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A

Project Study Report

On

Human Resource Planning & Development

Training undertaken at ASHOK LEYLAND PVT. LTD.

Submitted in partial fulfillment for theAward of degree of

Bachelor of Business Administration

Lords International College Chikani, Alwar (Raj.)

Session 2012-2013

Submitted To: - Submitted By:-

Dr. Meenakshi Bindal Krishankant Sain

HOD BBA Dept. B.B.A.Part-IIIrd Year

En Roll No: 10/2060 Roll No:

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PREFACE

The field of finance refers to the concepts of time, money and risk and how they are

interrelated. Finance is one of the most important aspects ofbusiness management. Without

proper financial planning a new enterprise is unlikely to be successful. Managing money (a

liquid asset) is essential to ensure a secure future, both for the individual and an organization.

It generally involves balancing risk and profitability, while attempting to maximize an

entity's wealth and the value of its stock

The project report is basically dedicated to the practical knowledge of the training. The main

concern is to expose the industry, which I have chosen for the purpose. Each and every angle

is focused here. The details are being discussed in this project report.

The main objective is to understand & focus on the functions, role and various

prospects of industry, look into its depth problems, problems in order to find out the ideal

solution and then finally make practical applications of those solutions in order to judge the

feasibility of the solution.

Since my topic of project report is Human Resource Planning & Development thereforemy major emphasis will be on the financial aspects of the company . It includes sales,

production, cost, profit, liquidity and solvency analysis of this company. To study its

Corporate Social Responsibility and its concern towards environment and safety also formed

a part of my research area.

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ACKNOWLEDGEMENT

No work can be accomplished alone in this world. My project was no exception. It has been

possible only through the guidance & help from many people around me. I have been

fortunate to get constant guidance & encouragement from many, which helped me a lot to be

successful in my efforts. This formal acknowledgement will hardly be sufficient to express

my sincere thanks to all those for their help and guidance.

I am highly obliged to the Management of ASHOK LEYLAND LTD. for allowing me to

undergo training in an esteemed organization like this.

I would like to express my gratitude & heartiest thanks to Mr. Mahendra K Harit (Finance

Manager) for providing me the golden opportunity to undertake the project in this

organization.

I also take the opportunity to acknowledge the consent support and encouragement of Dr.

Meenakshi Bindal (HOD BBA DEPTT. ). Their pinpoint guidance, help & active co-

operation has sub stained the efforts that has lead to the successful completion of this on job

training.

Finally I would like to thank my parents and friends for their moral support without which it

would have been difficult to pursue my course & successfully complete my project work

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Index

Sr. Number Topic Page No.

1. Intoduction of Topic

2. Objective of Study

3. Research Methodologies

4. Data Analysis and finding

5. Conclusion

6. Recommendation

7. Appendix

Introduction Of The Topic

Company Profile

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About Human Resource/Manpower

Planning & Development

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Profile

Ashok Leyland is the flagship of the Hinduja group and is the second largest

manufacturer of commercial vehicles in India. The company was established as ASHOK

MOTORS in 1948 and entered into collaboration with British Leyland in 1955 with current

name as ASHOK LEYLAND. The company has grown as a reputed manufacturer of quality

automotive products ranging from light commercial vehicles to heavy duty vehicles and

engines for automotive, industrial and marine applications.

The products of the company are of proven design for durability and reliability and are

hence very popular both in Indian and overseas markets. In recent years , the product range

is upgraded to the latest technological developments in the World, for which the company

has technical support from IVECO ( FIAT group ) , Italy for manufacture of IVECO Cargo

range of vehicles ; HINO Motors Japan for manufacture of fuel efficient engines and ZF ,

Germany for manufacture of synchromesh gear boxes.

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The company has its corporate office registered at Chennai. The marketing

headquarters at Chennai and sales and services network and spare parts warehouses are

spread throughout India with regional sales offices, area offices and service centers located

in all major cities and towns in the country. The products are also exported to overseas

customers. The marketing personnel maintain constant interaction with customer for

application development and feedback for continuous improvement of the product. The

service function is carried out by qualified personnel, whose skills are continuously upgraded

through training, to meet the servicing requirement of newer or improved products. The

design function is carried out by product development division operating through 3 centers

viz. product development Encore for engineering services engine R& D; technical center ,

vellivoyal chowadi for design of vehicles and aggregates , prototype development, vehicle

and component testing , R& D engines, Hour for design and development of engines.

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Manufacturing Plants

Ashok Leyland presently has six manufacturing plant in India.

Encore plant ( mother plant) near Chennai

Hosur- 1

Hosur-2 ( along with a press shop near Bangluru)

Bhandara ( assembly plant)

Alwar ( assembly plant) :- One new upcoming plant is coming which is in Pant nagar

(Uttaranchal). The total covered space at these six plants exceeds 4, 50,000 sqm and together

employ over 11,000 personnel.

Two new upcoming plants are also being established outside our country are:-

Srilanka & Dubai (UAE)

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Organisation Profile

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The head office of ASHOK LEYLAND is in Chennai, India and the company is owned by the

Hinduja group. Mr. Parmanand D. Hinduja was the founder of Hinduja group.

