TRAINING AND DEVELOPMENT AT HYUNDAI

ADITYA NARAIN HYUNDAI Pvt. Ltd.

Submitted By:

Students Name: Sneha Khanna

Course: BBA

Enrollment No: A7006416023

Specialization: Human Resource (HR)

Under the guidance of:

Mr. Ashutosh Asthana Dr. Upendra Nath Shukla

HR Manager Asst. Prof.

ADITYA NARAIN HYUNDAI Pvt. Ltd. ABS, Lucknow

(SUMMER INTERNSHIP REPORT SUBMITTED IN PARTIAL FULFILLMENT FOR THE AWARD OF FULL
TIME DEGREE OF BACHELORS IN BUSINESS ADMINISTRATION (2016-2019)

AMITY BUSINESS SCHOOL

AMITY UNIVERSITY UTTAR PRADESH LUCKNOW

1
 DECLARATION

Title of project report on “Training and Development in Hyundai”

I understand what plagiarism is and am aware of the Amity University’s policy in this regard

I declare that

(a) The work submitted by me in partial fulfillment of the requirement for the award of degree
Bachelor of Business Administration assessment in this Training and Development in
Hyundai. is my own; it has not previously been presented for another assessment.

(b) I declare that this Training and Development in Hyundayi is my original work. Wherever
work form other source has been used, all debts (for words data, arguments and ideas) have
been appropriately acknowledged and referenced in accordance with the requirements of NTCC
Regulations and Guidelines.

(c) I have not used work previously produced by another student or any other person to submit it
as my own.

(d) I have not permitted, and will not permit, anybody to copy my work with the purpose of passing
it off as his or her own work.

(e) The work conforms to the guidelines for layout, content and style as set out in the Regulations
and Guidelines.

Date: ------------- Name of Student: - Sneha Khanna

Enrollment No: - A7006416023

Program Name: - BBA

2
 STUDENT’S CERTIFICATE

Certified that this report is prepared based on the summer internship project undertaken by me in,

ADITYA NARAIN HYUNDAI Pvt. Ltd. from 20th May 2018 to 6th July 2018 under the able

guidance of Dr. Upendra Nath Shukla in partial fulfilment of the requirement for award of degree

of Bachelor of Business Administration from Amity University, Uttar Pradesh.

Date:-____________

Sneha Khanna Dr. Upendra Nath Shukla Dr. Harsh Vardhan

(Student’s Name) (Faculty Guide) (Director A.B.S)

3
 FACULTY CERTIFICATE

Forwarded here with a summer internship report on “Training and Development in Hyundai’’
submitted by Sneha Khanna Enrolment No A7006416023 student of BBA Vth semester (2016-2019)

This project work is partial fulfilment of the requirement for the degree of Bachelor of Business
Administration from Amity University Lucknow Campus, Uttar Pradesh.

Assistant Professor:- Dr. Upendra Nath Shukla

AMITY UNIVERSITY,

LUCKNOW CAMPUS

UTTAR PRADESH

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5
 ACKNOWLEDGEMENT

I consider myself very fortunate to get the opportunity to conduct the training approval and project
assignment by “TRAINING AND DEVELOPMENT AT HYUNDAI” I got opportunity to get a
practical exposure into actual environment and it provides me the golden opportunity to make my
theoretical concept of marketing strategy in a more clear way.

I express my sincere gratitude to my Faculty guides, Upendra Nath Shukla (Assistant Professor)
Faculty Amity Business School, and Ashutosh Asthana for their able guidance, continuous support
and cooperation throughout project, without which the present work would not have been possible.

SNEHA KHANNA

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 TABLE OF CONTENT

CONTENT PAGE NO.

1. Introduction

2. Company Profile

3. Research Methodology

4. Analysis and Interpretation

5. Conclusion and Suggestions

6. Limitations of Study

7. Annexure

8. Bibliography

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 SYNOPSIS

Student’s Name:- Sneha Khanna

Enrollment No:- A7006416023

Program:- BBA

Organization’s Name:- Aditya Narain Hyundai Pvt. Ltd

Address:- N1/69, Nagwa, Near Petrol Pump, Lanka, Varanasi

External Guide’s Name:- Mr. Ashutosh Asthana

Designation:- Human Resource Manager

Contact Details:-

Phone (O) :- 0542-2368689

Mobile:- 7081002555

E-mail:- asthana.ashutosh@gmail.com

Fax:- 0

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 Objective of Study

The objective of my study about employees training and development is to improve the current
process of employees training and development at Aditya Narain Pvt. Ltd.

My another objective is to apply my learning in the area of human resources so that I gain significant
practical knowledge and understand the nature and importance of training and development and
identify the various inputs that should go into any program.

 To study and learn the different stages in the training and development program used in Hyundai and
describe each step.
 To analyze the assessment of training needs.
 Improve overall performance of an employee by bringing about attitudinal change.
 To evaluate the effectiveness of training and development program for Hyundai Company.
 To determine the extent and degree of the training programmers fulfilling these objective.

