A STUDY ON EFFECTIVENESS OF TRAINING AND

DEVELOPMENT AT MARUTI SUZUKI LTD

GUDALUR

CONTENTS
CHAPTER TITLE PAGE NO

I INTRODUCTION OF THE STUDY

II RESEARCH METHODOLOGY

III REVIEW OF LITERATURE

ANALYSIS AND INTERPRETATION

IV
OF DATA

FINDINGS, SUGGESTION &

V
CONCLUSION

FINDING

SUGGESTION

CONCLUSION

APPENDIX

BIBLIOGRAPHY
 CHAPTER I

INTRODUCTION AND DESIGN OF THE STUDY

1.1 HUMAN RESOURCE MANAGEMENT

Human resource is one of the most valuable and unique assets of an

organization. According to Leon C. Megginson, the term human resource Refers
to the total knowledge, as well as the values. Attitudes and beliefs of the
individuals involved. Management as a process involves planning, organizing,
staffing, leading and controlling activities that facilitate the achievement of an
organizations objectives. All this activities are accomplished through efficient
utilization of physical and financial resources by the companys human resources.

Human resource Management in one of the most complex and challenging

fields of modern management. A human resources manager has to build up an
effective workforce, handle the expectations of the employees and ensure that
they perform at their best. He/she also has to take into account the firms
responsibilities to the society that it operates in.

Every organization needs the services of trained people for performing the
activities in a systematic way training is a collection of action, which enables the
organization to achieve its goals. Training needs can be identified by deducting
the existing skills from the job requirements.

Training dates back as far as humanity itself. In pre-historic times,

humanity began training it off spring to live off the land. In slightly later times,
still pre-historic, man began living in groups; what we call tribes. It was round
this time that organized fighting amongst men become common; and organized
training made its first appearance in the form of military training. Military
training was of prime importance in those days, and the fittest and the tribes best
warriors chose the best of the tribes children for military training.

Training is the act of increasing the knowledge and skills of an employee

for doing a specified job. It can be viewed as a systematic planning process which
has its organizational purpose to impart and provide learning experience. This is
done with a view to bring about improvement in an employee and thus enabling
him to make his contribution in greater measure in meeting the goals and
objectives of the organization.

The Maruti Suzuki Ltd. Is one of the leading auto mobile companies in
India. It has the great image and goodwill in the customer mind in all part of the
nation. The Maruti is the Indian company and the Suzuki the Japanese Company,
both came to the joint venture and started to manufacture four wheelers and
succeed in their path. In this project we are going to learn the various training
methods and the effectiveness of training at the Maruti Suzuki Ltd.,

1.2 INDUSTRY PROFILE AUTOMOBILE INDUSTRY

Overview :

Since the first car rolled out on the streets of Mumbai (then Bombay) in
1898, the Automobile Industry of India has come a long way During its early
stages the auto industry was overlooked by the then Government and the policies
were also not favorable. The liberalization policy and various tax reliefs by the
Govt. of India in recent years have made remarkable impacts on Indian
Automobile Industry. Indian auto industry, which is currently growing at the
pace of around 25% per annum, has become a hot destination for global auto
players like Volvo, General Motors and Ford.
 A well developed transportation system plays a key role in the
development of an economy, and India is no exception to it. With the growth of
transportation system the Automotive Industry of india is also growing at rapid
speed, occupying an important place on the canvas of Indian economy.

Today Indian automotive industry is fully capable of producing various

kinds of vehicles and can be divided into 03 brand categories : cars, two-wheelers
and heavy vehicles.

INDIAN AUTOMOBILE HISTORY

The origin of automobile is not certain. In this section of automobile
history, we will only discuss about the phases of automobile in the development
and modernization process since the first car was shipped to India. We will start
automotive history from this point of time. The automobile industry has changed
the way people live and work. The earliest of modern cars was manufactured in
the year 1895, Shortly the first appearance of the car followed in India. As the
century turned, three cars were imported in Mumbai (India). Within decade there
were total of 1025 cars in the city.

The dawn of automobile actually goes back to 4000 years when the first
wheel was used for transportation in India. In the beginning of the 15 th century
Portuguese arrived in China and the interaction of the two cultures led to a variety
of new technologies, including the creation of a wheel that turned under its own
power. By 1600s small steam-powered engine models was developed, but it took
another century before a full sized engine power vehicle was created.