Mr. R. J. Shahaney

Mr. R. Seshasayee

Mr. Vinod k. Dasari

Mr. R.R.G. Mennon

Mr. Rajinder Malhan

Mr. A. K. Jain

Mr. K. Sridharan

Mr. M. Natraj

Mr. A. R. Chandra Sekharan

Mr. Anup Bhat

Mr. J. N. Amrolia

Chairman

Managing director

Chief operating officer

Executive director-product development

Executive director- International operations

Executive director Projects planning

Chief finance officer

Chief programmer mentor

Executive Director & Company Secretory

Executive Director- Strategic sourcing

Executive Director-Construction & Allied Businesses

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Certification And Awards Obtain

ISO 9002: 1987 1993 Ennore & Hosur unit -1

ISO 9001: 1994 1994Ennore, Hosur unit- 1 & 2, Bhandara, Alwar &

Corporate function

QS 9000: 1998 1998Ennore, Hosur unit- 1& 2/CPPS, Bhandara, Alwar &

Corporate function

ISO 9001: 2000 2003Ennore, Hosur unit- 1& 2, Bhandara, Alwar &

Corporate function

ISO 14001: 1996 2001 Ennore

ISO 14001: 1996 2002 Ennore , Hosur unit-1 & 2 & CPPS

ISO 14001: 1996 2003Ennore , Hosur unit -1 & 2 & CPPS , Alwar &

Bhandara

BS 7799-2: 2002 2005Information security management system for Ennore

data center

ISO/ TS- 16949-2002 2006Ennore, Hosur unit-1 & 2/ CPPS, Bhandara, Alwar &

Corporate function

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Products

From 18-seater mini-buses used by schools and corporate to 82-seater double-decker

buses, from 7.5 tone to 49 tone in haulage vehicles, from numerous special vehicle

applications to diesel engines for industrial, marine and genset applications, Ashok Leyland

offers a wide range of products. Through timely innovations, the Company has created new

product and application segments, thereby expanding the market. From eggs to steel, from

flowers to cars... what doesnt move on Ashok Leyland vehicles?

Ashok Leyland have made and sold products like roadways buses, CNG buses,

defense trucks, double-decker buses, vestibule buses, luxury buses, rear engine buses, school

buses tipper, and dumper, vehicle for fire-brigade.

Mostly AL produces the chassis of vehicles which gives flexibility for the customer

that he can make the body of his own choice and requirement. Some of the products are

made with body by the company. The bus running at Delhi Lahore route is also made by

AL.

Apart from these AL makes the engines also, which are being used for gensets

/generator, marine and industrial applications. AL makes three kinds of engines-AL engine,

hino-engine, and iveco engine. Mostly hino-engines are being used.

The products are listed below:-

1. School bus stag (ICV)

2. Bus (MDV)- Viking cheetah, Viking super, falcon

3. Double-decker

4. Vestibule bus

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5. Rear-engine bus-panther, cruiser, enviro

6. Luxury bus luxura,foton

7. CNG bus Viking , Viking super, lynx,4.2&4.9

8. Multi-axle vehicle

9. Haulage-comet, comet gold, bison, tusker super

10.Tipper

11.Dumper

12.Tractor- comet, tusker turbo, beaver, hippo, rhino, 4018,4921

13.LCV/ICV-cargo 759,cargo 909 100.12

14.Water tender-16KL

15.Fire fighter- comet gold 4x2, RIV 4x4, CFT 6x6

16.Defence- stallion 4x4,YAK 4x4, HMV 6x6,RAT 6x6,LRV 4x4, TFF 4x2

Alwar is a strategic town in Rajasthan midway between Delhi and Jaipur is located with

national capital region. As a part of expansion programme alwar unit was added to the

family of ASHOK LEYLAND & started its operation in 1982 & has completed its 25 years

successfully. It is basically an assembly plant where the chassis is assembled. AshokLeyland, Alwar is worlds largest CNG Vehicle producing plant; CNG is used as an alternate

fuel to diesel and is very less polluting. The pollution of CNG vehicle is less than ever Euro-

4 vehicle which is known for its lesser pollution vehicle.

The total covered area of Alwar plant is 352 acres and the fencing is done in around 161

acres of area. The plant comprises of 8 shops called shop-1, shop-2 & shop-5. the plant has

three gates one is main gate, one for entering the goods carrier, third for the products going

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out of the plant for sale. There is an administrative office one P & A department block, a

medical centre, a canteen, a newspaper reading room library, a training centre & system

department, regional sale office yard & construction is going on for new stores.

WORK SHOP: -

There are four shops in the plant:-

SHOP-1:- chassis assembly takes place in a line by odd assembly method & the PDI (Pre

Delivery Inspection) is carried painting of chassis is done.

SHOP-2:- chassis assembly takes place on conveyor line in 20 stages.

SHOP-4:- It is used as store and RSO re-furbishing work.

SHOP-7:- PDI & GR & D work is carried out.

VISION

The vision of Ashok Leyland is to be among the top Indian corporation acknowledged

nationally and internationally for:- Excellence in quality of its product, Excellence in

customer focus and service.

MISSION

Be a leader in the business of commercial vehicles excelling in technology quality

value to customer fully supported by customer service of the highest order & meeting

nationally and international environment and safety standards.

EMPLOYEES

We consider our employees as our most valuable assets and are committed to provide full

encouragement and support to them to enhance their potential and contribution to the

company businesses.

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Environmental Policy

Any type of activity that is performed or any type of product that is manufactured had

an effect on the surrounding or environment. At Ashok Leyland are committed to preserving

the environmental through a comprehensive environmental policy and productive approach

in planning and executing our manufacturing and service activities. This concern is reflected

in the manufacturing systems, the various processes energy conservation measure and

conscious greening indicate of the company. A system is employed to control or minimize

the adverse impact on the environment is environmental management system (EMS).

Objective of Ashok Leyland Environmental policy are: -

To adhere to all applicable environment legislation and regulations

To adopt pollution preventive techniques in design and manufacturing of our products.

To conserve all such resources such as power, water, oil, gas, compressed air etc. &

optimizes their usage through scientific methods.

To provide a clean working environment to our employees, contractors and neighbors.