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 CHAPTER-1
INTRODUCTION

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 INTRODUCTION

Training and development is vital part of the human resource development. It is assuming more
important role in wake of the advancement of technology which has resulted in ever increasing
competition, rise in customer’s expectation of quality and service and a subsequent need to lower costs.
It is also become more important globally in order to prepare workers for new jobs

Training is a program that helps employees learn specific knowledge or skills to improve performance
in their current roles. Development is more expansive and focuses on employee growth and future
performance, rather than an immediate job role.

Training & Development is any attempt to improve current or future employee performance by
increasing an employee’s ability to perform through learning, usually by changing the employee’s
attitude or increasing his or her skills and knowledge. Training and Development is a subsystem of an
organization which emphasize on the improvement of the performance of individuals and groups.
Training is an educational process which involves the sharpening of skills, concepts, changing of
attitude and gaining more knowledge to enhance the performance of the employees. Good & efficient
training of employees helps in their skills & knowledge development, which eventually helps a
company improve.

Training is about knowing where you are in the present and after some time where will you reach with
your abilities. By training, people can learn new information, new methodology and refresh their
existing knowledge and skills. Due to this there is much improvement and add up the effectiveness at
work. The motive behind giving the training is to create an impact that lasts beyond the end time of the
training itself and employee gets updated with the new phenomenon. Training can be offered as skill
development for individuals and groups.

Development means those learning opportunities designed to help employees to grow. Development is
not primarily skills oriented. Instead it provides the general knowledge and attitudes, which will be
helpful to employers in higher positions. Efforts towards development often depend on personal drive
and ambition. Development activities such as those supplied by management development programs
are generally voluntary in nature. Development provides knowledge about business environment,
management principles and techniques, human relations, specific industry analysis and the like is useful
for better management of a company.

Noted management author Peter Drucker said that the fastest growing industry would be training and
development as a result of replacement of industrial workers with knowledge workers.

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 TRAINING AND DEVELOPMENT OBJECTIVES

The principal objective of training and development division is to make sure the availability of a skilled
and willing workforce to an organization. In addition to that, the other objectives of training and
development are-

1. Change behavior of the employees

2. Induces new employees to the organization

3. Prevent obsolesce

4. Gain knowledge on new method

5. Improve organizational climate

6. Changes attitude of the employees

7. Increases productivity

8. Reduces labor turnovers

9. Improves quality

10. Ensure Personal Growth

11. Gain knowledge on New Method

12. Helps company to fulfill future growth

13. Improve health care

14. Ensure ensuring loyalty

15. Obtain knowledge on company policy

16. Earn knowledge on customer relation

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 NEED FOR TRAINING

The need for Training and Development is determined by the employee’s performance deficiency
which is computed as follows

Training & Development Need = Standard Performance – Actual Performance

Training is essential because technology is developing continuously and at a fast rate. Systems and
practices get outdated soon due to new discoveries in technology, including technical, managerial and
behavioral aspects. Organizations that do not develop mechanisms to catch up with and use the
growing technology soon become stale. However, developing individuals in the organization can
contribute to its effectiveness of the organization. Training is also necessary when a person has to
move from one job to another because of transfer, promotion or demotion.

The various factors responsible for the need of training are:-

1. Higher Productivity:

Effective training can help increase productivity of workers by imparting the required skills.

2. Quality Improvement:

To satisfy the customers, quality of products must be continuously improved through training of
workers.

3. Reduction of Learning Time:

Systematic training through trained instructors is essential to reduce the training period. If the
workers learn through trial and error, they will take a longer time and even may not be able to
learn right methods of doing work

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4. Industrial Safety:

Trained workers can handle the machines safely. They also know the use of various safety
devices in the factory. Thus, they are less prone to industrial accidents

5. Reduction of Turnover and Absenteeism:

Training creates a feeling of confidence in the minds of the workers. It gives them a security at
the workplace. As a result, labor turnover and absenteeism rates are reduced.

6. Technology Update:

The workers must learn new techniques to make use of advance technology. Thus, training should
be treated as a continuous process to update the employees in the new methods and procedures

7. Effective Management:

Training can be used as an effective tool of planning and control. It develops skills among
workers and prepares them for handling present and future jobs. It helps in reducing the costs of
supervision, wastages and industrial accidents. It also helps increase productivity and quality
which are the cherished goals of any modern organization.

