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OBJECTIVES OF THE STUDY
OBJECTIVES OF THE STUDY
Primary Objective The primary objective of the study is to evaluate the training and Development programs in HMT Machine Tools LTD, Kalamassery.
Secondary Objective To study Training and Development is important in the organization To study the training methods preferred by the employees. To study the effectiveness of Training and Development. To access the training needs in the organization.
INTRODUCTION TO THE STUDY
and how motivated they are. While his personal capability is evaluated through proper selection procedure.CONCEPT OF TRAINING AND DEVELOPMENT Introduction The efficiency of an organization depends directly on the capability and talent of its personnel. Capacity of a person depends on his ability to work and the type of training he receives. 56 .
most of the organizations undertake some kind of training for their employees. The development has been defined as “Management development is all those activities and programmers when recognized and controlled.” Concept of Training 56 .” The term development refers broadly to the nature and direction of change in employees through the process of training and education. Since training inputs may vary from on-the-job experience to off-the-job training. In India organization. The term training is concerned with imparting specific skills for particular purpose. Often some confusion arises in using the terms training and development. Development and Education. training and development activities have assumed high importance in recent years because of their contribution to the achievement of organizational objectives.his training is taken care of by the organization after he has been employed by the organization. have substantial influence in changing the capacity of the individual to perform his assignment better and on so doing are likely to increase his potential for future management assignment. Flippo has defined training as “the act of increasing the knowledge and skills of an employee for doing a particular job. Training and Development There are three terms which are used in the context of learning: Training.
” “The aim of training is to infuse scientific thinking and planning and working methodically and efficiently. For overall development. behavioral and attitudinal development. • • Long-term process. “The aim of training is to develop potential knowledge and skill of the trainees to carry out defined tasks and responsibilities. gave in this regard.” Differences between Training and Development TRAINING DEVELOPMENT • • Short-term process. . we will attempt to bring out the key elements that constitute training.” “Training enhances efficiency and develops a systematic way of performing duties and assigned tasks. Without getting involved in the complexities of an all-inclusive. let us consider some responses that the participants of training for trainers. In order to arrive at a better understanding of the concept of training.There is no dearth of definition of training. Knowledge and skills for a specific purpose. This will help you understand the meaning and scope of training. • Primarily related to technical skills learning 56 • Related to managerial. comprehensive definition. each one giving it a different emphasis and focus.
5. 3. For self development. Lack of proper and scientific selection procedure. Rapid technological innovations impacting the workplace have made it necessary for people to constantly update their knowledge and skills. 56 . To make the job challenging and interesting. People have to work in multi dimensional area. 7. 6. one or several of which may simultaneously impact an organization and or its personnel: 1. which are usually far removed from their area of specialization. 2. For higher motivation and productivity. Change in the style of management. 4.Need and Importance of training The need for training may be better understood in the light of the following situations.
For employee motivation and retention. To improve organizational climate. they can be acquainted relatively easily with the skill and behavior expect in their new position. 56 . HRD. The training needs of the employees are not always easy to determine and when they can be. training experienced by the employees can be problematic. the individuals involved many resent being asked to change their established ways of doing their job. 9. particularly the training and development. On the other hand. New employees have to learn new skill and since their motivation is likely to be high. To help the organization to fulfill its future manpower needs. has an important role to play. Need for study To make the organization productive it is necessary that the individual skills be developed to achieve and fulfill the organizational needs. 10. In this context.8.
in order to train effectively. the outcomes where not encouraging the year. Training and development constitutes an ongoing process in any organization. workers. it is necessary to decide first in detail what specific knowledge and skills have to be given in the training process. who should be trained and why. is the training cost effective etc. May task was to assist the HRM department and training centre in identifying the factors. It is not the workers who training. reduce scrap and avoid accidents. supervisor managers and executive need also need to be developed in order enable them to grow and acquire maturity of though and action. what training techniques should be used. Which were defective in the process involved in the training and development process in HMT. Must be trained to operate machines. with a separate infrastructure. Though the unit process systematic training programs. Also effective training requires that the line and staff workers are able to be work the line and staff workers are able to be work closely together on all phase of the training process and both the parties on distant and recognize their shared authority. Training function is one of the relatively well-developed functions in HMT.Training and development offers many rewards but also processes many problems for personnel lime. The importance of training to perform their duties effectively. 56 .
CHAPTER 3 INTRODUCTION TO THE ORGANISATION 56 .
