A PROJECT REPORT

ON
STUDY OF TRAINING AS A HRD TOOLS
AT
……………………………………………………..
…………………..
BATCH 2022 -2024

MODI INSTITUTE OF MANAGEMENT AND

TECHNOLOGY,

…………….(RAJASTHAN)

Guided by: ………………………………………………

 ACKNOWLEDGEMENT

Project development is not an easy task. It requires corporation and help of various people.
It always happens that word run out when we are thankful and sincerely want to inspire my
feeling of gratitude towards the one when helped in the completion of the project. First my
grateful thank to ……………………………. (Assistant Professor) …………………………………. for the
golden opportunity. Today after completing my project work, I am immensely satisfied.
There were many times during the span of making the project when the clock beats you to
learn out of energy and you just want to finish at forever.
 DECLARATION

I MUSKAN TANWAR Student of “MASTER OF BUSINESS & ADMINISTRATION” 3rd semester

of ……………………………………. ….. hereby declare that the project Report entitled
“Recruitment and selection process with special reference to a team
“………………………………………………… “undertaken by me. I Also declare that this report has
not been submitted to any university / Institute for the award of any degree or any
professional diploma.

DATE: ………………………. >>>>>>>>

PLACE: ……… 3 rd, (TRAINING AS A

HRD TOOLS)
 TABLE OF CONTENTS

INTRODUCTION…………………………………………………………. (1-15)
1.1 INTRODUCTION OF HUMAN RESOURCES DEVELOPMENT
1.2 CONCEPT OF HUMAN RESOURCES DEVELOPMENT
1.3 NEW TRENDS IN INTERNATIONAL HRD TOOLS
1.4 IMPORTANCE OF MOTIVATION IN HUMAN RESOURCE DEVELOPMENT
1.5 ABOUT THE COMPANANY
(OVERVIEW, OUR COMMITMENT, OUR QUALITY, TECHNOLOGY INNOVATION &
SUPPORT, FORMATION, VISION & MISSION, OBJECTIVES, FUNCTIONS, SWOT
ANALYSIS)

RESEARCH METHODOLOGY………………………………. (16-26)

2.1 OBJECTIVE OF THE STUDY
2.2 SCOPE OF THE STUDY
2.3 NEED OF THE STUDY
2.4 LIMITATIONS
2.5 RESEARCH OBJECTIVES

DATA ANALYSIS & INTERPRETATION…………… (53-64)

FINDINGS & CONCLUSION ………………………… (65-67)

SUGGESTIONS……………………………………… (68-69)

RECOMMENDATIONS ………………………………… (70-71)

APPENDICES & ANNEXURE……………..…………… (72-77)

BIBLIOGRAPHY……………………………………….
 INTRODUCTION
INTRODUCTION OF HUMAN RESOURCES DEVELOPMENT

Human resource development is a capacity in associations intended to expand

representative execution in administration of their boss' key destinations. HR is basically
worried about how individuals are overseen inside associations, concentrating on
arrangements and frameworks. HR divisions and units in associations are regularly in charge
of various exercises, including worker enrolment, preparing and advancement, execution
examination, and fulfilling. HR is likewise worried about modern relations, that is, the
adjusting of hierarchical practices with controls emerging from aggregate haggling and
administrative laws.

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HR is a result of the human relations development of the mid twentieth century, when
specialists started reporting methods for making business esteem through the vital
administration of the workforce. The capacity was at first overwhelmed by value-based
work, for example, finance and advantages organization, yet because of globalization,
organization combination, mechanical headway, and further research, HR now concentrates
on key activities like mergers and acquisitions, ability administration, progression arranging,
modern and work relations, and decent variety and consideration.

In new businesses, HR's obligations might be performed via prepared experts. In bigger
organizations, a whole useful gathering is ordinarily devoted to the teach, with staff having
some expertise in different HR undertakings and utilitarian initiative taking part in key basic
leadership over the business. To prepare experts for the calling, foundations of advanced
education, proficient affiliations, and organizations themselves have made projects of
concentrate devoted unequivocally to the obligations of the capacity. Scholarly and
specialist associations in like manner look to draw in and advance the field of HR, as confirm
by a few field-particular distributions. HR is likewise a field of research ponder that is
prevalent inside the fields of administration and mechanical/hierarchical brain science, with
look into articles showing up in various scholastic diaries, incorporating those specified later
in this article.

In the current worldwide workplace, most organizations concentrate on bringing down

representative turnover and holding the ability and information held by their workforce.
New contracting involves a high cost as well as expands the danger of the newcomer not
having the capacity to supplant the individual who was working in that position some time
recently. HR offices additionally endeavour to offer advantages that will interest specialists,
therefore diminishing the danger of losing learning.

Concept of Human Resource Development

Human Resource Development is said to be the care of a larger system known as human
resource system and HRD is mainly concerned with providing learning experience for the
people associated with an organization through behavioural approach adopting various
processes. The individual is provided with learning experiences not in isolation but shares
others learning experiences also. Such learning experiences are provided with the main
objective of developing human beings for their advantage and producing their powerful
physical, mental and intellectual endowments and abilities for the growth of organization.

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 In a broader scene, the term HRD means those learning experiences which are organized
for a specific time and designed to bring about the possibility nonbehavioral change. Human
Resource Development in the organization context refers to the process whereby the
workers are continuously helped in a planned

way to –

a) Acquire or sharpen capabilities required to perform various tasks and functions

associated with their present or future expected roles.

b) Develop their general enabling capabilities as individuals so that they can discover and
exploit their own inner potential for their own and/ or organizational development purposes
and

c) Develop an organizational culture where ‘superior/ subordinate ‘relationships, ‘team-

work’ and ‘collaboration’ among different sub-units, which are strong and contribute to the
professional well-being, motivation, and pride of work.