Commit to comply with all relevant legal and other requirements.

Continuously strive to minimize waste generation by all possible ways and to reuse and

recycle the same through a time bound action plan

Things done to protect the environment and achieve the goal of the policy:-

Conserving natural resources like wood , coal , petroleum products

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Avoiding wastage water at plant area

Switching off the idle engine, motors, pump & lights

Avoiding spilling oil , grease, paints on the floor

Do not through oil into drain

Recently planting plants on 5 June 2008(world environment day)

5-S HOUSE KEEPING

SEIRI (Clearing Up)

SECTION (Arraying)

Arrange necessary items in good order so that they can be easily picked for use.

A place for everything & everything in its place.

SEISO (Cleaning)

Clean the workplace completely so that there is no dust on the floor machines and

equipments.

SEIKETSU (Standardising Cleanliness)

Maintain high standards of housekeeping and workplace organization at all times.

SHITSUKE (Training Discipline)

Train people to always follow good housekeeping disciplines.

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Quality Policy

Ashok Leyland is committed to achieve customer satisfaction by anticipating and

delivering superior value to the customer in relation to their own business through the

products and services offered by the company and to comply with statutory requirement.

Towards this the quality policy of Ashok Leyland is to make continuous improvements in

the processes that constitute the quality management system to make them more robust ant to

enhance their effectiveness and efficiency in achieving stated objective leading to: -

Superior products manufactured by the company as also services offered by the

company. Maximum use of employees potential to contribute to quality and environment,

by progressive up gradation of their knowledge and skills as appropriate to their functions.

Seamless involvement from vendors and dealers in the mission of the company to address

customer changing needs and protection of the environment.

It is mandatory on the part of every employee of Ashok Leyland to understand, implement

and maintain the quality policy of the company and to implement the procedures

incorporated in this manual and other associated quality system documents issued by the

manufacturing units and corporate functional divisions on the basis of guidelines in this

manual.

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Safety And Health Policy

Intension & commitment of the top management

Ashok Leyland affirms that all its employees irrespective of the rank need to be

safe guarded against any person injuries or damage to the properties during working

period. That the management recognises the principle that accident prevention

contributes in the long run progress and development of the organisation.

Ashok Leyland is committed to:-

Implementing all practical safety measures like safe working and environmental

condition.Carrying out a systematic critical appraisal of all potential hazards involving

personal, plant services and operating methods.

Following strictly safety rules and regulations incorporated in the factories act

and rules.

Maintaining safe and healthy working environment at all working places

conductive to the success of the management safety programs in the long run.

Implementing safe and health education programmes for employee with specific

emphasis on creating safety and health awareness.

.

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Mission Gemba

ENHANCING EMPLOYEES FOR WORLD CLASS GLOBALIZES

PERFORMANCE VISION:-

Achieving leadership in the domestic commercial vehicle markets and a significant

presence in the world markets and a significant presence in the world market by 2014

through transport solutions by enhancing the employ for their excellent work to promote

them to do their best for the goal of organization.

Its a playful part of the company. It is totally based on the potential of the employee

how can they do more, higher productivity can be generated and how efficiently their jobs

do. If any employee renders his service for a new invention or a way by which the

production, quality standards or any other standards can grow rapidly. Then the employee isawarded by senior officers or respective head of mission gemba.

The main emphasis is on the increase of the potential of the employee. Motivate them

through learnings; self respect, honesty, hard work, etc... Have to become the essential part

of an employee working in the organization

It creates a positive psychological effect in the mind of employee. If he perform just different

job, respective with a aspect of development of the company, he is being awarded and the

same employee works with a difference in the company with more advantageous style.

It gives a friendly and competitive environment which helps employee and the

organization to achieve their ambitions.

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GEMBA is a Japanese word which means SHOP FLOOR. It provides quality

assurance, fastest delivery and least cost to customers by Offering appropriate products and

services.

Adopting lean manufacturing systems & practices through employee empowerment

and participation.

Bench marking products, process and people against best in the industry

In processing of this plan everyday all permanent workers, engineers, managers

amount up on the GEMBA floor and discuss their problems and solutions with each other.

Every day for their improvement suggestion every guy is awarded marks according to

the performance and after a period the highest scorer is awarded the GEMBA mission award.

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A Brief Of Department

1. Personnel Department

Personal department has a very significant role in any organization. Here it is headed

by Mr. Ramesh yadav.

This department has to perform a number of functions:-

Providing manpower as per production plan

Calling application, application blank, conducting tests/ interviews, short listing

applicants, sending appointment letters, joining formalities

Issue of circulars / notices

Transfer, promotion , relieving letters

Disciplinary actions as per standing orders, ID act, conciliation proceeding

To arrange & attend meeting with union, conciliation meeting in labour

department

To attend & follow up all court cases relating to P& A.

Grievance procedure attending every grievances to srt it out at initial stage

Maintaining a vigil on movement of union/workmen

Maintaining a high morale of employees

Lessoning with government department concerning P& A

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Correspondence with corporate personnel, insurance & other department.

