PROJECT REPORT

ON
IMPACT OF TRAINING AND DEVELOPMENT IN

TATA MOTORS

SUMMITED IN PARTIAL FULFILLMENT OF THE REQUIREMENTS

OF THE DEGREE OF

BACHELOR OF COMMERCE

SUBMITTED BY

Nomula chandana ( 115119405191 )

Under The Esteemed Guidance Of

Prof. Param Jyothi

University College Of Commerce And Business

Management
Osmania University, Hyderabad, Telangana
Batch : 2021-22
 TABLE OF CONTENTS

Content Page No.

Acknowledgement 5
Chapter 1: Introduction 7-18
1.1 Tata Group 7-8
1.2 Tata Motors 9-10
1.3 Tata Motors Lucknow Plant 11-12
1.4 Organizational Structure 13-14
1.5 Achievements 15
1.6 Training & Development 16-18
1.7 Tata DuPont 18
Chapter 2 : Research Methodology 19-22
2.1 Objective and scope of the study 20
2.2 Type of Research and Research Design 21
2.3 Data collection Method 21
2.4 Limitation of Study 22
Chapter 3 : Conceptual Discussion 24-25
3.1 Review of Literature 24-25
Chapter 4 : Data Analysis & Interpretation 26-32
Chapter 5 : Findings, Conclusion and Suggestions 33-36
5.1 Findings 34
5.2 Conclusion 35-36
5.5 Bibliography 37
 Declaration By The Candidate

I am NOMULA CHANDANA Here By Declare That The Work

Presented In This Project, Titled " IPACT OF TRAINING AND
DEVELOPMENT IN TATA MOTORS " Partial fulfilment of the
requirements for the award of PG degree in BACHELOR OF
COMMERCE Submitted To The Department Of Commerce,
osmania University, Hyderabad is An Autenticate Record of my
research work and it is not submitted to any other University or
college or institutions for award of any degree/diploma/certification or
published any time before the project is drafted be me and is original
to the best my knowledge and behalf

Nomula chandana

Date :20/5/2022
Place :
 Certificate

This is to certify that the Project titled “IMPACT OF TRAINING AND

DEVELOPMENT ON STAFF EFFICIENCY IN TATA MOTORS” is an academic
work done by “N.Chandana ”submitted in the partialfulfillment of the
requirement for the award of the Degree of B.Com,CA from Osmania
University,HYD . It has been completed under the guidance of_P.JYOTHI.
We are thankful to Tata Motors Limited for having allowed our student to
undergo project work training. The authenticity of the project work will be
examined by the viva examiner which includes data verification, checking
duplicity of information etc. and it may be rejected due to non fulfilment of
quality standards set by the Institute.

K.Sri Devi
Omega Degree Collage
(Principal)

4
 ACKNOWLEDGEMENT

It is my privilege to express my deep sense of gratitude to all those people given

there valuable time and support without which this project titled "IPACT OF
TRAINING AND DEVELOPMENT IN TATA MOTORS" could not have
been successfully completed by me . I profoundly thank

Prof. PARAM JYOTHI principal and prof. KESARI SRI DEVI

HEAD. DEPARTMENT OF COMMERCE, UNIVERSITY COLLEGE OF

COMMERCE & BUSINESS MANAGEMENT, HYDERABAD

For their continues encouragement which helped me to complete the study

successful I would like to thank faculty and Guild PROF. PARAM JYOTHI
for valueable guidelines and encouragement in the completion of this project . I
also thank my friends and family members for completion of this project .

NOMULA CHANDANA. ( 115119405191 )

 CHAPTER- I

INTRODUCTION

6
 TATA GROUP

Founded by Jamsetji Tata in 1868, The Tata group is a global enterprise,

headquartered in India, comprising over 100 independent operating companies.
The group operates in more than 100 countries across six continents, with a
mission 'To improve the quality of life of the communities we serve
globally, through long-term stakeholder value creation based
on Leadership with Trust'.

