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Project Report On


In the Partial Fulfillment of the

Bachelor of Business Administration Program


Shrinathji Institute of Bio-Technology and Management Upli Oden, Nathadwara.

Supervised By: KIRAN SONI

Submitted By: ARWA MUKHIYA

In professional courses like BBA, we are basically trained and equipped with strong theoretical knowledge of how business operates and what are the times tested methods of running a successful business. The program is designed to provide both portfolio of strong functional skills and the ability to apply adapt and integrate those skills in different management settings. But no course of study is fully completed unless there is first hand onthe job practical knowledge of the business and professional way of working. Therefore, to reinforce this strong theoretical base by practical knowledge, the students of the BBA, Shrinath Institute Of Biotechnology & Management, Rajasthan University, are sent to reputed business organizations to undergo two months of summer training and to get acquainted with the nitty-gritty of the practical business world. The students are assigned certain projects and are asked to prepare a project report, whose successful completion can be beneficial both to the student and the organization concerned. Now a days HR Management is a booming sector. For the purpose of summer project, I conducted my study on the HR Management of the company. For that I was assigned to work at JK Tyres & Industries LTD, Rajsamand. It include all the information gained during the project work ,starting from the brief introduction to the company ,its vision, mission, history, method used in research and so on, and the working of HR department. This help to improve and increase the productivity of tyres. And knowing who can be their prospective worker and how to attract them toward their work. On the basis of the study some findings and recommendations were put forward to the Industries. I hope that this report will help JK Tyre & Industries Ltd. to increasing the effectiveness and increasing productivity of worker. I shall feel greatly satisfied with the project if it proves beneficial to the Industries in any ways.

Education and learning knows no bars or inhibitions. It is rather a never-ending process. Similarly after completing almost two years in BBA from Shrinath Institute of Biotechnology & Management, Nathdwara, the study conducted by me as part of my course curriculum has proved an exceptional enhancement of knowledge and learning for me. The completion of the project would not have been possible without the help of some persons. Without their contribution, the study could not have been comprehensive and a profound one. At the very outset, I sincerely thank my faculty guide Miss Deepti Bhargav, HOD of Management Department and Miss Kiran Soni, Faculty whose continuous support and guidance proved an effective impetus to my study. I am greatly indebted to my project guide Mr. N.S.Sharma, HR Manager for their help and encouragement. I would also like to thank my family and my friends for their guidance and support, which helped me in every step during the course of my study. Above all, I thank god for his blessings without which I would not have been able to complete my project.

S.No. 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. 16.


Page No. PAGE NO. 4 9 11 12 17 28 33 35 38 39 40 41 42 43 51 4


"Excellence comes not from mere words or procedures. It comes from an urge to strive and deliver the best. A mindset that says, when it is good enough, improve it. It is a way of thinking that comes only from a power within." - H.S.Singhania

The advent of JK Organization on the industrial landscape of India almost synchronizes with the beginning of an era of industrial awareness - an endeavor for self reliance and the setting up of a dynamic Indian industry. This was way back in the middle of the 19th century. And the rest that followed is history. JK Organization has been a forerunner in the economic and social advancement of India. It always aimed at creating job opportunities for a multitude of countrymen and to provide high quality products. It has striven to make India self reliant by pioneering the production of a number of industrial and consumer products, by adopting the latest technology as well as developing its own know-how. It has also undertaken industrial ventures in several other countries. JK Organisation is an association of industrial and commercial companies and charitable trusts. Its member companies, employing nearly 50,000 persons are engaged in the manufacture of a variety of products and in diverse fields of commerce. Trusts are devoted to promoting industrial, technical and medical research, education, religious values and providing better living and recreational facilities. With the spirit of social consciousness uppermost in mind, J.K. Organization is committed to the cause of human advancement. It has been rightly said "If you plan for a year, plant corn; If you plan for a decade, plant trees; But if you plan for a century, plant men". This is the philosophy which guides the people policies at JK Tyre.