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 Training Methods

Training is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts,
rules or changing of attitudes and behaviors to enhance the performance of employees. Training in an
activity leading to skilled behavior. There are very large varieties of methods of training that are used
in business. Even within one organization different methods of training are used for training different
people. All the training methods are divided into two classifications:-

1. On-the-job training Methods:

On-the-job training sometimes also called as direct instruction is one-on-one training located at the
job site. It usually consists of an experienced worker passing down their skills to new employees.
This type of training is usually used for practical tasks. Under these methods new or inexperienced
employees learn through observing peers or managers performing the job and trying to imitate their
behavior. These methods do not cost much and are less disruptive as employees are always on the
job, training is given on the same machines and experience would be on already approved standards,
and above all the trainee is learning while earning. Some of the commonly used on-the-job training
methods are: Coaching, Mentoring, Job Rotation, Job Instructional Technique (JIT),
Apprenticeship and Understudy.

2. Off-the-job Training Methods:

Off-the-job training methods are conducted in separate from the job environment, study material
is supplied, there is full concentration on learning rather than performing, and there is freedom of
expression. Off-the-job training is conducted in a location specifically designated for training. It
may be near the workplace or away from work, at a special training center or a resort. Conducting
the training away from the workplace minimize distractions and allows trainees to devote their full
attention to the material being taught. On the job training methods have their own limitations, and
in order to have the overall development of employee’s off-the-job training can also be imparted.
Some of the important off-the-job training methods include:- Classroom lectures, Audio-visual,
Simulation Exercises, Vestibule Training, Sensitivity Training and Transactional Analysis.

On-the-job training methods

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1. Coaching: -

Coaching is a one-to-one training. It helps in quickly identifying the weak areas and tries to focus
on them. It also offers the benefit of transferring theory learning to practice. Under this method, the
trainee is placed under a particular supervisor who functions as a coach in training and provides
feedback to the trainee.

2. Job rotation: -

This training method involves movement of trainee from one job to another gain knowledge and
experience from different job assignments. This method helps the trainee understand the problems
of other employees. It is the process of training employees by rotating them through series of related
jobs. Rotation not only makes a person well acquainted with different jobs, but it also alleviates
boredom and allows to develop rapport with a number of people. Rotation must be logical.

3. Mentoring: -

The focus in this training is on the development of attitude. It is used for managerial employees.
Mentoring is always done by a senior inside person. It is also one-to- one interaction, like coaching.

4. Understudy: -

In this method, a superior gives training to a subordinate as his understudy like an assistant to a
manager or director in a film. The subordinate learns through experience and observation by
participating in handling day to day problems. Basic purpose is to prepare subordinate for assuming
the full responsibilities and duties

5. Job Instructional Technique (JIT): -

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 It is a Step by step, structured on the job training method in which a suitable trainer, prepares a
trainee with an overview of the job, its purpose, and the results desired, he also demonstrates the
task or the skill to the trainee, and allows the trainee to show the demonstration on his or her own,
and also follows up to provide feedback and help. The trainees are presented the learning material
in written or by learning machines through a series called ‘frames’.

6. Apprenticeship:

Apprenticeship is a system of training a new generation of practitioners of a skill. The trainees

serve as apprentices to experts for long periods. They have to work in direct association with and
also under the direct supervision of their masters. The object of such training is to make the trainees
all-round craftsmen. It is an expensive method of training. Also, there is no guarantee that the
trained worker will continue to work in the same organization after securing training. The
apprentices are paid remuneration according the apprenticeship agreements.

7. Committee Assignments: -

In this type of training a group of trainees are asked to solve a given organizational problem by

discussing the problem. This helps to improve team work while the employees work on the real life
problems.

8. Internship Training: -

Under this method, instructions through theoretical and practical aspects are provided to the

trainees. The trainer works under a supervisor in the industry and experience the real world and the

problems. Usually, students from the engineering and commerce colleges receive this type of
training for a small stipend.

Off-the-job training methods:

1. Classroom Lectures: -
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Classroom lecture is one of the off-the-job training methods which is well-known to train white collar

or managerial level employees in the organization. Under this method employees are called to the room

like that of classroom to give training by trainer in the form of lectures. This method is effectively used

for the purpose of teaching administrative aspects or on management subject to make aware of

procedures and to give instructions on particular topic. In the colleges and universities, lectures and
seminars are the most common methods used for training.

2. Audio-Visual: -

The audio-visual method involves providing training by ways of using Films, Televisions, Video, and
Presentations etc. This method of training has been using successfully in education institutions to train
their students in subjects to understand and assimilate easily and help them to remember forever. In the
corporate sector, mainly in customer care centers employers are giving training to their employees by
using audio visuals material to teach how to receive, talk and behave with the customers.

3. Simulation: -

The simulation Method of training is most famous and core among all of the job training methods. In

the simulation training method, trainee will be trained on the especially designed equipment or machine

that seems to be really used in the field or job. But, those equipment or machines are specifically

designed for training a trainee and making them ready to handle them in the real field or job. This

method of planning is mostly used where very expensive machinery or equipment used for performing
Job or to handle that job.