In the area of HRD we can continuously develop the people so that, they are competent
managers and competent workers and committed to the organizational goals. With growing
importance of HRD movement, there has been significant increase in training programme
budgets in the organizations. This trendy very noticeable, as many medium and even smaller
sized organizations have begun to initiate training programmes. The workers training
through Reactivities is not only the process of developing skills of workers; but it is the
process of changing attitudes of the workers by involving them into improving the activities
they carryout. This encompasses timely and value-added management acts as way of life.
The focus of HRD through training is essentially on enabling workers to self-actualize
through a systematic process of developing their existing potentialities and creating a new
one, unfolding and tapping potentials, capabilities of workers both in the present and for
future.

The changes that have taken place in the past few years all over the world have established
very clearly that no Nation can isolate itself completely form the rest of the world and
survive for too long a time. The new economic policies have pushed India into the race for
globalization. The new economic environment has significance to all, of first as citizens of
India, next as responsible businessmen, leaders, managers, workers as well as providers of
services. If the country must get the best from the economic policies; we all must give our
best and also get the best from each other. Every profession, discipline and function should
contribute to make this happen. Here HRD has a special responsibility as it deals with the
people.

From the above discussion it is clear that, HRD is the total knowledge, skill, creative
abilities, talents and aptitudes of an industrial workforce as well as the values, attitudes of
an individual involved. It is the sum total of inherent ability, acquired knowledge and skill

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represented by the talents and aptitudes of the employed persons. HRD at organizational
level includes, carrying out manpower research and planning to anticipate long term labour
market needs, manpower development through training programmes, manpower
distribution through an effective placement service and manpower utilization of assure of

utilization of the nation’s human resources. HRD at the organizational level is a process by
which workers of an organization are helped in a systematic and continuous way. Thus, HRD
is continuous process and comprehensive system by itself. That is why every management
must develop its workforce to develop the organization. HRD in its turn, almost entirely
depends upon workers training, management, and development.

NEW TRENDS IN INTERNATIONAL HRD TOOLS:

International HRD places greater emphasis on several responsibilities and functions such as
relocation, orientation, and translation services to help employees adapt to a new and
different environment outside their own country.

Selection of employees requires careful evaluation of the personal characteristics of the

candidate and his/her spouse.

Training and development extend beyond information and orientation training to include
sensitivity training and field experiences that will enable the manager to understand cultural
differences better. Managers need to be protected from career development risks, re-entry
problems and culture shock.

To balance the pros and cons of home country and host country evaluations, performance
evaluations should combine the two sources of appraisal information.

Compensation systems should support the overall strategic intent of the organization but
should be customized for local conditions.

In many European countries - Germany for one, law establishes representation.

Organizations typically negotiate the agreement with the unions at a national level. In
Europe it is more likely for salaried employees and managers to be unionized.

HR Managers should do the following things to ensure success

Use workforce skills and abilities to exploit environmental opportunities and neutralize
threats.

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Employ innovative reward plans that recognize employee contributions and grant
enhancements. Indulge in continuous quality improvement through TQM and HR
contributions like training, development, counselling, etc

Utilize people with distinctive capabilities to create unsurpassed competence in an area,

e.g., Xerox in photocopiers, 3M in adhesives, Telco in trucks etc.

Decentralize operations and rely on self-managed teams to deliver goods in difficult times
e.g., Motorola is famous for short product development cycles. It has quickly
commercialized ideas from its research labs.

Lay off workers in a smooth way explaining facts to unions, workers, and other affected
groups e.g., IBM, Kodak, Xerox, etc.

HR Managers today are focusing attention on the following

Policies- HR policies based on trust, openness, equity, and consensus.

Motivation- Create conditions in which people are willing to work with zeal, initiative, and
enthusiasm; make people feel like winners.

Relations- Fair treatment of people and prompt redress of grievances would pave the way
for healthy work-place relations.

Change agent- Prepare workers to accept technological changes by clarifying doubts.

Quality Consciousness- Commitment to quality in all aspects of personnel administration

will ensure success.

Due to the new trends in HR, in a nutshell the HR manager should treat people as resources,
reward them equitably, and integrate their aspirations with corporate goals through
suitable HR policies.

Importance of Motivation in Human Resource Development

Motivation is one of the most important concepts in HRD. In most organizations, it is

common to hear the refrain that a particular employee is not motivated and hence his or
her performance has taken a backseat. This is the reason companies spend humungous
amounts of money in arranging for training sessions and recreational events to motivate the
employees. Motivation can be understood as the desire or drive that an individual has to get
the work done. For instance, when faced with a task, it is the motivation to accomplish it
that determines whether a particular individual would complete the task according to the
requirements or not. Further, the absence of motivation leads to underperformance and
loss of competitiveness resulting in loss of productive resources for the organization. It is for

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this reason that the HR managers stress on the employees having high levels of motivation
to get the job done.

There are many theories of motivation and the ones being discussed here:

Herzberg’s Hygiene theory states that for employees to be motivated, certain conditions
need to exist and the absence of these conditions or the hygiene factors demotivate the
employees. The point that is being made in this theory is that the presence of hygiene
factors is a precondition for performance and is not a determinant of performance. On the
other hand, the absence of these factors demotivates the employee. Hence, the bottom line
is that companies should have the basic conditions under which employees work fulfilled so
that there is no drag on the performance.

Maslow’s need hierarchy theory postulates that individuals are motivated according to a
hierarchy of needs which start from satiation of basic needs and then go on to need for
recognition and finally, the need to actualize one’s vision and reach the highest stage of
personality. The point that is being made in the theory is that individuals progress from one
stage to the other depending on how well the needs at each stage are met. So,
organizations must ensure that employees’ needs are taken care of at each level so that by
the time the employee reaches the top of the ladder, he or she is able to actualize them.
Finally, McGregor’s theory of motivation alludes to the carrot and stick approach that is
favoured by many managers. This theory states that employees can be motivated by a dual
pronged strategy of rewarding them for good work and punishing them for bad work. The
opposites of these reactions mean that employees have a strong incentive to do well as
opposed to doing badly.

