AJAX LTD.

Submitted byGroup 3 Paridhi Agarwal Dhingra Puneet Arora Dhawan Karan Luthra Milan

Radha Mohan Giri Nikhil

Introduction
Founded in 1968, turnover of Rs. 495 crores, headquartered in Vadodra.

Active in four major businesses- Boilers and heaters, cooling, water and waste solutions and environment.
Has Absorption Cooling Division (ACD) for industrial cooling and air conditioning.

ACD is known for its training department that holds induction of new employees for 3 months and later on the job exposure for next 3 months.

Induction Process
6 weeks
Visiting Manufacturing units PPTs on Ajax, R&D, organizational structure etc.

2 months
Assigned mentor and provided division specific training Presentation on what they learned

Assigned mentor in the branch Practical application of the training

1month

3 months

2 weeks

Recommendation- Induction period for 2 months.

The first step should be completed in 2 weeks.
All the required information could be winded up in 2 weeks. Trainees are more enthusiastic during the time of joining and long theoretical introduction would lead to decline in their passion and interest.

The second step should be completed in 6 weeks.

Minimum of 4 weeks are required to spend with the mentor, thus 2 more weeks would be enough for the trainee to complete his training along with presentation. The trainee would be getting mentoring for 3 months on the practical field.

Need for Training

For improving KSA of trainee. For the quality performance, increased productivity of trainee. Inability to achieve the target.

For sales engineers

To become comfortable in a new organization and its culture. To understand the work properly with the help of mentor so as to decrease errors and increase efficiency. Training provides non-experienced trainees with some exposure to work environment and helps them in applying their theoretical knowledge to practical scenario.

For sales supervisors

The young sales engineers, though with less experience, were promoted to managerial level. Change in the environment. Sales force was weak in some areas like forecasting, prospecting for business and influencing consultants.

Need for external training intervention

Not able to achieve targets Young engineers promoted to managerial level. No time for training due to competitive pressure and sales targets. Change in the environment Traditional mentoring method- outdated No internal resources for in-house training Sales force was weak in some aspects.