2. Administration Department

Purchase of soaps every month &distributed to workmen

Arranging measurement of uniform & distribution

Issue of tea mugs on quarterly basis

For executives processing of major medical claim, LTA, minor medical ETC

Mail dispatch through franking machine/ courier

Horticulture activity

Transport

Communication system

Engagement of house keeping contractor & all related activity

CORRESPONDENCE:-

Monthly report to corporate personnel, insurance accident reports to factories

inspector and ESI department

Quarterly report to EMP exchange

Half yearly report o factory inspector

Renewal of license- factories, DD units

Correspondence with corporate personnel on policy matters any clarification

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Correspondence for approval with MM

Correspondence for approval diwali sweets, gifts

MEDICAL CENTRE:-

Up keeping the medical centre

Providing medicines

Tetvec injections/ medicines to all employees -6 month basis

Doctor appointment & relating correspondence

VEHICLES:-

Up keeping jeep, ambulance, fire tenders, arranging repairs, providing transport to all

CANTEEN:-

A watch on activities on canteen on daily basis, arranging repairs , equipments,

canteen contractor, ensuring hygienic condition in canteen attending to complaints

SECURITY:-

A watch on security

Correspondence with security agency

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Renewal of security contract- al relating action like ADVT, Inviting quotation,

interviewers, spot inspection

Correspondence on security lapses , theft cases

HRD/ TRAINING:-

EMS work ( environment management system)

Identifying training needs

Selecting training programme

Notice for training programme

Nominating participants

Attendance , feed back, evaluation of all training programme

Analyzing all data regarding activity like Bench Marketing, targets customer

satisfaction reports, graphs.

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3. Production Department

This department handles all the plant work for production. This department is

responsible for all teh production and its process going at assembly line and also the PDI

(Pre Delivery Inspection). They deal with all the workers to get the work output from them

for production. They decide which model is to be assembled according to the availability of

material and demand of production.

4. Quality Control Department

Aiming the target of zero defects in their product this department has to play a very

challenging role. Attainment of prestigious quality certificate such as QS 9000 as Ashok

Leyland has the landmark of being the first auto industry in India to receive this honour. So

to keep the real value responsibility of this department becomes tougher. So personnel of this

department has to keep a sharp eye on every activity so that a minute kind of defect must not

be allowed with their product.

The QC department of Ashok Leyland, Alwar is running under wise guidance of Mr.

Vinay Bhargava along with cooperation of Mr. Rajendra Yadav & Vinay Gupta.

Currently nine personnel are deployed under this department and QC department work

is distributed among three sections: first one is GR&D, LINE and the last one is PDI.

This department is responsible for the quality of products and parts whatever they sell

or purchase. The quality checking is done in three processes which are given as follows:

Incoming material inspection

In-process inspection

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Final inspection

There is a GR & D (Goods receipt and dispatch) section which receives good and QC

department inspect them and ensure the quality as per the recommended standards and thensend them to store.

For in-process inspection they use one chassis-card in which the worker check

whether all things has been done which he had to do and then do signature in the card. This

is known as self-certification.

When the chassis become off-track to the assembly line then the chassis goes for a

road-test. The defects and shortcoming in the chassis are noted such as noise, smoke, driving

control etc. Then an inspection of chassis takes place at PDI and then all the defects are

noted and are rectified. After that the chassis is passed to sales department by QC

department.

PDI (PRE DELIVERY INSPECTION): -

It under comes the quality department but it has much utility that it has an important

role in the production. The vehicle coming from assembly line is not perfect in quality. It has

many defects. So the chassis is inspected, faults are arrested in this section and all the defects

and faults are noted. The chassis comes into PDI section after road testing.

Then all the defects and faults found in the chassis are rectified using necessary tools

and items. Then the chassis is painted in the paint booth and if there is any dent on the

chassis FES, then it is removed and finally passed to sales department. The chassis passed

from PDI is fault free and perfect in quality. Painting of the chassis is also done under this

department.

GR&D (Goods Receive and Dispatch)

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This department is provided or giving their services when the goods are received in

the plant as a material from outside and when it dispatch outside the plant. This basically

gives their service for quality and amount assuring.

5. Unit Planning Department

This department basically does the planning work. They are given the project of some

new units to be prepared in the plant for which they plan the appropriate place installation of

the new unit the approximate duration of completion of project cost estimation and benefits

of the installation of new unit. Presently they are taking care of new rear axle assembly

conveyor line project being installed in shop-2 paint booth for body painting of futon bus in

shop-5.

6. Purchase Department

Raw material is very important for the production. All the raw material is purchased

by purchase department from various dealers and companies. They decide which material

should from which company. They also look at the cost of material to be purchased and the

transportation charges. It is better if the material is coming from a place near to the plant

because the transportation cost will be reduced. They also decided the firm to sell the scrap

items of iron, wood etc. The tender will be given to whoever will pay more. They also hire

the contractors from the market by tendering to manage much work in plants like material

unloading, transportation construction.

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7.Finance Department

This department takes care of all financial things of the plant. It keeps record of all the

salaries and all allowances of the employees, the money spent on purchasing the things for

the plant, the money earned by the sale of products and other financial activities. It prepares

a monthly and annual budget of the plant.

It also monitors the attendance of the employees by an electronic card punching

attendance system. All the employees are provided with an electronic card which is punched

in the card punching machine at the time of entering the plant and at the time of leaving the

plan. The time of punching will be noted by the machine and thus the department gets the

data.

8. Sales and Marketing Department

Products are made in the plant and they need to be sold to the customers. This

department takes care of all the marketing activities. After the product is passed from QC

department, sales and marketing activities. After the product is passed from QC department,

sales and marketing department keeps all the products at R.S.O. (Regional Sales Office).

With safety the vehicle is kept in the R.S.O. after fitting the heat guards, warning triangles,

RUPD (Rear Under Protection Device) and Canopy as per the government rule. Then at

demand and requirement the products are sent to the dealers.

They look at the demand of product in the market and the customers feedback about

the product. They also provide the training for servicing of the product.

They send their report that in what amount has demand to production department so

that they can decide the amount of production that they can.

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9. PPC Department

Production planning and control department is known as PPC department. This

department control GR & D section and store-rooms. They receive the goods coming from

the factories. Then according to the vouchers, counting of parts is done. They prepare a daily

report of goods received and send it to Finance department for further procedure.