JK Tyre provides an enabling work culture with a clear sense of vision, mission and strategies in which people work with clear goals and thereby achieve more. Goals are set participative and performance is reviewed transparently, starting with selfassessment. Merit is recognized through proportionate rewards and growth opportunities. The company's aspiration of being a global player known for its excellence provides opportunities for stretch for the potential of its people. Jk Tyre and Industries is committed to self reliance and follows an ethic that views customer satisfaction as an index of achievement. Over the years, the company has expanded and diversified its business portfolio. It has developed into a multi product, multi-location corporate entity comprising of following business divisions:

To be amongst the most admired companies in India committed to excellence.

-Be a customer obsessed company. -No.1 tyre brand in India. -Deliver enhances value to all stake-holder. -Most profitable tyre company in India. -Enhance global presence through acquisition. -Motivated and committed team development for high performance organization.


JK Organization owes its name to Late Lala Juggilal Singhania, a dynamic personality with a broad vision. Inspired by the cause of the Swadeshi movement of Mahatma Gandhi, and driven by the zeal to setup an Indian enterprise,Lala Kamlapat Singhania founded J.K. organization in the 19th century ushering in a new industrial era in India. The process of industrialization and diversification was worthily and successfully carried on by Lala Kamlapat and Lala Lakshmipat and Lala Kailashpat, aided in no small measure by the late Gopal Krishna son of Padampat. .


1933: First in India to manufacture Calico Prints-Juggilal Kamlapat. Cotton Spinning and Weaving Mills co. Ltd. Kanpur.

1959: 1962: First in India to produce Nylon-6 with its own polymerized raw material- J.K. Synthetics Ltd. Kota. 1969: Ltd. Kota. 1985: First in India to produce Cathonic Dyeable Polyester Fiber- J.K. First in India to produce Nylon Tyre Cord based on Spin Draw Technology- J.K. Synthetics Ltd. Kota Synthetics Ltd. Kota. 1992: 1994: Indias T-rated tyre launched. Banmore tyre Plant(BTP) crossed 100 TPD R&D center set-up at HASTERI. First to manufacture Acrylic Fibers - J.K. Synthetics Ltd. Kota First to develop differently Dyeable- J.K. Synthetics Nylon First in India to set up a continuous process of Rayon Plant.

1995: Mercedes Benz Launched on JK steel radials

First tyre manufacturer in the World to get ISO 9001.

1997: 2000: 2001: Received CAPEXIL award. JK Industries Received FOCUS LAC export award for the year 1999 -2000. Commendation Certificate of CII Exim. Llnd National Go-Karting Championship held. JK introduced National Go-Karting Championships. Awarded the National Export Award for 96-97. Vikrant Tyres (VTL) acquired. Indias first H rated tyre launched. Only Tyre manufacturer to get E Mark certification. HASTERI became the first research institute in Asia to get ISO 9002.

Ones More Achievement

Delhi-based JK Tyre, one of the top five tyre making companies in the country, has bought 100 per cent stake in the Mexico-based tyre-maker Tornel for Rs. 270 crore. The acquisition will help JK Tyre gain access to the world's largest auto market in the United States in addition to some distant markets of central and South America.


Organization : Reporting Officer

Jk Tyre & Industries Pvt. Ltd. :Mr. Sharma, HR Manager.

Faculty Guide : Name Objective Scope :-

Miss Kiran Soni. Arwa Mukhiya. :To study of Human Resource Deptt. Of Jk.

1. Questionnaires are submitted among worker for collecting data. 2. Time period 15-06-2008 to 15-08-2008.

Research methodology :1. Research design used was descriptive. 2. Data was collected by using interview technique using questionnaire as a tool. 3. Sample size was 10. 4. Sampling technique used was random sampling.



The people of JK Tyre have an organization which committed to quality in everything they do. They will continuously anticipate and understand their customer's requirements, convert these into performance standards for their products and services and meet these standards every time. Full customer satisfaction - both internal and external is motto of the organization.

Commitment towards Quality:

In order to demonstrate its commitment towards Quality, JK tyre has made never ending efforts to make all its products of world class quality.

ISO 9001:
JK Tyre world's first tyre company to receive 'ISO 9001' certification for its entire operations in 1995 in one go. Its Quality Management System is completely integrated into all aspects of our operations.

QS 9000:
JK Tyre the world's first tyre company to receive Quality Management System certification QS 9000' in 1998 for multi location operations. They using 'QS 9000' system as a tool for continuous incremental improvement.