The growth of HMT Ltd was characterized by the forward and backward integration of technology and product diversification. Lamp and lamp making machinery in 1976. multi unit. The result was birth of the Hindustan Machine Tools Ltd. 000 million worth of metallic waste.Orelikon of Switzerland in 1953 with a capacity to manufacture Bound 400 machines per year. tractors in 1971. A subsidiary via HMT (International) Ltd. Ball screws in 1986 and reconditioning in 1990. This was expected to fulfill two aspects.1 Introduction By the end of the Second World War the government of India was confronted by a big problem of disposing the colossal war waste. CNC systems in 1986. 56 . undertakes the exports of the company. The second was the incorporation of a state owned infrastructure manufacturing facility. Food processing machinery in 1980. The first being utilization of the Rs. Ultimately the committee was constituted to inquire into the possibilities. which diversified in due course of time to the present structure of the multi-core.HMT MACHINE TOOLS LIMITED COMPANY PROFILE 3. multi product industrial giant HMT LTD.4. Today HMT Limited has 16 manufacturing units with 22 products divisions spread through the length and breadth of India. Since then different collaboration continued in house R&D and tremendous marketing efforts brought HMT to its present status. multi location. They are also exports several items for other Indian Companies.The multi products activities made Hindustan Machine Tools Limited change its identity as HMT Limited. The HMT Ltd was started as a single factory to produce a Tool Room Lathes at Bangalore in collaboration with M/s. The committee report of 1948 proposed the establishment of a government owned machine tool industry. printing machine in 1972. The product diversification efforts took the company to the business of watches in 1962. Thus the company which started with manufacturing and selling expanded its machine tools product range to evolve as the ultimate solution in metal cutting. die-casting on plastic machinery in 1971.
o Agricultural business group to concentrate on tractors o Engineering components group to deal with casting and ball screws. In 1967. o HMT (International) Limited which undertakes over as projects and exports.HMT Limited was restructured in 1992. It was in the early past independence era that. 56 . Kalamassery and Hyderabad. with the objective of producing a limited range of machine tools. o Consumer products business group to deal with watches and lamps. to facilitate better administration of the multiproduct business activities. o Machine tool business group to concentrate on metal cutting machines. o Praga Tools Ltd which manufactures machine tools. HMT began in a small way to meet a big commitment. the Company launched a bold plan of diversification and expansion which resulted in the duplication of the Bangalore Unit and the setting up of new units at Pinjore. o Industrial machinery business group to deal with printing machines. and was incorporated in 1953. Accordingly the following business groups were established. required for building an industrial edifice for the country. die casting and metal forming machines. In addition of these business groups the company owns three subsidiaries as follows. recession struck the Indian Engineering Industry and the consumption of machine tools dipped drastically. which manufactures precision bearings in collaboration with M/s Koyo of Japan. The traumatic years of recession did indeed serve to bring to the fore two latent strengths of HMT. o HMT Bearing Ltd. 1960's: With the success achieved in the initial years in absorbing the technology and in attaining production competence far ahead of the original plans. 'To manufacture mother machines to build modern industrial India' DEVELOPEMENT & GROWTH OF HMT HMT was conceived by the Government of India in 1949.
Stepper Motors at Tumkur. HMT as a part of vertical integration efforts. Industrial Machinery and Engineering Components as part of Business Reorganization The New Millennium: HMT is now restructured with addition of three more subsidiaries to those already existing. With action plans firmly launched for diversification into Tractors. With these strengths at full play. 1. HMT MACHINE TOOLS LIMITED HMT WATCHES HMT CHINAR WATCHES 56 . Tractors. Watches. Presses and Press Brakes.namely. Watch Cases at Bangalore. additional capacities for watch production were contemplated to provide a greater cushion against cyclical fluctuations in capital goods markets and also to meet the burgeoning demand for watches. etc. Printing Machines.. HMT now comprises of six subsidiaries under the ambit of the Holding Company which also manages the Tractors business directly. launched units to manufacture Watches at Ranibagh. 1980's: In the 80s. Ball screws for use on CNC machines at Bangalore and HMT took over Indo-Nippon Precision Bearings Ltd and Praga Tools Ltd as another subsidiary. Horological Machinery. 1970's: The 70s witnessed the fructification of all the diversification plans as envisaged. Die Casting and Plastic Injection Molding Machines. CNC Systems at Bangalore. 2. Machine Tools. the urge to survive and the confidence to innovate. which were considered to have economic cycles that are different from those of machine tools. With a Watch Factory already established in 1961-62. the Company emerged from the recession with the world's widest range of machine tools and associated services under a single corporate entity.. 3. 1990's: The Company restructured itself into five Business Groups viz.
