Effectiveness of Training & Development

A
SUMMER INTERNSHIP PROJECT REPORT

ON
“Effectiveness Of Training & Development

At
Asia Motor Works Ltd”
Prepared by
Mansi Anilbhai Thacker

(M.B.A. – SEMESTER II)
Academic Year 2013

Enrollment No 128240592031
ATMIYA INSTITUTE OF TECHNOLOGY & SCIENCE
DEPARTMENT OF MANAGEMENT
RAJKOT 360 005
Submitted to: Gujarat Technological University

Under the Guidance of
Professor Mrs.Sharmishtha Singh
DECLARATION
I undersigned Ms. Mansi A Thacker student of Department of Management (M.B.A.)

IInd Semester hereby declare that the report for Summer Training Project entitled
“Effectiveness of Employee Training and Development” from 1st June 2013 to 15th
July 2013 is my own work and has been carried out under the guidance of Mrs.
Sharmishtha Singh Prof. of Department of Management (M.B.A.), Atmiya Institute of
Technology & Science, Rajkot.
This has not been submitted to any other university for securing in any examination
Mansi A Thacker
Date: _______________
Place: Rajkot
IV
PREFACE
“ Experience is the best teacher ” the saying has played a guiding role in the infusion
of the Project report as a part of Comprehensive Project after first year of Master of
Business Administration (M.B.A.) program of the Gujarat technological University. The
infusion gets a special consideration and importance to the programs as it allows a
student as exposure to the real business life.
The main objective of this Comprehensive Project at MBA level is to develop skill in
student by supplement to the theoretical Management Study in general. Industrial
training helps to gain real life knowledge about the industrial environment and business
practice.
As a student of MBA, I also got opportunity to visit at Asia Motor Works, Bhuj- Kutch
through my Comprehensive Project Report. The knowledge and information I obtained
during my Research Report will be helpful to me in my study and also in future.
V
ACKNOWLEDGEMENTS
First and foremost my sincere thanks to Asia Motor Works Ltd. for allowing me to
pursue my summer training in the company. I would also like to thank all the employees
of the company especially Training department who directly or indirectly encourage me
during training period.
I also would like to thank Mr. Nikunj Vora, H.O.D. of HR Department, Asia Motor Works,
Mr. Rajesh Tripathy, Manager of HR Department, Asia Motor Works Auto Component
for providing their valuable time and guidance; otherwise it would have been difficult to
keep the constant high spirit of work. I take the opportunity to thank them for their
extensive help and for providing valuable information, suggestion and inputs at various
stages of work.
I am grateful to Mr. Manoj Thorat, Deputy Manager of HRD, and Mr. Shaunak Mehta,
for giving me a wonderful opportunity to be part of the department for my internship
purpose and also supporting me to make the best out of the training Program.
I also would like to thank all of Employee of HR department who have helped me a lot in
my period and provided encouragement directly and indirectly to me during this
internship.
Mansi Thacker
VI
INDEX
No. Particulars Page

No.
1.Introduction 1
1. Indian Automobile Industry……………………………… 2
3
2. Introduction of HCV Vehicles……………………………
4
3. About the company……………………………………… 5
4. Company Profile………………………………………… 7
5. Mission & Vision………………………………………… 9
6. Different Plant…………………………………………… 10
10
6.1. HCV………………………………………………….
10
1. Assembly Plant………………..……………….. 10
2. Test Centre…………………..……………….… 11
6.2. Auto Component Division….…………………… 12
6.2.1. Wheel rim………………………………………. 13
6.2.2. Press Shop…………..…………………………. 14
6.2.3. Crash Barrier…………………………………… 14
14
7. Products of AMW………………………………………. 15
7.1. Tippers…………………………………………. 15
7.2. Tractors……….……………………………….. 16
7.3. Haulers………………………………………… 17
7.4. Transit Mixers…………………………………. 18
7.5. Concrete Pumps……………………………… 18
7.6. Fully Built Vehicles………………………..….. 18
19
8. Various Department………………………………..…… 20
8.1. Field Service Department…………………… 21
8. 2. Store Department……………………………. 21
8.3. Project Department………………………….. 21
8.4. Quality Department……………...…………… 21
8.4.1. Present Inspection Facilities…..…………. 22
22
8.4.2. Proposed Inspection Facilities……..……..
22
8.4.3. Road Testing………………………………. 33
8.4.4. Quality Policy………………………………. 23
8.5. Production Department………………............... 24
8.6. Admin Department……………………………… 25
8.6.1. Function wise Scope……………………… 26
8.7. IT Department………………………………….... 28
28
8.8. Finance Department……………………….……
29
8.8.1. Main objectives……………………………... 29
8.8.2. Sources of Finance………………………… 29
VII
8.9. HR department…………………………………… 30
8.9.1. HR Tasks……………………………………. 30
8.9.2. Recruitment………………………………… 31
32
8.9.3. Process Of Recruitment……………….….
33
8.9.4. Recruitment Sources Of AMW……….…….
8.9.5. Performance Appraisal……………….…….. 33
8.9.6. Training & Development…………………… 33
8.9.7. Training Identification Process……..……… 34
8.9.8. Statutory Welfare Measures……………..... 34
8.9.9. Non Statutory Welfare Measures…………. 35
35
8.9.10. Other Welfares……………………………....
9. Minds behind AMW…………..………………………… 36
10. SWOT Analysis……………………………..…………… 37
2. Primary Study………………………………………………….…… 38
2.1 Literature Review……………………………………. 39
2.2 Background of the Study……………………… …… 43
2.3 Problem Statement of the Study…………………… 44
2.4 Objectives of the Study………………………………. 44
2.5 Hypothesis…………………………………………… 45
3. Research Methodology…………………………………………… 46
3.1 Research Design……………………………………. 46
3.2 Sources of Data……………………………………… 46
3.3 Data Collection Method…………………………….. 47
3.4 Population…………………………………………….. 47
3.5 Sampling Method……………………………………. 47
3.6 Sampling Frame…………………………………….. 47
3.7 Date Collection Instrument…………………………. 47
4. Data analysis and interpretation……………………………..…. 48
5. Statistical Analysis/Hypothesis testing………………………... 62
5.1 Chi-Square…………………………………………… 62
5.2Annova Analysis……………………………………… 66
6. Results and findings………………………………………………. 69
7. Limitation of study…………………………………………………. 71
8. Suggestions………………………………………………………… 72
9. Area of improvement In T&D process………………………….. 74
10. Scope For The Future Study……………………………………. 75
11. Annexure…………………………………………………………… 76
12. Bibliography……………………………………………………….. 79
VIII
List of Tables
No Particulars Page
No.
1 Table1 (Benefits) 48
2 Table2 (Opportunity) 49
3 Table3 (Quality) 51
4 Table4 (Impact) 52
5 Table5 (Time- off for training) 53
6 Table6 (Further requirement) 54
7 Table7 (need identification) 55
8 Table8 (Encourages employees) 56
9 Table9 (Requirement of technical knowledge) 57
10 Table10 (Difficulties) 58
11 Table11 (Training Methods) 59
12 Table12( Methods of Effective Learning) 60
13 Table13(Data of survey) 62
14 Table14(Chi-square) 64
IX
List of Charts
No Particulars Page
No.
1 Chart1 (Benefits) 48
2 Chart2 (Opportunity) 49
3 Chart3 (Quality) 51
4 Chart4 (Impact) 52
5 Chart5 (Time- off for training) 53
6 Chart6 (Further requirement) 54
7 Chart7 (need identification) 55
8 Chart8 (Encourages employees) 56
9 Chart9 (Requirement of technical knowledge) 57
10 Chart10 (Difficulties) 58
11 Chart11 (Training Methods) 59
12 Chart12( Methods of Effective Learning) 60
X
EXECUTIVE SUMMARY
The project involved the initial study of basic operations at this plant and understanding
of the different sectional activities. The various touch points were analyzed, and
discussions were made with employees responsible in these areas to understand the
operations carried out in relevant departments.
The project is the mainly about to understand the different segments of the company
and its flow of work and its operations and execution.
The Objective of the project is to understand the industrial procedures in details and to
get familiar with their departments and to get exposure of the industry environment.
Along with this, many government schemes encourages manufacturing of product Thus,
in the changing scenario, it becomes imperative for a company to reformulate its
strategies to maximize the company profitability.
The major recommendation are to improve its efficiency and try to find out reasons for
huge variances in case of some of the buyers and also try to improve capacity
utilization. Besides the profitability analysis, several learning’s came my way as a part of
project.
I got an opportunity to see the processes taking place in the plant and got a thorough
idea of the process flow. I saw how the departments in the organization work in
synchronization to produce a result with their combined effort. It was real learning
experience to see how processes and people are been managed.
XI
PART-I
1. Introduction
Department of Management, Atmiya Institute of Technology & Science