The actual horseless carriage was introduced in the year 1893 by brothers
Charles and Frank Duryea. It was the first internal-combustion motor car of
America, and it was followed by Henry Fords first experimental car that same
year. One of the highest-rated early luxury automobiles was the 1909 Rolls-
Royce Silver Ghost that featured a quiet 6-cylinder engine, leather interior,
folding windscreens and hood, and an aluminum body. It was usually driven by
chauffeurs and emphasis was on the comfort and style rather than speed.

During the 1920s, the cars exhibited design refinements such as balloon
tires, pressed-steel wheels, and four-wheel brakes. Graham paige DC Phaeton of
1929 featured an 8 cylinder engine and an aluminum body. The 1937 Pontiac
De Luxe sedan had roomy interior and rear-hinged back door that suited more to
the needs of families. In 1930s, vehicle were less boxy and more streamlined
than their predecessors. The 1940s saw features like automatic transmission,
sealed-beam headlights, and tubeless tires.

The year 1957 bought powerful high-performance cars such as Mercedes-

Benz 300SL. It was built on compact and stylized lines, and was capable of 230
kmh (144 mph). This was the Indian automobile history, and today modern cars
are generally light, aerodynamically shaped, and compact.

1.3 INTRODUCTION ABOUT THE COMPANY

COMPANY PROFILE :
QUICK FACTS
Year of Establishment February 1981

Vision The Leader in the Indian Automobile Industry,

Creating customer delight and shareholders
wealth; A pride of India.

Industry Automotive Four Wheelers

Listing & its codes BSE Code : 532500

NSE Code : MARUTI

Bloomberg : MUL@IN
 Reuters : MRTI.BO

Joint Venture With Suzuki Motors Company, now Suzuki

motor Corporation, of Japan in October 1982

Registered & Corporate 11th Floor, Jeevan Prakash 25, Kasturba Gandhi
office Marg New Delhi 110001, India

Tel : +(91)-(11)-23316831 (10 lines)

Telex : 031 65029 MUL IN

Works Palam Gurgaon Road

Gurgaon, India

Tel : +(91)-(124)-2340341-5,2341341-5

Website www.marutiudyog.com

Maruti Udyog Limited (MUL) was established in February 1981 through an Act
of Parliament to meet the growing demand of a personal mode of transport caused
by the lack of an efficient public transport system.

Maruti Suzuki India Limited is a publicly listed automaker in India. It is a

leading four-wheeler automobile manufacturer in South Asia. Suzuki Motor
Corporation of Japan holds a majority stake in the company. It was the first
company in India to mass-produce and sell more than a million cars. It is largely
credited for having brought in an automobile revolution to India. It is the market
leader in India. On 17 September 2007, Maruti Udyos was renamed to Maruti
Suzuki India Limited. The Companys headquarters remain in Gurgaon, near
Delhi.
 Maruti Suzuki is one of Indias leading automobile manufacturers and the
market leader in the car segment, both in terms of volume of vehicles sold and
revenue earned. Until recently, 18.28% of the company was owned by the Indian
government and 54.2% by Suzuki of Japan 2003. As of May 10,2007, Govt. of
India sold its complete share to Indian financial institutions. With this, Govt. of
India no longer has stake in Maruti Udyog.
Maruti Udyog (MUL) was established in February 1981, though the actual
production commenced in 1983. Through 2004, Maruti has produced over 5
Million vehicles. Maruties are sold and various several other countries depending
upon export orders, cars similar to Marutis (But not manufacturd by Maruti
Udyog) are sold by Suzuki in Pakistan and other South Asian Countries The
Company annually exports more than 30,000 cars and has an extremely large
domestic market in India selling over 500,000 cars annually. Maruti 800, till
2004, was the Indias largest selling compact car ever since it was launched in
1983. More than a million units of this car have been sold worldwide so far.
Currently, Maruti Also tops the sales charts.

Due to the large number of Maruti 800s in the Indian Market, the term
Maruti is commonly used to refer to this compact car model. Till recenty the
term maruti, in popular Indian culture, was associated to the Maruti 800 model.
Maruti Suzuki India Limited, a subsidiary of Suzuki Motor corporation of Japan,
has been the leader of the Indian car Market for over two decades.

