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SUBMITTED BY ATHIRA C.B
II SEM MBA
SUBMITTED TO BINDU ANTO FACULTY GUIDE, IIPS
DATE OF SUBMISSION:18-04-2011
A study on different types of training and its effectiveness in Apollo Tyers
IIPS Thrissur for all her valuable guidance and constant encouragement. I owe enormous debt to her for the immense help forwarded in the preparation of the project report. Mr. Last but not the least with whole heartedness I thank God Almighty for the successful completion of this work on time.B 3 . Devarajan and Mrs. Bindhu Anto faculty guide. Mr. Place: Thrissur Date: 29-11-2010 ATHIRA C. Anand Menon.ACKNOWLEDGEMENT First of all I would like to express my sincere thanks to principal. I wish to express my deep sense of gratitude to the HR executive of Apollo Tyres. I would also like to express my gratitude to my classmates.
B here by declare that this project report entitled ³A study on different types of training and its effectiveness in Apollo Tyers´.DECLARATION I. association ship or fellow ship or any other title or recognition. Athira C. Is a bonafide record of work done by me under the supervision of Mrs. faculty guide. Athira C. IIPS Thrissur. I further declare that the project report has not previously formed basis for the award of any degree diploma.B 4 . Bindhu Anto.
diploma.B under my supervision and guidance and that it has not previously formed the basis for the award of any degree. associationship or fellowship to her. Bindhu Anto Faculty Guide IIPS THRISSUR 18-04-2011 5 .CERTIFICATE I certify that this project report entitled ³a study on different types of training and its effectiveness in Apollo Tyres´ is a bonafide project done by Athira C.
CONTENTS Page no: TITLE 7 Abstract Introduction Literature review Methodology and research design y Research objectives y Scope of study y Sources of data collection 12 15 16 17 18 8 9 11 Sectorial study Human resource department Structure of HR department Training in Apollo tyres Evaluation of training in Apollo tyres Recommendations Limitations Conclusion References 21 22 23 24 6 .
They spend around 26 lakhs for training the employees (both white collar and blue collar employees).2 billion rupees down from 1. Now they produce 90 ton per day because they are in recovery mode. e3). So now they focus to increase their production and training the employees in order to achieve their goals. and administration. Their net profit of 1. e2. "organized learning over a given period of time. The organization provides training for both blue collar and white collar employees. training. The aim of the project is to understand the different types of training and its effectiveness in Apollo tyres. Human Resources Development can be defined simply as developing the most important section of any business. a successful Human Resources Development program prepares the individual to undertake a higher level of work. by attaining or upgrading employee skills and attitude s at all levels to maximize enterprise effectiveness. In these settings. to provide the possibility of performance change" (Nadler 1984).From the rating of variables they can interpret the effectiveness of training. Human Resources Development is the framework that focuses on the organization's competencies at the first stage. through education. its human resource. security. Before they produced 360 ton per day. The variables grouped into3 categories (e1-.ABSTRACT At the organizational level. Heads of each section are in direct contact with each department.87 billion rupees in the same period last year. and then developing the employee. In Apollo tyres hr department is divided into three sections Industrial relations. to satisfy the organization's long-term needs and the individual's career goals and employee value to their present and future employers.for evaluating the effectiveness of training they use oprationalization variables. Field Of Research: Human Resource Management 7 .
A study on training and its effectiveness in Apollo Tyers Ltd. training is an investment because the departments such as. management of. Gone are the days. HR. marketing & sales. perambra in Thrissur is a humble effort to understand and comp rehend about the organization. etc depends on training for its survival. The training activities are now equally important with that of other HR functions. communication. and training. The organizational study is intended to access and to acquire the knowledge regarding different types of training conducted and how to evaluate the effectiveness of training in Apollo Tyers. The organizational study is done in partial fulfilment of the requirement of 2nd semester of MBA 8 . and money. Human Resource Management can also be performed by line managers. performance management. wellness. when training was considered to be futile. organization development.INTRODUCTION Human Resource Management (HRM) is the function within an organization that focuses on recruitment of. Now a day. hiring. production. then it is difficult to accept that such a company has effectively carried out HRM. Human Resource Management is the organizational function that deals with issues related to people such as compensation. administration. and providing direction for the people who work in the organization. safety. the relationship between the training function and other management activi ty is also changing. benefits. If training is not considered as a priority or not seen as a vital part in the organization. The HR functioning is changing with time and with this change. resources. employee motivation. finance. waste of time.