1
1.1 Indian Automobile industry
The automobile industry in India—the tenth largest in the world with an annual
production of approximately 2 million units—is expected to become one of the
major global automotive industries in the coming years. A number of domestic
companies produce automobiles in India and the growing presence of
multinational investment, too, has led to an increase in overall growth.
In 1953, the government of India and the Indian private sector initiated
manufacturing processes to help develop the automobile industry, which had
emerged by the 1940s in a nascent form. Between 1970 to the economic
liberalization of 1991, the automobile industry continued to grow at a slow
pace due to the many government restrictions. A number of Indian
manufactures appeared between 1970-1980. Japanese manufacturers
entered the Indian market ultimately leading to the establishment of Maruti
Udyog. A number of foreign firms initiated joint ventures with Indian
companies. Following the economic reforms of 1991, the automobile section
underwent de- licensing and opened up for 100 percent foreign direct
investment.
A surge in economic growth rate and purchasing power led to growth in the
Indian automobile industry, which grew at a rate of 17% on an average since

the economic reforms of 1991. The industry provided employment to a total of
13.1 million people as of 2006-07, which includes direct and indirect
employment. The export sector grew at a rate of 30% per year during early
21st century. However, the overall contribution of automobile industry in India
to the world remains low as of 2007.Increased presence of multiple
2
automobile manufacturers has led to market competitiveness and availability
of options at competitive costs. India was one of the largest manufacturers of
tractors in the world in 2005-06, when it produced 2, 93,000 units. India is also
largely self-sufficient in tyre production, which it also exports to over 60 other
countries. India produced 6.5 crore tyres in 2005-06.
1.2 Introduction of AACL & Competitor of the AMW
Auto Component Ltd (AALCs) are an important component of the Indian

automobile market. The AACLs play throughout the country and ensure that
all the essential goods and services reach out to the intended segments of the
population. In keeping with the economic growth of the country, there has
been a marked improvement in the role of the heavy commercial vehicles too.
Today, competition is not only rife but also growing more intense every year.
Competitors are the companies that satisfy the same customer need. It is a
simple task for a company to identify its competitors, once a company
identifies its primary competitors, it must ascertain their strategies, objectives,
strengths and weaknesses and react on pattern.
Whether competitors can carry out their strategies and reach their goal
depends on their resources and capabilities. Companies‘ closest competitors
are those seeking to satisfy the same customers and need and making similar
offer.

3
A company should also pay at tent ion to latent competitors who may offer
new or other ways to satisfy the same needs. Manager needs to conduct a
customer value analysis to reveal the company‘s strengths and weaknesses
relative to competitors.
The Competitor of AMW is:
 Tata Motors
 Ashok Leyland
 Eicher Motors
 Swaraj Mazda
 Volvo

4
1.3 About the company
Company Name Asia Motor Works Ltd. (AMW)
Registered Office 34th km milestone,
Near kanaiyabe Village,
Bhuj- Bhachau highway,
Bhuj- kutch.
Corporate office C 25, Laxmi Towers,
A 602, 6th Floor,
BandraKurla Complex,
Bandra (E), Mumbai - 400 051

5
Founder Anirudh Bhuwalka
Established year 2004
Form of organization Limited Company
Website www.amwasia.com
Total Area 600 acre in Bhuj

6
1.4 Company Profile
Established in the year 2004, it hasn't taken long for Asia Motor Works Ltd
(AMW). To win the attention and respect of the highly competitive Heavy
Commercial Vehicles industry. AMW specializes in design and manufacture of
high tonnage vehicles on a hybrid platform.
AMW has entered into collaborative partnerships with pioneering aggregate

suppliers like Cummins, ZF, Valeo and Meritor and has produced India's first
global truck series: 4923 TR and 2523 TP. After extensive research, AMW
has sourced these components and amalgamated them with its top-of-the-line
product development and design skills. AMW then employs a stringent testing
and quality control process, to deliver to its customers, vehicles that can
withstand the diverse and often demanding operating conditions.

7
AMW has a state-of-the-art fully integrated manufacturing facility spread over
600 Acres in Bhuj. The facility houses advanced production units built in
collaboration with world leaders like Schuler, etc.
The sprawling facility comprises an advanced Assembly plant, Steel Stamping

Press, Chassis Rolling plant, Fabrication unit, Paint Shop, Crash Barrier
manufacturing unit and Wheel Rim manufacturing unit.
Highly customer focused, AMW is in the process of rolling out a vast and
dependable, nationwide sales service and spares network, comprising 30
Main Dealers and 450 sub dealers. These centers cover most of the major
highways like the Golden Quadrilateral, North-South Corridor & East-West
Corridor.
The first AMW trucks to storm the Indian road are the 4923 Tractor and 2523
Tipper. These trucks are marvels of technology and integration. They support
numerous applications and can be further customized to suit more specialized
needs. Robust and powerful, they are specifically designed for Indian
conditions. With low maintenance and even lower downtime, they deliver
great value and big profits. In our endeavor to constantly excel ourselves, we
have several innovative commercial vehicle concepts in the design and
testing stage.
The plant‘s proximity to two major ports: Kandla and Mundra, enables faster
access to raw materials and shortened delivery timelines to Europe, which is
three weeks and to markets in the United States which takes six weeks.

8
1.5 Mission & Vision
Mission
 It will always be endeavor to invest time with the sole purpose of

delivering high quality yet cost effective products and services.
 AMW will build profitable partnerships and enduring relationships with

their customers.
 AMW will create an excellent working atmosphere ensuring the

betterment of society and preservation of the environment
Vision
 To be recognized and respected as the market leader delivering value

to its customers, employees and society.