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 ABOUT THE COMPANY

NAES (NEW AGE ENGINEERING & SERVICES)

OVERVIEW:

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• We take this opportunity to introduce our firm. We offer our services for
Fabrication, Erection, Installation, HVAC, Manpower supply and All type of
Mechanical & Civil Work.

• We are well equipped with tools, and we have own Johnson Controls- Hitachi Air
Conditioning India limited-service centre supported by trained engineers,
technicians, supervisor and skilled manpower having vast experience in their
respective field of operation to carry out the work qualitatively.

• New Age Engineering and Services is a proprietary firm started to meet the growing
need of qualified agencies to carry out Fabrication, Erection, HVAC, Manpower
supply and All type of Mechanical & Civil Work. We have an independent ESI & EPF
Registration no. & TIN No. and are also registered with Service Tax Department. We
are enclosing herewith brief profile of our firm.

• We have executed Civil, Fabrication, Erection and Installation Work at IOCL ASAOTI
Faridabad (Haryana) and constructed training centre in KARAM (KTC), Noida, We are
doing the maintenance of installed in Reliance Jio Tower in entire Gujarat and We
have also installed Air-conditioners on sites of Tata Communication Limited, Aircel &
Indus Towers and one of the leading infrastructure services provider to all telecom
operators and other wireless services providers.

• Our team has executed the project of silicon sealing in Reliance jio, fabrication
work in ESSAR steel Oragadam Chennai, and FLS system installation including
civil, fabrication and erection work in IOCL (Banthra, Meerut, Rauxol, Lalkuan)

• We are the Installation Partner of the KARAM Industries, Vendor of Johnson

Controls-Hitachi Air Conditioning India Limited and also Vendor of IOCL Asaoti
Faridabad (Haryana).

OUR COMMITMENT:

• Our approach focuses on new way of business.

• Our team is committed to provide Services with

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 • Quality

• Technology, Innovation and Support

OUR QUALITY:

Our main emphasis is to deliver best quality in every project we undertake. With our
time-tested business methodology, and structured solution building approach, we
ensure to maintain our global business standards.

TECHNOLOGY INNOVATION & SUPPORT

Technology leadership is the most successful strategy to challenge competitors and

consolidate our position since business and technology work hand in hand. Our firm’s
belief in this synthesis has motivated and enabled us to deliver solutions with a decisive
competitive advantage.
In each project, we emphasize on innovation. Our structured team works with a
methodology and knowledge to innovate and deliver excellent services.
We provide a wide range of profiles including project managers, project leads,
technical leads, and Civil /mechanical Engineers. On the support side, we provide
Team leads, Senior, and Junior Technical support personnel on a 24 x 7 basis.

FORMATION

Company formation is the term for the process of incorporation of a business in India. It is
also sometimes referred to as company registration. These terms are both also used when
incorporating a business in the Republic of Ireland. Under INDIA company law and most
international law, a company or corporation is considered an entity that is separate from
the people who own or operate the company.
Today most INDIA companies are formed the same day electronically. Companies can be
created by individuals, specialised agents, solicitors, or accountants. Many solicitors and
accountants subcontract incorporation out to specialised company formation agents. Most
agents offer company formation packages for less than RS 8473.20. The cost of carrying out
paper filing directly with Companies House is RS 1694.64. This fee does not include the cost
of witnessing documents or preparation of memorandum & articles of association for the
company, which would usually be carried out by a solicitor or accountant. Forming
a company via the paper filing method can take up to 4 weeks.

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VISION & MISSION

 It outlines what the organization wants to be, or how it wants the world in which it
operates to be.

 It is a long-term view & concentrates on the future. It can be emotive & is a source of
inspiration.

 For example, a charity working with the poor might have a vision statement which
reads “A World without Poverty”.

 Defines the fundamental purpose of an organization or an enterprise, succinctly

describing why it exists & what it does to achieve its vision.

 For example, the charity above might have a mission statement as “providing jobs
for the homeless & unemployed”.

OBJECTIVES

Objectives are the results you hope to achieve and maintain as you run and grow your
business. As an entrepreneur, you are concerned with every aspect of your business and
need to have clear goals in mind for your company. Having a comprehensive list of business
objectives creates the guidelines that become the foundation for your business planning:

 Profitability
Maintaining profitability means making sure that revenue stays ahead of the costs of doing
business, according to James Stephenson, writing for the "Entrepreneur" website. Focus on
controlling costs in both production and operations while maintaining the profit margin on
products sold.
 Productivity
Employee training, equipment maintenance and new equipment purchases all go into
company productivity. Your objective should be to provide all of the resources your
employees need to remain as productive as possible.

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 Customer Service
Good customer service helps you retain clients and generate repeat revenue. Keeping your
customers happy should be a primary objective of your organization.

 Employee Retention
Employee turnover costs you money in lost productivity and the costs associated with
recruiting, which include employment advertising and paying placement agencies.
Maintaining a productive and positive employee environment improves retention, according
to the Dun and Bradstreet website.

 Core Values
Your company mission statement is a description of the core values of your company,
according to the Dun and Bradstreet website. It is a summary of the beliefs your company
holds in regard to customer interaction, responsibility to the community and employee
satisfaction. The company's core values become the objectives necessary to create a
positive corporate culture.

 Growth
Growth is planned based on historical data and future projections. Growth requires the
careful use of company resources such as finances and personnel, according to Tim Berry,
writing on the "Entrepreneur" website.

 Maintain Financing
Even a company with good cash flow needs financing contacts in the event that capital is
needed to expand the organization, according to Tim Berry, writing on the "Entrepreneur"
website. Maintaining your ability to finance operations means that you can prepare for long-
term projects and address short-term needs such as payroll and accounts payable.

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  Change Management
Change management is the process of preparing your organization for growth and creating
processes that effectively deal with a developing marketplace. The objective of change
management is to create a dynamic organization that is prepared to meet the challenges of
your industry.

 Marketing
Marketing is more than creating advertising and getting customer input on product changes.
It is understanding consumer buying trends, being able to anticipate product distribution
needs and developing business partnerships that help your organization to improve market
share.