Each Tata company or enterprise operates independently under the guidance

and supervision of its own board of directors and shareholders. There are 29
publicly listed Tata enterprises with a combined market capitalization of about
$130.13 billion (as on March 31, 2017). Tata companies with significant scale
include Tata Steel, Tata Motors, Tata Consultancy Services, Tata Power, Tata
Chemicals, Tata Global Beverages, Tata Teleservices, Titan, Tata
Communications and Indian Hotels.

Many Tata companies have achieved global leadership in their businesses.

7
Employing a diverse workforce in their operations, Tata companies have made
significant local investments in different geographies. In tandem with the
increasing international footprint of Tata companies, the Tata brand is also
gaining international recognition. Tata companies bring to their customers
worldwide a whole host of reputed brands, which touch their lives every day.
With its pioneering and entrepreneurial spirit, the Tata group has spawned
several industries of national importance in India: steel, hydropower, hospitality
and airlines. The same spirit, coupled with innovativeness, have been displayed
by entities such as TCS, India’s first software company.
Tata companies themselves undertake a wide range of social welfare activities,
especially at the locations of their operations, as also deploy sustainable
business practices.

Core values
Tata has always been values-driven. These values continue to direct the growth
and business of Tata companies. The five core Tata values underpinning the
way we do business are:

 Integrity: Tata Group is fair, honest, transparent and ethical in their

conduct everything they do must stand the test of public scrutiny.
 Excellence: They are passionate about achieving the highest standards of
quality, always promoting meritocracy.
 Unity: They invest in their people and partners, enable continuous
learning, and build caring and collaborative relationships based on trust
and mutual respect.
 Responsibility: They also integrate environmental and social principles
in their businesses, ensuring that what comes from the people goes back
to the people many times over.

8
Company Profile

Tata Motors Limited, a USD 42 billion organization, is a leading global

automobile manufacturer with a portfolio that covers a wide range of cars,
sports vehicles, buses, trucks and Defense vehicles. Tata group founded by
Jamsetji Tata in 1868. Tata Motors is India’s largest automobile company.

Tata Motors helps its employees realize their potential through innovative HR
practices. The company's goal is to empower and provide employees with
dynamic career paths in congruence with corporate objectives. The company
has won several awards recognizing its training programmes.

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Mission:

“We innovate mobility solution with passion to enhance quality of life”

Values:

 Integrity
 Teamwork
 Accountability
 Customer Focus
 Excellence
 Speed

Vision:

 Among the top 3 in Global CV and Domestic PV

 Achieving sustainable financial performance
 Delivering exciting innovations

Competitors:

 Honda Motors
 Toyota Motor Corporation

 Maruti Suzuki
 Hyundai Motors
 Skoda Auto

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Tata Motors Lucknow Plant

Tata Motors Lucknow is one of the youngest production facilities among all the
Tata Motors locations and was established in 1992 to meet the demand for
Commercial Vehicles in the Indian market. The state of art plant is strongly
backed by an Engineering Research Centre and Service set-up to support with
latest technology and cater to the complexities of automobile manufacturing.

Lucknow plant is built across approx. 600 acres, which has been divided into
Eastern Complex and Western Complex. An overbridge connects these
complexes. The employees use the shuttle bus service to move from one
complex to other. The Eastern Complex is comparatively bigger in size
compared to the Western Complex.

Lucknow
Works
Eastern
Western IBF- ERC
setup comple
complex x
ProLife

Transmissio Integral Bus Paint

n Factory Factory Service Weld Shop Shop
Line1 Training TCF 2,3
center
Frame Heat Module Cowl
Treatment Fabrication
&Cabin
Cowl Machining Module Vehicle
Assembly
Assembly
Vehicle
Assembly
Tata Motors
Marcopolo
Limited

11
Western Complex is further divided into two sectors, the Administrative sector
(HR, Finance, IR) and the Manufacturing sector consisting of Line-1, 4 IBF
(Integral Bus factory). Eastern complex consisting of Line- 2, 3, 4, BIW (Build
in White) and Paint shop.