Metal forming press and Ferrous and nonFerrous casting. The product range of HMT machine tools: • BANGALORE : o Heavy-duty lathes. o Single and multi spindle automates. computer numerically controlled machine tools. Precision machinery system. Special purpose machine tools. 5.4. 6. HMT BEARINGS HMT INTERNATIONAL PRAGA TOOLS HMT MACHINE TOOLS LIMITED The HMT machine tools Ltd is engaged in the manufacture and marketing of General Purpose Machine Tools. o Gear Cutting Machines o Laser Cutting Hobbers o CNC Turn Mill Centers o CNC Wire Cut EDM o Fine Boring Machine/SPMS • PINJORE : o FMS & FMC o Horizontal Machining Centers o Milling Machines o Broaching Machines • KALAMASSERY : 56 . o Radial Drilling Machines. Printing machines. o Multi Spindle Drills o Cylindrical and Surface Grinders.
o CNC Turning Centers o Turn Mill Centers o Flexible Turning Cells o Offset printing machines o Paper cutting machines • HYDERABAD: o Special Purpose Machines o Horizontal Machining Centers o FMS o CNC Horizontal Boring Machine o Bed Type and Floor Type Boring Machine • AJMER : o Grinding machines o SPM grinders o CNC grinders • PRAGA MAJOR MACHINIES / INSPECTION FACILITIES AVAILABLE IN DIFFERENT MACHINE TOOL UNITS: o o o o o o o o o o CNC Ram Type Plano millers Horizontal Machining Centers Vertical Machining Centers Horizontal Jig Boring Machines Vertical Jig Boring Machines CNC Turning Centers Turn Mill Centers Slide Way Grinders Cylindrical Grinders Internal Grinders 56 .
Later indigenous offset presses viz. OMIR in collaboration with M/s Nebiolo. on indigenous development came up subsequently. Model LT-20 was the first product to be indigenously development of this product was land mark in the history of the unit. MATOOLS. which was designed and developed by the unit. Kalamassery unit diversified its product range to include printing machines.. Auto plates. but later added special purpose lathes like copying and turret lathes. During the ensuing years. standardization and unification. To navigate through the challenges of the new millennium.o o o o o Precision Gear Shapers Precision Gear Hobbers Gear Grinders Induction Hardening Machines 3D Co-ordinate measuring machienes THE KALAMASSERY COMPLEX OF HMT LTD. incorporating the concept of computer optimized design. Sri Lanka.Philippines Ceylon steel corporation. DIVERSIFICATION OF KALAMASSERY UNIT AND BIRTH OF PRINTING MACHINE DIVISION The strategic plans of the HMT group are co-ordinate by the holding company at Bangalore. The first two color machine from HMT was OMIR in Collaboration with M/S Koenig & 56 . manufacturing.H&LB were then replaced by a new family of unified series of lathes. the printing machinery division came up with offset press viz. som 136 was introduced to the market. H&LB. The unit originally manufactured only two type of centre lathes viz. RTE and TRAF Under collaboration with M/S Nebiolo of Italy. This was born the printing machinery division (PMK) the commercial entry of PMK was two types of letter presses Viz. KALAMASSERY The kalamassery unit. HMT seeks strategic alliances from global leaders to synergies its own strengths with symbiotic inputs from the partners. 4th machine Tool unit was established in 1963 and started production in 1964. The production of this machine was later licensed to M/S QETCOS Ltd Kollam Kerala. During the period 1972 – 73.The original centre lathes.
foundry. Testing facilities. The company has a well established training system by personnel of high technical and management skills. computer system. The latest development of PMK is the paper cutting Guillotine PG 92 D3. and SBCNC machines. High technology. 56 . CAD system etc. The CNC lathe model STC 25 has won the VASVIK Industrial Research Award 1987 instituted by the vivdhalaxi Audyogik samsodhan vikas Kendra (Vasvik) Mumbai for outstanding advancement of science and technology. The manufacturing shops at MTK are supported by various infrastructural facilities like. Both the divisions have been awarded ISO 9001 certification by IRQS. TRAINING CENTRE This unit views HRD as one of the primary concerns as a measure to increase productivity and enhance social stranding. The HRD programmed undertaken by them include the following: o Management Orientation Programmes o Supervisory Development Programmmes o Customer Training Programmes for to equip the customers for the optimum utilization of HMT machines. To name of few are the prizes bagged in different IMTEX fairs by FC.Product development at machine tool unit Kalamassery: The machine tool product of this unit have been certified by RWTUV – Reinisch – West falischer Technical User watchungs Vercin – an international certification agency of high repute as confirming to total quality management system. Their products have always fetched awards and prizes at different trade fairs and competitions.Bener of Germany. heat treatment. CNC machining centers. Around 800 well experienced personnel from the human resources of the unit keeping in line with the current corporate trends. SBC.25. in collaboration with M/S Divano Binders of Italy. The Kalamassery unit of HMT is famous for development activities.