 Competitive Analysis
A comprehensive analysis of the activities of the competition should be an ongoing business
objective for your organization. Understanding where your products rank in the marketplace
helps you to better determine how to improve your standing among consumers and
improve your revenue.

FUNCTIONS

A typical business organisation may consist of the following main functions:

 Production.
 Research and Development.
 Purchasing.
 Marketing (including the selling function)
 Human Resource Management.
 Accounting and Finance

Services and Product companies I thought of sharing my thoughts and views about the
major differences between them. Well, how and where do I start? I've divided my views into
various sections which I will be explaining briefly in this blog. My intention is not to conclude
that one industry is better compared to the other. Both are equally good, and both are

12
needed for the growth of Indian economy. I am just putting down the key areas/points
where the difference lies:

 Work culture
 People assets
 Targets
 CMM level
 Ways to measure individual performance:
 Responsibilities
 Interview
 Job switches
 Values
 Money

SWOT ANALYSIS

S.W.O.T. is an acronym that stands for Strengths, Weaknesses, Opportunities, and Threats.

A SWOT analysis is an organized list of your business’s greatest strengths, weaknesses,

opportunities, and threats.

Strengths and weaknesses are internal to the company (think: reputation, patents, location).

You can change them over time but not without some work. Opportunities and threats are

external (think: suppliers, competitors, prices)—they are out there in the market, happening

whether you like it or not. You can’t change them.

Existing businesses can use a SWOT analysis, at any time, to assess a changing environment

and respond proactively. In fact, I recommend conducting a strategy review meeting at least

once a year that begins with a SWOT analysis.

New businesses should use a SWOT analysis as a part of their planning process. There is no

“one size fits all” plan for your business, and thinking about your new business in terms of

its unique “SWOTs” will put you on the right track right away, and save you from a lot of
headaches later on.

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How to conduct a SWOT analysis

To get the most complete, objective results, a SWOT analysis is best conducted by a group

of people with different perspectives and stakes in your company. Management, sales,

customer service, and even customers can all contribute valid insight. Moreover, the SWOT

analysis process is an opportunity to bring your team together and encourage their

participation in and adherence to your company’s resulting strategy.

A SWOT analysis is typically conducted using a four-square SWOT analysis template, but you

could also just make lists for each category. Use the method that makes it easiest for you to

organize and understand the results.

I recommend holding a brainstorming session to identify the factors in each of the four

categories. Alternatively, you could ask team members to individually complete our free

SWOT analysis template, and then meet to discuss and compile the results. As you work

through each category, don’t be too concerned about elaborating at first; bullet points may

be the best way to begin. Just capture the factors you believe are relevant in each of the

four areas.

Once you are finished brainstorming, create a final, prioritized version of your SWOT

analysis, listing the factors in each category in order of highest priority at the top to lowest

priority at the bottom.

RESEARCH METHODOLOGY
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Introduction
The increasing global competition forced Indian organizations too to give top priority to the issues of
human resource development (HRD). In today’s globalization era, trade, business and entire
industrial sectors are changing rapidly.

Taking into consideration the industrial sector, the progressive industries have long back realized
that change is inevitable in every aspect of industry; like practices of management, welfare of
workers, human resource development activities and quality of work life etc., which touch upon the
whole gamut of the manufacturing activities. The leading manufacturing organizations in Pune such
as, Cummins India Ltd., Kirloskar Oil Engine Ltd., Bajaj Auto Ltd. etc. are making efforts to adopt
these changes.

New methods of management such as, shared vision, team building, and the concepts like Kaizen,
Total Quality Management, Quality Circles and Six Sigma etc. are being tested on shopfloor level.
This changing industrial scenario gives emphasis on customer satisfaction, broad application of
quality concepts and participation of all employees in production process, which has given rise to
new concepts in workers training programmes under HRD activities.

Today industrial organizations are fast changing and keeping pace with the changes in technology,
production process and quality. Never has the human aspect received a widespread look and the
skill development of workmen has become a vital aspect. This necessitates new training methods
under HRD programme for shopfloor level workers in every large-scale manufacturing organization.
The concept of new training systems under HRD programmes could be described as the total
knowledge, skill, creative abilities, talents, and attitude of industrial workers, as well as the values,
aptitudes of an individual involved.

Human Resource Development through training programmes for shopfloor workers includes skill
development and best utilization of the developed skills for furtherance of their welfare. HRD
through training is not only the process of developing skills of workers but it is the process of
changing attitudes of workers by involving them into improving the activities they carry out. This
encompasses timely and value-added management acts as way of life.

In the area of HRD, we can continuously develop the people so that, they are competent managers
and competent workers, and they are committed to the organizational goals. With growing
importance of HRD movement there has been significant increase in the training programme budget
in the organizations. This trend is very noticeable as many medium and even smaller sized
organizations arrange training programmes.

The focus of HRD through training is essentially on enabling workers to self-actualize through a
systematic process of developing their existing potentialities and creating new ones, unfolding, and
tapping potential capabilities of workers both in the present and for future. Therefore, the proposed
Ph.D. level study, titled “A Study of Hr - Training Activities and Perception of Shopfloor

Workers in Large Scale Industries with Special Reference to Pune and Pimpri Chinchwad Industrial
Area”, is undertaken with the aim of study the HR practices through training for workers of large-

15
scale organizations in Pune and Pimpri Chinchwad, and the perceptions of HRD activities among the
workers.

OBJECTIVE OF THE STUDY

To find the relation and effect of Human Resources Management with organization
effectiveness.

 To understand the recruitment procedure adopted by the Indian companies

 To understand the HR Practices and policies adopted by Indian companies.

 To identify the training and development program adopted by the Indian companies

 To identify compensation salary, increment policy adopted by the Indian companies

 To identify the present performance of an employee being appraised through career

advancement.

 To identify employee welfare scheme, launch by the govt.

 To identify working hours of the Indian companies

 To provide better employee health, safety, welfare facilities as per their standard
policies.

 To understand the quality circle is beneficial for solving the problem.