Environment Management System (ISO 4001):

JK Tyre recognizes the impact that our business has on the environment and takes our responsibilities for maintaining harmony with nature. Jk tyres is the first tyre company in India to receive 'ISO 14001' certification for multi location operations in 1999.

JK Tyre is the only Tyre Company in India having the E-mark certification on their products, a mandatory requirement for exporting tyres to European Markets.

DOT (Department of Transport):

JK Tyre has the DOT certification on its products, a mandatory requirement for exporting tyres to US Market.

INMETRO (Instituto Nacional De Materiologia - Brazil)

We also have the certification from INMETRO a mandatory requirement for exporting tyres to Brazil (South America). This is a product as well as a system certification. Also this is a proof of superior quality of JK Tyre and our ability to meet stringent international standards.



Today J.K. tyre Ltd rewarded as Indias no.1 RADIAL TYRE making company and contributes their product to the society not only in India but to the world community. The Chairman of company Mr. R. P. Singania laid the ground work for a new approach to management that consider defect as being crime. Quality superior customer service are considered the key factor for success of its product in the very competitive environment. It becomes a leading manufacturer of variety of GLOBAL products and they are:

RADIAL PRODUCT 1. 9.00-20 i) RIB2. 10.00-20 i) RIBii) LUG3. 11.00-20 i) RIBii)LUG4. 12.00-20 i) RIB5. 11-22.5 i) RIBii)Semi Lugiii)LUG6. 11-24.5 i) RUBii) LUGa. 9.00 R20 14PR Jet way Juh. b. 9.00 R20 16PR Jet way Juh. c. 9.00 R20 Jet Steel JDH. a. 10.00 R20 16PR Jet way Juh. a. 10.00 R20 16PR Jet Steel JDH. a. 11.00 R20 16PR Jet way Juh. a. 11.00 R20 16PR Jet Steel JDH. a. 12.00 R20/18 Jet way Juh. a. 11 R22.5/16 Jet way Juh. a. 11R22.5/16 Jetxtra JDM. a. 11 R22.5/16 Jet steel JDH. a.11 R24.5/16 Jet way Juh. a. 11 R24.5/16 Jet Steel Juh


The objectives of study are: MAIN OBJECTIVES: The main objective of this project is to study the processes of Human Resource department of J.K. Tyre & Industries Ltd. SUB OBJECTIVES 1. To understand the level of awareness about the work among the worker. 2. To study about the high morale of worker, this helps to achieve organizational goals that too willingly. To study about the training given to worker. 3. To study the new and effective HR function i.e. Competency Matrix. 4. To study about the performance appraisal.


People are vital for the effective operation of a company. Manager often say that people are their most important asset. Yet the human asset are virtually never shown on the Balance Sheet as a distinct category although a great deal of money invested in the recruitment, selection, & training. With the systematic HR policies & procedure & practice, one that may well determine the success or failure of an enterprise. A good HR function achieves a social objective with the best use of human and material; energy and time and with satisfaction for the participants and the public


J.K. is well-known for attracting exceptionally bright, smart, ambitious people. It has been estimated that about 50 worker works when the company was started and now the no. is increase about 5000 and more. J.K. probably has done a better job in maintaining an huge number of worker than most other firms and best utilization of their skills and knowledge. And to do a study of such a department brings out the important of topic in it.


Research methodology is way to solve research problem. It is also define as a scientific and systematic search for pertinent information on a specific topic. In fact, it is an art of scientific investigation. It is a movement for the known to the unknown. It is actually a voyage of discovery. Research Methodology refers to the systematic method consisting of enunciating the problem, collecting the fact or data, Analysing the facts, Hypothesis testing and reaching certain conclusion either in the form of solutions towards the concerned problem or in certain generalizations for some theoretical formulation. This project is based on Descriptive Research it means affairs as it exist at present. The main characteristics of this method are that the researcher has no control over the variables; he can also report what has happened or what is happening?


1. The Method Of Data Collection

In dealing with any real life problem it is often found that data at hand are inadequate, and hence, it becomes necessary to collect data that are appropriate. There are several ways of collecting the appropriate data but in this project I used two type of method for collecting data i.e.: Through Survey Method & By distributing of Questionnaires.