9
1.6 Different Plant
1.6.1 HCV Division
1.6.1.1 Assembly Plant
At Assembly plant assembling of different model of trucks is done.
There are four models which are assembled here Tractor, Tipper, Haulage,
and transit Mixer.
World-class components come together and materialize into world class

vehicles at the AMW Assembly plant. Currently, the AMW Assembly plant has
a capacity of 50,000 units per annum. AMW has entered into collaborative

10
partnership with pioneering aggregate suppliers like Cummins, ZF, Valeo and
Meritor.
AMW takes pride in providing high quality and value every stage in the
manufacturing process. After pre-assembly, carriages, bodies, engines and
other aggregates parts are assembled together on a semi-automated modern
assembly line where the chassis leaves the line as a fully integrated AMW
world class truck.
1.6.1.2 Test Centre
AMW trucks go through an independent validating test function to verify,

validate and certify for their performance, durability and reliability. This
includes variants as well new features and product improvements.
The tests cover all critical parameters such as maximum speed, acceleration
through gears, braking deceleration, stopping distance, steering effort, pass
by and in-cab noise, cooling, grade ability, water wading, stability etc. etc.

11
On-road fuel consumption tests are carried out as per pre-determined cycles
to predict fuel consumption under a variety of traffic & terrain conditions.
1.6.2 Auto Component Division
AMW has invested Rs. 500 crores on the auto component business and plans
to produce components for the complete range of vehicles, including
passenger cars, commercial vehicles and tractors.
At the sprawling complex in Bhuj, Gujarat, AMW also manufactures

components for the automotive and general engineering industries. AMW
manufactures world-class wheel rims for cars, trucks, tractors and several
other vehicle categories. AMW also manufactures skin panels, inner panels
and compressor shells.

12
There are main three plants in Auto Component division.
 Wheel Rim Plant

 Press Shop Plant
 Crash Barrier Plant
1.6.2.1 Wheel Rims
AMW's wheel rim plant is one of India's largest single-location facilities, with
an installed capacity of 15 million wheel rims per year for a range of
automobiles.
The plants proximity to two major ports: Kandla and Mundra, enables faster
access to raw materials and shortened delivery timelines to Europe, which is
three weeks and to markets in the United States which takes six weeks.

13
Having a single location derives significant advantages in terms of economies
of scale, logistics, manpower and overheads. AMW is looking at all product
segments like passenger cars, commercial vehicles and tractors. It can offer
its wheel rims for both with tube and tubeless tires.
1.6.2.2 Press Shop
One of the most impressive auxiliary manufacturing facilities at AMW is its

Press Shop with a tandem press line with the lead press of 2400 tons Schuler
double action press followed by 5000 tons presses. The Press Shop has a
capacity of 45,000 tons per annum
1.6.2.3 Crash Barrier Plant
India‘s major highways and city roads have improved tremendously over the
last few years. Now vehicles can move at higher speeds. But that raises
serious concerns about safety. Specially designed metal crash barriers tackle
this concern and have been globally acknowledged to reduce fatalities.

14
1.7 Product of AMW
AMW manufactures a wide range of vehicles mainly are:
 Tipper
 Tracker
 Haulers
 Transit Mixers
 Concrete Pumps
 Fully Built Vehicles
1.7.1 Tippers
AMW tippers are suited for the rough and tumble of mining & quarrying
operations, as well as for carrying bulk loads in construction and infrastructure
industries. High performance and long-term endurance are common to all
trucks, resulting in lower operating costs.

15
Heavy duty double acting shock absorbers and integral power steering with
double UJ ensure a smooth and stable ride. The spacious, air-conditioned
cabin – a first in India – gives total driving comfort & satisfaction.
1.7.2 Tractors
This truck suitable for high performance for heavy loads. AMW tractor trailers
are adaptable for multiple uses, and give you a high level of comfort and
endurance on long journeys.

16
1.7.3 Haulers
AMW‘s haulage trucks are designed to give you optimum performance on any
kind of road – from rural roads to expressways. The durable chassis and
engine mean that payloads are higher and operating costs are lower. The
spacious, air-conditioned cabin – a first in India – gives total driving comfort &
satisfaction.

17
1.7.4 Transit Mixers
AMW transit mixers are designed for optimum performance in any terrain.
They provide, matched by high mixing efficiency. The engines are developed
in collaboration with the best automotive companies in the world. The
spacious, air-conditioned cabin – a first in India – gives total driving comfort &
satisfaction.
1.7.5 Concrete Pumps
AMW concrete pumps are suited for construction and infrastructure

operations. The spacious, air-conditioned cabin – a first in India gives total
driving comfort & satisfaction.

18
1.7.6 Fully Built Vehicles
AMW manufactures a wide range of fully built vehicle solutions under the
name of Tranztar Trailers for on-road and off-road applications. It combines
excellent driving characteristics on roads and highways and also on difficult
terrain and in adverse climate conditions.
 Flat Bed
 Side Board
 Tip Trailer
 Curtain-Sider
 Skeletal
 Tipper Body

19
1.8 Introduction about various Departments
M.D. & C.E.O.
C.O.O.
Admin
IT
DEPARTMENTS
Maintenance
Field
Service
HR Finance
Quality
Projects
Store
Production

20
1.8.1 Field Service Department
Field service is takes care of after sales service. Total there are 30 service
engineers out of them 5 are at Bhuj plant, who takes care about all the after
sales service procedures. All the service engineers are situated region wise.
When they get any information about service they immediately inform to Bhuj
plant. After that, Bhuj field service dept. Collaborates with the R&D dept. and
quality dept. As per their procedure, field service dept. makes modification.
That modification process is called recrofretment after that product is return to
the concern party.
1.8.2 Store Department
 To ensure the documents of received material.

 To verify the quantity of received material.
 House Keeping
 Material provision as per production planning and control department.
1.8.3 Project Department
Project dept. is to planning of water, electricity to establishment of new plant.

The main projects for which they are working are:
 Establishing new assembly line

 Establishing of paint shop
 Establishment of cab wield shop
 Expansion of fabrication

21
For the success of any project planning, time and synchronization are the
main aspects. For starting of any project first they negotiate with the concern
company after that, if they find it proper than the deal will be finalized. Vendor
makes an agreement about the time that at which time material is to be sent.
If material is not supplied by the vendor within time limit, than they are liable to
pay penalty. Company is asked for penalty for delay in supplying material.
Because of late receiving of material, it creates inconveniency and delay in
work. As per the requirement, project dept. plans regarding its construction to
internal arrangements. For that they have vendors like Sanghi Cement,
Sanghi Steels, Schuler, Isgec for press shop, Batliboi for drills, Samco etc.
they have dealers in U.K., Polland, Germany etc. and in India they have
dealers in Pune, Indore, Jaipur etc.
1.8.4 Quality Department
Quality dept. is checks the quality of the product. Which types of inspection
facilities are available is given below.
1.8.4.1 PRESENT INSPECTION FACILITIES AVAILABLE
 All instruments/gauges like venire caliper, micrometer.