The following setup are within the premises of the TATA Motors, Lucknow
Plant:

1. TATA MARCOPOLO Plant

2. ERC Setup
3. ProLife

ERC:
Engineering Research Center is a beehive of activity as young engineers and
designers work on 20 different engine platforms with 250 variants of vehicles. It
is one of the most modern in the Indian automobile industry, featuring state-of-
the-art equipment .

Prolife:
Tata Motors has launched ‘Tata Motors Prolife’ a customer-focused service
programme to recondition engine long blocks, aggregates, parts to ensure
quality reconditioning which will result in superior performance of the vehicle.

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 Organization Structure at Tata Motors

Manufacturing Non-Manufacturing

BIW & Trim Line 1 Auto Planning HR Admin

projects

Paint Shop Line 2 Interna Quality

Plant
Commercial Services l
Audit
Auto Line 3
Maintenance Medical
Service Safety Services
Securit
Transmission IBF y

Legal Finance
Purchase & Supply Chain Materi
al
Audit
Other Businesses

SCM Supplier Quality

RECON ERC
PPM Purchase

TMML

Man Power at Tata Motors Lucknow Plant

Tata Motors had three levels in the supervisory grade, five in the managerial
grade and around six or seven in the executive grade. Now there are only five
grades, L1 to L5, with L1 being the highest.

The top two levels (L1 and L2) of managers will be responsible for
execution of strategies formulated by an Executive committee (EXCOM),
comprising the Managing Director, Function and Business heads.

13
The employees in Tata Motors are classified into 2 groups:

 White Collar: There are around 600 permanent White-collar employees

responsible for Managerial work of the Plant.
 Blue Collar: There are around 1300 permanent Blue-collar employees
responsible for the Technical services & Machine handling.

Other than these employees, Tata outsources around 4000 contractual

employees

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 Achievements
The Awards received by Tata Motors in the year 2016-17 are as follows:

 The Srishti Good Green Governance Award 2016 given at New Delhi.
 Apprentices Training Excellence Award in 2016
 Best Health Initiatives Award in April 2016 at Mumbai.
 Social Return on Investment Award in May 2016 at Mumbai.

 Lucknow plant also achieved Excellent Energy Efficient Unit Awards

Fact:

Tata Motors (Lucknow) produced & dispatched the first Hybrid Chassis to
Spain

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 Training & Development

“Training is the systematic development of the knowledge, skills and attitudes

required by an individual to perform adequately a given task or job.”

The organization require development throughout the rank in order to survive,

while training makes the organization more effective and efficient in its day to
day operations

Training is a formal and systematic modification of behavior through learning

which occurs as result of education, instruction, development and planned
experience

Development is any learning activity, which is directed toward future needs

rather than present needs and which is concerned more with career growth than
immediate performance.

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Training and Development is the field concerned with organizational activity
aimed at enhancing 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.

Need and Importance of Training and Development

 Optimum Utilization of Human Resources –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.

 Development of Human Resources – Training and development

helps to provide an opportunity 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 skills of employees at
each level. It helps to expand the horizons of human intellect and
an overall personality of the employees.

17
  Team spirit – Training and Development helps in inculcating the
sense of team work, team spirit and inter-team collaborations. It helps
in inculcating the zeal to learn within the employees.

 Organization Climate – Training and development helps building the

positive perception and feeling about the organization. The employees
get these feelings from leaders, subordinates, and peers.

 Quality – Training and development helps in improving upon the quality

of work.

 Morale – Training and development helps in improving the morale of the

work force.

Tata DuPont
Tata Motors is fully committed to the ultimate goal of employee safety. All
employees at Tata Motors facilities are progressing with the vision of
“Excellence in Safety”. Safety reports are reviewed at the highest level
including Board meetings.

There has been an overall 41% improvement in safety performance across the
units during this year.

18
 CHAPTER II

Research Methodology

19
 Objective of the Study

A study was conducted at Tata Motors Limited with the objective to study and
evaluate the training and development programs of the organization and to
know how it enhances the efficiency of the employees.