1.1 Through Survey Method:

It is the one of the most commonly used method of data collection. It consists of gathering data by personally contacts with the worker of the industry. It is possible to obtain more information through this method and the information is accurate and gives the knowledge of what happens currently. I follow a rigid procedure and seeks answers to a set of pre-conceived question through personal interviews.

1.2 By distributing of Questionnaires:

Questionnaires are distributed among worker with request to return after completing it. Questionnaires to be used are prepared very carefully by us so that it proves to be effective in collecting the relevant information. The questionnaire consists of 15 questions in total where most of them are close ended questions reducing the hassle of the respondents. Each question in the questionnaire helps in one way or other in achieving the objectives Open-ended questions are used where it is necessary to use. A copy of the questionnaire is included in the Annexure.


2. Research Instrument:
The primary data collected for the study has been done with the help of a survey method and by distributing the Questionnaire among the workers.

3. Analysis of data:
After the data have been collected, we turn to the task of analysing them. The analysis of data requires a number of closely related operations such as establishment of categories, the application of these categories to raw data through coding and tabulation. First of all we editing the data for improve the quality of its. Then converts it into tabulation form wherein the classified data are put in the form of table

4. Hypothesis-testing:
For hypothesis testing we assume that the variance of the distribution of the productivity of tyre by all the workers from this we take the sample of 10 workers for the testing and their productivity is equal to 200 tonnes. Test of this at 5% and 1% level of significance. For this first of all we should work out the variance of the sample data and the same has been worked out as under:



S.No. 1. 2. 3. 4. 5. 6. 7. 8. 9. 10.

X1 (Productivity in Tonnes) 380 400 450 530 470 430 550 480 520 490

(X1-X) -90 -70 -20 60 0 40 80 10 50 20

(X1-X) -8100 - 4900 -400 -3600 00 1600 6400 100 2500 400

n= 10



X = Xi/n =4700/10 =470 tonnes s = (Xi-X) / n-1 = 28000/ (10-9) = 311.11 18

s = 311.11 Let the null hypothesis be Ho: In order to test this hypothesis we work out the X2 x = s /p (n-1) = 311.11/200 (10-9) = 13.999 Degree of freedom in the given case is (n-1) = (10-9) = 9. At 5% level of significance the table value of x = 16.92 and at 1% level of significance, it is 21.67. Both these values are greater than the calculated value of x which is 13.999. Hence we accept the null hypothesis and conclude that the variance of the given distribution can be taken as 200 tonnes at 1% of significance and 5%. Thus, we can say that the worker utilized its maximum efficiency towards its productivity or work.


J.K. is considered that their most valuable asset is their Human Resource. The human resource of the company is one of the very effective and essential departments of the organization; It is full of knowledge, skills, creativity, ability, talents and aptitude. In J.K. there are four major department of Human Resource i.e.: 1. Training & development: for the efficient performance and growth of employees. 2. Create Competency Matrix: for making sound Human Resource department. 3. Performance Appraisal: for development the potential of workers. 4. Morale Boosting: for increase the efficiency of worker and productivity.


Training is the act of increasing the knowledge and skills of an employee for doing particular job. It is a short-term educational process. In brief, it is a systematic procedure for transferring technical know-how to the employees. It aims at increasing the ability of the employees, so that they can do the job in an effective and efficient manner. The Training process at J.K. is one of the most active and initial process of HR department. The head of this department is Mr. N. S. Sharma and the total numbers of team members working under him are around 7 to 8 approximately. Being the core plant of J.K. the department has the various training techniques, which are as follows:


This is commonly used by J.K. This method places the employees in an actual work situation and makes them appear to be immediately productive. It is also learning by doing. The employee learns in the same environment where he will be working at his regular tasks.

Under this method the supervisor or manager has given job knowledge and skills to his employees. The manager of J.K. emphasis in coaching or instructing the employees is on learning by doing. This method is very effective for the company because the manager has given sufficient time for provide coaching to his employees. It involves direct personnel instruction and guidance usually with demonstration.



This technique is also used by the industry. It involves speaking or presenting informations to large number of trainees usually from prepared notes. There are two variations of this method: talk and discussion. Talk involves encouraging trainees to raise question so as to maintain interest in the topic. In discussion, knowledge, ideas and opinions are freely exchanged among the trainees and the trainer. Lecture is a means of telling trainees something. Here, the instructor presents a series of facts, concepts, or principles, and explain relationships.