Its manufacturing facilities are located at two facilities Gurgaon and

Manesar south of New Delhi. Marutis Gurgaon facility has an installed capacity
of 350,000 units per annum. The manesar Facilities, launched in February 2007
comprise vehicle assembly plant with a capacity of 100,000 engines and
transmissions. Manesar and Gurgaon facilities have a combined capability to
produce over 700,000 units annually.
 More than half the cars sold in India are Maruti cars. The company is a
subsidiary of Suzuki motor corporation, Japan, which owns 54.2 per cent of
Maruti. The rest is owned is owned by the public and financial institutions. It is
listed on the Bombay Stock Exchange and National Stock Exchange in India.
During 2007-08, Maruti Suzuki sold 764,842 cars, of which 53,024 were
exported. In all over six million Maruti cars are on Indian roads since the first
car was rolled out on Dec 14th 1983. Maruti Suzuki offers 10 models, ranging
from the peoples car, Maruti 800, for less than Rs.200,000 ($ 5000) ex-showroom
to the premium sedan SX 4 and luxury SUV, Grand Vitara.

The company vouches for customer satisfaction for its sincere efforts it has
been rated by (customers first) in customer satisfaction among all car markers in
India for seven years in a row in annual survey by J D Power Asia Pacific. Maruti
Suzuki was born as a government company, with Suzuki as a minor partner, to
make a peoples car for middle class India. Over the years the product range has
widened, ownership has changed hands and the customer has evolved what
remains unchanged, then and now, is Marutis mission to motorise India.

PRODUCT PROFILE

CARS
Maruti 800 Omni Maruti Alto

Maruti 800 STD BS III 5 seater Maruti Omni Alto

Maruti 800 AC BS III 8 seater Maruti Omni Also Lx
Maruti 800 Duo LPG Maruti Omni Alto Lxi
Alto 800
Alto K 10
Maruti Zen Estilo Omni Maruti Alto

Maruti Zen Estilo Lx Wagon R Lx 5 seater

Maruti Zen Estilo Lxi Wagon R Lxi 8 seater (DX &
Maruti Zen Estilo Vxi Wagon R Vxi DX2)
Wagon R Ax
Wagon R Duo
Wagon R 1.0

CARS

Maruti Esteem Baleno Swift

 Maruti Esteem Lx Baleno Sedan Vxi Swift Lxi
Maruti Esteem Lxi Baleno Sedan Lxi Swift Vxi
Maruti Esteem Vxi Swift Zxi
Swift Diesel Ldi
Swift Diesel Vdi
Maruti Gyps Maruti Sx4 Maruti Alto

Hard Top Maruti SX4 Vxi 5 seater

Soft Top Maruti SX4 Zxi 8 seater (DX & DX2)
Grand Vitara Swift Dzire Maruti Suzuki Ertiga

1.4 INTRODUCTION ABOUT THE STUDY

Training is act of increasing the knowledge and skills of an employee for

doing a specified job. It can be viewed as a systematic planning process which
has its organizational purpose to impact and provide learning experience. This is
done with a view to bring about improvement in an employee and thus enabling
him to make his contribution in greater measure in meeting the goals and
objectives of the organization.

Training is also an organization procedure for increasing the knowledge

and skill of people for a specific purpose. It helps the trainees acquire new skills,
technical knowledge, problem solving ability etc. It also gives an awareness of
the rules and procedure to guide their behavior thereby improving the
performance of employee on present job and prepares them for talking up new
assignment in future.
 Training is an essential part of the orientation program for new recruits in
an organization. If the selected employee is not trained appropriately, then the
investment make by the organization in recruiting the employee might not give
the expected benefit. Every organization, irrespective of its size or nature of
operations, needs to provide training to its employees at various stages of their
career.

1.5 OBJECTIVES OF THE STUDY :

To find out the various training programs given to improve the

mechanics performance in Maruti Suzuki Ltd.
To know the satisfaction level of the Mechanic from the Training
provided by the Maruti Suzuki Ltd.

1.6 SCOPE OF THE STUDY :

The study helps to find the effectiveness of training given to the

mechanics in the present Auto mobile industry.
The study covers the key factors such as training methods followed.
The study helps to find out the performance level of the mechanics and
satisfaction level.

1.5 NEED OF THE STUDY :

The study helps to increase the productivity of the Mechanic.