They allot part number for the parts and parts arranged according to the part number in

the store-room. They keep all the records of store-room. Monthly counting of parts is also

done.

Ashok Leylands Alwar plant is known for its versatility and productivity in chassis

assembly. Apart from being the only plant to manufacture CNG chassis the Alwar

plant produces verity of Passenger and Goods chassis.

Plant is equipped with state of the art facilities, backed up by a Quality Management System,

accredited for ISO /TS 16949:2002. The newly constructed U shape chassis assembly

conveyor is equipped with turnover facility enabling inverted chassis assembly prior to

engine mounting, for ease of assembly and conformance to various fitment quality

parameters. Torque controlled nuts runner system is provided for Axle & wheel mounting.

For Rear Axle assembly an automated slate conveyor system with Pick and Place facility for

effortless working has installed to cater to plants rear axle requirement.

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The Alwar plant is spread over 352 acre of land. The plant is full of greenery covering more

than 35% area with approximately 20000 trees and sprawling lawns. There is a 7500 klcapacity of rainwater collection pond for making ecological balance. One may find the unit

not less than a wild safari which is habitat of Neelgai, Sambhar, Peacocks and variety of

birds.

Wastewater from paint booth is treated in ETP and recycled back to paint booth. The treated

STP water is being used for watering the plants.

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The plant is certified for ISO14001 2004 for Environment management system.

Alwar is fast expending with more than 300% production capacity increase attained within

last 3 years. Towards offering fully built solutions. Alwar has have already started high

quality bus body manufacturing and planning facility to become largest unit of integrated bus

manufacturing.

Alwar is in process of installing a world class computerized Roller Test Bench facility to

simulate road conditions, Brake tester, Head lamp aligner, emission check and ABS check to

ensure quality of final product.

To sustain the product performance in the field, Alwar has a service-training center where

regular training programmes are conducted for the personnel of customer and dealer

network.

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About Human Resource

Planning

Human resource planning or manpower planning is essentially the process of getting

the right number of qualified people into the right job at the right time. It is a system og

matching the supply of people (existing employees and those to be hired or searched for)

with openings the organization expects over a given time frame.

Human perource planning is an integrated approach to performing the planning

aspects of the personnel function in order to have a sufficient supply of adequately

developed and motivated people to perform the duties and tasks required to meet

organizational objectives and satisfy the individual needs and goals of organizational

members.

Objectives of human resource planning: -

Forecasting of human resource requirements

Effective management of change

Realizing organizational goals

Promoting employees

Effective utilization of human resources

The objective of human resource planningis to maintain and improve the rganization's

abilioty to achieve its goals by developing strategies that will result in optimum contribution

of human resources. For this purpose , stainer recommends the following nine strategies forthe human resource planners :

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They should collect,maintain, and interpret relevant information regarding

human resources.

They should report periodically human resource objectives and requirements,

existing employees, and allied features of human resource.

They should develop procedures and techniques to determine the requirements

of different types of human resource over a period of time from a stand point of

organizational goals.

They should develop measures of human resource. Utilization as components of

forecasts of human resource requirements along with independent validation.

They should employ suitable techniques leading to effective allocation of work

with a view to improving human resource utilization.

They should conduct research to determine factors hampering the contribution

of the individuals and groups to the organization with a view to modifying or removing

these handicaps.

They should develop and employ methods of economic assessment of human

resources to reflect its features as income generator and cost and accordingly improve the

quality of decisions affecting the human resource.

They should eveluatethe procurement, promotion, and retention of the effective

human resources.

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They should analyze the dynamic process of recruitment, promotion, and loss to

the organization and control these processes with a view to maximizing the individual and

group performance without involving high cost.

Importance of human resource planning: -

Future personnel needs.

Cope with change.

Creating highly talented personnel.

Protection of weaker sections.

International strategies.

Foundation of personnel functions.

Increasing investments in human resources.

Resistance to change and move.

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HUMAN RESOURCE PLANNING PROCESS

ENVIRONMENT

ORGANIZATIONAL

OBJECTIVES

AND

POLICIES

HR NEED FORECAST HR SUPPLY FORECAST

HR PROGRAMMING

HR IMPLEMENTATION

CONTROL AND EVALUATION

OF PROGRAM

SURPLUS RESTRICTED

HIRING REDUCED HOURS

VRS, LAY OFF ETC.

SHORTAGE,

RECRUITMENT AND

SELECTION

Human Resource Department

Human resource development = human resource + Development\

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'Human resource' refers to the talents and energies of people who are available to an

organization as potential contribution to the creation and realization of the organization's

mission, vision, values and goals.

'Development' refers to a process of active learning from experience, leading to

systematic and purposeful development of the whole person : body, mind and spirit.

Development combines the concepts of development (change and growth) and training

(learning specific skills).

Thus, human resource development is the integrated use of training, organizational

development, and career development efforts to improve individual group and organizational

effectiveness. Human resource development is a process for developing and unleashing

human expertise through organization development and personnel training and development

for the purpose of improving performance.

Objectives of human resource development: -

Equity

Employability

Adaptability/competitiveness

Goals of human resource development: -

Facilitating organizational effective

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Enhancing quality and productivity

Promoting individual growth and development

Integrating people into business

Functions of Human Resource

Development

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Developmentfunctions :-

Training, learning and development

Career planning and development

Performance and potential appraisal

Employee empowerment

Maintenance functions :-

Employee counselling, coaching and mentoring

Quality of work life

Control functions :-

Hrd audit

overnance of ethics

Objective Of The Study

To know the human resource planning and development of ASHOK LEYLAND LTD.,

ALWAR.