4. Vestibule Training: -

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Vestibule Training is a term for near-the-job training, as it offers access to something new. In vestibule

training, the workers are trained in a prototype environment on specific jobs in a special part of the

plant. An attempt is made to create working condition similar to the actual workshop conditions. After

training workers in such condition, the trained workers may be put on similar jobs in the actual

workshop. This enables the workers to secure training in the best methods to work and to get rid of

initial nervousness. It may also be used as a preliminary to on-the job training. Duration ranges from
few days to few weeks. It prevents trainees to commit costly mistakes on the actual machines.

5. Case Studies:

It is a written description of an actual situation in the past in same organization or somewhere else and
trainees are supposed to analyze and give their conclusions in writing. Case is later discussed by
instructor with all the pros and cons of each option. It is an ideal method to promote decision-making
abilities within the constraints of limited data.

6. Role Playing:

During a role play, the trainees assume roles and act out situations connected to the learning concepts.
It is good for customer service and training. This method is also called ‘role-reversal’, ‘socio-drama’
or ‘psycho-drama’. Here trainees act out a given role as they would in a stage play. Two or more trainees
are assigned roles in a given situation, which is explained to the group. The role players have to quickly
respond to the situation that is ever changing and to react to it as they would in the real one. It is a
method of human interaction which involves realistic behavior in an imaginary or hypothetical
situation. Role playing primarily involves employee-employer relationships, hiring, firing, discussing
a grievance problem, conducting a post appraisal interview, disciplining a subordinate, or a salesman
making presentation to a customer.

Importance of Training and Development

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1. Training and Development helps in developing leadership skills, motivation, loyalty, better
attitudes, and other aspects that successful workers and managers usually display.

2. Training and Development aids in organizational development, i.e. Organizations get more
effective decision making and problem solving. It helps in understanding and carrying out
organizational policies.

3. Training and Development leads to improved profitability and more positive attitude towards profit
orientation.

4. Training and Development helps in creating better corporate image.

5. Training and Development helps in improving the health and safety of the organization thus
preventing obsolescence.

6. Training and Development helps in creating the healthy working environment. It helps to build
good employees relationship so that individual’s goals align with the organizational goal.

7. Training and Development helps in improving the quality of work and work-life.

8. Training and Development helps to develop and improve the organizational health culture and
effectiveness. It helps in creating the learning culture within the organization.

9. 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 individual goals.

10.Training and Development helps the employees in attaining personal growth.

11.Training and Development helps in increasing the job knowledge and skills of employees at each
level. It helps to expand the horizons of human intellect and an overall personality of the employees.

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 CHAPTER-2
COMPANY PROFILE
(HYUNDAI MOTOR INDIA LIMITED)

OVERVIEW

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The Hyundai Motor Company is a South Korean multinational automotive manufacturer
headquartered in Seoul, South Korea. The company was founded in 1967 and, along with its 32.8%
owned subsidiary, Kia Motors, and its 100% owned luxury subsidiary Genesis Motors altogether
comprise the Hyundai Motor Group. It is the third largest vehicle manufacturer in the world.

Hyundai operates the world's largest integrated automobile manufacturing facility in Ulsan, South
Korea, which has an annual production capacity of 1.6 million units. The company employs about
75,000 people worldwide. Hyundai vehicles are sold in 193 countries through some
5,000 dealerships and showrooms.

Hyundai Motor India Ltd is a wholly owned subsidiary of the Hyundai Motor Company headquartered
in South Korea. It is the largest passenger car exporter and the second largest automobile manufacturer
with 17% market share as of 2017 and 5.5 billion USD turn-over in India.

HML’s fully integrated state-of-the-art manufacturing plant near Chennai boasts most of the advanced
production, quality and testing capabilities in the country. To cater to its rising demand HML
commissioned its second plant in February 2008, which produces an additional 300,000 units per
annum, raising HMIL’s total production capacity.

In continuation with its commitment to providing Indian customers with cutting-edge global
technology, HMIL, has set up a modern multi-million dollars research and development facility in the
cyber city of Hyderabad. It aims to become a center of excellence for automobile engineering and
ensure quick turnaround time to challenging consumer needs.

HMIL is the first automotive company in India to achieve the export of 10lakh cars in just a decade.
HMIL currently exports cars to more than 110 countries across EU, Africa, Middle East, Latin America,
Asia and Australia.

To support its growth and expansion plans, HMIL currently have a 350 strong dealer network and 750
strong service points across India, which will see further expansion in 2020.

BACKGROUND

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The beginning of Hyundai motor company dates to April 1946 when founder, Ju-Yung Chung
established Hyundai Auto Service in Seoul, South Korea at the age of 31 years. The name Hyundai was
chosen for its meaning which in English translates to “modern”. The Hyundai logo is symbolic of The
Company’s desire to expand. The oval shape represents the Company’s global expansion and the styled
“H” is symbolic of two people i.e. The Customer and The Company shaking hands.