 To understand the reason of employee turnover.

The prime objective of human resource development is to facilitate an organizational

environment in which the people come first. The other objectives of HRD are as follows:

1. Equity:

Recognizing every employee at par irrespective of caste, creed, religion and language, can

create a very good environment in an organization. HRD must ensure that the organization

16
creates a culture and provides equal opportunities to all employees in matters of career

planning, promotion, quality of work life, training, and development.

2. Employability:

Employability means the ability, skills, and competencies of an individual to seek gainful

employment anywhere. So, HRD should aim at improving the skills of employees to

motivate them to work with effectiveness.

3. Adaptability:

Continuous training that develops the professional skills of employees plays an important

role in HRD. This can help the employees to adapt themselves to organizational change that

takes place on a continuous basis.

HRD Functions or tools:

HRD functions/tools include the following:

1. Employee training and development,

2. Career planning and development,

3. Succession planning,

4. Performance appraisal,

5. Employee’s participation in management,

6. Quality circles,

7. Organization change and organization development

SCOPE OF THE STUDY

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The present study does not claim to be highly comprehensive, and the researcher is aware

of the limitations. It would be therefore, important to define at the outset the scope of the

study.

The present Ph.D. level study has been designed with the aim to understand the HRD

practices through training programmes for shopfloor level workers in selected large scale

manufacturing organizations in Pune. The concept of HRD is very vast, comprehensive and

can be studied from different angles. At Ph.D. level and in short period of time it is difficult

to study different aspects of HRD. So, the study is restricted to certain training programmes

regarding Quality Management. Today these concepts are being implemented in every

organization in Pune. But this study will restrict to only three large scale organizations

situated in different parts of Pune city.

Regional Scope of the study

The geographical limit set for the survey population will be the city of Pune and Pimpri

Chinchwad.

Statement of the Problem

The need for and importance of the study has led the researcher to state the undertaken

research title as follows.

“A Study of HR - Training Activities And Perception of Shopfloor Workers In Large Scale

Industries With Special Reference To Pune And Pimpri Chinchwad Industrial Area.

Human resource being a systematic process for bringing the desired changes in the

behaviour of employees involves the following areas:

1. Recruitment and selection of employees for meeting the present and future

requirements of an organization.

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2. Performance appraisal of the employees in order to understand their capabilities and

improving them through additional training.

3. Offering the employees’ performance counselling and performance interviews from the

superiors.

4. Career planning and development programmes for the employees.

5. Development of employees through succession planning.

6. Workers’ participation and formation of quality circles.

7. Employee learning through group dynamics and empowerment.

8. Learning through job rotation and job enrichment.

9. Learning through social and religious interactions and programmes.

10. Development of employees through managerial and behavioural skills.

NEED OF THE STUDY

 Provides information about the performance ranks, basis on which decision

regarding salary fixation, confirmation, promotion, transfer and demotion are taken.

 Provide feedback information about the level of achievement and behaviour of

subordinate this information helps to review the performance of the subordinate,
rectifying performance deficiencies and to set new standards of work, if necessary.
 Provide information to diagnose deficiency in employee regarding skill, knowledge,
determine training and developmental needs and to prescribe the means for
employee growth provides information for correcting placement.

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Limitations of the study
As stated earlier the concept of HRD can be studied from different angles. There are various
aspects of HRD mechanisms such as training, performance appraisals and feedback,
potential appraisals, career planning and development, rewards and workers welfare, work
life, balance etc. This Ph.D. level study will be limited only to the study of training aspects of
HRD practice. The main purpose of the study is to understand the perceptions of the
workers regarding training programme of i) TQM, ii) Kaizen, iii) Best Housekeeping, iv)
Quality Circle and other HRD aided training programmes implemented in the selected large-
scale organizations, and also to understand the impact of the training programmes on the
workers’ life.

Delimitations of the study

1) The proposed study will confine to the selected large scale industrial organizations where
workers’ training activities are being implemented continuously.

2) The proposed study will be limited to the shopfloor level workers and HR officers of
selected large-scale industries.

3) The study will be limited to Pune and Pimpri-Chinchwad industrial area – Maharashtra.

RESEARCH OBJECTIVES
The current research will be aimed at determining the Human Resources Management at
Indian companies. The research will be focused on the following major issues.

a) To study the significance of Human Resources Management.

b) To study the system development at Indian companies

c) To measure the factors related to Human Resources Management.

d) To study the employee relation and executive response for Human Resources
Management in Indian companies.

SCHEME OF RESEARCH
The following methodology was adopted in project ß Comprises of understanding the
theoretical concepts in general.

20
  Questionnaire study
 Analysis of the primary data

 Analysis of the secondary data

RESEARCH DESIGN
Research design means a specified framework for controlling the data collection. The
research is of descriptive in nature, which could provide an accurate picture of induction
procedure conducted in the organization. Descriptive research includes surveys and fact-
finding inquiries of different kinds. The research is of Ex post facto nature in which
researcher no control over the variables has. Statistical method lay stress on objectivity
rather than rely on intuition and judgment and average & percentages can easily be
calculated.

The statically method needs the collection of data in two forms:

1. Primary data

2. Secondary data

1. PRIMARY DATA
The primary data has been collected from pre- designed questionnaire and personal
interview of workers and HR officials of selected organizations.

2. SECONDARY DATA
The secondary data is collected through the various documents and reports of the
Companies, books, various journals, newspapers, magazines etc. Information available on
the internet has also been referred and considered for the proposed study.

MODE OF DATA COLLECTION

The study is based on Secondary data which includes:

21
Secondary Data will be gathered from books and journals on Human Resources
Management, data available in different-2 companies’ websites, and other HRM websites.

FOCUS GROUP
The following Human Resources Management is highlighted in this project.

1. The focus in this project is given on the recruitment and selection process of the
company. If the company is select the right candidate for the right person, then the
company has not to spend the money on the recruitment process, if the company can select
the right candidate, the candidate can easily spend latest 5-7 years with the organisation.