2007) ASTD 9 .. 2009) y Training refers to the acquisition of knowledge. .(Training Design And Delivery-Geri McArdle Publications. 2009) y activity leading to skilled behaviour(Talent Management-Larry Israelite ASTD Publications. 2003) y Discharging across a littoral coast so that it discharges only where desired. 2009) y Training or entrance training refers to coastal structures built to constrain a river(Make Training Evaluation At Work-Jack J.(Extraordinary Groups-Geoffrey M.LITERATURE REVIEW TRAINING: y Training is a process of Learning a sequence of programme behaviour . skills.It gives people an awareness of rules and procedure to improve their performance on current job or prepare them for an intended job. and competencies as a result of the teaching of vocational or practical skills and knowledge that relates to specific useful skills« (Designing The Smart Organization-RolandDeiser Jossey-Bass.. ASTD Publications. Phillips et al. Ryan Jossey-Bass. Bellman and Kathleen D.It is an application of knowledge .
y To make proficient with specialized instruction and practice EFFECTIVENESS y Ability to achieve stated goals or objectives. Phillips and Ron D.(How To Measure Training Results-Jack J. 2007 ) y moves repeatedly over the same area.(Innovation Training-Ruth Ann Hattori and JoyceWycoff ASTD Publications. judged in terms of both output and impact. 2001) y Degree to which an activity or initiative is successful in achieving a specified goal. 2001) y The extent to which actual outcomes are achieved. via relevant outputs or administered expenses (Executive Coaching For Results-Brian O. 2001) y The achievement of targeted results and the ability to raise targets 10 . (b) degree to which activities of a unit achieve the unit's mission or goal. against the outcomes planned. Stone McGraw-Hill. training is when a successive series of showers or thunderstorms (Every Thing You Ever Needed To Know About TrainingKaye Thorne and David MackeyKogan Page. Berrett-Koehler.y In meteorology. Underhill Et Al.
and internet).the people it employees. I prepared with questionnaire containing around 10 questions. Training means investing in the people to enable them to perform better and to empower them to make the best use of their natural abilities. The project was undertaken to analyse th e concept of ³different types of trainin g and its effectiveness in Apollo tyres´ Research objectives y To understand the training objectives in Apollo tyres y And the different types of training conducted in Apollo tyres y Evaluate the employees participation in training y Identify the different techniques used to measure the effectiveness of training SCOPE OF THE STUDY This research provides me with an opportunity to explore in the field of Human Resources.com) of the company and also going through the various articles published in different sources (magazines. books. SOURCES OF DATA COLLECTION: The relevant data was collected from both primary and secondary sources. 11 . The approximate time taken for interview is 20 minutes. Then I chose to conduct interview with HR manager in Apollo tyres Ltd perambra to gain the knowledge about different types of training and its effectiveness in Apollo tyres.METHODOLOGY AND RESEARCH DESIGN The fundamental aim of training is to help the organization achieve its purpose by adding value to its key resource. Apart from that it would provide me a great deal of exposure to interact with the high profile manager of Apollo tyres. Exploratory study will be carried out by conducting: Secondary data analysis which includ ed studying the website (http://apollotyres.
which started production in 1991having capacity of 6. of which 190 are Dunlop Accredited Dealers. of which over 2. it has over 900 dealership s. The Apollo tyre LTD owned by Raunaq group of industries place an important role in the world tyre industry. While take over this plant was a sick unit.the head office of company is at New Delhi and registered office at cochin. It was founded in 1976.the products includes tyers. Its first plant was commissioned in Perambra.500 are exclusive outlets.´ The word that symbolizes all that we believe is CREATE 12 . The R&D centre is also functioning in this location.000 dealerships in India.8 billion) in 2010. tubes and flaps for all vehicles. Apollo Tyers Ltd is leader in indian tyer industry and significant global player.5 la kh tyre/annum. 28% from Europe and 13% from Africa. It gets 59% of its revenues from India. two in Zimbabwe and 1 in Netherlands.SECTORIAL STUDY Apollo Tyres Ltd is the world's 15th biggest tyre manufacturer. After take in profit earning unit. The company now has four manufacturing units in India. Most of the marketing activities are concentrated at New Delhi. In South Africa. with annual revenues of Rs 81 billion (US$ 1. Kerala. two in South Africa. The second plant was installed at Limda village at Baroda in Gujarat. VISION ³A leader in Indian tyre industry and a significant global player. providing customer delight and enhancing sta keholder value. It has a network of over 4. This is most modern plant. The plant was taken over by Apollo from premier tyres. In 2006 the company acquired Dunlop Tyres International of South Africa. providing a customer delight and enhancing shareholder value was registered in 1972.