To achieve the main objective, the following sub- objective were set –

 To understand the importance of training and development in an

organization.
 To study the existing training practices at Tata Motors and to measure the
effectiveness of the training on the performance of the employees.
 To study the procedure of training and how the training helps in overall
development of the organization.
 To measure the satisfaction level and the feedback of the employees of
the Tata Motors of the regarding the training provided to them.
 To identify the inheritant constraints in the training and development
programmes and make recommendations to enhance the effectiveness of
the employees and the organization as the whole.

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 Research Design
This research was designed to evaluate the Training and Development programs at Tata
Motors and to come up with suggestions to improve them.

Data collection

 Primary data:
Primary data were collected through structured questionnaire
and personal observations.
1. Questionnaire:
A brief questionnaire focused to collect the relevant information
was prepared. The respondents were asked to fill up this
questionnaire. The data gathered through the questionnaires was
analyzed using descriptive statistical tool to judge the target
audience’s opinion and other major factors.

2. Observations: They are of two types-

a) Participant observation- when the observer participates with the

activities of the group under study. Thus, the observer makes
himself part of study.
b) Non-Participant observation- When the observer does not actually
participate in the activities of the group, but individually observes
them from a distance.

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  Secondary data:
Manuals and booklets available in the organizations were the main source
of secondary data. Internet sites were also searched in order to find the
useful information for the completion of this project.

LIMITATIONS

 There were some biased opinions given by the respondents of the

questionnaire.
 Some of the respondents were hesitant.
 Time was a limitation due to which some aspects could not be covered.

 More time underwent in the study of the training programs being

conducted at Tata Motors.

 The interaction with the employees was very difficult because they
were often busy to spare time to fill the questionnaires.

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 CHAPTER III

Conceptual Discussion

23
Review of Literature

This chapter deals with the review of the previous studies relevant to

the field of training and development.

Kuldeep Sing (2000) has selected 84 organization from business representing all

the major domestic industries questionnaire has developed by Huselid

(1993) are used to study training. The objectives of the study are to

examine the relationship between training and organizational performance

which shows that Indian organizations are still not convinced of the fact

that investments in human resources can result in higher performance.

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evaluation which currently is found to be successful in the United Kingdom.

Moses (2000) observed that companies can no longer guarantee employees

promotions to the top, it is important that training and development help

employees with

career planning and skills development. Some organization fear that career
planning will

communicate to employees that their jobs are at risk, but it can be framed
differently to

communicated that they are willing to invest in helping employees reach their
potential.

Companies can also help ease employees’ minds by making career planning a
standard

part of their employee development process of downsizing or restructuring.

When a

company communicates to their employees that they are marketable outside the

36 organization, yet still invests in their training and development, it makes a

strong

statement to workers that they are values, and many are compelled to offer a
high level of

commitment.

25
 CHAPTER IV

Data Analysis and Interpretation

26
 Data Analysis

Research Instrument

The survey was conducted with the help of questionnaire, informal talks

and own observations.

A structured questionnaire has been used as a research instrument tool

Which consists closed ended questions.

Statistical Instrument

The statistical tool used for analyzing the data collected is MS Excel.

Duration of Study

The duration of study is 6 weeks, from 5th May, 2022 to 20th May, 2022.
Sample Size and Sampling

The total number of staff in the organization was around 6000, which included
managerial as well as non-managerial staff. The population for our survey were
of white collars, which are 650 in the Organization. In which our sample size
was 100.

Sampling technique used is simple random sampling, which is a

probability sampling method. Each individual is chosen randomly and
entirely by chance, such that it is an unbiased representation of the group

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 Q) Do you agree that trainings are well planned?

Responses Total (out of 100)

Frequency
Strongly Agree 19
Agree 50
Neutral 22
Disagree 6
Strongly Disagree 3

Interpretation:

The above table shows that 19% strongly agree that the trainings are well
planned, 50% agree, 22% are Neutral, 6% Disagree and 3% strongly
disagree.