Hyundai Motor India Limited was formed in 6 May 1996 by The Hyundai Motor Company of Korea.
The first production plant was established in Irrungattukotai near Chennai, India.

HML’s first car, The Hyundai Santro was launched in 23 September 1998 and was a runaway success.
Within a few months of its inception, HMIL became the second largest automobile manufacturer and
the largest automobile exporter in India.

Between 2003 and 2006 the company will invest $300 million in its Indian operations. It will increase
the assembly line as well as the capacity from the present level of 1.2 lakh to 1.5 lakh units in the next
fiscal year and to more in the upcoming years. Hyundai is looking at the exports of a large amount of
their units mostly to Europe, from India.

In the year 2007 Hyundai opened its R&D facility in Hyderabad Andhra Pradesh, employing now
nearly 1500 engineers from different parts of the country. Basically the Hyundai Motor India
Engineering (HMIE) gives technical and engineering support in Vehicle development and CAD & CAE
support to Hyundai’s main R&D center in Namyang Korea. In 2010, Hyundai started its design
activities at Hyderabad R&D Center with Styling, Digital Design & Skin CAD Teams.

VISION

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The company’s motto is “Innovation for Customers”. The company’s vision is five core strategies:
global orientation, respect for human values, customer satisfaction, technology innovation, and cultural
creation.

They have a desire to create an automobile culture of putting customer first via developing human-
centered and environment-friendly technological innovation.

The company’s strive to create a more affluent lifestyle for humanity, and contribute to the harmony
and co-prosperity with shareholders, customers, employees and the other stakeholders in the
automobile industry.

The spirit of creative challenge of the company has been a driving force in leading HMIL to where it
is today. It is the permanent key factor for HMIL to actively respond to change in the company’s the
management system and seek creative and self-innovative system.

MISSION

 Innovation for humanity

 Achieve together
 To join the rank of the world’s top 10 automakers
 Hyundai’s car known as world-class cars
 Dream
 Strive
 Improving the quality of life for everyone in future

PRODUCTS

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Following are the main products of the company:-

1. Hyundai EON (Hatchback)

2. Hyundai Grand i10 (Hatchback)

3. Hyundai Xcent (Sedan)

4. Hyundai i20 (Hatchback)

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5. Hyundai Elantra (Sedan)

6. Hyundai Tucson (SUV)

7. Hyundai Creta (SUV)

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8. Hyundai Accent (Sedan)

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 SWOT ANALYSIS

STRENGTHS

 The company employs about 100,000 persons around the world.

 Hyundai vehicles are sold in 190+ countries through some 6500 dealerships and showrooms
worldwide.
 Hyundai sells over 1.5 million vehicles per year.
 It has excellent branding and advertising by having celebrity brand ambassadors.
 The company has an excellent product portfolio from hatchbacks, sedans and SUVs.
 Hyundai has a strong presence in motorsport and has been actively involved in sponsorships.
 Electric and hybrid cars offered by the company have enhanced its brand image.
 It has the maximum number of service stations all over.
 It is a trusted brand in India.

WEAKNESS

 Hyundai faces tremendous competition means limited market share growth.

 Controversies regarding fuel engines, wrong advertising have hurt the brand.
 Lack of patent protection.
 High cost structure.
 Lack of access to provide services for dealing of second hand cars.
 The company has low brand recognition in A segment and passenger car.

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OPPORTUNITIES

 Fast growing automobile market.

 Tapping the emerging market across the world can help Hyundai build a global brand.
 Developing cost-friendly Hyundai hybrid cars and fuel efficient car for the future.
 An unfulfilled customer need.
 Emergence of new technologies
 Loosening of regulations
 Removal of International Trade Barriers

THREATS

 Ever increasing fuel prices

 Government policies for automobile sector across the world.
 Intense competition from global automobile brands can reduce market share of Hyundai.
 Hyundai’s business can be affected by substitute modes of public transport like buses, metro,
train etc.
 Increased trade barriers.
 New regulations by the government.
 Shift in consumer tastes away from the firm’s products.

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 COMPETITORS

The following are the main and the foremost competitors of Hyundai:-

1. Honda Motors
2. Toyota Motor Corporation
3. Nissan Motors
4. Chevrolet
5. Fiat
6. Mitsubishi Motors
7. Maruti Suzuki
8. Tata Motors
9. Skoda Auto
10. Volkswagen
11. Ford Motor Company

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 CHAPTER-3
RESEARCH METHODOLOGY

31
RESEARCH METHODOLOGY

Research methodology is a way to systematically solve the research problem. It may be understood as
a science of studying how research is done and it to study the various steps that are generally adopted
by researcher in studying his research problems it is necessary for the researcher to design the
methodology from the problem as a method differ from problem.

RESEARCH PROCESS

Research process consists of series of action or steps necessary to effectively carried out the research
and the desired sequencing of these steps one should remember that various steps involve in a research
process are not mutually exclusive nor they are separate and distinct they do not necessarily follow
each other any specific order.