y Zimbabwe y South Africa 13 .C-CARE FOR CUSTOMERS R-RESPECT FOR ASSOCIATES E-EXELLENCE THROUGH TEAM WORK A-ALWAYS LEARNING T-TRUST MUTUALLY E-ETHICAL PRACTICES GOALS y Creating social responsibility y Learning and development y Family focus y Hygiene factors y Employee involvement and cultural building Manufacturing centres Corporate office ±Gurgaon Other plants in India y Baroda y Pune y Perambra y Kalamassery International plants.
y First company to introduce packing for tubes. two wheeler tyres and car tyres 14 .PERAMBRA PLANT (IN FOCUS) y Single largest truck tyre plant in India y Fastest growing plant in Apollo tyres y It is known as the mother plant y Total employee involvement Apollo key differentiation to other firms y Superior product quality y Strong brand equity y Committed marketing team y High consumer loyalty y Product segmentation in truck tyres y Benched marked for planning efficiency parameters y Power consumption y Quick response to market needs y Fuel efficiency y Least scrap generation Highlights of Apollo tyres Ltd y 7th fastest growing tyre company in the world y 15th largest tyre company in the world y First Tyre Company in India to obtain ISO9001 certification for all its operations.
Among the three sections. and administration. health and safety. time. employees arrival and departure. HR MISSION y To create hr policies and processes which are employee friendly y To build a culture which is warm forthcoming and professional with sense of ownership and &pride. Heads of each section are in direct contact with each department. which facilitates smooth working of organization by looking into the human resource side and the overall administration of the organization.HUMAN RESOURCE DEPARTMENT Human resources and administration department is one. industrial relations is the biggest section having four subsections looking into personnel and industrial relations. y To encourage innovative thinking y To encourage transparency and teamwork y To develop leaders at all levels with general management skills y To create a learning organization y To develop competencies &skills thro ugh training and development y To constantly raise levels of employee productivity y To be a change agent y To create hr brand y To work towards attaining and sustaining the best employer status 15 . security. It is divided into three sections Industrial relations.
MANAGER ASSO. MANAGER EXECUTIVE MEDICAL EXECUTIVES EXECUTIVES EXECUTIVES 16 .STRUCTURE OF HR DEPARTMENT HEAD HR AND ADMINISRATION MANAGER PERSONNEL &HR GROUP MANAGER MANAGER ADMINISTRATION EXECUTIVE EXECUTIVE ASSOCIATE MANAGER PERSONNEL&HR ASSO.
Training programme for managers consist of both internal and external programme. 1.THE MAJOR FUNCTIONS OF HR DEPARTMENT 1) Recruitment 2) Training 3) Industrial Relations 4) Welfare 5) Time Office 6) Security And Safety 7) Other Administrative Activities TRAINING IN APOLLO TYRES The organization provides training for both blue collar and white collar employees. The training system includes a) Need identification b) Validation of needs c) Annual training plan d) Selection and preparation e) Post training programme f) Training impact assessment Areas covered include. The workers have internal programmes. For management staff: a) Conceptual b) Functional c) Cross functional d) Behavioural 17 .
and that training is developed and implemented in the most effective and efficient way possible. Training must be responsive to the needs of the organization. Training programmes y Training on communication and interpersonal skill -programmes for associate managers and manag ers y Training on jyothirgamaya for blue collared employees y Safety and fire training conducted for blue collared workmen y With a view to develop multi skill among engineering trainees. working hand-in-hand with line managers and supervisors to ensure that training needs are properly analysed.2. production and technical fields EVALUATION OF EFFECTIVENESS OF TRAINING IN APOLLO TYRES Line managers and supervisors bear the primary responsibility to assure that people perform their jobs safely and effectively. skills and attitudes to fulfill their assigned dutie s. they are given exposure to engineering. For workers: a) Systems b) Technical aspects c) Work culture d) Specialized training for trade union The amount spends by the company for training of their employees for a period of one year is twenty six lakhs Rupees. The training staffs possesses the technical and instructional knowledge. 18 .