2. Second focus is given in this project report is working hours and working environment of
the company. The company working conditions is suitable for all employees or not, and
environment is good for female employees or not.

3. Whether the employees are satisfied with the health, safety, welfare facility provided by
the company or not.

4. Whether the company increment process and promotion process is liked by the
employees or not.

5. Training policy of the company is good for employee learning or not.

And there are so many other thinks which is not taken in this project due to time shortage
and difficulty in collection of the data.

SAMPLING METHODS SAMPLE SIZE

Sample Size: 100 Employees of different local companies.

Sampling Method: Sampling was done based on Random sampling.

TOOLS USED

22
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity. But work when itself serves as
motivation then progress is inevitable. The organization must take great care to motivate its
employees through various methods.

 Promotion may be one of the best motivational factors. Promotional basis could be

o work performance
o qualification
o performance evaluation
o skill enhancements
o Initiative steps taken.

 Organization may also provide fringe benefits such as

o leave travelling allowance

o medical o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o Hospitalization

WELFARE ACTIVITIES

The organization may adopt welfare policies such as

o Transportation facility

o Canteen facility with breakfast, lunch and dinner facility along with refreshments.

o Canteen could be free, subsidized, paid. But the most preferred one is through
subsidized mode.

o The organization must also possess first aid facilities for its staff. A well-versed
rehabilitation of injured staff and an on-duty doctor or an ambulance should be
always provided.

23
 o The organization must also possess a grievance handling committee despite a union
to take an action for their problems. It could be a three tier of four-tier grievance
committee.

DATA ANALYSIS
AND
INTERPRETATION
Data Analysis and interpretation is conducted on 100 employees of Local
Companies

1. How long you are working in the organization?

YEARS WORKNG IN THE PERCENTAGE

ORGANISATION
0-2 YEARS 6 6%

2-5 YEARS 16 16%

5-10 YEARS 30 30%

MORE THAN 10 YEARS 48 48%

TOTAL 100 100%

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 working in the organisation

6%

0-2 years
16%
2-5 years
5-10 years
48% >10 years

30%

ANALYSE
From the chart that 48 employees are working for more than 10 years. Even no. of
employees working between 5-10 years are 30. This shows that most of the employees are
satisfied with their job. The attrition rate of the company is very low. This indicates that
employee is satisfied, and their respondent were interviewed and it was found that
employee to know while they are continuing in their company for more than 10 year and
followed that they are overall satisfied.

2. Are you comfortable with the working environment?

WORK ON NUMBER OF PERCENTAGE

ENVIRONMENT RESPONDENT
GOOD 50 50%

SATISFIED 40 40%

BAD 10 10%

TOTAL 100 100%

25
 no of respondent
60

50

40
no of respondent
30

20

10

0
good satisfied bad

ANALYSE
50% of employee express as a good environment remain. From the remaining 50% about
40% says a satisfactory job environment only about 10% feels bad working environment is
there. There are not satisfied with the way they are given the work. They feel there is the
bias is there.

3. What are the various sources of recruitment in your organization?

OPTION SOURCE PERCENTAGE

INTERNAL 26 26%

EXTERNAL 16 16%

BOTH 58 58%

TOTAL 100 100%

26
 source

26%
internal
external
both
58%

16%

ANALYSE
About 58% of recruitment through both internal and external source and 26% of
recruitment through internal source and 16% of recruitment through external source.

4.Whether the employees are satisfied with the health, safety, welfare
facilities provided by the Company?

OPTION NUMBER OF PERCENTAGE

RESPONDENT
SATISFIED 76 76%

DISSATISFIED 24 24%

TOTAL 100 100%

27
 no of respondent
80%

70%

60%

50%
no of respondent
40%

30%

20%

10%

0%
satisfied dissatisfied

ANALYSE
It shows that 76% are satisfied and 24% give a negative reply. After further interviewing the
respondent that there has to be the further health check-up like cancer and other test
health policy.

5. Are you satisfied with recruitment process of your company?

OPTION NUMBER OF PERCENTAGE

RESPONDENT
YES 65 65%

NO 35 35%

TOTAL 100 100%

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 No of respondent

35% yes
no

65%

ANALYSE
About 65% of employee are satisfied with recruitment process in the company because as
per their vacancy in the organization the manager checks the C.V. of that candidate
whatever they want from the candidate is to be there or not and then personal and
technical interview and 35% are satisfied recruitment process as the candidate may have
competence but it is not mention in the CV and may not have preferred well were rejected.

6. Are you satisfied with your organization salary increment policy?

H0: The organization salary increment policy is not effective.

H1: The organization salary increment policy is effective.

OPTION NUMBER OF RESPONDENT PERCENTAGE

YES 47 47%

29
NO 23 23%

CAN’T SAY 30 30%

TOTAL 100 100%

no of respondent

30%
yes
47% no
can't say
23%

ANALYSE
About 47% of employee are satisfied the organization salary increment policy because most
of the employee in the organization consider that the salary increment policy is good, 23%
of employee are not satisfied the organization salary increment policy because most of the
employee is not agree what increment they had given is not up to the mark as per their
profession and 30% of employee can’t say anything because they want to do the work what
salary organization provide to the employee they are happy. So alternative hypothesis is
accepted.

7. Are you satisfied training procedure given in the organization?

H0: THE TRAINING PROCEDURE IS NOT EFFECTIVE

H1: THE TRAINING PROCEDURE IS EFFECTIVE

OPTION NUMBER OF PERCENTAGE

30
 RESPONDENT
YES 68 68%

NO 32 32%

TOTAL 100 100%

no of respondent

70%
60%
50% no of respondent
40%
30%
20%
10%
0%
yes no

ANALYSE
About 68% of employee are satisfied training procedure given in the organization because
the trainee should understand each thing what trainer should teach in the organization is
about the internal training as well as external training and 32% of employee are not satisfied
training procedure given in the organization because the training provided to the trainees
which is not as per the aptitude and attitude, proficiency level of an employee. So
alternative hypothesis is accepted.

