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.

11

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

12

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

15

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.

16

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.

ESCORT
TRACTORS
POWERTRA

A
ESC325

B
ESC 335

MPT

JOSH

JOSH
PT 430

JAWAN
PT 435

PT 440

PT 450

PT 445

PT 455

TRACTORS
FARMTRAC

FT 30

FT 35

FT 45

FT 60

TRACTORS

HERO

CHAMPION

FT 50

FT 70

FT 55

FT 80

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

22

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
23

 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

24

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.

25

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.

26

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.

27

28

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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33

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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35

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

36

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

37

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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40

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?

41

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.

42

QUESTION NO.2

no where
society
work place
domestic

WORKPLAC
E

DOMESTIC

39.4%

33.49%

SOCIETY

24.63%

NO WHERE

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.

43

QUESTION NO.3

YES
NO

YES
29.5%

NO
70.5%

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.

44

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.

45

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.

46

QUESTION NO.6

YES
NO
partially

YES
75%

NO
14%

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.

47

QUESTION NO.7
8000%
7000%
6000%
5000%
4000%

Column 1

3000%
2000%
1000%
0%
>60

>60
71%

60-70

60-70
9%

70-80

70-80
8%

80-90

80-90
5%

90-100

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

48

QUESTION NO.8

STPA
PPBR
TS16949&TPM
GL & HA
BHKKA
ATMAMANTHAN
NONE

STPA PPBR

TS16949&
TPM

GL& BHKKA
HA

ATMA
MANTHAN

NONE

44%

15%

24%

2%

2%

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
49

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.

50

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.

51

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.

52

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?

53

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.

54

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.

55

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.

56

FINDINGS OF THE STUDY

57

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.

58

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.

60

 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.

61

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.

63

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

65

66

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?

67

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?

68