A systematic evaluation of training completeness and effectiveness is conducted. FINDINGS The organization provides training for both blue collar and white collar employees. Trainees are evaluated regularly using written. The variables grouped into3 categories(e1-exellent . From the rating of variables they can interpret the effectiveness of training. Training programme for managers consist of both internal and external programme.Now Apollo tyres are in recovery mode so they focus on to train the employees in order to increase their turnover. Trainee performance measured during training is used to evaluate and modify the training programmes. Some of these are: 19 . For evaluating the effectiveness of training they use oprationalization variables. Methods of Evaluation In Apollo tyres various methods can be used to collect data on the outcomes of training. and/or performance examinations and quizzes. In Apollo tyres they spend around 26 lakhs for training the employee s (both white collar and blue collar employees). The results are used to modify the content and conduct of training programmes.not at all relevant).e2-average. Training programmes are evaluated and modified to ensu re they remain consistent with the necessary job function.e3-poor. The different types of training is mentioned above. Remedial training and revaluation are provided when performance standards are not met satisfactorily. oral.
· Interviews: Interviews could be conducted to find the usefulness of training offered to operatives. grievances. · Tests: Standard tests could be used to find out whether trainees have learnt anything during and after the training. · Studies: Comprehensive studies could be carried out e liciting the opinions and judgements of trainers. absenteeism. discharges. dismissals. which in turn can be examined on the basis of decrease in employee turnover. reactions. etc. · Human resource factors: Training can also be evaluated on the basis of employee satisfaction. accidents.· Questionnaires: Comprehensive questionnaires could be used to obtain opinions. 20 . superiors and peer groups about the training. and views of trainees.
Let this philosophy percolate down to all employees in the organization. operational and individual training needs y teach the really easy stuff first y break it down into small steps and pieces of information y cover health and safety issues fully and carefully y Keep instructions positive(µdo this¶ rather than µdon¶t do this¶) y Offer prise generously y Be enthusiastic-if you show you care you can expect your trainee care too. y Ensure that there is a proper linkage among organizational.RECOMMENDATIONS Some recommendations to make enjoyable and effective y Assess skill and knowledge level before start training y Make learning on of the fundamental values of company. y Check progress regularly and give feedback y Invite questions and discuss y Be patient and keep a sense of humour y Encourage be kind and thoughtful-accepting mistakes 21 .
LIMITATIONS: y In view of the limited time available for the study. y The sample size is too small to reflect the opinion of the whole organization. only the Training and some effectiveness of training could be studied. y The answers given by the respondent have to be believed and have to be taken for granted as truly reflecting thei r perception y It was not possible to understand thoroughly about the different types of training and the effectiveness of training within 20 minutes 22 .
Using questionnaires. And also improves the job knowledge and skills at all levels of the organization. 23 . Helps people identify with organizational goals and also helps the individual in making better decisions and effective problem solving . In Apollo tyres training were found to be high quality.CONCLUSION The project was undertaken to analyse the concept of ³different types of training and its effectiveness in Apollo tyres´ Training leads to improved profitability and more positive attitudes towards profit orientation. interviews and test they evaluate the effective ness of training.the training programme conducted for management staffs and workers and the facilities provided were considered to be satisfactory.
com/books/human-resource-management/humanresource-management1_17_sources-of-recruitment. Venkatesh.html Books y Principles and procedures in evaluating performance: John C.com http://www. Human Resource Management 24 . Flanagan: volume 28. Jyothi.html http://hrmadvice. y P. P..financialexpress.com/hrmadvice/hr-processes/recruitment-andselection/general-recruitment/recruitment-sources.References Websites http://apollotyers. y Training & Development : A Better way: Robert Hayden: Volume 52. D.Philip Tom: McGraw Hill Book Company: England: 1983. y Making performance work effectively: .zainbooks.N.com/news/on-a-recovery-path/77728/0 http://www..
Annexure Questionnaire y Is there any training programme conducted in this organization? y Then what are the different types of training? y How many employees participated in training? y What are the different types of training provided for management staffs and workers? y How much money this organization spend for training? y How are you evaluating the effectiveness of training? y What are different types of techniques used to measure the effectiveness of training? 25 .
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