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Employee Training and Development: A Case study at KC MOTORS
1
CHEVROLET, Srinagar
ISSN (Online):
ISSN (Online): 2395- 6593
2395- 6593

CHEVROLET, Srinagar
Asif Ali
MBA Student, Business School,
University of Kashmir, Srinagar,
Email: asifalii.mba@gmail.com
Abstract : In a rapidly changing society, employee training and development is not

only an activity that is desirable but also an activity that an organization must commit resources
to if it is to maintain a viable and knowledgeable work force. In this study it was found that
Training programs lacks some requisites that they are not able to implement the same facilities
practically; thereby the same should be implemented. Employee appraisals and evaluations are
fundamental to gauging the quality of work an employee provides, therefore the same should
be encouraged, Time period for training sessions should be extended, More branches in different
districts should be opened so that the networking of the organizations will get strong and more
outputs will be gained, Audio visual aids should be used to make training programmed more
interactive and up to satisfaction level of trainees, Management can introduce suggestion
scheme, inviting suggestions from the employees. Stress management training should be given
to the employees. As the jobs become more complex, the importance of employee development
also increases. Inadequate job performance or decline in productivity or changes resulting out of
job redesigning or a technological breakthrough requires some type of training and
development efforts.
Keywords: Training, Development, Employee, Srinagar and Organization & Management.
FUNOON: AN INTERNATIONAL JOURNAL OF MULTIDISPLINARY RESEARCH- Vol. I, Issue 2/Sept. 2015

2
CHEVROLET, Srinagar
ISSN (Online):
2395- 6593
Introduction
Training is a systematic process of changing knowledge, skill behavior & motivation of

employees to improve their performance on the job as per the goals & objectives of the
organization. Training should also facilitate introduction of newer technology, new work
methods, innovation & all round enhancements of productivity & quality of products & services.
An effective training system has two key characteristics; first, it is based on systematic approach
to training need assessment system, & second, it utilizes the training need information in a cost-
effective manner or improving performance on the job. Training process is an integral part of
human resource management & organization. Training and development are continuous process
in improving the caliber of employees. It is an attempt to improve their current and future
performance but the organization should keep a track on their performance after imparting them
training it means training need assessment (Miller & Diana, 2002) it is a systematic process of
altering the behavior of employees to acquire by the employer to provide opportunities for the
employees to acquire job related skills, attitudes and knowledge.
Rao, T.V, (2015) found employee training tries to improve skills, or add to the existing level of
knowledge so that employee is better equipped to do his present job, or to prepare him for a
higher position with increased responsibilities. However individual growth is not and ends in
itself. Organizational growth need to be measured along with individual growth. Training refers
to the teaching /learning activities done for the primary purpose of helping members of an
organization to acquire and apply the knowledge skills, abilities, and attitude needed by that
organization to acquire and apply the same. Broadly speaking training is the act of increasing the
knowledge and skill of an employee for doing a particular job. In todays scenario, change is the
order of the day and the only way to deal with it, is to learn and grow. Employees have become
central to success or failure of an organization they are the cornucopia of ideas. So it high time
the organization realize that train and retain is the mantra of new-millennium.
Development is integral part of training if somebody is trained properly and efficiently,

the developments of that individual and the company for whom he is working would always be
seen at the peak. Here we discussed about development of employee, how to identify the needs,
and after developing how to develop executive skill to sharpen their knowledge. Learning should
be the continuous process and one should not hesitate to learn any stage. Learning and
developing is fast and easy at kc motors Chevrolet.
Objectives of Study
To study the employees perception with respect to existing training system at Chevrolet
To assess what management believes about imparting training to employees
To suggest and recommend various point in order to make training practices more
effective in the organization