Japan o Ikegai Japan o GDM. Japan o Tukisama Japan o Muzak. Korea o EMAS. Germany 56 . Japan o Nori Saiki Company Limited. o Multi – Skill training to Machine Operators MAIN INLAND COMPETITORS FOR THE UNIT PRODUCTS o Mysore Kirlosker Ltd. Japan o Victor.o Periodic Awareness Training Programmes for employee relating Safety. England o Ernault Tayoda. Quality. Information Technology…etc. Germany o Churchill. o ACE Designers o NC Machines Private Limited o Lakshmi Machine Works MAIN FOREIGN COMPETITORS FOR THE UNIT PRODUCTS o Okuma. Advanced Technology. Taiwan o Tuma.
o Sets general market. In an increasing number of markets and industries third party quality assessment and registration is becoming a pre – requisite for doing business.procedure for regulating health and safety. Not only must a defendant be able to demonstrate that his product is well designed and conforms to all standards and regulations. ISO 9000 registration is considered the minimum acceptable level for a supplier and those who cannot demonstrate this minimum level may not only have difficulty in selling in certain markets they may be barren from those markets.consuming audits by customers and regulators. ISO 9000 SERIES STANDARD ALSO: o Motivates Exporters o Sets a base line o Establishes reasonable standards for government procurement. but he must be able to demonstrate that the product is manufactured consistently within a system that conforms at least to internationally accepted standards. IN ADDITION. The challenge to a developing nation is to motivate processors and manufactures to adopt and implement these standards and to establish a credible nation quality registration scheme which will be recognized by trading partners. Quality Assessment offers more scope for reducing costs pre requests and characteristics of good quality assurance and quality mgt. o Reduces time.ISO 9000 ACCREDITATION: Good quality system consists of sound. 56 . o Focus Training and Professional Development. technical and administrative procedures for assuring quality.
CORPORATE MISSION OF HMT o To establish ourselves as one of the world’s premier companies in the engineering field having strong international competitiveness o To achieve market leadership in India through ensuring customer satisfaction by supplying internationally competitive products and services o To achieve sustained growth in the earnings of the group on behalf of shareholders CORPORATE PLANNING 56 .Quality management and quality assurance standards section and use. o Improves efficiency.Model for quality assurance in production and installation.Guidelines on development of quality management system to minimize costs and maximize benefits. The following topics are dealt with in the ISO 9000 series of standards o ISO 9000.Model for quality assurance in final inspection. o ISO 9004. Providing Best of Products & Services with Contemporary Technologies to suit Customer Needs.o Raises levels of motivation. o ISO 9001.Model for quality assurance in design/ development. workmanship and quality awareness. o ISO 9003. CORPORATE VISION OF HMT To be an Engineering Company of International Repute. co-operation. o ISO 9002. reduces scrap and rework. production installation and servicing.
The corporate planning dept generates business plan. CHAPTER 4 INTRODUCTION TO THE DEPARTMENT 56 . Corporate planning studies the machine health. Capital investment decisions are taken in co ordination with other depts. Corporate planning dept makes restructuring plans for HMT Kalamassery plant. The main function of corporate planning department is to collect data and prepare reports which are to be sent to the main office.There are many functions which are performed by the corporate planning dept. Corporate planning dept generates annual production plan. electricity needs etc.
Some of the major functions of HR department are: • • • • • • • Recruitment Selection Training Manpower planning Performance appraisal Welfare measures Industrial relations 56 . material.INTRODUCTION In any organization for the smooth running of the organizational functions. money. So managing man has got its on importance . managing of the 4m’s (men. machinery) is very much essential. Out of this man is the only emotional being.
HUMAN RESOURCE MANAGEMENT AT HMT HMT has a well organized HR department in its kalamassery unit. There are separate personnel managers for machine tool division and printing machinery division. Manager HR (MTK) reports to General Manager and Manager Personnel (PMD) reports to Joint General Manager (PMD) RECRUITMENT Every organization needs man and man need organization, in that sense recruitment is an important function of any organization. Recruitment means inviting suitable applicants for a desired post. • RECRUITMENT POLICY IN HMT The main objective of the policy is to identify and retain the best available young talent in the country in various field like engineering, finance, marketing etc. In HMT the following type of recruitment exist. 1. External recruitment 2. Internal recruitment External recruitment is done by the corporate personnel directorate. These includes 1. Campus recruitment 2. Through open all India advertisement Internal recruitment means recruiting people from the organization itself, for this an employee must satisfy the following a) An employee must have completed at least 3 year in the grade before being eligible for external recruitment for the next higher grade. b) Employee joining a new post on for the same for a minimum of 2 years.