J.K. adopts direct discussion in the conference. In this the trainer guides the discussion in such a way that the facts, principles, or concepts are explained. It is an effective training device for persons in the position of both conferences members and conference leader. As a member a person can learn from others by comparing his opinion with those of others. As a conference leader person can develop his motivate people through his direction of discussion.



In order to achieve the training objective appropriate training steps are taken by the Jk. Training is organized after issuing of appointment letter to BOD. Then after, it include following steps

Organizational Objective & Strategy Nature of Current or Anticipated training Need Establishment of Training Goal Selection of Appropriate Training Techniques & Personnel Application of Training Techniques Selection of Trainees

Selection & Application of Evaluation Design

Monitoring of Training Programme

Overall Evaluation of Training Programme



The J.K. tyre industry first assesses its objective. What programme we do? What service we wish from worker? At what level of quality do we wish from worker? These questions will decide what skills, knowledge, abilities and other personal attributes are necessary for employees. To the extent that they may lack these attributes, training may be required.


A training policy is required to guide the design and implementation of training programme. J.K. has its sound training policy and it have following characteristics: a) Result oriented, b) Manager responsible for the training function, c) Proper communication with trainees, etc


Training is a joint process. In J.K. the responsibilities has to be shared among: a) Top management who will frame and authorize the basic training policies; b) Personnel department which should plan training instructions; c) Line supervisor who should implement training plan; d) Employees who should provide feedback and suggestions for improvement.


The assessment of training needs is perhaps the most important step in the process. It is from this needs assessment that the entire training process will flow. The assessment directs the whole training programme.



Generally in J.K. the trainees are there workers and manager used to create a desire for learning among trainees.


Training goal of Manager of J.K. is to giving knowledge about the new technology, product and so on among the worker. Recently the industry held training programme on the awareness of HIV AIDS and guidance about precaution about it. Because the company think that if the workers are healthy than industry will also run smoothly.


The trainer must know both the job contents and teach the worker in such a manner that he receives information as it is as manager send.


He tells and illustrates in order to impart new knowledge to trainees. The following sequence can be adopted: a) Explain the sequence of the entire job. b) Do the job step-by-step according to the procedure. c) Explain each step that he is performing. d) Key point should be stressed upon.


The manager asked question to worker in order to ensure that the really knows and understand the job.


2.10 OVERALL EVALUATION: This evaluation must be directly related to the completion of training goals. It involves two questions:i) What we decide to do? ii) What we achieve now? It also helps in designing future training programme.


The company prepares this record for an employees regularly or attendance. The training programme usually held for three days and the manager mostly used coaching and conference training techniques. This record form contain following elements:

3.1 Programme Title:

It contain the title on which manager arrange the training programme. For example Efficient Productivity, OHSAS and so on.

3.2 Dates:
It contain from which date the training programme is started.

3.3 Days & Duration:

It contain the days from week selected for training programme and also time of programmes.


3.4 Venue:
It contains the place where the programme held. The place is full of peace and surrounding with healthy environment.

3.5 Faculties
It contain the manager name who had given training to the employees

3.6 Employees Code:

Every individual or employees have its own code number, the employees code contain those code.

3.7 Name:
This column contains the name of the employees who attend the training programme.

3.8 Employees Signature:

Employees who attend the training programme give their signature in these columns. The record is for generally three days.




Ten Tips of Employees Training:

Well-trained employees are the key of Jk Tyre Industries success. The most successful, productive employees are those who have received extensive training. Theyre the cream of the crop, often having the strongest stake in the companys future. In an ideal world, You would be able to hire people who already possess the exact skills your business needs. But in todays competitive labor market, demand for skilled workers far exceeds supply. Thats where training comes in. We not only instruct arm our employees with needed professional or technical skills, but also show that we are invested in them and interested in bringing them with our companys future. This helps keep workers motivated and involved. To successfully launch an employee training program, Jk used these 10 helpful tips in its company:


Stress training as investment.

The reason training is often considered optional at many companies is because it is thought of as an expense rather than an investment. While the company thinks that, training can be costly up front but it's a long-term investment in the growth and development of our human resources.


Determine our needs.