To analyze the different major sources of development and techniques of planning for

human resource.

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To know the working pattern of human resource department in ASHOK LEYLAND

LTD., ALWAR plant.

To learn & experience new things practically or to impart practical knowledge from such

a great brand.

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Research methodology

Research is the systematic design, collection, analysis & reporting of data & findings which

are relevant to a specific organizational situation. The main objective of the research is to

find out the truth, which is hidden & has not been discovered yet. Research replaces intuited

business decisions by more logical & scientific decisions. is done scientifically. The

researcher should not only know the various techniques available for a particular research,

how to develop certain indices or tests, how to oblige particular research techniques, but they

also need to know which of these methods are relevant & which are not.

DATA COLLECTION METHODS:-

A) Primary Data:

Tools for collecting the primary data are as follows:

Structured questionnaire

Survey & observation

B) Secondary Data:

Tools for collecting the secondary data are as follows:

Books

Web-sites

Company records & reports

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METHODOLOGY USED: -

A) Pre-research

Parameters for planning & development were listed.

Preparing a structured questionnaire

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Data Analysis And Findings

Human Resource Planning Analysis

ASHOK LEYLAND, Alwar

Business planning HR planning

Corporate strategy

formulation

Environmental

analysis economic

technical social, etc.

Human resource issues aggregate forecasts

of manpower supply and demand

development of basic hr objectives and

strategy

Corporate level

Internal growth

Acquisitio-ns &

dis-investments

Corporate

business

development

planning

Strategic

Business unit

Level

Aggregate plans :

Manager, key personnel,

Total personnel and intermediate plans

for phr programs

Operations

planning: marketing,

Research/

Engineering

,production, financial

Specificati-ons

INDIVIDUAL BUSINESS LEVEL DETAILED P/HR

PROGRAMS IT

SUPPORT OF

OPERATIONS

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SHORT-TERM

ACTIVITIES

PLANNING

ACTIVITY

LEVEL

SUPPORT OF

SHORT-TERM

HR ACTIVITIES

PRODUCTION PLAN

Month Daily Production

April 85May 75

June 70

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July 60

MANPOWER STATUS (Permanent Employees)

Month Production PS PPC QC

44

Plan V/s Achievement

0

1000

2000

3000

4000

5000

6000

7000

8000

Apr

1000

May

1001

Jun

1002

Jul

1003

Total

1004

Month

No.

ofChassis

Plan

Achievement

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April 50 10 07 08

May 50 10 07 08

June 50 10 07 08

July 50 10 07 08

MANPOWER STATUS (Temporary Employees)

45

Manpower Status (Permanent)

0

200

400

600

800

1000

1200

1400

1600

Apr May Jun Jul Total

Month

Manpower

Production

PS

PPC

Qc

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Month Production PS PPC QC

April 370 10 08 25

May 400 15 03 22June 352 16 06 28

July 352 16 06 28

46

Manpower Status (Temporary)

0

200

400

600

800

1000

1200

1400

1600

Apr May Jun Jul Total

Month

Manpower Production

PS

PPC

Qc

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Human Resource Development Analysis:-

The programs under this development procedure that are organized by the companyare:

Management Development Module

Program deals with essential management skills identified through competency

mapping. It helps participants to better understand economic trends, understand how

economic trends impact business. Participants will develop skills in interpreting financial

information and application of financial techniques in the area of managerial decision

making. Program helps to develop finer nuances of etiquette to project a positive self and

corporate image. Executives develop a better understanding of performance management

process and its application. Sessions underline the importance of fast responsiveness, cost

consciousness and innovation to create competitive advantage.

Business Economics Module

Executives will get an understanding about the current trends in the world economy

and an insight into their implications for business. Also provides a better understanding of

the impact of financial decisions on the firms profitability.

Middle Management Program IIM, A

Enable participants to view various functions of management from a senior managers

perspective. Develop an outlook that would help integrate an organizational strategy with

functional strategies. Program sensitizes participants to key contemporary concern areas like

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internationalization of business, customer orientation, citizen and electronic commerce

etc.

Strategic Management-Business Simulation

Program helps executives to acquire a holistic understanding of parameters affecting

the business and understand cross-functional relationship among various management

functions such as Finance, Marketing, Operations HR, R&D etc. It focuses on business

themes such as operational efficiency, cost reduction, growth, market share, sustaining

quality, product innovation, customer service etc. Program methodology involves business

simulation as a tool.

Data Analysis for Marketing Decisions

Understanding of the underlying logic of the statistical tools and of the statistical tools

and of the key concepts of data mining and their applicability for marketing decisions. An

overview of Data Analytic tools for marketing. Factor Analysis, cluster Analysis, Conjoint

Analysis and Forecasting.

Marketing Management

The programs helps executives to gain comprehensive conceptual understanding of

Marketing management and helps them to relate this with their work environment.

Understand consumer buying behaviour process, segmentation and positioning, Key Account

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management. Helps to develop customer relationships based on Life Time Value, understand

quality of services and aim at and measure customer satisfaction.

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Certificate Program in Manufacturing Excellence

The program helps executives to upgrade on latest developments in manufacturing

domain. Provides multi-skills with enhanced knowledge base, motivation and empowers

executives to contribute more effectively in their work area.

M S in Engineering Management

The program provides knowledge in Manufacturing Management. Develop

appreciation of key management concepts. Helps to improve perspective on organizational

and job related matters. Equips executives for managing job rotation.

B S in Engineering & Technology

The executives are updated on latest development in Technological/ Engineering

areas. Provides multi-skills with the help of enhanced knowledge base and better motivation.

Executives upgrade their academic qualification.