Training and Organizational Development at HMT HMT have given a very high priority to Human Resource Development (HRD) through training and organizational development activity. The company looks after the training needs of the employee’s right from the time he joins as a fresh recruit through to his growth in the company’s hierarchy. HMT’S approach to HRD is multidisciplinary, multifunctional, need based and spans all levels of personnel. The training at HMT can be categorized in o Technical training o Personnel development Programs o Organizational development Some of the field in which the company provides training is • Corporate planning • Engineering • Finance • General management • Information technology • Technology • Medical science • Quality assurance • Design • Export marketing • General administration 56
• Human resource management • Production management
Performance appraisal is a method by which employees are given feedback about this work. So by performance appraisal, an organization can improve the employees efficiency Performance Appraisal in HMT In HMT there are two types of performance appraisal system • • Performance appraisal for direct employees Performance appraisal for indirect employees
Performance of the workmen is measured directly from the standard hour and efficiency. Performance appraisal system of the indirect employees is further divided in to 3 categories • • • Performance appraisal for supervisor Performance appraisal for executives Performance improvement and development system for employees in the corporate cadre. Appraisal rating of employees is based on the following factors • • Job performance factors Managerial ability
Promotion Policy and Career Planning
and performance oriented promotion policy is a first desiderative. train. Promotion policy for officers For the purpose of promotion and career planning for executives they are codified into various groups according to the pay scale. is committed to identify. develop and sustain its own human resources in such a manner as to integrate the individual career aspirations office executives with the fulfillment of the company’s objectives. • SUPERVERSORY (S) EXECUTIVE (E) SENIOR EXECUTIVE (SE) • • Promotion system There are two types of promotion systems in HMT • Promotion within the group • Promotion within the groups.HMT is a forward looking organization. They are. They are • • • • Qualification Length of Service Performance Appraisal Interview 56 . Towards this HMT accepts fair. Mechanics of promotion in HMT There are some factors which are taken into account for considering the promotion.
to promote sports and games amongst employees and their family members. Recreation facilities are provided under the HMT Welfare Association and it has four subsidiaries • • • HMT Social Club. Promotion Policy of workmen Promotion policy for the workmen is carried based on the following eligibility norms • • • • Attendance Discipline Performance Test and Interview Welfare Measures in HMT Since HMT is a Public Sector Organization it provides a number of welfare measures to its employees.for arranging conducted tours of employees and their families HMT Arts and Dramatic Club.to nature the talents of the employees in fine arts HMT Sports Club.15 marks are allotted for qualification. 56 . 15 marks for length of service. 50 marks for performance appraisal and 20 marks for interview are allotted out of a total of 100 marks. Some of them include: • • • • • Personal Accident Insurance Policy Payment under workmen compensation act Lump sum payment to family on death Family Planning Benefits Recreation facilities.
Company also provides: • Company Quarters HMT provides adequate quarters facilities for their employees.ps): 364 56 . The company provides free medicines and treatment for its employees.00PM to 12. They provide drinking water at free of cost.00PM and 4.00AM Manpower in HMT NO of direct employees : 135 NO of indirect employees (incl. Shifts Working in the company is on shift basis 8.• Educational Society – a High School and a Library are functioning under this society. The dispensary has one doctor and a staff nurse and a compounder. • Transportation HMT provides comfortable travelling facilities for their employees at low cost. • Canteen Facilities HMT Company has a society to maintain canteen functions named HMT Canteen Cooperative Society • Medical Facilities HMT has one dispensary with an outpatient facility.00 AM to 4.
Agreements/settlements with trade unions/Officers Association Annual Bonus/Incentive schemes/production bonus Processing of VRS/SLS applications 56 . Salary certificates Promotions Industrial relations Liaison with Trade Unions Disciplinary actions as proceedings.Functions: • • • • • • • • • • • • Manpower planning. leaves etc. Opening/updating/maintaining personnel records. Recruitment Implementation of various guidelines and policies such as transfers.
• • • • Training and Development Rehabilitation of Employees Project work/organizational studies for students Welfare activities So considering all these facts one can say that HMT is spending a huge amount for the welfare of its employees. HUMAN RESOURCE DEPARTMENT DEPARTMENT STRUCTURE OF HRM DEPARTMENT AT HMT DGM(HRM) Sr Engineer Training AGM(HRM) 56 Sr Medical Officer Sr Engineer civil& estate .