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CHEVROLET, Srinagar
ISSN (Online):
2395- 6593
Methodology
The primary data was collected from the respondents by administering a structured questionnaire
and also through observations, interviews and discussions with the management team. Apart
from the primary data, the secondary data is collected through the Annual reports of KC motors,
past facts and figures provided by the KC motors Chevrolet, and through internet.
Statistical techniques:
Sample size 50
Sampling area Srinagar(J&K)
Industry KC motors Chevrolet
Respondents Staff members of KC motors Chevrolet
Data Sources Primary & Secondary Data
Sampling method The research was made by the survey in accordance with the
convenience of the employees. So the sampling type is
convenient sampling.
General Motors in India
Chevrolet has been one of the most recognized brands in India for several decades. They
were made popular as the vehicle of choice of the heroes in Bollywood movies.
Launched by GM's India operations, Chevrolet is among the more recent auto brands.
Until 2003, GM Indiaoriginally a joint venture with Hindustan Motors, sold the Opel
Corsa, Opel Astra and the Opel Vectra. Chevrolet officially began business in India on
June 6, 2003. The Corsa and Astra were built at a plant in Halol, Gujarat.
Chevrolet currently sells the Chevrolet Cruze, Chevrolet Spark, Chevrolet Optra,
Chevrolet Aveo, Chevrolet Tavera, Chevrolet Captiva, Chevrolet SRV, Chevrolet Beat,
Chevrolet Sail and Chevrolet Aveo U-VA. The Chevrolet Forester, a rebadged Subaru,
was imported directly from Fuji Heavy Industries in Japan until 2005. The Cruze and
Tavera are built at the Halol plant. Chevrolet also is the sole Engine supplier for the
Formula Rolon single seater series in India.

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CHEVROLET, Srinagar
ISSN (Online):
2395- 6593
Profile of KC Motors Chevrolet:
Name of firm Kc motors Chevrolet
Situated at Hyderpora, Tengpora bypass,srinagar
Year and date of establishment November 2009
Authorized main dealer KC Motors Chevrolet
No of employees Sale department &

Service department= 85
Other kc branches Baramulla, Shopian
Product profile Sale and services
Training Methods Adopted by the KC Motors Chevrolet
The General Motors usually employ different types of training methods to train employees. The
training session maximum one month to employee training
a) Lecture method:
In lecture method, the trainer does all of the talking, He or she may use hand our, visual
aids, question/answer or posters to support the lecture.
Communication is primarily one way; from the instructor to the trainee.
Pros: less time is needed for the trainer to prepare than other methods it provides a lot of
information quickly when it is less important that the trainees retain a lot of details.
Cons; Does not actively involve trainees in training process. The trainees forget much
information if it is presented only orally.
b) Demonstration:
Demonstration is very effective for basic skills training. The trainer shows trainees how
to do something. The trainer may provide an opportunity for trainees to perform the task
being demonstrated.
Pros: This method emphasizes the trainee involvement. It engages several senses; seeing,
hearing, feeling, touching.

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CHEVROLET, Srinagar
ISSN (Online):
2395- 6593
Cons: It requires a great deal of trainer preparation and planning, there is also need to be
an adequate space for the training to take place. If the trainer is not skilled in the task
being taught, poor work habit can be learned by the trainee.
c) Project:
Projects require the trainees to do something on the job which improves the business as
well as helps them learn about the topic of training. It might involve participation on a
team, the creation of a database, or the forming of a new process. The type of project will
vary by business and the skill level of the trainee.
Pros: This is a good training activity for experienced employees. Projects can be chosen
which help solve problems or otherwise improve the operation; Trainees get first hand
experience in the topic of the training. Little time is needed to prepare the training
experience
Cons; without proper introduction to the project and its purpose, trainees may think they
are doing somebody elses work. Also, if they do not have an interest in the project or
there is no immediate impact on their own jobs, it will be difficult to obtain and maintain
their interest.
d) Mentoring
A mentor can tutor others in their learning; mentors help employees solve problems both
through training them in skills and through modeling effective attitudes and behaviors.
This system is sometimes known as a buddy system.
Pros; It can take place before, during, or after a shift; It gives the trainee individual
attention and immediate feedback. It also helps the trainee get information regarding the
business culture and organizational structure.
Cons; Training can be interrupted if the mentor moves on, if a properly trained mentor is
not chosen, the trainee can pick up bad habits.
e) Case studies
A case study is a description of a real or imagined situation which contains information
that trainees can use to analyze what has occurred and why. The trainees recommend
solutions based on the content provided.
Pros: A case study can present a real- life situation which lets trainees consider what they
would do, it can present a wide variety of skills in which applying knowledge is
important.
Cons; Cases can be defined to write and time consuming to discuss. The trainer must be
creative and very skilled at leading discussions, making points and keeping trainees on
track.
f) Job rotation
A job design technique in which employees are moved between two or more jobs in a
planned manner, the objective is to expose the employees to different experiences and
wider variety of skills to enhance job satisfaction and to cross train them.