Quantitative Skills

The program helps executives to understand basic concepts and the use of statistics. It

enables them to use basic statistical tools for data interpretation and analysis, Problem

Solving using Linear programming with EXCEL Solver. Helps executives apply a

systematic and proven approach to solve a variety of work related problems.

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Mechatronics

The executives are exposed to basic concepts and integration of Electrical, Electronic

and Mechanical Engineering leading to Industrial Automation.

Gear Box Technology

The program provides a comprehensive understanding to GearBox Technology,

addresses the gear/ axle as an individual element as well as end product entity.

Total Productive Maintenance

The program focuses on the concept of TPM and provides skills for on the job

implementation.

Value Engineering

The program helps executives to understand the concept of Value Engineering and

practice specific VE skills to achieve established targets.

Working Together- Outward Bound Training

Based on the Experiential methodology, it is process, which begins with the

experience and is followed by analysis, discussion, reflection and introspection.

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Personal Growth Lab-ISABS

Helps understand the reasons for their behaviors and those of others behavior more

clearly.

Professional Ethics

The program helps executives to understand both technical & ethicak responsibilities,

appreciate the methods of resolving ethical dilemmas and become more sensitive to the

importance of ethical engineering practices. Appreciate that only ethical practices can help to

scale greater heights.

Innovation Module

The program expose executives on how to make the group climate more creative and

less hostile. Encourages collective thinking and collaborative innovation.

Assertiveness

The program appreciates the importance of assertiveness, helps participants to

distinguish the difference among aggressive, passive and assertive behaviors.

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Planning for Retirement

The program helps executives to develop a positive attitude towards retired life. Equip

executives to cope with retirement, deal with issues of Health and assist executives plan

Finance and Investments.

MISSION GEMBA

Enhancing employees for world class globalizes performance vision:- Achieving

leadership in the domestic commercial vehicle markets and a significant presence in the

world markets and a significant presence in the world market by 2014 through transport

solutions by enhancing the employ for their excellent work to promote them to do their best

for the goal of organization. Its a playful part of the company. It is totally based on the

potential of the employee how can they do more, higher productivity can be generated and

how efficiently their jobs do. If any employee renders his service for a new invention or a

way by which the production, quality standards or any other standards can grow rapidly.

Then the employee is awarded by senior officers or respective head of mission gemba.

The main emphasis is on the increase of the potential of the employee. Motivate them

through learnings; self respect, honesty, hard work, etc... Have to become the essential part

of an employee working in the organization

It creates a positive psychological effect in the mind of employee. If he perform just

different job, respective with a aspect of development of the company, he is being awarded

and the same employee works with a difference in the company with more advantageous

style.

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It gives a friendly and competitive environment which helps employee and the

organization to achieve their ambitions. GEMBA is a Japanese word which means SHOP

FLOOR. It provides quality assurance, fastest delivery and least cost to customers by

Offering appropriate products and services. Adopting lean manufacturing systems &

practices through employee empowerment and participation. Bench marking products,

process and people against best in the industry.

In processing of this plan everyday all permanent workers, engineers, managers

amount up on the GEMBA floor and discuss their problems and solutions with each other.

Every day for their improvement suggestion every guy is awarded marks according to the

performance and after a period the highest scorer is awarded the GEMBA mission award.

Other Development Sources are:

Health Care Facilities

Sports Facilities

Medical Facilities

Cultural Events

Club Events

Employees Development as according to Management Development Calendar.

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Conclusion

In todays competitive milieu ASHOK LEYLAND LTD., Alwar is increasingly turning

to training & development with effective human resource planning to acquire the cutting

edge. As company manage growth & a constantly changing environment purposive training

effective planning have acquired purity status on the corporate agenda. ASHOK LEYLAND

Human Resource Management emphasizes active participation & encourages executives to

explore & experiment with new ideas & concepts. ASHOK LEYLAND human resource

planning is also very effective.

This project is limited to one plant of Ashok Leyland alwar, which is based in Alwar

(Rajasthan).

Some data was confidential and not disclosed as per the companys policy.

Time limitation was the major factor for the study.

There was less interaction during the training period with the higher staff or executives

due to their work load

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Recommendations And Suggestion

There are some points, which are pointed out as recommendation, and if ASHOK

LEYLAND LTD., Alwar follows these points then company can effectively increase

efficiency of employees. These points are:

The HR plan must fit in with the overall objectives of the organization.

The plan must meet the changing needs of the organization and should enjoy

consistent support from top management.

The period of a human resource plan should be appropriate to the needs and

circumstances of the specific enterprise.

The quantity & quality of human resources should be stressed in a balanced

manner.

An adequate database should be developed for human resources to facilitate

human resources planning.

Human resource planning function should be properly organized.

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Appendix

Questionnaire

Bibliography

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Questionnaire

Manpower/ Human Resource

Planning & Development

I believe that your ideas can create value to your organization. That is why I am asking

to you to tell me about the planning and development for manpower/human resource in your

organization.

For each question, select the best alternative/options. (Can select two or more options

if needed). Your completed questionnaire is purely confidential.

THANK YOU IN ADVANCE FOR YOUR TIME AND INPUT

NAME :- .

DEPARTMENT :-

Ques.1According to you what Human Resource or Manpower planning means?

(A) Right number of qualified people.

(B) Right people on right job.

(C) Right people on right time.

(D) All of the above

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Ques.2What are the objectives of your Human Resource planning?

(A) Forecasting manpower requirements.

(B) Effective utilization of manpower.

(C) Promoting employees.

(D) All of the above.

Ques.3 What is the need of Human Resource planning in your organization?

(A) To overcome the shortage.

(B) To acquire the new skills.

(C) To cope with change.

(D) All of the above.