HMT.Manger training Dy. Kalamassery has a corporate planning department. it is necessary for an organization to have a planning department in order to meet the competition successfully. world itself has become a single market and many organizations are coming into this market with different strategies. Manager Welfare Officer HRM Officer IRO Planning Department As a result of increase in market competition and the changing technologies. Due to the liberalization all over the world. So to face these challenges from the competitors and to satisfy the needs of the customers they have to plan their strategies carefully and in advance. HMT has its head office in Bangalore. where planning is done on the basis of the reports submitted there by the planning 56 .
Analyzing the constraints 2. spares and servicing. 3. The functions of these departments are enumerated below: (1) Materials Planning: I.pass information production planning and other concerned departments .Conducting feasibility study for the products going to develop.departments of HMT machine tool units all over the country. To forecast and plan for material required for production. Deputy Engineer is directly reporting to General Manager Kalamassery(GMK). 5. 56 . sales forecast and request from maintenance. servicing and spares based on the production programmed. maintenance.Distribute the results of the company Purchase Department Introduction: Materials engineering is a genetic term coined for the combined activates of material Planning.Prepare proposals for the new product development. Corporate planning department in HMT have a Deputy Engineer and an employee. Functions: The various functions of the corporate planning department are: 1. 4. processing & stores.
Maintains and spaces requirement for machine tools. stored. (2) Purchasing: To procure the required quantities of quality materials at the best possible terms based on the annual production programmed/rolling assembly programmed. To keep proper accounting of all the material transactions. Maintaining the list of approved vendors Vendor performance evaluation in co-ordination with quality assurance department Co-ordination with vendors for quality problems and corrective actions. preserved and protected from damages occurring due to handling or environmental deterioration and kept under safe custody. The details of scope are as shown below: • • • • • • • • • • Material planning & control Vendor qualification & approval.II. co-ordination of inspection of the same Arranging for proper storage with proper identification Ensuring proper handling & preservation of materials. (4) Scope : The scope includes material planning procurement and storage of all materials as per production requirements. Planning and procurement of materials as per specified requirements. (3) Stores : To ensure that all varieties of materials received from external sources are properly identified. Review and release of purchase order Receipt of incoming materials. so as to ensure the availability of right materials in right time. 56 . To follow up with purchase department for shortage items. and issue of the same to the required department. foundry and printing machines.
There are 20 employees in this department. Kalamassery. Major Functions of Finance Department: 56 . and likely future performance of organization and identifying the financial strength and weakness of the enterprise by properly establishing relationship between the items of the balance sheet and profit and loss account. present. Purchase department is under the Materials & Engineering Chief (JGM materials). Finance Department The process of financial analysis is widely employed to evaluate the past.Purchase department is the one of the most important functional unit in HMT.
These standards are exhibited at different places inside the organization.1.Arrange for finance to meet the working capital requirements and to meet the capital additions and other day to day needs. 3. The company conducts periodical medical checkup for employees in certain areas like electroplating which affect the health of the employees. Sixty fire extinguishers are placed at different places inside the organization.Accounting transactions are carried out by the company and are prepared monthly and annual financial statements like Profit and Loss Account and Balance Sheet are prepared yearly. In this department activities are carried out according to safety standards. The employees are given several 56 . A welfare checkup is giving to employees in foundry periodically.Budgetary control SAFTEY AND SECURITY Safety: The company adopts statutory measures for ensuring safety.Working Capital Management 4. 2.
Security: The main function of the security department is to protect the company’s property. safety shoes etc. It is the duty of security department to flag on the national flag in the morning and flag off in the evening.safety equipments like leather gloves.one copy to medical department. Gate pass is too provided for all the employees and also to those who enter the company for various purposes. There is a safety committee for discussing the problems relating to the safety of workers. fire shield. helmets. The supervisor should inform to the ESI department if the injured employee have ESI. PVC gloves. dust mask. The main duty of this department is to check every employee and restrict entrance for unrecognized persons. There is separate entry for men and materials. This form is prepared in triplicate. This department undertakes patrolling day & night. All the accidents in the factory should be communicated to the factory inspector. At present. Most of them are ex-service men. welder shield. if the employees are disabled for more than 48 hours. one copy to the safety department and the third to the concerned department. nine permanent staff in the department. 56 . If any accident occurs in the company. Twenty employees in the department are working on contract basis. the matter will be informed to the safety department within 24 hours by the supervisors through an accident intimation form. They are kept in the security department as gate keepers.
CHAPTER 5 SCOPE OF THE STUDY 56 .