8. Are you getting regular training in your company?

H0: THE REGULAR TRAINING IS NOT EFFECTIVE

H1: THE REGULAR TRAINING IS EFFECTIVE

OPTION NO OF RESPONDENT PERCENTAGE

31
YES 62 62%

NO 38 38%

TOTAL 100 100%

no. of respondent

yes
no

ANALYSE
About 62% of employee says ‘yes’ should get the regular training in the organization
because on these training trainees should understand each and every thing what trainer
should teach in the organization and 38% of employee says ‘no’ shouldn’t get the regular
training in the organization because training is provided once in the career and if they don’t
perform, they are terminated from a job. So alternative hypothesis is accepted.

9. Does the present performance appraisal meet your career advancement?

H0: The present performance of an employee is not being appraised through career
advancement.

H1: The present performance of an employee is being appraised through career

advancement.

32
OPTION NO. OF RESPONDENT PERCENTAGE

YES 67 67%

NO 6 6%

CAN’T SAY 27 27%

TOTAL 100 100%

no. of respondent

27
%
yes
no
67 cant' say
%
6%

ANALYSE
About 67% of employee says ‘yes’, 6% of employee says ‘no’ and 27% of employee says
can’t say. So that present performance appraisal is used in the organization for charting
their career planning and so alternative hypothesis is accepted.

10. Are you satisfied with promotion activities in the organization?

H0: The promotion activities are not satisfied in the organization.

H1: The promotion activities are satisfied in the organization.

OPTION NO. OF RESPONDENT PEERCENTAGE

33
YES 76.64 76.34%

NO 23.36 23.36%

TOTAL 100 100%

no. of respondent

23.36%
yes
no

76.64%

ANALYSE
About 76.64% of employees are satisfied with the promotion activities in the organization
because the ranking method is used in the organization for the promotion activities and
23.36% of employees are not satisfied with the promotion activities in the organization.
According to that ranking method is used for appraising the performance and there is no
individual initiated which can focus on development. So alternative hypothesis is accepted.

FINDINGS & CONCLUSION

34
FINDINGS OF STUDY:

The findings during the work carried out by me can be categorized into two:

A) Positive findings:
1. A majority of employees feel that recruitment process carried out in their companies are
satisfactory. Management is also satisfied with the process of recruitment to some extent.

2. Most of the employees feel that the HR department is good. About 58% of the managers
say that they prefer both internal as well as external source for recruitment and selection.

3. Almost all the employees are satisfied with the training activities conducted in the
organisation. 68% of the employees have achieved their training objectives.

4. Superiors are very supportive and helps their sub-ordinates in achieving their objectives

5. The management has understood the importance of systematic appraisal system & they
are taking every effort to implement it properly.

6. The training programme arranged for performance appraisal is good. The trainer is also
very effective to make the employees understand the concept.

7. The performance appraisal training programme is appreciated by the employees & they
are really benefited by it.

B) Negative findings:

1. Some employees were moderately or not much satisfied with the process of recruitment.

2. Since rules and regulations are very dynamic, so most of the employees face difficulty to
adjust with them.

3. Most of the candidates do not turn up when they are called up for the interview.

4. Regional behaviour and language influence is higher during training and even after
delivering their language; the desired effects are not seen.

6. Most of the employees slowly understand the importance of performance appraisal.

CONCLUSION

35
At last, I want to say that while recruitment and selection identify acceptable candidate, the
process continue with induction program for the new employee, we can further fine tune
the fit between the candidate’s qualities and the organization’s desire. Then to make the
employees more skilled behavioural training may be provided.

It makes the positive impact of any organization, but it needs a lot of money, time,
attention, and guidance. It is just like only taking, not giving, or taking the starting benefits
and when the time comes for returning you just quit the job. So, it is not always fruitful.

The employee motivation is needed to be built up through constant attempts of the

organization. The organization may adopt various methods for motivating the employees. It
may be by providing recreational activities such as tours, picnics, family outings, annual
days, sport days, functions, and parties. The organization must consider its employees as its
family members and must provide some profit-sharing policy such as ESOPs, bonus, and
shares. the organization may provide fringe benefits.

Welfare activities to be undertaken by the organization may include various facilities such as
uniform for the employees for whom HR department is responsible for its maintenance and
providing it.

Last but not the least rewards are the main motivational activity, which may be monetary
and non-monetary rewards.

At last, to conclude, I would like to say that with enthusiasm that it was a great experience
working with many experienced people working at senior positions. Interacting and
spending time with the people rich in learning experience. The people were very
cooperative and helpful and encouraging. It is an experience to be cherished for a long time.

It was great of learning so much about HR practices and implementing them. I’m really
thankful for all the senior members who explain me the working strategies and
methodologies of organizations.

36
 SUGGESTIONS

As in the competitive world where the need for every organization to prove itself the best
and make an outstanding and remarkable progress is the need, no fact could be left ignored.
Every organization must know the shortcomings and must try to go for building up the
shortcomings. An ethical practice in any organization could only be achieved if the
organization works for the wellbeing of its employees. Every organization must possess a
basic structure and the organization must be capable enough to reward its outstanding
performers and must appreciate the initiative works.

According to the survey been conducted with various HR heads of various organizations
here are few suggestions from their side:

INDUCTION PRACTICES

Induction is must in every organization for all level of employees to make them well known
of the industry they are working in.

 The best ways to perform induction may be through

o Lectures
o Power point presentations prepared explaining company’s policies.
o Through SOPs (Standard operating procedures)
o Manuals
o but the most adopted one is through personal induction.

 The induction program must follow proper feedback from employees been put into
the program which is again an ethical practice and is achieved by

o Induction scheduling

o Opinions from supervisors

o Feedback forms.

37
 Employee’s family’s involvement in motivating employee is the key element. It creates a
special pressure point.

o Drawing competitions of children could be organized.

o Special training for wives could be arranged to teach them what are the dos and

doesn’t.

o Special scholarships could be announced for the children of employees securing good

marks.