 Torque wrench calibrator
 Salt spray test chamber
1.8.4.2 PROPOSED INSPECTION FACILITIES
 Universal Testing Machine

 Hardness Testing Machine
 CMM
 Microscope

22
1.8.4.3 Quality Policy

23
1.8.5 Production Department
For manufacturing or assembling of any product, its production, planning

and control are the main components.
Planning means, to plan about total number of product

manufactured/assembled. Here, PPC department makes daily plan about
the number of products assembled. Marketing dept. gives information
about the total sales/requirement of trucks/tipper to the PPC dept. is per
that information PPC dept. makes planning about the material requirement
for the assembling.
Next step is the production of the product. Trucks and tippers assembled
in 15 series. But in future they plan to assemble it in 45 series. After
assembling of the trucks, if any change required in the product that
information is given by the R&D dept. for that ECN [engineering change
notice] is come to PPC dept. by the R&D dept. after that PPC dept
introduces new technology.
Last process is to plan the price of the product. That price is decided with
the help of purchase and finance dept.

24
1.8.6 Admin Department
1.8.6.1 Function wise Scope of Department
Plant Admin: All activities related to plant administration, which is handling by

following designation.
 Manager HCV
 Manager ACD
Town Admin: All activities related to town administration, which is handling

by following designation.
 Manager Town Admin

 Manager Hospitality
25
Common Function: These are the functions which are common to plant and
town admin. The major sub-heads are:
 Operational Health Centre (OHC)

 Transportation
 Event Management
 Government Liaison
Plant Admin
 Employee Facility
 Housekeeping at AMW plant
 Receptionist and floor officer conference hall, meeting co-
ordination
 Printing and stationery
 Communication
 Travel and Ticketing
 Uniform Distribution
 Co-ordination and conduct of visits and events
Town Admin
 Provision of housing at Bhuj and Gandhidham for AMW

Employees
 Hospitality and Guest House management
 Housekeeping at all residential complexes
 Schooling

26
Common Function
 Medical Assistance and Hospital Liaison

 Transportation
 Government Liaison
 Event Management
Admin dept. is for administration of the organization. Admin is like a mother

for the employee of the company because of admin dept. employee can feel
like home.
Admin takes care of facilities provided to employees. Like to make an

arrangement of accommodation, transportation; canteen facility, requirement
of stationery etc. Admin is mainly for basic and important facilities provided to
employees.
For transport work, company having more than 20 buses. For that they
collaborate with the local transport bus agency. Company also has 8 cars and
2 extra cars, If any requirement arises for emergency to any other plant and if
sufficient vehicle is not available then they hire other vehicle and make
payment as kilometer basis. Transport manager gets information regarding
vehicle by sending online massage by the concern.

27
Facility of the mobile is handled by the Admin dept. billing of mobile phones is
an also handled by Admin dept.
Accommodation arrangement for new employee or visitor [guest] is handled

by this dept. Arrangement of accommodation for person is done as per the
hierarchy.
Admin dept. receiving from the station to provide proper accommodation for
particular person is taken care by Admin dept.
Maintenance of canteen is look out by admin dept. for that they have different
7 menus for lunch. For that, they prepare planning in advance about the
requirement of the vegetables and other necessary requirements.
1.8.7 IT Department
 LAN/WAN Infrastructure
 Help Desk Support
 In-house Software Development
 SAP Administration
 IT Asset Management
 Video Conferencing between Bhuj& Corporate Office

28
1.8.8 Finance Department
Finance dept. maintaining billings and payments. E.g. billing of stationery to

payment of receipt from vendors and customers. As per the different depts.,
finance dept.is maintained the payment or the receipt of the different products.
Finance dept. maintains the payment of stationeries to the trucks. All the
billing reports are maintained by SAP.
1.8.8.1 Main objectives of financial management are as under.
 To procure sufficient funds for the business.

 To ensure effective utilization of funds.
 To ensure safety of funds.
 To attain optimum capital structure.
1.8.8.2 Sources of Finance
 Company has invested its own money.

 Company has not issued any share to public.
 Company has taken loan from different bank for financial need.

29
1.8.9 HR Department
The main function of the HR department is staffing and recording adequately

and appropriately, recording of persons requirements, facilities provide to him,
and train the employee and assess their performance.
Training department also comes in under HR department. Training

department gives training to all employees.
1.8.9.1 HR Task
 Framing policies
 Manpower Planning
 Recruitment & Selection
 Induction
 Training & Development
 Performance Appraisal
 Wages & Salary Administration
 Grievance redressal
 Finding reasons for and reducing Employee Retention Rates

30
1.8.9.2 Recruitment
The objective of the recruitment process is to obtain the number and quality of
employees that can be selected in order to help the organization to achieve its
goals and objectives.
With the same objective, recruitment helps to create a pool of prospective

employees for the organization so that the management can select the right
candidate for the right job from this pool.
Recruitment acts as a link between the employers and the job seekers and
ensures the placement of right candidate at the right place at the right time.
Using and following the right recruitment processes can facilitate the selection
of the best candidates for the organization.

31
1.8.9.3 Process of Recruitment
Prepare Oak Chart
Get Permission from Corporate Office
Collect Resume & Screening
Select Candidate
Telephonic Interview by HR & HOD
Personal Interview
Medical
Final Decision & Prepare Backup

32
1.8.9.4 Recruitment Sources of AMW
 Display requirement on own/ other Websites

 Advertisements in Newspapers and Journals
 Employee Referral Scheme
 Campus Recruitment
 Placement Consultants
 Contractor
 Internal Transfers and Promotions
 Job Fairs
1.8.9.5 Performance Appraisals
AMW believes in KRA (Key Result Area) mode of evaluation. These KRA‘s
are specific to the functional area and provided to each of the employee and
to the new employees on joining by their immediate senior. The KRA‘s are in
sync with the organizational goal, job responsibility and the performance
expected from the employee. Appraisal is carried out on an annual basis,
starts in March.
1.8.9.6 Training and Development
Along with the recruitment process the utmost necessary step to retain the
employee who newly joined and also who are working in the organization is
the process of training through which employee can be educated about their
benefits of being in the organization. By tanning company can increase
employee‘s knowledge and skill, and building long term relationship with the
customer and with organization. HR department has taken great initiatives
towards educating and training the Asia Motor Works employee.
33
1.8.9.7 Training identification process
The department heads will identify training needs for various incumbents their
respective departments at the time of performance appraisal. HR department
schedule will be finalized after reviews and will be circulated to the various
departments. A copy of the schedule will also be displayed on the company
notice board. The HR department will consolidate the requests and notify the
concerned departments of the final schedule. They will also make the
necessary administrative arrangements.
1.8.9.8 Statutory Welfare Measures
Canteen Facility
AMW provides canteen facility to all its employees to provide nutritious &
good quality of food at subsidized rate in the premises. The cost of lunch per
plate comes to Rs. 26 out of which the employee needs to contribute Rs. 12
and the rest is borne by the company i.e. Rs. 14. Thus, the employee gets
lunch at subsidized rates.
Drinking Water
Every employee gets a bottle of drinking water at their table. Drinking water
facilities are also available at the plant for associates and casual labors.

