge & skill The training efforts are directed at key business requirement of Escorts Training that I have attended was based on the need identified by me and my superior My nomination to training programmed is based on: My own choice Instruction from my boss Directive from training Department My availability at that time Update my knowledge & skill through: Self efforts On the job guidance from boss and colleagues Structure training Programme

Training programmers on the whole:

8.1 8.2 8.3 8.4 8.5 8.6 8.7

Are clear in their objective Are well structured Help me on the job Are worth in time Meet me my learning expectations Focus on important issue Help in my general development I am informed attending a training programme: about

9.1 9.2 9.3 9.4 10.

More than two weeks in advance Less than two week but more than one week in advance Less than one week but more than 24 hours in advance Less than 24 hours in advance Was the training content better than your Expectation

Q11. Was the training content practical? Yes ___ No___ Q12. Was the training duration too long or too short? Yes ___ No___ Q13. Did the training includes new knowledge & skills?

Yes ___

No___

Q14. Do you think your participation in the training contributed to the increase in your Income? Yes ___ No___ Q15. Please rate the quality of training provide by the following: 15.1 External faculty Excellent ___ Very good ___ Good ___ Fair ___ Poor ___ 15.2 Internal faculty Excellent ___ Good ___ Poor ___ Very good ___ Fair ___

Dept. Designayion Grade Present basic pay Age Group

____________________ ____________________ _____________________ _____________________ (1) Below 30 years

Qualification Work Experience in Escorts

(2) 31year-40 Years (3) 41year-50years (4) Above 51 years _______________________ _______________________