Training is essential for building confidence. The purpose of the study is to evaluate the training result. information and techniques administration and management can raise implementation of development plans. It also enables the employee to equip themselves for senior administration in the future. to make necessary changes in the individual and purpose a suitable solution order to improve training programs in future. Training is well articulated effort to promote competence in the public service by importing professional knowledge by brocidining of vision and adoption of current patterns of behavior among the employees regarding their existing functional responsibilities. It must aim to cultivate a new attitude and behavior in human personality.SCOPE OF THE STUDY The training is the corner stone of sound management. commitment and competence. Their study converse the analysis of the present system of training followed in the organization. as it makes employees more effective and productive. 56 . It helps employees to function more effectively their present position by exposition them to the latest concepts.
collecting the facts or data.CHAPTER 6 RESEARCH METHODOLOGY Research Methodology Research refers to the systematic method consisting of enunciating the problem. analyzing the fact and reaching certain conclusion either in 56 . formulating hypothesis.
The major purpose of this research s description the state of affairs at it exists at present.the form of solution towards the concerned problem or in certain generation for same theoretical formulation. Data Source The source of data collection can be divided in to two 56 . The research design is fact finding enquiries and survey for the collection of data. The design adopted for the study is descriptive design Descriptive Design It is concerned with the detailed description of certain functional variables and characteristics of problem situation. The research design is classified the purpose of investigation. It researched includes survey and fact-finding enquires of different kinds. The main characteristic of this method is that researcher has no control over variable: he can only report what has happened and what is happening. Research Design Research design is a master plan of model for the conduct of formal investigation and survey.
Secondary Data The secondary data are those which have already being collected by some other person for their purpose and published. The secondary data collected from the books and websites. The researcher used questionnaire. Sample Size The researcher used 40 samples for data collection. 56 . Primary Data 2. Kalamassery. Sample Frame This project studied at HMT Machine Tools LTD.1. Secondary Data Primary Data Primary data those collected by the investigator himself of the first time and those they are original in character for collecting primary data.
the study cannot be a full-fledged one. The study is limited to some department only. The study is based only the information received from questionnaire. As time period is very limited.LIMITATION OF THE STUDY 1. 4. The study is based on the researchers own idea and insight. 56 . The study is limited to cost constraints. 3. 2. 5.
CHAPTER 7 ANALYSIS AND INTERPRETATION 56 .
No Factors No of response 1 2 Yes No 100% 0% 3 Total 100% Inference The above table shows that all the staff got the chance to attended training program in this organization.DATA COLLECTION INSTRUMENT 1. working as an employee of a firm? Sl. 56 . Have you ever felt the need of training.
56 .2. What type of training have you ever received? Inference The above graph shows all the employees will have different kinds of experience in their training.
3. the majority of employees support the organization given sufficient training for the employees. Does your organization provide sufficient training? Sl.5% 3 Total 100% Inference In this.5% 37. 56 . No Factors No of response 1 2 Yes No 62.
the employees are well skilled workers on their work. These will shows that. 56 . How many times have you attended the training program? Inference The majority of the employees have attended the training program more than twice.4.
5. Do you actually take part in the training program? Inference The 70% of the employees always take part in the training program for their improvement of skills and knowledge. 56 .
56 . Is the training conducted by? Inference This diagram shows the training programs will conducted by both the outside experts and in company faculty. the training program always give to the employees by in company faculties.6. This also shows the majority of employees are explaining like.
56 .7. Do you think effective training program will help in increasing productivity? Inference The majority of employees support the effective training will help in increasing productivity to the great extent.
Are the training helps to reduce practice in real situation? Inference The majority of the employees supports. training helps to reduce practice in real situation by some times. 56 .8.
9. 56 . Has training helps to reduce the accident rate? Inference The 72.5% of employees accept the training helps to reduce the accident rate.
56 .10. Has training resulted in increasing your skill and knowledge in jobs? Inference The employees support 47% on increasing skills and knowledge in their job.
and also improve the profit to the organization through better training programs. This will create the utilization of employees to the great extent. 56 .11. But the 20% of employees are not satisfied the training programs are in the organization. The organization can concentrated their training programs to improve the skill and knowledge of the employees. Are you satisfied with the existing training programs? Inference The 65% of employees are satisfied.
Does training enable you to reduce the time duration for a particular job? Inference To some extent training enable you to reduce the time duration for a particular job.12. 56 .
14. Are you interested in attending the training program? 56 . Is there any feedback session after training program? Sl. No Factors No of response 1 2 Yes No 77.5% 3 Total 100% Inference The most of the employees agree that there is a proper feedback session after the training program that enables them to give suggestion to the faculty who is conducting the training program.5% 22.13.