As a probably dont have unlimited time or funds to execute an employee training program, we should decide early on what the focus of our training program should be. 28

Determine what skills are most pertinent to address current or future company needs or ones that will provide the biggest payback. Ask ourselves, How will this training eventually prove beneficial to the company? Repeat this process as your business needs change.


Promote a culture of learning.

In todays fast-paced economy, if a business isnt learning, its going to fall behind. A business learns as its people learn. So we communicate our expectations that all employees should take the necessary steps for done their skills and stay on top of their professions or fields of work. And it makes sure that, our support those efforts by providing the resources needed to accomplish this goal.


Get management on board.

Once we have developed a prioritized list of training topics that address key needs within our company, you need to convince management to rally behind the initiative.


Start out small.

Before rolling out our training program to the masses, rehearse with a small group of users and gather their feedback. This sort of informal benchmarking exposes weaknesses in our training plans and helps us fine-tune the training process.


Choose quality instructors and materials.


We select professional educator or simply knowledgeable staff members for conduct the training. Having the right training materials is also important after the training is over, these materials become valuable resources for trainees. 7.

Find the right space.

Select a training location thats conducive to learning. Choose an environment thats quiet and roomy enough to spread out materials. Make sure the space is equipped with a computer and projector, so you can present a visually stimulating training session. For e.g.:- the most of recent training programme was held in Hotel GAJANAN. 8.

Clarify connections.

Some employees may feel that the training they're receiving isn't relevant to their job. We make understand them that the connection early on, so they dont view the training sessions as a waste of valuable time. Employees should see the training as an important addition to their professional portfolios. Award people with completion certificates at the end of the program. 9.

Make it ongoing.

We dont limit training solely to new employees. Organized, ongoing training programs will maintain all employees skill levels, and continuously motivate them to grow and improve professionally. 10.

Measure results.

Without measurable results, its almost impossible to view training as anything but an expense. So we decide how we are going to obtain an acceptable rate of return on our investment. Determine what kind of growth or other measure is a reasonable result of the training you provide. We will have an easier time budgeting funds for future training because we can demonstrate concrete results.



This tracker is maintained by the HR manager. It contains the full information about the worker, working in the industry. It will keep as a record in the document of the HR department. Mainly Mr. Shiva, the time office manager does this work for the company. It is an important part of the industry and it beneficial for worker also. For an example, if any insurance company visiting in the industry for fulfillment the need of individual and required the data for matching the need to the services he used this data as a secondary form.

Employee Tracker


A competency is defined as a behavior or set of behaviors that describes excellent performance in a particular work context (e.g., job, role or group of jobs, function, or whole organization). These characteristics are applied more and more by organizations because they provide significant help with key problems such as:

Clarifying workforce standards and expectations. Aligning individuals, teams, and managers with the organization's business strategies. Creating empowerment, accountability, and alignment of coach, team member, and employer in performance development. Developing equitable focused appraisal and compensation decisions.

What is a competency model?

A competency model is a set of success factors, often called competencies that include the key behaviors required for excellent performance in a particular role. Excellent performers on-the-job demonstrate these behaviors much more consistently than average or poor performers. These characteristics generally follow the 80-20 rule in that they include the key behaviors that primarily drive excellent performance. They are generally presented with a definition and key behavioral indicators.

How are competency models developed?

Competency models are developed through a process of clarifying the business strategy and determining how the models would be used (e.g., hiring and selection, assessment, performance management, training and development, and career development). Then, data is gathered in structured interviews. Next, data is analyzed and used to develop straw man models of success criteria. Then validation surveys are administered and models refined based on feedback. Finally, models are finalized and translated into appropriate, end-user tools and applications.



It is a systematic process for measuring the performance of the employees in term of job requirement. Performance appraisal at industries is an annual exercise and is carried out through the performance appraisal forms.

Objective behind the Performance Appraisal in the Company:

1. Best use of its talent. 2. Find out area of weakness. 3. To diagnose the strength and weaknesses of worker so as to identify further training needs. 4. To facilitate research in Human Research Management. 5. To develop positive superior-subordinate relation

Process of Performance Appraisal Applying in the Company

The idealized process of Performance appraisal consists of the following steps:-

1. Establishing Performance Standards:

The appraisal process begins with the establishment of performance standards. These are developed with the help of job analysis and job description. These should be clear and objective to understand.


