System Evaluation:

The automotive industry in India is one of the largest in the world with an annual production
of 23.37 million vehicles in FY 2014-15, following a growth of 8.68 % over the last year. The
automobile industry accounts for 7.1 % of the country's gross domestic product (GDP). The
Two Wheelers segment, with 81 % market share, is the leader of the Indian Automobile
market, owing to a growing middle class and a young population. Moreover, the growing
interest of companies in exploring the rural markets further aided the growth of the sector.
For the evaluation of the company the group f people will clearly evaluate the system with
clear vision. After several researches, the company go one innovative system which will
solve all the present and future requirements. The most appealing feature of the system is that
of goal setting function. The workers and managers will be given a deadline to complete a
certain task they are performing there is a feature of tie-up individual goals with the goals of
corporation.
Another new feature of the system is that the narrative statement that will support the ratings
f managers selected. Too many managers are found giving higher ratings for the poor
performers, when poor employees are told they are doing adequate job they will be
adequately, there is little incentive to improve. By this new system, the managers are forced
to give adequate ratings. The managers are informed to give proper comments regarding to
their ratings.
From the new system of evaluation the company is expecting improvement in the
management and solution f most of the problems regarding the management. The company is
watching improvements I the management system by introduction of new system to the
company. This will results in the improvement in the performance standards,
communications, and a smooth performance system.

TRAINING AND DEVELOPMENT

In the field of human resource management, training and development is the field concerned
with organizational activity aimed at bettering the performance of individuals and groups in
organizational settings. It has been known by several names, including employee

development, human resource development, and learning and development.

Training
This activity is both focused upon, and evaluated against, the job that an individual currently
holds.
Education
This activity focuses upon the jobs that an individual may potentially hold in the future, and
is evaluated against those jobs.
Development
This activity 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.
The "stakeholders" in training and development are categorized into several classes.
The sponsors of training and development are senior managers. The clients of training and
development are business planners. Line managers are responsible for coaching, resources,
and performance. The participants are those who actually undergo the processes. The
facilitators are Human Resource Management staff. And the providers are specialists in the
field. Each of these groups has its own agenda and motivations, which sometimes conflict
with the agendas and motivations of the others.

Importance of Training and Development

Optimum of human resources utilization - Training and development helps in

optimizing the utilization of human resource that further helps the employee to

achieve the organizational goals as well as their individuals goals.

Development of human resource- Training and development helps to provide an
opportunity and broad structure for the development of human resources technical and
behavioral skills in an organization. It also helps the employees in attaining personal

growth.
Development of skills of employees- Training and development helps in increasing
the job knowledge and skill of employees at each level. It helps to expand the

horizons of human intellect and an overall personality of the employees.

Organization climate.
Quality.
Healthy work-environment.
Health and safety.

Training and Development method adopted by Bajaj.

The training methods which are generally used in an organization are classified into two i.e.
1-On the job: On the job training places the employees in an actual work situation and
makes them appear to be immediately productive. It is learning by doing. For jobs, that either
are difficult to simulate or can be learn quickly by watching and doing on-the job training
makes sense.
2- Off the job: Off-the-job training covers a number of techniques classroom lectures, films,
demonstration, case studies and other simulation exercises, and programmed instruction.

Inputs in Training and Developments in Bajaj

Any training and development program must contain inputs which enable the participants to
gain skills, learn theoretical concepts and help acquire vision to look into distant future. In
addition to these, there is a need to impart ethical orientation, emphasize on attitudinal
changes and stress upon decision-making and problem-solving abilities.
Skills
Training, as was stated earlier, is imparting skills to employees. A worker needs skills to
operate machines, and use other equipments with least damage or scrap. This is a basic skill
without which the operator will not be able to function. There is also the need for
motor skills. Motor skills refer to performance of specific physical activities. These skills
involve training to move various parts of ones body in response to certain external and
internal stimuli. Common motor skills include walking, riding a bicycle, tying a shoelace,
throwing a ball and driving a car. Motor skills are needed for all employees from the clerk
to the general manager. Employees, particularly supervisors and executives, need
interpersonal skills popular known as the people skills. Interpersonal skills are needed to
understand one self and others better, and act accordingly. Examples of interpersonal skills
include listening, persuading, and showing an understanding of others feelings.

Education
The main purpose of BAJAJ is to provide education to teach theoretical concepts and develop
a sense of reasoning and judgment. That any training and development program must contain

an element of education is well understood by HR specialist. Any such program has

university professors as resource persons to enlighten participants about theoretical
knowledge of the topic proposed to be discussed. In fact organizations depute or encourage
employees to do courses on a part time basis. Chief Executive Officers (CEOs) are known to
attend refresher courses conducted by business schools. Education is important for managers
and executives than for lower-cad reorders.

Development
Another component of a training and development is development which is less skill oriented
but stressed on knowledge. Knowledge about business environment, management principles
and techniques, human relations, specific industry analysis and the like is useful for better
management of the company.