 Management by objective should be adopted. The practice should be objective to avoid

biasness.

 Kaizen award could be given to the implementer of best suggestion.

RECOMMENDATIONS

 For all the programs the organization must follow feedback method to understand the
effectiveness of any practice in a better way.

 Holistic views of induction should out show both positive and negative aspects of the
organization. This ultimately let the employee know about both the phases of the
policies adopted by the organization.

 Practice of providing a brief presentation of the company and a booklet for rules and
regulations of company must be maintained so that the employee could go through it
whenever required.

 Individual should concentrate more while training. When an organization invests on

training of an employee, the purpose of training serves the mutual benefit of both
organization and the employee. Thus, the employee should be more oriented towards
drawing as much benefits as he can. Employees are supposed to understand their role
for training program.

38
 Company must maintain training manuals or training charts and training report
submitted by the trainee. This, practice not only keeps a maintained record of the
programs been conducted but also keep the employee known of the knowledge gained
by him which could later be utilized.

 A pre- evaluation and post evaluation practice should be followed to understand the
success of training and the training could be then effectively used to fill gaps later.

 Continuous training module should be conducted, personality development training

should be provided.

 To motivate the employees

 Performance awards could be given every year.

 Incentives could be paid.

 Salary saving schemes could be provided.

 Extra activities such as games and sports, community meetings, recreational activities,
picnics, tours, and outings should be planned to improve the interpersonal relationships.

 External welfare activities could also be taken up by the organization such as o Blood
donation camps o Safety week o Free eye camps o Free books for children o Poster and
quotes competition could be organized.

 Devotion, belongingness, and good team member spirit should be rewarded. Employees
should be encouraged for group efforts and teamwork.

 To avoid worker union for better employee welfare and give suitable welfare activities
from time to time to the employees in housework committee should be developed to
handle the grievance.

 Employee’s participation is key issue. Thus, suggestions should always be invited, and
maximum efforts should be put up to implement the suggestions.

39
 APPENDICES & ANNEXURE

This questionnaire is to study the “TRAINING AS A HUMAN RESOURCES DEVELOPMENT

TOOLS”. You are requested to please give few minutes to fill the questionnaire and provide
us with valuable information. All the information provided by you will be treated as
confidential. We will be glad to share the summary of the survey with you ….

Instructions

You may mark more than one option if relevant.

You are free to put your remarks in every blank provided.

1) Name of the company_______________________________________

2) Complete address__________________________________________

3) Name of HR head__________________________________________

4) E-mail address_____________________________________________

5) Telephone no.______________________________________________

6) Work force of the company____________________________________

7) Turnover rate_______________________________________________

8) does your organization have other manufacturing units in India (Yes / No)

9) if Yes, how many permanent employees do u have in each

(1)_________________ (2)_________________(3)_____________

INDUCTION PROGRAM
1) Does the company provide induction for new employees (yes/no)

2) What are ways of induction

o Diaries o Manuals

o Brochures o Company cd’s

o Any other,

please specify________________________________

40
3) Who participates in delivering the function?

o HR department

o Related department

o All departments

o Any, other please specify_______________________________

4) Does induction is o Same for all o Different for different levels

5) Induction related to which areas are provided____________________

6) What is the duration of induction program `____________________

7) How does the company evaluate the effectiveness of induction program being conducted

o Feedback method

o 0pinion from supervisor

o Employee satisfaction surveys

o Performance evaluation

o Any other, please specify__________________

8) Do the organization follow any induction scheduling______________?

9) Any other best induction practices you would like to share __________
_________________________________________________________

BEHAVIORAL TRAINING
1) How does the company recognize the need for training?
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others, please specify_______________________________
_________________________________________________________

41
2) What type of training is conducted?
o on the job training
o Classroom sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify ______________________________
3) Who gives the training?
o Internal trainer
o External trainer
o Any other, please specify_______________________________

4) what is the percentage of employee involved in training_________

5) what is the annual budget for training______________________

6) what is the module duration of training_________________________

7) How do you take feedback of training program__________________

8) Please provide us any other information to help us understand the measurement of

training effectiveness_____________________________

9) Any best practice in training you would like to

share_____________________________________________________

MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities (you can mark more than one
option in case applicable)

o Picnics

o Tours

o Family outings

o None

o Any other, please specify _____________________

42
2) Does the company provide any profit-sharing policy

o ESOP’S

o Bonus

o Shares

o None

o If any other, please specify___________________________

3) Does the company take up initiative for improving interpersonal relationship

o Parties

o Functions

o Get together

o Community meetings

o Any other, please specify

4) does the company provide any retirement benefits

o Gratuity

o VRS (voluntary retirement scheme)

o PF (Provident fund)

o Pension

o old age security

o Any other, please specify_______________

4) What are the promotional bases adopted by the organization?

_________________________________________________________

6) What are the fringe benefits provided by an organization____________

_________________________________________________________

7) Any other motivational initiative you would like to share with

us_______________________________________________________

43
ELFARE ACTIVITIES
1) Does the company provide any transportation facilities (yes/no)

2) If yes, what type of facilities have been provided___________

____________________________________________________

3) Does the company provide uniform for its employees(yes/no)

4) If yes,
o Who is responsible for providing these uniforms
o Who takes care of their maintenance

5) Does the company have well established cafeteria/canteen(yes/no) If yes,

6) What facilities are provided?

o Lunch

o Breakfast

o Dinner

o Snacks

7) Payment Mode
o Free
o Subsidized
o Paid

8) Does the company have any special aid facility (you can mark more than

one option if applicable)

o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_________________________________

9) Does the company adopt any on job safety measures

o Fire safety
o Electric/ shock safety
o Radiation safety (if any)

44
 o Any harm while handling the machinery
o None
o If any other please specify_______________________________

10) What policy do the company has for rehabilitation of injured

staff__________________________________________________

11) What are the grievance handling procedures of the organization ______

_____________________________________________________________

12) Any other welfare related initiative you would like to share______________

___________________________________________________________________

BIBLIOGRAPHY

45
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