34
Medical Facility:
AMW has an on duty doctor to take care of any medical emergency that
occurs.
1.8.9.9 Non Statutory Welfare Measures
Accommodation
Admin dept. provides accommodation to its associates DET, GET, & other
executives.
Transportation Facility
The admin dept. decides the vehicle timing/routes/pick points in accordance

with the prevailing office timing. With the joining of an employee, the admin
dept will make necessary arrangement for mode of transportation.
Uniform
To promote and establish the brand image of AMW in the corporate world,
and a feeling of Equality and oneness amongst the employees working at
various levels, the company has a common dress code for all. The admin
dept. issues uniform to an employee within one week of joining.
1.8.9.10 Other Welfares
 Mobile Phones
 Club for Senior Management Cadre
 Spouse employment
 On duty travel booking
 Courier Service
35
1.9 The Minds behind AMW
At AMW, it is our mission to build a world-class company that builds world-

class trucks for all industries. To this extent, we have appointed and nurtured
employees with a passion for their job, at every level. The senior management
is an example of this, by showing long-term vision and frontline leadership.
Management Team
Mr. Anirudh Bhuwalka

MD & CEO
Mr. A. Rama subramanian
President
Mr. G. Subramanyam
Director Finance
Mr. Anil Singh
VP, Materials
Mr. Sham Prasad Ponkshe
VP, R&D
Mr. Rajesh Mangal
C.M.O.

36
1.10 SWOT Analysis of Asia Motor Works
Strength Weakness
 Knowledgeable and  Lack of experience with the

Experienced employee domestic market
 Tax benefit  Less Market Share
 Superior Product  Heavy Import tariffs
 Stylist Look  Less brand image
 Ability to design products with
differentiating features
 Infrastructure
 Transportation facility
Opportunity Threats
 Expand their product globally  Increase the fuel price

 Infrastructure development of  Rising supply cost i.e. steel
south Asia  Change in government policy
 Increase in no. of competitors

37
PART - II
Primary Study

38
2. Introduction of the Study
Research topic
“Study the effectiveness of training and development”
2.1 Literature Review
This study help to find out the evaluation of training and development program
in Asia Motor Work, and provide measurement for effective training and
development program to organization. Some of question likes what are the
roadblocks in current effective T&D program? And what are the expectations
of employee from the program? are covered under this study to provide
effective measurement.
Learner R. (1986)
Training is often interpreted as the activity when an expert and learner work
together to effectively transfer information from the expert to the learner (to
enhance a learner‘s knowledge, attitudes or skills) so the learner can better
perform a current task or job. Training activity is both focused upon, and
evaluated against, the job that an individual currently holds
Nadler Leonard, (1984).
Development is often viewed as a broad, ongoing multi-faceted set of

activities (training activities among them) to bring someone or an organization
up to another threshold of performance. This development often includes a
wide variety of methods, e.g., orienting about a role, training in a wide variety
of areas, ongoing training on the job, coaching, mentoring and forms of self-
development. Some view development as a life-long goal and experience.
Development focuses upon the activities that the organization employing the
individual, or that the individual is part of, may partake in the future, and is
almost impossible to evaluate

39
Pfeiffer (1998)
Proposes that there is evidence demonstrating that effectively managed

people can produce substantially enhanced economic performance. Pfeiffer
extracted from various studies, related literature, and personal observation
and experience a set of seven dimensions that seem to characterize most if
not all of the systems producing profits through people.
He named them the seven practices of successful organizations and they

are: employment security, selective hiring of new personnel, self-managed
teams and decentralization of decision making as the basic principles of
organizational design, comparatively high compensation contingent on
organizational performance, extensive training, reduced status distinctions
and barriers, including dress, language, office arrangements, and wage
differences across levels, and extensive sharing of financial and performance
information throughout the organization.
McGhee (1997)
Effect of Training and Development on Employee Productivity
McGhee stated that an organization should commit its resources to a training

activity only if, in the best judgment of managers, the training can be expected
to achieve some results other than modifying employee behavior. It must
support some organizational goals, such as more efficient production or
distribution of goods and services, product operating costs, improved quality
or more efficient personal relations is the modification of employees behavior
affected through training should be aimed at supporting organization
objectives.

40
Arnold etal (1991)
Effect of Training and Development on Employee Motivation
Motivation is concerned with the factors that influence people to behave in

certain ways. Arnold etal, have listed the components as being, direction-what
a person is trying to do, effort- how hard a person is trying to and persistence-
how long a person keeps on trying. Motivating other people is about getting
them to move in the direction you want them to go in order to achieve a result,
well-motivated people are those with clearly defined goals who take action
that they expect will achieve those goals. Motivation at work can take place in
two ways.
Synderman (1957).
First, people can motivate themselves by seeking, finding and carrying out
that which satisfies their needs or at least leads them to expect that their
goals will be achieved. Secondly, management can motivate people through
such methods as pay, promotion, praise and training.
The organization as a whole can provide the context within which high levels
of motivation can be achieved training the employees in areas of their job
performance.
Lengnick-Hall (1990)
Effect of Training and Development on Competitive Advantage
Competitive advantage is the essence of competitive strategy. It

encompasses those capabilities, resources, relationships, and decisions,
which permits an organization to capitalize on opportunities in the
marketplace and to avoid threats to its desired position

41
Boxall and Purcell (1992)
Suggest that ‗human resource advantage can be traced to better people

employed in organizations with better processes.‘ This echoes the resource
based view of the firm, which states that ‗distinctive human resource practices
help to create the unique competences that determine how firms compete‘
(Capelli and Crocker- Hefter, 1996).
Armstrong (2005)
Intellectual capital is the source of competitive advantage for organizations.

The challenge is to ensure that firms have the ability to find, assimilate,
compensate, and retain human capital in shape of talented individual who can
drive a global organization that both responsive to its customer and ‗the
burgeoning opportunities of technology‘
William Edward Deming (1994)
One of the quality Gurus defines quality as a predictable degree of uniformity

and dependability at low costs and suitable to the market, he advises that an
organization should focus on the improvement of the process as the system
rather than the work is the cause of production variation (Gale 1994).
Many service organizations have embraced this approach of quality

assurance by checking on the systems and processes used to deliver the end
product to the consumer.

42
2.2 Background of the Study
Manpower training and development must be based on a need analysis

derived from a comparison of ―actual performance‘‘ and behavior with
―required performance‘‘ and behavior. Training and development is one of the
major ways organization invests in the workforce for greater return today and
even in the foreseeable future.
Organizational effectiveness rests on the efficient and effective performance

of workforce that makeup the organization. The efficient and effective
performance of the workforce in turn, rest on the richness of the knowledge,
skills and abilities possessed by the workforce. In other to maximize the
productivity and efficiency of the organization, every executive, manager or
supervisor in a public or private organization has the responsibility and indeed
the bounding duty to ensure the development of their employees who have
requisite knowledge and expertise.
Training is like sharpening an existing skill in order to reflect the trends in

technology and other social –cultural environmental changes of an
organization. The main objective of training and development in organization
is to increase efficiency of employees with the resulting increase in corporate
productivity. This accounts for why a large number of fund and time is
expected by organization at one period or the order in the improvement of the
skills of their employees at various levels.
Manpower training and development therefore, improves the effectiveness

and efficiency of the employee. Therefore, the aim of this research is to know
the current state, nature, procedure and method of training and development
used by Asia Motor Works.