60
50
50
No. of employees

40

30
22
19
20

10 6
3
0

SA A N D SD

28
 Q) Are training program helpful in long run?

Responses Total (out of 100)

Frequency
Strongly Agree 22
Agree 51
Neutral 18
Disagree 6
Strongly Disagree 3

Interpretation:

The above table shows that 22% strongly agree that the trainings are helpful in
long run, 51% agree, 18% are Neutral, 6% Disagree and 3% strongly disagree.

60

51
50

40
No. of employees

30

22
20 18

10 6
3
0
1
SA A N D SD

29
 Q) Is there any difference in your performance before and after attending
training sessions?

Responses Total (out of 100)

Frequency
Yes 76
No 24

Interpretation:

The above table shows that about 76% employees agree that there is a
difference in their performance after attending the training sessions, while 24%
disagree.

No
24%

Yes
76%

Yes No

30
 Q) Do you agree that training has helped you become more productive?

Responses Total (out of 100)

Frequency
Strongly Agree 17
Agree 44
Neutral 28
Disagree 7
Strongly Disagree 4

Interpretation:

The above table shows that 17% strongly agree that the training sessions has
helped them become more productive, 44% agree, 28% are Neutral, 7%
Disagree and 4% strongly disagree

50
44
45
40
35
No. of Employees

30 28

25
20 17
15
10 7
4
5
0
SA A N D SD

31
Q) Do you apply whatever you have learned during the training session?

Responses Total (out of 100)

Frequency
Yes 83
No 17

Interpretation:

The above table shows that about 83% employees agree that they apply
whatever they have learned during the training sessions in their work, while
17% disagree.

No
17%

Yes

No

Yes
83%

32
 CHAPTER V

FINDINGS,CONCLUSI
ON AND
SUGGESTIONS

33
 FINDINGS

 It is quite evident that all the employees were aware of the role and
importance of training.

 There were different types of trainings organized by Tata Motors to meet

the needs of its employees. The training programs at Tata Motors focused
their main attention on safety, quality, cost and delivery.

 Majority of the Employees, agree that the Training sessions are well
planned & they help them to become more productive

 It can also be seen from the data collected, that the majority of the
employees, find difference in their performance after attending the
Training sessions.

 The employees at Tata Motors felt that the training programmes of the
company contributed to both company goals and employee goals and
were also helpful in the career development of the employees

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 SUGGESTIONS AND RECOMMENDATIONS

The employees gave certain suggestions to us during the survey:

 Training programs conducted should be more Job specific rather than just
safety
 Training programs must be planned as per department requirement, it
must contain technical programs
 Employees should be provided with certificates after completion of
the training session
 The training sessions should be organized in such a manner that
employees would actively participate
 The training sessions should sometimes be conducted at different venues
inside/outside the plane, so that the employees have a change of
environment and are not interrupted with the plant activities
 More Motivational and Brain storming training sessions are
recommended

35
 CONCLUSION

From this study, it can be concluded that training and development programs
have become a priority for human resources. To develop competence among
employees the training and development programs are required. Tata Motors
carries out various training programs for enhancing the skills of its employees.
According to this study majority of the employees were interested in attending
training programs and most of them agreed that they could enhance their
knowledge, skills and ability.

Since, today employee development is critical to corporate success, therefore

Tata Motors is investing more in their employees training and development
needs. Tata Motors provides well-designed training facilities to its employees.
Training evaluation also forms a part of the entire training process. There
should be certain improvements in conducting the post training feedback
reviews to analyze the status of the employees better.

The overall impact of training and development on the employees of Tata

Motors and the organization itself is remarkable.

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 BIBLIOGRAPHY

1. https://en.wikipedia.org/wiki/Training_and_development
2. http://www.referenceforbusiness.com/encyclopedia/Thir-Val/
Training-and-Development
3. Learning Operations Process Manual of Tata Motors Limited.

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