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CHEVROLET, Srinagar
ISSN (Online):
2395- 6593
Pros; Provides an opportunity to broaden ones knowledge; - Due to job rotation the
person is able to learn different job in the organization this broadens his knowledge.
Data Analysis:
1) Since how many years you are working in this organization?
Responses
More than years

4 - 6 years
2 4 years
0 2 years

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CHEVROLET, Srinagar
ISSN (Online):
2395- 6593
Interpretation: Most of the employees were working in the company from the last 0-2 years and
2-4 years and therefore would have useful experience regarding efforts made by their
organization for assisting them to acquire job related skills, attitudes and knowledge through
training and development programmes.
2) The organization has a training and development policy applicable to all employees?
50
40
30
20
Responses
10
Agreed
Not Agreed
Partially
Agreed None of
these
Interpretation: Most of the employees are of the view that training is considered as a part of
the organizational strategy.
3) Do you like to attend the training programme?
30
25
20
15
responses
10
0
yes no off and on no idea

8
CHEVROLET, Srinagar
ISSN (Online):
2395- 6593
Interpretation: Most of the employees want to be periodically reviewed, upgraded and updated
in tune with the demanding situation of the expectations of customers.
4) Since how many years training is being organized by your kc motors Chevrolet?
30
25
20
15
10 Responses
5
0
0 -1 years
1-2 years
2-3 years
3-4 years
Interpretation: most of the employees were working in the company from the last 3-4 years and
2-3 years and therefore would have useful experience regarding efforts made by their
organization for assisting them to acquire job related skills and knowledge through training and
development programmes.
5) The training is provided by competent professional?

9
CHEVROLET, Srinagar
ISSN (Online):
2395- 6593
60
50
40
30
Series 1
20
10
0
Agreed Not Agreed Partially Agreed None of these
Interpretation
98% of employees are of the view that the training is provided by the competent
professional .the training is provided thereby keeping in view all the training objectives
are met during the training sessions.
6) Does the trainer collect the feedback from the trainees after program is completed?
Response
50
40
30
20
10
0
yes no
Interpretation: 90% of respondents agreed that the training is provided by the

professionals trainers and thereby the trainer collects the feedback from the trainees after
completion of training programs.

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CHEVROLET, Srinagar
ISSN (Online):
2395- 6593
7) Does the training help you to upgrade soft skills like communication skills, leadership,
team building etc.
To a great extent
To some extent
Very little extent
Not at all
Interpretation: 68% of the trainees are of the view that the training is essential for
upgrading their various skills while 22% of the trainees are to some extent agreed with the same.
8) Are you able to implement the learned skills in the day to day job after coming back from
the training program
To a great extent
To some extent
Very little extent
Not at all
Interpretation: Only 54% of trainees agreed that they are able to implement the learned
skills in the day to day job after coming back from the training program. Thereby it is
revealed that training programs lacks some requisites as 8% of trainees are still of the
opinion that they are not able to implement the same facilities practically.

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CHEVROLET, Srinagar
ISSN (Online):
2395- 6593
9) Employees should be given appraisal in order to motivate them to attend the training. Do
you agree with this statement?
35
30
25
20
15
10
0
Agreed Not Agreed Partially None of these
Agreed
Interpretation: Most of the employees strongly agree that they are given appraisal in
order to motivate them to attend the training. Employee appraisals and evaluations are
fundamental to gauging the quality of work an employee provides, and are usually
collected and rated by human resources departments. promotions, raises and bonuses can
hinge on the result of an employee`s appraisal
10) Does training program helps the employee in the achievement of the organizational goal?