5% of the employees are interested in attending the training program. How would you rate the training program? 56 . 15. to very little extent 10% of the employees are not interested in attending the training program because the repeated same matters twice in the training program and the duration. But the.Inference To the great extend 67.
56 .Inference The 47.5% of the employees are rating the training program as good.
CHAPTER 8 FINDINGS AND SUGGESTIONS 56 .
About 56% of the employees are of the opinion that training enables to increase the productivity/quality where by the profit can be enhanced. About 72.5% of the employees believe that the training program helps in reducing the accident rate.FINDINGS Every employees felt the needs of training. 56 . The major part of the employees has attended the training program more than twice.
Majority of the employees feel that the training programs are beneficent to them as it help the workers to operate the machines very efficiently. Use modern equipment and instrument for training. SUGGESTIONS 1. 56 . discussions or case studies of the relevant subject should be included. Most of the employees agree that there is a proper feedback session after the training program that enables them to give suggestion. Try to include more new topic in the training program. 3. It is clear that 47.5% of training programs help in attainment of organizational goals. 2. Visual medium is also advisable. Training must be a combination of theatrical aspects. Practical training should be updated with high technology. Training programs should be made more interactive.
56 .4. The case studies and other development method should be based on company and industry experience.
it has become imperative for companies to provide ongoing training and development to its employees. abilities. updating employee skills. knowledge and attitude that help them perform more effectively in human resource that will provide many important benefits and return to the organization. Training is important for the achievement of organizational goals. promoting job competency. To maintain competitive advantage.CHAPTER 9 CONCLUSION CONCLUSION The training program is an integral part of most of the organizations across the globe. Training serves the organization by providing a number of important functions like improving performance. solving problem. Training involves close co-operation between line and staff personnel and each must recognize their shared authority. 56 . preparing for promotion and orienting new employees. Through training employees gain skills.
receive top management support for the training program. The effectiveness of the training programs both in individual and organizational level and satisfactory in nature. The training administrators must promote cooperation between line and staff. applying the basis of good management to the training function. 56 . The company maintains a structured corporate calendar. but also has to go a long way in ots training and development process. which list out the program schedule for each gear.The study reveals that HMT has made a good beginning. Top managers’ interest and active support should be there in the need assessments interest and active support should be there in the need assessment process. To be successful training must be effectively managed. They should be able to build flexibility in the scheduling process recognize performance problems that can be solved through training design and objective evaluation and periodically audit an outside consultant. The company processes an organization must also prepare long range training program.
R. www. www. Website of the company a. Reference Books Training for Development – Mr.hmtindia.com b.K.BIBLOGRAPHY BIBLOGRAPHY 1. Periodicals Training and Development journals. Training manual of HMT machine tools LTD.hmt.com 3. 56 . 2.Sanu 4.
Kalamassery”. I assure you that all information provided by you will be used only for academic purposes. Doing my INTERNSHIP TRAINING in your esteemed organization in the department of HR on the above topic.ANNEXURE QUESTIONNAIRE “Employees Attitude towards Training and Development with Reference to HMT Machine Tools Limited. Name: 56 . Dear Sir/Madam I am Alex Joseph 2nd semester MBA student under BHARATHIAR UNIVERSITY. I request your whole hearted help and co-oporation.
Age: Gender: Department: QUESTIONS 1. Do you actually take part in the training program? b) Twice 56 . Have you ever felt the need of training. Does your organization provide sufficient training? a) Yes b) No 4. What type of training have you ever received? a) On the job training c) Apprenticeship training b) Off the job training d) Orientation training 3. How many times have you attended the training program? a) Once c) More than twice 5. working as an employee of a firm? a) Yes b) No 2.
Do you think effective training program will help in increasing productivity? a) To a great extent c) To very little extent b) To some extent d) Not at all 8. Is the training conducted by? a) In company faculty c) Both b) Some times b) outside expert 7. Are the training helps to reduce practice in real situation? a) Always c) Never b) Some times 9. Has training helps to reduce the accident rate? a) Yes c) Never 10. Has training resulted in increasing your skill & knowledge in jobs? a) To a great extent b) To some extent b) No 56 .a) Always c) Never 6.
c) To very little extent d) Not at all 11. Are you interested in attending the training program? a) To a great extent c) To very little extent b) To some extent d) Not at all 15. How would you rate the training program? a) Excellent c) Average b) Good d) Poor 56 . Does training enable you to reduce the time duration for a particular job? a) To a great extent c) To very little extent b) To some extent d) Not at all b) Satisfied 13. Is there any feedback session after training program? a) Yes b) No 14. Are you satisfied with the existing training programs? a) Much satisfied c) Dissatisfied 12.
“ Thank you very much for your cooperation ” 56 .
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