RESEARCH DESIGN

Research design is a conceptual structure within which research is conducted, it is basically the blue
print for a collection of data, measurement and analysis of data “A research design is the arrangement
of condition for collection and analysis of data in manner that aims to combine relevance to research
purpose with economy in procedure.’’

My research design is of descriptive type. A descriptive research includes survey fact findings and
enquiries of different kinds with a major purpose of description of affairs as it exist in present.

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SOURCES OF DATA COLLECTION

I have used primary and secondary sources of data for doing the research.

PRIMARY DATA

 A formal list of the questions answered by the employees of HYUNDAI and later analysis of
the responses.
 A direct face to face personal interview with the employees of HYNDAI.

SECONDARY DATA

The sources used for the secondary data are Internet, Books, Journal, Manuals, Old data files, Published
data and Annual Reports.

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 CHAPTER-3
ANALYSIS AND INTERPRETATION

34
 ANALYSIS AND INTERPRETATION OF QUESTIONNAIRE

Questionnaire was prepared in a view to study the changes in the performance skills and abilities of the
employees of HYUNDAI after the training program was imparted to them. For this, I have taken a
sample size of 50 employees and made an analysis.

1. Employee’s awareness about training

Yes – 85%
No – 15%

yes no

Interpretation: 85% of the employees are aware about the training in their organization.

35
2. Preference for the times of training to be conducted

Weekly 15%

Monthly 65%

Yearly 20%

weekly monthy yearly

Interpretation: Employees prefer monthly training as best.

36
3. Preferred methods of training.

a. On the job

b. Off the job

on the job off the ob

Interpretation: 75 % of the employees prefer off-the-job training while the remaining 25 %

are comfortable with the on-the-job training.

37
4. What does training helps to increase

Morale – 30%

Motivation-55%

Both-15%

morale motivation both

Interpretation: As per the employee the main objective of the training is that it helps them
to increase their morale as 55 % employees agrees to it. The 30 % of employees believe that
training helps to improve their motivation while the remaining 15 % believe that training
helps them to increase their both morale as well as motivation.

38
5. Satisfaction regarding training program

Yes -65%

No – 35%

yes no

Interpretation: 65 % of the employees says that the training are the best for their growth
and career and are satisfied by the training programs of the company, while the remaining 35
% employees finds training of no use and considers it as a waste of time.

39
6. Which employees should be selected for training

All employees -5%

New recruits-75%

Existing employees-20%

All employees
New Recruits
Existing Employees

Interpretation: Majority of the respondents agree that the new recruits are the employees those who
need training as they are new to the jobs. While 20% respondents agree that the existing employees
should be given the training.

40
7. Normal duration for imparting the training

2-3 days- 45%

1 week- 55%

1month- 0%

2-3 days 1 week 1 month

Interpretation: 55 % of the employees agrees that 1 week should be the ideal time for imparting
training while the 45% employees considers 2-3 days as the best time for imparting training.
Everyone believes that 1 month is a too long for imparting training.

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8. The basic method of training and development are

Lecture based-20% Group discussion-30%

Demonstration-40% Other-10%

lecture based
group discussion
demonstration
other

Interpretation: Majority of the employees prefer Demonstration as the best method for
imparting training while 30 % preferred group discussion and 10 % preferred lecture based
method as the best method for imparting training

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9. What do you prefer trainers from outside or company’s personnel as trainer

Trainer from outside- 70%

Company’s trainer- 25%

Both- 5%

Trainer from outside

Company's trainer
both

Interpretation: 70 % of the employees agrees that trainer’s from outside the company
should be hired in order to get the training while only 5% prefer both the company’s
personnel and the outside person as the trainer.

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10. After completion of training were you ask to fill a feedback form

Yes- 95%

No- 5%

Yes No

Interpretation: 95% of the employees were asked to fill the feedback form once the training got
completed to know the effectiveness of the training program. Such feedback from the employees also
helps in improving training program design for future.

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 CHAPTER-4

FINDINGS, SUGGESTIONS &

CONCLUSION

45
FINDINGS:

 85% of the employees get the training in their organization.

 The main factor which determines the needs of training is prior performance of the employee.

 The majority of the employees are comfortable in discussing their training needs with their
superiors.

 The main objective of the company of providing training to the employees is to improve the
salesmanship followed improving prospecting because the training programs are mainly
designed for sales persons of the company.

 75% employees believe that it is necessary for every new recruited employee to get trained
whereas 5% consider training important for all the employees of the organization.

 Basically new recruits need training as they are new in their job thus they are selected for the
training.

 The best normal duration for imparting the training was considered to be the 1 week and 55%
of the employees agree with this time period and considered that 2-3 days is too short and 1
month is too long time period for imparting the training to the employees.

 As training programs are designed mainly and mostly for sales person the demonstration is
considered to is the best basic method of training followed by the group discussion.