The study helps to increasing the quality of the products and the
Mechanics.
 The study helps to fulfill the personnel needs of the Mechanics.
The study helps to improve the organization climate.
The study helps to improve the health and safety.
The study helps the personal growth of the Mechanics.

1.8 LIMITATION OF THE STUDY :

The research study is limited to Gudalur city only and not for the total market.

This study will be limited to 25 numbers of sample size were taken into
consideration, because of time constrains.
This study is pertaining of Maruti Suzuki Ltd Only.
Lack of experience was another limitation.
Lack of time was an important limitation.
 CHAPTER II

RESEARCH METHODOLOGY

Research design purely and simply to frame work of plan for studies that
guide the collection and analysis of the data. Survey has been conducted for this
thesis. Descriptive research design has been adopted in collecting and analysis
data.

2.1 Research Type :

Descriptive research design is one of that simply describes something such
as demographic characteristics of concern who use products the descriptive study
is specially concerned with determining the frequency with which something
accurse. This study is typically guided by as initial hypothesis.

2.2 Sampling Technique :

We have adopted convenience sampling technique in our survey in this
method, the sampling units are chosen primarily in accordance with the
investigators convenience.

2.3 Sample Size :

The study population constitutes 25 customers of Maruti Suzuki in Gudalur
town.

2.4 Data Collection :

 Most of the information is collected in the form of primary data through
questionnaire-cum-schedule by means of personal interview.

2.5 Questionnaire Design :

There are four type of questionnaire design in which, we have adopted th
structured undisguised questionnaire. In the structure undisguised questionnaire
are presented in exactly the same words in the same order to all respondents in
the typical structured in disguised questionnaire the questions as well as the
respondents standardized. This is accomplished by employing fixed alternative
questions in which responses of the subject are limited to the stated alternative,
such a questionnaire facilitates easy administration, tabulations and analysis.
Under this survey is using closed-ended questionnaires and open ended
questionnaires.

2.6 Tools Percentage Analysis :

Percentage refers to a special kind of ratio percentage and are used in
making comparison between two or more series of data, percentage are, used to
describe relationship, so the percentage reduce everything to a common base and
they are allow meaningful comparison to be made.

Percentage = (No. of respondents / Total No. of respondents) * 100

 CHAPTER III

REVIEW OF LITERATURE

1. Training is the continuous systematic development among all levels of

employees of the knowledge and those skills and attitudes which contribute to
their welfare and that of the company.

-Planty, Cord M.C and Efferson

- (Training and Development)

2. The process of aiding employees to gain effectiveness in their present and

future work
- Richard P.Callhoon
- (Training and Development)

3. The systematic development of the knowledge, skills and attitudes required

by an individual to perform adequately a given task or job

- Michael Armstrong
- (Human Resource Management)

- The act of increasing knowledge and skill of an employee for doing a particular
job
Edwin B Flippo
- (Human Resource Management)

4. The term training is used here to indicate the only process by which the
aptitudes, skill and abilities of employees to perform specific jobs are increased
 - Jucius
- (Human Resource Management J.Jayasankar)

5. Training is the organized procedure in which people learn knowledge and/or

skill for definite purpose.
- Dale S.Beach
- (Human Resource Management J.Jayasankar)

6. Evaluation of training compares the post-training results to the objectives

expected by administrators, trainers, and trainees.

- Mathis and Jackson

- (Training and Development)

7. Any attempt to obtain information (feedback) of the effects of training

program and to assess the value of the training in the light of that information

- Hamblin
- (Training and Development)

Human Resource Management

Human resource management is one of the most complex and challenging

fields of modern management. A human resource manager has to build up an
effective workforce. Handle the expectations of the employees and ensure that
they perform their best. He/she also has to take into account the firms
responsibilities to the society that it operates in.
Training

Training is the act of increasing the knowledge and skills of an employees

for doing a specified job. It can be viewed as a systematic planning which has its
organizational purpose to impart and provide learning experience. This is done
with a view to bring about improvement in an employee and thus enabling him
to make his contribution in greater measure in meeting the goals and objectives
of the organization.

Objectives of the Training

1. Articulate the goal of the training.

2. Communicate intent to learner.
3. Provides means for evaluation.
4. Assists in selection of material, content and methods.
5. Improving employee performance.
6. Updating employee skills.
7. Avoiding managerial obsolescence.
8. Preparing for promotion and managerial succession.
9. Retaining and motivating employees.
10.Creating an efficient and effective organization.