12
CHEVROLET, Srinagar
ISSN (Online):
2395- 6593
Agreed
Not Agreed
Partially Agreed
None of these
Interpretation: Most of the employees are of the view that training helps achievement of the
organizational goal.
11) How long will it take to implement the trained process?
Responses
30
25
20
15
10
5
0
Less than 1 month 1-2 months 2-4 months More than 4 months
Interpretation; The views of majority of employees, points towards the fact that it takes 1-2
months to implement the trained process. Further the fact that no good implementation can be
done in a day, the period of 1-2 months simply tells us that the management must be following
the critical steps very carefully, in order to make the implementation process successful.
Findings
1. Employees working in the company have sound working experience.

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CHEVROLET, Srinagar
ISSN (Online):
2395- 6593
2. Majority of trainees are of the view that the organization has a training and development
policy applicable to all employees.
3. Training is considered as a part of the organizational strategy.
4. Majority of employee attend training programmes in order to remain updated in tune with
the demanding situation of the expectations of customers.
5. The training is provided by the competent professionals.
6. The trainer collects the feedback from the trainees after completion of training programs.
7. Trainees are able to implement the learned skills in the day to day job after coming back
from the training program.
8. The trainees are of the view that the training is essential for upgrading their various skills
9. Majority of the employees are of the view that training helps in achievement of the
organizational goal.
10. The employees are being provided by appraisals.
11. Majority of employees, are of the view towards the fact that it takes 1-2 months to
implement the trained process.
Suggestions
1. Training programs lacks some requisites that they are not able to implement the same
facilities practically; thereby the same should be implemented.
2. Employee appraisals and evaluations are fundamental to gauging the quality of work an
employee provides, therefore the same should be encouraged
3. Time period for training sessions should be extended.
4. More branches in different districts should be opened so that the networking of the
organizations will get strong and more outputs will be gained.
5. Audio visual aids should be used to make training prograrmme more interactive and up to
satisfaction level of trainees.
6. Management can introduce suggestion scheme, inviting suggestions from the employees.
7. Stress management training should be given to the employees.

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CHEVROLET, Srinagar
ISSN (Online):
2395- 6593
Conclusion
Every organization needs to have well trained and experienced people to perform the activities
that have to be done. If the current or potential job occupant can met this requirement, training is
not important but when this is not the case, it is necessary to raise the skill levels and increase the
versatility and adaptability of employees. Inadequate job performance or decline in productivity
or changes resulting out of job redesigning or a technological breakthrough requires some type of
training and development efforts. As the jobs become more complex, the importance of
employee development also increases. In a rapidly changing society, employee training and
development are not only an activity that is desirable but also an activity that an organization
must commit resources to if it is to maintain a viable and knowledgeable work force. Mamoria
,C.B & Gankar, S.V(2014). In todays Corporate World, it is very important that the managers
should plan, organize, direct and control, the procurement, development, compensation,
integration, management and separation of workforce in order that the organization may
accomplish its objectives. From this point of view, the workforce is an instrument of the
organization, and the HR manager provides and shapes that instrument. Hence, the HR managers
must assist the organization in adopting the changes in mix and values. Thus, global competition,
customer focus, and need for speed & flexibility have transformed the business equation. But to
get the desired result, we must depend on HR to carry the proceedings. We must select
competent individuals, develop, motivate, retain and provide them with the organizational
culture and process that will allow them to succeed. I conclude that through proper training, an
employee can become multi-skilled, as training helps to develop knowledge, skills and attitudes
necessary to perform job related tasks.
I have found out that because of training, employees are more able to perform their
work very effectively. By imparting suitable training to employees, the company can achieve the
target of: Low Cost, High Quality, Productivity, Timely delivery, Reliability, Value for money,
Customer satisfaction.

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CHEVROLET, Srinagar
ISSN (Online):
2395- 6593
References
History of Chevrolet. Retrieved on April 22, 2015 from www.kcmotors.in.
Janice A, Miller, SPHR & Diana M. Osinki SPHR,Training needs and

Assessment2002. Retreived on April 22, 2015 from www.ispi.org
Mamoria, C.B & Gankar, S.V.A Text book of human resource management,
Himalayan publishing. Mumbai .2014.
Rao, T.V. Readings in human resource development, oxford & IBH Publishing.,
New Delhi, pp326-333., 2003.