Ques.4 What is the level of Human Resource planning of your organization?

(A) National level.

(B) Sectoral level.

(C) Unit level (Based on corporate/business plan).

(D) Industrial level.

Ques.5 Is your organization is affected by external factors?

(A) Yes.

(B) No.

If Yes: - What are those factors?

(A) Government policies.

(B) Business environment.

(C) Level of technology.

(D) Level of economic development.

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Ques.6 Is your organization is affected by internal factors?

(A) Yes.

(B) No.

If Yes :- What are those factors?

(A) Company policies.

(B) Human Resource policies.

(C) Job analysis.

(D)Company production policy.

(E) All of the above.

Ques.7 Is your Human Resource planning depends on production plan of the

organization?

(A) Yes.

(B) No.

Ques.8 What was your Human Resource situation/strength?

APRIL MAY JUNE JULY

PPC

QC

PS ....

PRODUCTION

Ques.9 Is this any specific time of highest production?

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(A) Yes.

(B) No.

If Yes :- Please specify the month and demand both :- ..

Ques.10 What are those action programmes that are initiated as a part of Human

Resource plan implementation?

(A) Recruitment.

(B) Selection.

(C) Placement.

(D) Training & Development.

(E) All of the above.

Ques.11 What are the forecasting techniques that are applied in your organization?

A) Managerial Judgement.

(B) Ratio-Trend Analysis.

(C) Mathematical models.

(D) Delphi Technique.

(E) Work-Study Technique.

(F) Any Other.

Please specify :- .

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Ques.12 What are the advantages of Human Resource planning for your organization?

(A) Improvement in productivity.

(B) Recruitment of Qualified Human Resource.

(C) Adjusting with technical change.

(D) To treat the Human Resource like real corporate assets.

(E) All of the above & if any other too please specify :- .

Ques. 13 Are you having meetings with other departments including Human Resource

Manager for present/future requirement of Human Resource?

A) Yes.

(B) No.

If Yes :- At what level? :-

(A) Weekly.

(B) Monthly.

(C) Quarterly.

(D) Half Yearly.

(E) Any Other. Please specify :- .

Ques.14 What are the goals for Human Resource development in your organization?

(A) Facilitating organizational effectiveness.

(B) Enhancing productivity.

(C) Integrating people into business.

(D) Promoting individual Growth & Development.

(E) All of the above.

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Ques.15 What are those instruments or mechanism that are use to apply in your

organization or Human Resource Development?

(A) Performance Appraisal.

(B) Counselling & Monitoring.

(C) Training.

(D) Quality of work life.

(E) All of the above and if any other too :-

Please specify :- .

:- .

Ques.17 What type of training programme are provided by your organization?

(A) On the job training.

(B) Off the job training.

Ques.18 Is the expected performance standard reached after training is imparted to the

employees?

(A)Yes.

(B) No.

If Yes :- At what level?

(A) Good improvement.

(B) Very good improvement.

(C) A little improvement.

(D) Excellent improvement.

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Ques.19 Is employees with their creative ideas and their regular efforts always

appreciated in your company?

(A) Yes.

(B) No.

(C) Sometimes.

(D) Any other. Please specify :-

Ques.20 Is this company provides adequate training facilities to its employees?

(A) No.

(B) Sometimes.

(C) Regular.

(D) At a very good level.

Ques.21 Is the company is having definite plans for carrer development for its

employees?

(A)Yes.

(B) No.

Ques.22 The employees of this company have many opportunities to grow?

(A) Yes.

(B) No.

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Ques.23 The physical environment like lightning, ventilation, noise control etc. At the

work place is conductive for effective performance at work?

(A) No.

(B) Sometimes.

(C) True.

(D) Very much true.

Ques.24 What are the indirect development sources that are provided by your

organization?

(A) Sports events.

(B) Health care events.

(C) Cultural events.

(D) All of the above

Ques.25 The development programmes of your company for the employees are

concerned with :-

(A) Mental development.

(B) Physical development.

(C) A & B both.

(D) None of these.

Ques.26 Is MISSION GEMBA is also a part of development for the employees?

(A)Yes.

(B)No.

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Ques.27 Give the rate to the overall development programme that are conducted by

your organization?

(A)Fine.

(B)Good .

(C)Very Good.

(D)Excellent.

Ques.28 Is the followings are also a part of development in your organization?

:- CFT (Cross Functional Team).

:- RISE-I { Reward for individual service excellent (Integrated)}

:- Suggestion Scheme

(A) Yes.

(B) No.

(C) Not all of these.

Ques 29 Is any need to improve planning & development process?

(A)Yes.

(B)No.

(C)Little bit required.

(D)Very much improvement required.

(E)Any other remarks.

Please specify :-

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Ques.30 Do you have a specific development centre/ committee in your organization?

(A)Yes.

(B)No.

(C)Proposed.

(D)Not even proposed.

Ques.31 Suppose, if you will be the planning and development head of the employees,what will do?

(A)More emphasis on planning.

(B)More emphasis on development.

(C) More attention toward manpower.

(D)All of the above and if any other too:-

Please specify :-.

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Bibliography

I got all the information regarding the study of Manpower Planning & Development

with written proofs from the following references.

Books:

HUMAN RESOURCE AND PERSONNEL MANAGEMENT by

K.AswathappaUMAN RESOURCE MANAGEMENT by Gary Dessler

HRM & IR by P Subba Rao

Manuals:

HRD MANUAL

Websites:

www.hrfactor.com

www.hrguide.com

www.hrtrends.com

http://www.hrfactor.com/http://www.hrguide.com/http://www.hrtrends.com/http://www.hrfactor.com/http://www.hrguide.com/http://www.hrtrends.com/