The behavioral characteristics to be evaluated on the job include work quality, honesty, team-work, job knowledge.

2. Communicating the standards: The managers of J.K. communicate and explain these expectations to the employees. The standard should be conveyed to the evaluators. The reaction of employees to the performance standards should be noted. These should be revised or modified in the light of feedback obtain from the worker. 3. Measuring Actual Performance: Manager should be concerned with hoe we measure? And what we measured? These require choosing the right method of measurement. 4. Comparing Actual Performance with Standards: Actual performance compare with the predetermined performance standard. Such compare will reveal the deviation between the two: a) Positive Deviation. b) Negative Deviation. The negative deviations not match to actual performance. 5. Discussing the Appraisal: The result of appraisal should be communicated with the worker so that they know about the good and weak point. Thus the worker will be motivated to improve themselves. 6. Taking Corrective Action: The final step in the appraisal is the initiation of the corrective action when necessary. Good manager take action as the situation demands.


Morale refers to the esprit de crop. A state of mind and emotions affecting the attitude and willingness to work, which is turn, affect individual and organizational objectives.

Positive employee morale is the corporate version of good mental health. Good mental health enhances performance for individuals, and for organizations. It can also help companies to improve employee morale.

So, what are the benefits of MORALE? 1. When company morale is high, the task of management becomes easy. 2. Employees perform better when theyre satisfied with their work and their work environment. Thats why, in the company, one of managements top priorities is to maintain morale at a high level.

Many factors can influence employee morale. There are factors relating to employees, factors relating to the workplace, and factors relating to management.

As a manager of J.K. tyre and Industries, Mr. N.S. Sharma has the ability to correct any problems in these areas. Here are some methods that can use by him in each area:


Factors with Employees:

According to him, problems experienced by one worker impact the whole team. If a worker is having problems at home, his performance at work may suffer. This puts a strain on team members who find them covering for him. Similarly, an employee may conduct personal business at work. Its actually good for morale to allow employees some leeway here. But if one employee starts abusing this, its unfair to the others and it sets a bad example. These two problems can usually belonging to the company and manager solves these in following manner: First, he used to gather information to find out whats happening. Second, he used to intervene by talking with the employee about the problem. Third, make a plan with the employee about what can be done to change his behavior.

Factors in the Workplace

In general, any improvements you make to the work environment help to improve employee morale. These include things like installing new lighting or new carpeting, applying a fresh coat of paint. Even company used different greenery poster of nature inside the industries, it help to fresh the mind of worker. Manager used this technique because the worker continuously engaged in making tyre which is of black in colour.

Factors with Management


As a manager, boost up the morale by paying attention to employees and acknowledging good work. So be generous with praise. It works best to praise a specific person or a specific group rather than the whole company. Also, when you praise someone, do it publicly. Make sure others hear it too. Finally its important to offer the right set of job benefits and job satisfactions. According to Mr. N.S. Sharma its true that money isnt everything. Employees want to find satisfaction with their work. Here are some examples:

Offer educational programs on helpful topics, such as physical fitness, career development, or personal finances.

Offer some time off each week to employees who do charitable, volunteer work for outside organizations. Or allow employees an hour each week to do something different within the company.

Hopefully we can continue to build company morale. And our employees will welcome it always.

Tasks Assigned During the Project


During the summer training, I was assigned with various tasks, which as follows:1. Maintain the Programme End Feedback (Summary Sheet) in the Excel. 2. Calculating the ratio of the Faculty Members Effectiveness who had used to give lecture in the training programme and feed these data in the system as hard copy. 3. Maintenance of the Individual Tracker. 4. Maintain the Self-Learning Evaluation result itself by workers, in the system. 5. Submitted the Personnel Information Sheet among the each and every worker. 6. Complete the blank which is not filling by the worker and make clear every point related to sheet, in their mind. 7. Attached these sheets in the companies document as a record.


1. Good communication with worker so they get what the manager sends. 2. The service conditions and welfare facilities given to the workmen to boosting their knowledge. 3. Discipline among worker. 4. Last, Product are its biggest strengths

1. System is not available for each and every department so manual work increases, 2. The prices are higher than its competitors. 3. Not regular and soft skill training for employees. There should not be regular visit of the technical person of JK in the factory.