Basic purpose of Training

1. Increasing Productivity.
2. Improving quality.
3. Help a company fulfill its future personnel needs.
4. Improve health and safety.
5. Obsolescence prevention.
6. Personal growth.
Function of Training

1. Research.
2. Analysis.
3. Development.
4. Operation.
5. Evolution.

BENEFITS OF TRAINING

Benefits to the Business :

1. Trained workers can work more efficiently.

2. They use machines, tools, materials in a proper way. Wastage is this
eliminated to a large extent.
3. There are less chances of accidents.
4. Training improves the knowledge of employees regarding the use of
machines and equipment.
5. Trained workers can show superior performance.
6. They can turn out better quality goods by putting the materials, tools and
equipment to use.
Benefits to Employees :

1. Training makes employees more loyal to an organization.

2. Training makes an employee more useful to a firm.
3. Training makes employees more efficient and effective.
4. By combining materials, tools and equipment in a right way, they can
produce more with minimum effort.
5. Training enables employees to secure promotions easily. They can realize
their career goals comfortably.
6. Training helps employees to move from one organization to another easily.

Training Methods

There are a number of training methods, only few methods are used
normally in all training programs. Training methods are categorized into two
groups-on-the-job and off-the-job methods.
On-the-job methods refer to methods that are applied in the workplace,
while the employee is actually working. Off-the-job methods are used away from
the workplaces. Training techniques represent the medium of imparting skills
and knowledge to employees. Among the most common used techniques are
lectures, films, audio cassettes, case studies, role-playing, video tapes and
simulations.

Training Process

Organization Objectives and strategies

Assessment of training needs

 Establishment of training goals

Devising training program

Implementation of Training programs

Evaluation of results

1. Organization Objectives and Strategies :

The first step in the training process in an organization is the assessment of

its objectives and strategies what business are we in, at what level of quality do
we sidh to provide this product or service, where do we want to be in the future,
he is only after answering these and other slated questions that the organization
must asses the strength and weakness of its human resources.

2. Needs Assessment :
Needs assessment diagnose present problems and future challenges to be
meet through training programs before committing such huge resources,
organizations would do well to assess the training needs of their employees,
organizations that implement training programs without conducting needs
assessment may be making errors needs assessment occurs at two levels group
and individual. An individual obviously needs training when his or her perform
falls short of standards ie., when there is performance deficiency. Inadequacy in
performance may be due to lack of skill or knowledge or any other problems.
The problem of performance deficiency caused by absence of skills or knowledge
can be remedied by training.

Performance deficiency

Lack of skill Others

or
knowledge

Training Non-training measures

Fig : Needs Assessment and Remedial Measures

Assessment of training needs occurs at the group level too. Any change in the
organization strategy necessitates training of groups of employees. E.G.: when
the organization decides to introduce a new line of products, sales/personnel and
production workers have to be trained to produce, sell and service the new
products.

Benefits of needs assessment :

As was pointed above, needs assessments helps diagnose he performance
deficiency in employees. Causes require remedial actions. This being a
generalized statement, there are certain specific benefits of needs assessment.

They are :
a) Trainers may be informed about the broader needs of the training group
and their sponsoring organization.
b) The sponsoring organization is able to reduce the perception gap between
the participant and he or her boss about their needs and expectations from
the training program.
c) Trainers are able to pitch their course inputs closer to the specific needs of
the participants.

3. Establishment of training goals :

Once training needs are assessed, training goals must be established
without clearly set-goals, it is not possible to design on training programs and,
after it has been implemented, there will be no of measuring its effectiveness.
Goals must be tangible, verifiable, and measurable. This is easy where skill
training is involved. For e.g., the successful trainee will be expected to type 55
words per minute with two or three errors per page. But behavioral standards of
expected results are necessary so that the programs can be effectively designed
and results can be evaluated.

4. Designing training programs :

Every training program must address certain vital issues
1. Who participate in the program?
2. Who are the trainers?
3. What methods and techniques are to be used for training?
4. What should be the level of training?
Who are the trainees who are the trainers what methods &
Techniques

What should be What are principles where to conduct?

the level of of learning the program
training?