 Mostly the employees prefer trainers from outside the company as the best person to impart
training to them.

 95% of the employees are asked to fill the feedback form as to know the effectiveness of the
training program. It also helps in improving the training program design for future.

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SUGGESTIONS

In the era of globalization the organization s have to face new challenges in the present context and
achieve its objectives. It must be dynamic, desalinated efficient especially in the training,
development placement and promotion of its personnel. The huge investment in the industrial sectors
demand better operational efficiency, better management of capital and above all, better management
& development of human resources.

For enhancing the effectiveness of training and development programs there are few useful
suggestion which is implemented earnestly & sincerely may hopefully add to the luster & improve
the planning execution and follow-up of the training and development programs in the particular

The suggestions are as follows:-

 Training and development programs should be based on specific needs of the organization and
its employees.

 Selection of participants should be made on the basis of the needs of employees & objectives
of the programs

 New technology and methods of training should be used to make it interesting for the
employees.

 The programs should be frequently revised so as to be in tune with the ever changing business
and economic environment.

 Both in the company and external agencies programs should be evaluated properly for
measuring their effectiveness
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CONCLUSION:

Private sector occupies a pivotal position in the Indian economy. It is considered as a pacesetter for the
rest of the economy. It has expanded enormously and contributed a lot towards the economic growth
of the country by adding a major share in the net national product generating gainful employment &
growth of every organization depends on the quality of the manpower, its people improvement &
utilization in suitable challenging jobs. Training and development is an important aspect of
professionalization of our executive cadre. There is no doubt that training and development can do lot
for development of its personnel. Training and development can do is an integral part of Human
Resource Development (HRD). It is an important tool for the organization to sharpen the executive
knowledge with the object of strengthening & profit maximization of the organization. Any
organization be it small or large invests a handsome sum of money towards the enhancement of the
training and development needs of their employees

In HYUNDAI also training is very helpful towards organization and employee’s development. The
employees who attended the training programs of the company were benefited by in terms that their
performance improved and their productivity increased, also almost 70% of the employees also found
changes in terms of enhanced work i.e. they gained more professional knowledge and can now work
faster and much better. Also almost all of them can discuss about their training and development needs
with their superiors. The organization have special trainers from outside which impart training to the
employees of the organization. A great importance is being given to the training and development needs
of the employees in the organization as there many kinds of training being provided to the different
types of the employees.

We can conclude that training programs are not only beneficial for the company but also beneficial for
the employees working & personal life. Therefore, training program should be implemented in every
organization for the survival in the world & achievement of the objectives.

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CHAPTER-5
ANNEXURE

49
 ANNEXURE

Questionnaire:

1. Awareness about training

 Yes – 95%
 No – 10%

2. No. of the time training should conducted

 Weekly
 Monthly
 Yearly

3. Methods of training.

a. On the job b. Off the job

4. What does training helps to increase

 Morale – 30%
 Motivation- 55%
 Both- 15%

5. Satisfaction regarding training programs

 Yes -70%
 No – 30%

6. Employees selected for training

 All employees -10%

 New recruits-70%
 Existing salesperson-20%

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7. Normal duration for imparting the training

 2-3 days- 45%

 1 week- 55%
 1month- 0%

8. The basic method of training and development are

a. Lecture based-20% b. Group discussion-30%

c. Demonstration-40% d. Other-10%

9. What do you prefer trainer’s from outside or the company’s personnel as trainer

 Trainer from outside- 75%

 Company’s trainer- 20%
 Both- 5%

10. After completion of training were you ask to fill a feedback form

 Yes- 95%
 No- 5%

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AN OVERVIEW OF TRAINING AND DEVELOPMENT PROGRAMME AT
HYUNDAI

Training & development is an active process by which capabilities of executives and employee can be
improved, to meet the organizational needs in terms of their knowledge, skills and attitude required in
performing organizational tasks and functions, within a relative short period of time. Therefore, training
and development is concerned with acquisition or development of those skills techniques, attitudes,
experience which enables an individual to make his most effective contribution to the combined effort
of the team of which he is a member. Thus, training and development entails the bringing up of the
knowledge skills ability of the employee not only to perform the better, the job assigned to them but
also to keep ahead of the current requirements, so as to prepare them to take up higher responsibilities.

Several enterprises largely depend upon the effective performance of the employees. The personnel
require certain skills and abilities to perform his duties as efficiently as possible. The progress of the
enterprise depends upon technical know-how and selling skill are significant for the senior and top level
need improvement and who are likely to improve through a process of training. Through the importance
of the specification or skills is well recognized all over the world, yet there is no concern on the
specification of skills require for an effective executive.

Different situation call for different executive performance and require different executive performance
and require different skills and abilities. There is no single executive’s personality which could prove
effective in all situations. Hence, we would not expect traits to be generalized from one situation to
another.

