SYNOPSIS of Kiran Bawane

7/28/2019 SYNOPSIS of Kiran Bawane

1/10

A

SYNOPSIS ON

"EMPLOYEES TRAINING AND DEVELOPMENT

PROCEDURE ADOPTED BY MAHINDRA AND

MAHINDRA LTD, NAGPUR.

A report submitted to

Rastrasant Tukdoji Maharaj Nagpur University, Nagpur.

In partial fulfillment of requirement

BACHELOR OF BUSINESS ADMINISTRATION

(B.B.A.)

SPECIALIZATION IN

HUMAN RESOURCES MANAGEMENT

Submitted by

Miss. KIRAN KRISHNA K. BAWANE

BBA III

Guided by

Mr. RAJESH TIMANE

B.E., M.B.A., B.J., Ph. D.

DhanwateNational College (DNC) Nagpur


2/10

For academic session

2011-2012

TABLE OF CONTENT

SR NO. PARTICULARS PAGE

NO1. INTRODUCTION OF TOPIC

2. COMPANY PROFILE

3. REVIEW OF RELATED LITERATURE

4. RESEARCH AND METHODLOGYa) OBJECTIVESOFTHERESEARCH

b) HYPOTHESESOFTHE STUDY

c) RESEARCH DESIGN

d) SAMPLE SIZE

e) DATA COLLECTION

f) LIMITATION OF THE STUDY

12. DATA COLLECTION & ANALSIS OF DATA

13. FINDING OF THE STUDY

14. CONCLUSION

15. SUGGESTION

16. ANNEXURE

BIBLOGRAPHY

QUESTIONNAIRE

TRAINING AND DEVELOPMENT

Introduction

2


3/10

In the field of human resource management, training and development is the field

concerned with organizational activity aimed at bettering the performance of

individuals and groups in organizational setting. It has been known by several

names, including employee development, human resource development, learning

and development .

According to Edwin B. flippo, Training is the act of increasing the knowledge and

skills of an employee for doing a particular job.

Training and development encompasses three main activities; training, education,

and development as follows:

Training: This activity is both focused upon, and evaluated against, the job

that an Individual currently holds.

Education: This activity focuses upon the jobs that an individual may

potentially holds in the future, and is evaluated against those jobs

Development: This activity focuses upon the activity that the organization

employing the Individual or that the individual is part of, may partake in the

future, and Almost Impossible to evaluate.

The stakeholder in training and development are categorized into several classes.

Thesponsors of training and development are senior managers. The client of training

and development are business planners. Line managers are responsible for coaching,

resources. and performance. The participants are those who actually undergo the

processes. The facilitators are Human Resource Management staff. And the

providers are specialists in the field. Each of the groups has its own agenda and

motivations, which sometimes conflicts with the agendas and motivations of the

others.

COMPANY PROFILE OF MAHINDRA & MAHINDRA LTD.

3


4/10

Vision: To be worlds largest tractor manufacturing company in Term of number

of units sold

Introduction:

The company was incorporate on 02.10.1945 and named as Mahindra & Mahindra

on 13.01.1984.Today, Mahindra & Mahindra popularly known and has a business

ranging from automobile to financial services. Mahindra N Mahindra is the 1st

tractor company in the world to win the JAPAN QUALITY MEDAL (JQM). It is

now focusing to get the total productive maintenance.

Plant layout :

In Maharashtra, M&M has 2 main tractor manufacturing plants located at

Kandivali(Mumbai) & Nagpur . Both these plants are ISO 14001 certified. A part

from these two manufacturing units, the FARM EQUIPMENT SECTOR(FES) has

satellite plant location at Rudrapur and Jaipur. Other is in Baroda, Nasik &

Lgatpuri.

Strategic business unit:

1. Automobile sector

2. Farm Equipment sector

3. Mahindra System and Automotive technology.

4. Infrastructure development sector.

5. Telecom and software sector.

6. Club Mahindra Holidays

7. Trade and Financial services.

Major Department in FES:

1) Tractor Assembly

2) Engine Assembly

3) Transmission Assembly

4) Hydraulics

Nagpur plant

4


5/10

Nagpur plant is split into 3 plants namely plant 1, plant 2, plant 3,in the same HR.

Marketing & sales: In Nagpur plant there are 6 major departments. The 1st four deal

with production. The main product of Nagpur plant is tractor. All the required parts

of the tractor are assembled here and formed as formed as tractor of different

horsepower and different models like Sarpanch, Bhoomiputra, Arjun,

Nagpur plant was established in August 1970 to manufacture agricultural

equipments. With a rapid growth, hydraulics and other assembling also began its

functioning at the Nagpur plan. In 1996, tractor assembly started and within 2-3

years Transmission assembly, Engine assembly, Transmission machinery and

Engine Machinery were also established. At Nagpur alone the total production of

different tractor in the year 2007 was 41,185. The total dispatch from Nagpur was

41,470. In the entire FES at M&M, 32% of the tractor are manufactured and

assembly from Nagpur Production Unit.

Nagpur Plant has various service functions like

A) Engineering

B) Accounts

C) Quality

D) Employee Relation & Development

RESEARCH METHODOLOGY

5


6/10

Research refers to a search for knowledge. It is a systematic method of collecting

and recording the facts in the form of numerical data relevant to the formulated

problem and arriving at certain conclusions over the problem based on collected

data.