43
2.3 Problem Statement of the Study
“To study the Effectiveness of employees training and Development”
This research as it deals with the training and development of employees in

AMW is intended to find out the efficiency and effectiveness of training and
development program.
There are problems like Lack of qualified instructors and consultants to

undertake training courses, Lack of essential training tools, Lack of effective
communication within the organization which makes it impossible for most
employees to know about training opportunities available to them.
, Negative attitude of production department.
2.4 Objectives of the Study
The following are the specific objectives of the study:
i) To examine the current training and development of employees in

the organization.
ii) To highlight the advantages of employees training and development

in organization.
iii) To recommend appropriate measures that could help improve the

current training program and creating growth opportunities to
employees.
iv) To increase efficiency and effectiveness of employees with the

resulting increase in effective training program.

44
2.5 Hypothesis
Here, Hi and Ho below represent the alternative hypothesis and null

hypothesis respectively.
HYPOTHESIS ONE
Hi: Training and development improve productivity
and better performance.
Ho: Training and development does not improve
productivity and better performance.

45
3. Research Methodology
3.1 Research Design
A descriptive survey method was used for this study. We frame a

questionnaire that will filled by the employees of the Asia Motor Works
Ltd. And the basis of the responses received we will give the
conclusions and suggestions to the Company which will be beneficial
for the better functioning of the Company
3.2 Sources of Data
The data for this research work was collected from both primary and
secondary sources of data.
Primary Sources Of Data - The primary data used for this research
work was gotten from personal interviews within the office and premise
of Asia Motor Works and structured questionnaire administered to
relevant staffs of AMW. The purpose was to get their personal views on
a number of issues.
Secondary Sources Of Data - The secondary data collected from

reference books from library, manuals of Asia Motor Works and
internet.

46
3.3 Data Collection Method
A questionnaire design and used for data collection, apart from

personal discussion.
3.4 Population
Since it is usually not possible to study the entire larger population of

Asia Motor Works Ltd, that‘s why i have chosen 50 senior and junior
staff of AMW.
3.5 Sampling Method
Random Sampling Method
3.6 Sampling Frame
 50 Employees
 18 Questions
3.7 Date Collection Instrument
 Questionnaire
 Personal Interview

47
4. Data Analysis and Interpretation
1. Do you feel that the training has benefited you in any way?
Particulars Frequency
Yes 50
No -
Total 50
Frequency
60
50
40
30
Frequency
20
10
0
Yes No
From the above table it can be seen that all 50 employees have responded
YES. So it can be concluded that 100% of employees feels that here is land of
opportunity for them

48
2. Do you feel here is land of opportunities for you?
Yes 50
No 0
Total 50
Frequency
60
50
40
30
Frequency
20
10
0
Yes No
From the above table it can be seen that all employees have responded YES
and no one have responded NO. So it can be concluded that 100% of
employees feels that here is land of opportunity for them.

49
3. Which type of training do you want?
Those who want training from the company they have asked for the training of
SAP, job related upgraded knowledge, presentation skills, training on
technical and advanced topics, 3D drawing, operations management, supply
chain management.
Comment:
All employees want some betterment training for perfection.

Management should make some training schedule for all of them. This is
also beneficial for the company for better production.
4. What is your further career/study plan?

Some employees of the company want to gain some education along with
their job. They want to gain MBA, BE, ME, B Tech, PhD, expert in field, etc.

50
5. Rate the quality of training that you received from the training
session?
13
Very Beneficial
29
Beneficial
2
Average
6
Poor
50
Total
Frequency
35
30
25
Very Beneficial
20
Beneficial
15 Average
10 Poor
0
Very Beneficial Beneficial Average Poor
More than 10 employee rate their training session very beneficial, 29 rate
beneficial, 2 average and 6 rate poor. So overall more than 58% employee
rate their training session beneficial.

51
6. How would you rate your mentors in terms of how they are
impacting your growth and personal development?
16
Very Satisfied
28
Average
6
Not Satisfied
50
Total
Frequency
30
25
20
Very Satisfied
15
Average
10 Not Satisfied
0
Very Satisfied Average Not Satisfied
Around 56% of employee of AMW rates their mentor as good, and other not
recognize their mentor very well.

52
7. Are you permitted time-off from work to attend training?
Yes 38
No 12
Total 50
Frequency
40
35
30
25
20
Frequency
15
10
0
Yes No
In survey, 38 employees permitted time-off from work for attend training

session, whereas 12 are not permitted.

53
8. Do you want any further training for your betterment?
Yes 47
No 3
Total 50
Frequency
50
45
40
35
30
25
Frequency
20
15
10
5
0
Yes No
From the above table it can be seen that 47 employees have responded YES
and 3 employees have responded NO. So it can be concluded that 94% of
employees want further training for their betterment.

54
9. Do think employees are sponsored for training programs on the
basis of carefully identified needs?
Particular No. of
Participants
Strongly Agree 6
Agree 39
Disagree 5
Strongly Disagree 0
Total 50
Frequency
Strongly Agree
Agree
Disagree
Strongly Disagree
Participants believe that there is a need of identifying the training needs

according to the level, designation and job profile, because Some of the
employees is not happy with the process of need identification.

55
10. Do you think the organization encourages and supports self-
learning and education by its officers?
Category No. of
Participants
Yes 50
No 0
Total 50
Frequency
60
50
40
30
Frequency
20
10
0
Yes No
Participants believe that organization encourages and supports self- learning

and education as all 50 participants have agreed .

56
11. Do you require high degree of technical knowledge for your work?
Particular No. of
Participants
Strongly Agree 11
Agree 36
Disagree 3
Strongly Disagree 0
Total 50
Frequency
40
35
30
25 Strongly Agree
20 Agree
Disagree
15
Strongly Disagree
10
0
Strongly Agree Agree Disagree Strongly Disagree
From the result it is evident that-
 72% of the participants agree that their work requires high degree of
technical skills. These skills are needed only at the junior level for Shop
floor workers, Engineers, Design Engineers, Supervisors.
 The remaining 28% participants which comprises of managers do not
need technical skills.

57
12. In your opinion, what factor creates difficulty in applying new
skills on the job?
Category No. Of Participants
Lack of opportunity 10
Lack of time 17
Skills were not relevant 23
No supervision 7
Lack of coaching or feedback 5
Total 50
Frequency
25
20
15
10 Lack of opportunity
Lack of time
5
Skills were not relevant
0 No supervision
Lack of coaching or feedback
Most of the participants feel that lack of Time and skill Were irrelevant are the
main factors creating difficulty in applying New Skills.

58
13. Please tick the methods of training you feel would be most
appropriate to achieve your learning goals?
Methods Of Training Tick
Classroom Lectures 3
Video 5
Workshops 20
On The Job 42
Computer Base 10
Case Study 4
Role Play 3
Group Studies 3
Frequency
45
40
35 Classroom Lectures
30
Video
25
20 Workshops
15 On The Job
10
Computer Base
5
0 Case Study
Role Play
Group Studies
Interpretation:

59
 Workshops and On the job training are the most effective methods
 Videos, Group studies ,Computer based and Role Playing are effective
methods
 Case study and Classroom Lectures are somewhat effective methods
14. How do you learn more effectively during the training programs?
The options for this question are Studying underlying concept, Step-by-step
instructions, Observing others and Active participation.
Methods of Effective Learning Participants
Studying underlying concept 7
Step-by-step instructions 11
Observing others 22
Active participation 35
Total 50

60
Frequency
40
35
30
25
Studying underlying concept
20
Step-by-step instructions
15
Observing others
10
Active participation
5
0
Studying Step-by-step Observing Active
underlying instructions others participation
concept
Interpretation:
From the result it is evident that participants can learn more effectively by
Active Participation.
 35 are in favor of ―Active participation.