There are certain skills, which enables personnel to perform his job more efficiently. Eminent
authorities have discussed several type of skills required for an efficient sales executives.

IMPORTANCE OF TRAINING IN COCA-COLA

1. Increased sales
2. Improved performance
3. Heightened morale
4. Reduction in supervision
5. Better time management
6. Fulfillment of manpower needs

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TRAINING METHODS IN HYUNDAI

The various methods used in the Hyundai to provide training to their employees are:-

1. Induction Training: - It is the type of training that is provided to all the new employees who join
the organization. This training is provided to the new employees by the employer in order to assist
in adjustment to their new job tasks and to help them become familiar with their new work
environment, and the people working around them. It briefs the rules and regulations of the
organization as well as specifies the employer’s role in the environment.

2. Premium Product Training: - It is the type of training that is given to all the Sales Consultants
and DSE (Dealer Sales Executive). As the name suggests, it is the training given for the premium
products like Elantra, Verna and Tucson.

The main aim of this training is to provide complete information regarding the features and
accessories of the premium or the top luxury cars. This training is conducted weekly in the morning
for an hour.

3. Mass Product Training: - It is the type of the training that is given to the sales consultant and
the DSE (Dealer Sales Executive). As the name suggests, this type of training is given for mass
selling of the product. It includes the products like Eon, Grand i10, Xcent and Elite i20 etc.

The main aim of this training is to provide complete information regarding the features and
accessories of the cars that are commonly in use.

This training is provided for the sale of the mass product. It is conducted 2 times a week for different
product on different days.

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4. SSI Training and HSSC Role play: - SSI stands for the Sales Satisfaction Index.
The main aim of the SSI training is to impart the ways of customer retention to all the employees.
Basically, the ways of fulfilling the customer’s need and how to groom oneself in order to counter
all the needs of the customer and hot to make a sale to the customer are all the components of this
training.

This training is provided to everyone from the sales consultants to the DSE (Dealer Sales
Executive)

The various heads that are considered in this training are:-

 Sales Initiation: - This includes everything related to the initiation of sales like customer
enquiries, past purchase decision and demonstration of vehicles etc.

 Dealer Facility: - This includes everything related to the overall rating of the dealer
facility, the comfort in the showroom etc.

 Salesperson: - This includes all the aspects related to the sales person dealing with the
customer. It includes overall rating of the salesperson, sales person’s knowledge about
vehicles, the courtesy and friendliness of the sales person etc.

 Deal: - This includes everything related to the deal done with the customer. This includes
overall rating of the deal, ease of coming to agreement on a final deal, the clarity of the
explanation of purchase and finance documents etc.

 Delivery Timing: - It includes all the aspects related to the delivery timing of the
product. This include length of the time needed for delivery, ability to deliver vehicle at
the promised date/time etc.
.
 Delivery Process: - This has overall information related to the delivery process. In
includes the overall rating of the delivery process, the condition of the vehicle, ability of
the sales person to answer the question at the time of delivery and handover.

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 HSSC Role Play Video

HSSC stands for the Hyundai Sales Skill Competition. It is a type of competition for the sales in
which the DSE (Dealer Sales Executive) and the Sales consultant are engaged in doing role play. It is
through the role play, the employees are provided the training, the way they should deal with the
customers and the way they should act and carry themselves and put forward.

5. VOC Training and Complaint Management: - VOC training stands for Voice of Customer.
This is the type of training in which the CRM’s and the sale consultant are trained so as to how to
deal with the customer’s queries and how to effectively manage the complaint of the customers.
This training is basically for the CRM but is now being provided to the DSE and the sales
consultants.

6. NDE: - NDE stands for New Dealer Experience. It is the type of the induction training which is
given to the new dealers. This training is given to all those dealers who join for the first time and
they are briefed in order to assist in the adjustment to their new job tasks and to help them become
familiar with their new work environment and the people working around them

7. Jump Start: - It is the type of training that is related to the product training. Here, the sales
consultants and the DSE are given the raining related to a special product. The employees are told
about the product’s features and they are trained for that product in order to increase their number
of enquiries and sales and wider their customer base.

8. ESS: - It stands for expert selling skills. This is a type of training that is given to the sales
consultants, or the DSE. It is a focused product training, in which a certain group of product is
focused on to for the training. Only the premium products are given the attention. Also, this training
involves the part of selling skills. The employees and the sales consultants are given training about
the selling skill and how to encounter sales and bring in more customers.

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 CHAPTER-6
BIBLIOGRAPHY

56
 Bibliography

BOOKS

1. Training and Development: Enhancing Communication and Leadership Skills, by Steven A.

Beebe, Timothy P. Mottet and K. David Roach
2. Employee Training And Development, by Raymond Noe

WEB SITES

1. www.hyundai.co.in
2. www.hyundai.com
3. www.google.com
4. www.autoorld.com
5. www.ecnomictimes.com

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