Thus formulation of the problem is the first and foremost step in the research

process followed by the collection, recording, tabulation and analysis and drawing

the conclusions. The problem formulation starts with defining the problem or

number of problems in the functional area. To detect the functional area and locate

the exact problem is most important part of any research as the whole research is

based on the problem.

According to Clifford Woody research comprises defining and redefining problems,

formulating hypothesis or suggested solutions: collecting, organizing and evaluating

data: making deductions and reaching conclusions: and at last carefully testing the

conclusions to determine whether they fit the formulating hypothesis.

Research can be defined as the manipulation of things, concepts or symbols

for the purpose of generalizing to extend, correct or verify knowledge, whether that

knowledge aids in construction of theory or in the practice of an art

In short, the search for knowledge through objective and systematic method

of finding solution to a problem is research.

OBJECTIVE OF STUDY

6


7/10

1. To study the training and development at Mahindra and Mahindra.

2. To collect information regarding it.

3. To do it the method of survey and to find their viewpoint.

Training objectives are formed in the keeping with the companys goals &

objectives

Following are the objectives of training.

To impart the new entrant the basic knowledge & skill they need for an

intelligent performance of a definite job.

To prepare employee for higher level tasks.

To develop the potentialities of people for the next level job.

To ensure smooth & efficient working of a department.

Increased job satisfaction and morale among employees.

Increased employee motivation.

Increased efficiencies in processes, resulting in financial gain.

Increased capacity to adopt new technology and methods.

Increased innovation in the strategies and products,

Reduced employee turnover.

Enhanced company image e.g., conducting ethics training (not a good reason

for ethics training).

To bridge the gap between exiting performance ability & desired

performance.

7


8/10

HYPOTHESIS OF THE STUDY

1. Employees Training and Development Procedure Adopted by Mahindra and

Mahindra Ltd, Nagpur.

2. Training and Development helps to indentify the eligible employees for the

Co. Mahindra and Mahindra Ltd, Nagpur.

3. Thus in Mahindra N Mahindra more training is required to new staff than old

staff.

Alternative Hypothesis

1. Employees Training and Development Procedure Adopted by Mahindra and

Mahindra Ltd, Nagpur.

2. Training and Development are not helps to indentify the eligible employees

for the Co. Mahindra and Mahindra Ltd, Nagpur.

3. Thus in Mahindra N Mahindra more training are not required to new staff

than old staff.

LIMITATIONS OF STUDY

The study was thoughtful for knowing the existing Employees Training and

Development Procedure Adopted by Mahindra and Mahindra Ltd, Nagpur.

Limitation for the study, the study was restricted to Mahindra and Mahindra limited,

Nagpur only and other being the time as constraint.

There were various kinds of limitations or problems that I had to face while

collecting the data information from the various employees.

Most of the workers are illiterate, and they are not able to fill

questionnaire.

8


9/10

Not much information was available with the organization about how the

training system worked, for example little theoretical material was available

about the system.

Most of the employees had different views and suggestion about the subject

that would some time cause confusion while preparing data and findings.

The organization being a public unit so the people working there were not

too bothered about the outcome of the result from my project.

Most of the employees were not eager or prepared to fill the

questionnaire.

COLLECTION OF DATA

1-Primary data:-

Under this come surveying, Personal Interviewing

and contacts.

2-Secondery data:-

Internet, Books, Magazines.

FINDING OF THE STUDY

Based on the interpretation.

CONCLUSION & SUGGESTION

Based on the results obtained.

ANNEXURE

QUESTIONNAIRE

Based on the interpretation.

9


10/10

BIBLOGRAPHY

Books

Personnel Management by C.B. Mamoria

Effective Planning in Training and Development Leslie Rae

World Class Training Kaye Thorne

Training in Practice Blackwell

Human Resource Management C.B.Gupta

Human Resource Management T.N.Chabra

NEWS PAPERS

ECONOMIC TIMES

BUISNESS LINE

Times of India

Websites:-

www.hrmguide.com

www.mahindra.co.in

http://www.mahindra.com/Who-We-Are/Our-Leadership

http://www.mahindra.com/News/Press-

Releases/1302254195

http://www.mahindra.com/News/Press-

Releases/1293617503

www.google.com

10
http://www.hrmguide.com/http://www.nagpurguide.com/jump.html?listid=100022http://www.mahindra.com/Who-We-Are/Our-Leadershiphttp://www.mahindra.com/News/Press-Releases/1302254195http://www.mahindra.com/News/Press-Releases/1302254195http://www.mahindra.com/News/Press-Releases/1293617503http://www.mahindra.com/News/Press-Releases/1293617503http://www.google.com/http://www.hrmguide.com/http://www.nagpurguide.com/jump.html?listid=100022http://www.mahindra.com/Who-We-Are/Our-Leadershiphttp://www.mahindra.com/News/Press-Releases/1302254195http://www.mahindra.com/News/Press-Releases/1302254195http://www.mahindra.com/News/Press-Releases/1293617503http://www.mahindra.com/News/Press-Releases/1293617503http://www.google.com/

Documents

SYNOPSIS of Kiran Bawane