 22 are in favor of ―Observing others.
 11 are in favor of ―Step-by-step instruction.
 7 are in favor of ―Studying underlying concepts.

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5. Statistical Analysis/Hypothesis testing
Department Very Beneficial Average Poor Total

Beneficial
IT 3 4 1 1 9
HR & Admin 4 4 2 1 11
Maintenance 4 5 1 2 12
Production & 1 7 2 2 12
Purchase
F&A 1 3 1 1 6
Total 13 23 7 7 50
Chi-Square
Here, we are applying chi-square test and in which we are using the test of
independence for two variables:
 Departments
 Quality of training

62
N=50
Degree of Freedom=(r-1) (c-1)
= (5-1) (4-1)
=12
α= 0.05
Step 1: Setting of Hypothesis
Ho: Oij=Eij
OR
Ho: Training and development improve productivity and better performance.
Ha: Oij ≠Eij
OR
Ha: Training and development does not improve productivity and better
performance.
Step 2: Level of Significance
Test the hypothesis at 5% alpha level of significance for one tailed test and its
critical value.

63
Step 3: Test Statistics
Oij Eij Oij-Eij (Oij-Eij)2 (Oij-Eij)2/Eij

3 2.34 0.66 0.4356 0.186153846
4 0.72 3.28 10.7584 14.94222222
1 1.26 -0.26 0.0676 0.053650794
1 1.26 -0.26 0.0676 0.053650794
4 2.86 1.14 1.2996 0.454405594
4 5.06 -1.06 1.1236 0.222055336
2 1.54 0.46 0.2116 0.137402597
1 1.54 -0.54 0.2916 0.189350649
4 3.12 0.88 0.7744 0.248205128
5 5.52 -0.52 0.2704 0.048985507
1 1.68 -0.68 0.4624 0.275238095
2 1.68 0.32 0.1024 0.060952381
1 3.12 -2.12 4.4944 1.440512821
7 5.52 1.48 2.1904 0.396811594
2 1.68 0.32 0.1024 0.060952381
2 1.68 0.32 0.1024 0.060952381
1 1.56 -0.56 0.3136 0.201025641
3 2.76 0.24 0.0576 0.020869565
1 0.84 0.16 0.0256 0.03047619
1 0.84 0.16 0.0256 0.03047619
19.11434971
= ∑∑ (Oij-Eij) 2 / Eij
X2
= 19.11434971
Step 4: The critical value of Chi-Square for alpha 0.05 is 21.0261

64
Step 5: X2Cal < X2Tab
Action:
The observed value of chi-square 19.1143, is less than the critical value
21.0261, So null hypothesis is accepted
Conclusion:
As null hypothesis is accepted we can say that Training and development

improve productivity and better performance.

65
ANNOVA ANALYSIS
Step 1: Calculation of Mean
X1 = 0.26 X3=0.14
X2 = 0.46 X4=0.14
Step 2: Calculation of Grand Mean
X = X1+X2+X3+X4 / 4
=0.25
Step 3: SSC (Column Variance)
N (Mean-Grand mean) 2
=50(0.26-0.25) + 50(0.46-0.25) +50(0.14-0.25) + 50(0.14-0.25)
=0.005+2.205+0.605+0.605
=3.42
Step 4: SSE (Between Variance)

2
(Sample-Sample Mean)
= (3-0.26) + (4-0.26) +---
(4-0.46)+ (4-0.46) +---
(1-0.14)+ (2-0.14) +---
(1-0.14)+ (1-0.14) +---

66
=149.752
Step 5: SST
(Sample-Grand Mean)
= (3-0.25) + (4-0.25)+----
=11+21.75+5.75+5.75
=44.25
Step 6: Degree of Freedom
Df =c-1
c
=3
Df =N-c
e
=46
Df =N-1
t
=49
Step 7: F Calculated
MSC=SSC/dfc
=3.42/3
=1.14
MSE=SSE/dfe
=149.752/46
=3.255
F=MSC/MSE
=1.14/3.255
=0.3502

67
Step 6: F
TAB
F
TAB=2.23
F >F
tab cal
Conclusion:
Therefore hypothesis is rejected. Training and development does not improve

productivity and better performance.

68
6. Results and Findings
6.1 Results
The questionnaire was drawn up in a format consisting of both closed & open
questions. Training methods and content same for different levels of
employees. The participants were from junior to senior level Asia Motor Work
Ltd. The main purpose of the data collection and statistical calculation was to
identify training needs of employees as well as organizational needs. Some of
the findings from the survey (questionnaire) are listed below:
 Training and development programs at Asia Motor Work Ltd. are aimed
at systematic development of knowledge, skills, attitude and team
work.
 Satisfaction of the learner is the most important factor in training

program. It plays a major role in employees growth and development,
commitment towards the job. All the participants have think that training
play important role in their growth.
 For training, an organization has to follow some criteria for selection

depending on the need and to get each employee trained to achieve
the desired results. The employees are not aware about the criteria of
selection for training. 16 participants are not agreeing to the fact that a
formal process for identification of training needs is being followed in
the organization.

69
 The participants have to know the objectives, benefits & learning that
they will gain from training before selection. Only 50% participants
were aware about the objective, benefits & learning of training through
briefing sessions when being selected. Also, some of the departments
in the organization are practicing briefing and debriefing sessions
before and after the training program respectively in an informal
manner but there is no formal process of briefing and debriefing in the
organization.
6.2 Findings
Modern business demand quickness of mind and action. System by them

does not deliver; people do with the help of skills & initiatives. People hold the
key to achieving organizational excellence. People decide the strengths &
areas of improvement of an organization.
According to the participants, the strengths of the organization are:
 Supportive & encouraging work culture: More than 60% participants

say that the working environment in the organization is very
encouraging & supportive. Employees are of the opinion that team work
is of paramount importance for the success of the organization.
 Exposure to world class technology: Almost all the participants are

agreeing with the fact that strong system base & in depth technical
knowhow is available at all corners of the organization which is enabling
the organization to become one of the global market leaders.
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 Quality training: Almost all employees respond positively and admitted
that training provided in organization is in very quality and good enough
for them.
 Best mentor: organization also gave good mentor which provide best
training session to employee of Asia Motor Work Ltd.
7. Limitation of the Study
• Lack of expertise instructors and consultants to undertake

training courses.
• Lack of essential training tools.
• Lack of effective communication within the organization which

makes it impossible for most of employees to know about
training opportunities available to them.
• Negative attitude of production department.

71
8. Suggestions
 Intra & inter departmental communication: 40% participants

emphasized on improvement in communication & coordination among
employees within the department & among the different departments
so that the employees have a better understanding of the organization
and at the same time the interpersonal relations among the employees
enhances.
 Infrastructure & facilities: Participants say that there is need for

improvement in infrastructure & facilities provided to employees such
as proper working conditions in summer, proper space arrangements
for keeping papers as well as inventory, adequate sitting space in
library, proper entertainment & cafeteria.
 Exposure to new technology: Lots of participants are in the favor that

employees should get more exposure & training in latest technology
available in the market so as to augment their efficiency, effectiveness
& productivity.
 Flexible timings: In organization there also should be flexible time for

training so that the work of employee can‘t affect and all easily get time
for training as well as work.
 The Management should implement effective model for evaluating the

effectiveness of training & development process across the
organization.