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Employee Training and Development: A Case study at KC MOTORS

Employee Training and Development: A Case study at KC MOTORS

MBA Student, Business School,

University of Kashmir, Srinagar,

Abstract : In a rapidly changing society, employee training and development is not

Keywords: Training, Development, Employee, Srinagar and Organization & Management.

FUNOON: AN INTERNATIONAL JOURNAL OF MULTIDISPLINARY RESEARCH- Vol. I, Issue 2/Sept. 2015

Training is a systematic process of changing knowledge, skill behavior & motivation of

Development is integral part of training if somebody is trained properly and efficiently,

FUNOON: AN INTERNATIONAL JOURNAL OF MULTIDISPLINARY RESEARCH- Vol. I, Issue 2/Sept. 2015

Sampling area Srinagar(J&K)

Industry KC motors Chevrolet

Respondents Staff members of KC motors Chevrolet

Data Sources Primary & Secondary Data

convenience of the employees. So the sampling type is

General Motors in India

FUNOON: AN INTERNATIONAL JOURNAL OF MULTIDISPLINARY RESEARCH- Vol. I, Issue 2/Sept. 2015

Profile of KC Motors Chevrolet:

Name of firm Kc motors Chevrolet

Situated at Hyderpora, Tengpora bypass,srinagar

Year and date of establishment November 2009

Authorized main dealer KC Motors Chevrolet

No of employees Sale department &

Other kc branches Baramulla, Shopian

Product profile Sale and services

Training Methods Adopted by the KC Motors Chevrolet

FUNOON: AN INTERNATIONAL JOURNAL OF MULTIDISPLINARY RESEARCH- Vol. I, Issue 2/Sept. 2015

FUNOON: AN INTERNATIONAL JOURNAL OF MULTIDISPLINARY RESEARCH- Vol. I, Issue 2/Sept. 2015

1) Since how many years you are working in this organization?

More than years

FUNOON: AN INTERNATIONAL JOURNAL OF MULTIDISPLINARY RESEARCH- Vol. I, Issue 2/Sept. 2015

3) Do you like to attend the training programme?

FUNOON: AN INTERNATIONAL JOURNAL OF MULTIDISPLINARY RESEARCH- Vol. I, Issue 2/Sept. 2015

5) The training is provided by competent professional?

FUNOON: AN INTERNATIONAL JOURNAL OF MULTIDISPLINARY RESEARCH- Vol. I, Issue 2/Sept. 2015

Interpretation: 90% of respondents agreed that the training is provided by the

FUNOON: AN INTERNATIONAL JOURNAL OF MULTIDISPLINARY RESEARCH- Vol. I, Issue 2/Sept. 2015

FUNOON: AN INTERNATIONAL JOURNAL OF MULTIDISPLINARY RESEARCH- Vol. I, Issue 2/Sept. 2015

FUNOON: AN INTERNATIONAL JOURNAL OF MULTIDISPLINARY RESEARCH- Vol. I, Issue 2/Sept. 2015

11) How long will it take to implement the trained process?

1. Employees working in the company have sound working experience.

FUNOON: AN INTERNATIONAL JOURNAL OF MULTIDISPLINARY RESEARCH- Vol. I, Issue 2/Sept. 2015

FUNOON: AN INTERNATIONAL JOURNAL OF MULTIDISPLINARY RESEARCH- Vol. I, Issue 2/Sept. 2015

FUNOON: AN INTERNATIONAL JOURNAL OF MULTIDISPLINARY RESEARCH- Vol. I, Issue 2/Sept. 2015

History of Chevrolet. Retrieved on April 22, 2015 from www.kcmotors.in.

Janice A, Miller, SPHR & Diana M. Osinki SPHR,Training needs and

FUNOON: AN INTERNATIONAL JOURNAL OF MULTIDISPLINARY RESEARCH- Vol. I, Issue 2/Sept. 2015

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