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 The Management should enhance horizontal & vertical communication
by organizing monthly open feedback sessions, with an objective to
reduce the gap between the Management & the employees.
 The Management should also give training to the vendor about

updating in technology and methods.
 Personnel & HRD department should be different department.

Personnel department & HRD department having separate Personnel
Heads for freely work.
 The Management should conduct employee satisfaction surveys every

year to know the level of satisfaction of their employee to retain them
within the organization.
 The Management should initiate other Organizational Development

interventions like 360 degree feedback, competency mapping,
assessment & development centers, balanced score card, job
evaluation etc. only after streamlining the performance management
system in the organization.
 The survey for identification of training needs should be conducted

more frequently in order to gauge the perception of the employees
regarding training & development process practiced by the
organization.

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9. Areas of Improvement in T&D Process
According to the participants following improvements are required in training &

development process:
 Employee preferred on-the-training, group studies and workshop

method, so organization should go with these training methods in
training and development program.
 In method of effective learning employee preferred understanding

concept and step by step instruction method.
 The Management should implement suggestion scheme across the

organization so as to inculcate the culture of innovation & creativity.
 The Organization should provide the facility of e-library to all

employees wherein technical and behavioral training material can be
accessible to employees across the organization in order to promote
the concept of self-learning.
 The organization should also provide more training to more employee

as well as associates because they are the primary worker who
operates the machines.

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10.Scope For The Future Study
The study has the scope of including the most important organ of
the organization that is employees. The study is providing
information to better understand how employees think & feel over
the organization with an accurate picture of satisfaction.
Entire study has been based on ―employee training and

development‖ so it provide some valuable information regarding
training requirements and development of employees.
Here in this study employees are found to be satisfied with the

training process. In the future company may know the level of
employee development by time to time.

75
11. Annexure
Questionnaire
1. Name: __________________________________________
2. Gender: _________________________________________
3. Position: _________________________________________
4. Department: ______________________________________
5. Do you feel that the training has benefited you in any way?
Yes No
6. Do you feel here is land of opportunities for you?

Yes No
7. Which type of training do you want?

________________________________________________________
________________________________________________________
______________________________
8. What is your further career/study plan?

________________________________________________________
________________________________________________________
______________________________

76
9. Rate the quality of training that you received from the training session?
Very Beneficial Beneficial
Average Poor
10. How would you rate your mentors in terms of how they are impacting
your growth and personal development?
Very Satisfied
Average
Not Satisfied
11. Are you permitted time-off from work to attend training?

Yes No
12. Do you want any further training for your betterment?

Yes No
13. Do think employees are sponsored for training programs on the basis
of carefully identified needs?
Strongly Agree Agree

Disagree Strongly disagree
14. Do you think the organization encourages and supports self- learning
and education by its officers?
Yes No

77
15. Do you require high degree of technical knowledge for your work?
Strongly Agree Agree

Disagree Strongly disagree
16. In your opinion, what factor creates difficulty in applying new skills on
the job?
Lack of opportunity
Lack of time
Skills were not relevant
No supervision
Lack of coaching or feedback
17. Please tick the methods of training you feel would be most appropriate
to achieve your learning goals?
Classroom Lectures
Video
Workshops
On The Job
Computer Base
Case Study
Role Play
Group Studies
18. How do you learn more effectively during the training programs?
Studying underlying concept
Step-by-step instructions
Observing others
Active participation

78
12. Bibliography
http://www.hr-guide.com/
http://www.hreonline.com/
http://images.google.com/
http://www.wikipedia.org/
Economic Times
The Times of India
Hindustan Times
Kothari C.R. "Research Methodology Methods and techniques",

nd
2 Revised edition, New Age International Publishers.
Gary Dessler. “Human Resource Management”, 10th edition,

Pearson Prentice Hall.
BijuVarkkey& Gary Dessler. “Human Resource Management”, 11th

edition, Pearson Prentice Hall.
K. Aswathappa. “Human Resource Management: Text and Cases”,
8th edition.

79

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SUMMER INTERNSHIP PROJECT REPORT

“Effectiveness Of Training & Development

Mansi Anilbhai Thacker

Academic Year 2013

Submitted to: Gujarat Technological University

I undersigned Ms. Mansi A Thacker student of Department of Management (M.B.A.)

No. Particulars Page

Department of Management, Atmiya Institute of Technology & Science

Indian automobile industry, which grew at a rate of 17% on an average since

1.2 Introduction of AACL & Competitor of the AMW

Auto Component Ltd (AALCs) are an important component of the Indian

Department of Management, Atmiya Institute of Technology & Science

The Competitor of AMW is:

Department of Management, Atmiya Institute of Technology & Science

Company Name Asia Motor Works Ltd. (AMW)

Registered Office 34th km milestone,

Near kanaiyabe Village,

Bhuj- Bhachau highway,

Corporate office C 25, Laxmi Towers,

A 602, 6th Floor,

Bandra (E), Mumbai - 400 051

Department of Management, Atmiya Institute of Technology & Science

Established year 2004

Form of organization Limited Company

Total Area 600 acre in Bhuj

Department of Management, Atmiya Institute of Technology & Science

AMW has entered into collaborative partnerships with pioneering aggregate

Department of Management, Atmiya Institute of Technology & Science

The sprawling facility comprises an advanced Assembly plant, Steel Stamping

Department of Management, Atmiya Institute of Technology & Science

 It will always be endeavor to invest time with the sole purpose of

 AMW will build profitable partnerships and enduring relationships with

 AMW will create an excellent working atmosphere ensuring the

 To be recognized and respected as the market leader delivering value

Department of Management, Atmiya Institute of Technology & Science

1.6.1 HCV Division

1.6.1.1 Assembly Plant

At Assembly plant assembling of different model of trucks is done.

World-class components come together and materialize into world class

Department of Management, Atmiya Institute of Technology & Science

1.6.1.2 Test Centre

AMW trucks go through an independent validating test function to verify,

Department of Management, Atmiya Institute of Technology & Science

1.6.2 Auto Component Division

At the sprawling complex in Bhuj, Gujarat, AMW also manufactures

Department of Management, Atmiya Institute of Technology & Science

 Wheel Rim Plant

1.6.2.1 Wheel Rims

Department of Management, Atmiya Institute of Technology & Science

1.6.2.2 Press Shop

One of the most impressive auxiliary manufacturing facilities at AMW is its

1.6.2.3 Crash Barrier Plant

Department of Management, Atmiya Institute of Technology & Science

AMW manufactures a wide range of vehicles mainly are:

Department of Management, Atmiya Institute of Technology & Science

Department of Management, Atmiya Institute of Technology & Science

Department of Management, Atmiya Institute of Technology & Science

1.7.5 Concrete Pumps

AMW concrete pumps are suited for construction and infrastructure

Department of Management, Atmiya Institute of Technology & Science

Department of Management, Atmiya Institute of Technology & Science

M.D. & C.E.O.

Effectiveness of Training & Development

Effectiveness of Training & Development