1. Most of the customers have strong faith on the quality of material offered by JK. JK may convert this faith into business by targeting potential and occasional buyers and by improving the quality of the present service. 2. The management of JK, may periodically get the Ist hand information about the existing product and services offered JK. This may increase the market reputation of the Company. 3. There are many opportunities for the organization for expansion and diversification of its activities in India as well as abroad.

1. The natural reserves are of depleting nature. It is a threat of exhaustion of the deposits in future. 2. 85% of the total demand of TYRE is being full filled by manufacturer having capacity to govern the market by its huge production capacity.

LIMITATION of the Study

During the project every one in the organization was going to support us but there is some lack point I found and i.e.:


1. There is only one system available between three members which created problem in the completion of assigned task. 2. The worker was not cooperative in nature; they feel too much hesitation for giving their personnel information. 3. The training is not compulsory for every one. 4. The top mgmt does not involve worker in the training programme. 5. There is no female worker worked in the Kankroli Tyre plant. 6. Some employees feel that training programmes conducted are unnecessary burden on them. 7. Very few people submit their training report.

1. The department can reduce the manual work by hiring more technologies and system.


2. The no. of worker can be increased which would help in more productivity. 3. Proper cross-ventilation facilities available at work place so the worker being healthy and work properly. 4. As this is the tyre making industries the exhausted fan are also available in each sector for reducing the pollution inside the factory. 5. There should be some stress relieving programmes held at least once a week for an hour or so, to make the employees feel relax, for some time during their hectic schedule. 6. Separate HR Department should be established. 7. It would be better to ascertain the views/interest of the employees before they are nominated to any training programme. 8. Information given in annual performance appraisal report should be used to ascertain training needs. 9. Training should be made compulsory and disciplinary action should be taken against those who do not attend it. 10. The job facility is also provided to female so the most over female in that area will improve their standard of living and being self dependent.

After the deep study of HUMAN RESOURCE DEPARTMENT of Jk Tyre & Industries Ltd. we conclude that the company went through various development phases from 1973- 2009. And the HR Department of Jk has just entered in the threshold of an ideal HR


department. It has some unique features in itself, which makes it different from the other organization. Good relationship among workers and the manager make nurture creativity. All the four process of the HR department has maintained their work and handle it in a very systematic manner. Whatever the situation, the bitterness and alienation company solve it in easy way. By hypothesis testing we come to conclude that the company applied 1% and 5% level of significance because its productivity is more then these. Through this project we can conclude that, in the company the participation of worker and the manager in the effort is thought to be very important, not only because of the exercise of industrial democracy but also because of the great practical advantages it offer. And firm also create its competency matrix to take the advantages of new opportunities and for also to improve the quality of working life in the industry and manage HR in an ethical and social responsible manner. At last we can say that similarly a coin has two phases the company also have its merits and demerit. And, if the company work with its demerits than it will became the ideal department in it self and the life blood of an organization.


For the study entitled Effect of training and development programme upon the efficiency of employees in JK TYRE KANKROLI (a sample study)


I 1.

PERSONAL INFORMATION Name: Unit:3. A) Date of joining:Designation :Grade :b) Present designation:-


Age in years (please tick appropriate group) a) Below 25 c) 35 45 [ ] [ [ ] ] b) 25 - 35 c) 45 & above [ ]

II 1.

Training programme and effectiveness Is training necessary? a) Yes [ ] [ ] b) No


Is there any training policy existing in JK TYRE? a) Yes [ ] [ ] b) No


Are you satisfied with the present training policy? a) Yes [ ] [ ] b) No

4. How many training & development programme have you attended during last 5 years? a) Nil [ ] 44

b) 1 2 c) 3 4 d) 5 6 5.

[ [ [

] ] ]

In your opinion, training and development imparted by your organization help in the following:(i) Self renewal of organizational working Yes/No (ii) Development of leadership (iii) Quick and appropriate decision making Yes/No (iv) Efficiency and cost saving Yes/No (v) Initiative




These programmes resulted in enhancing which of the following:a) b) c) d) e) f) Knowledge Skills Attitude Behavior Performance on the job Decision making


Training programmes are conducted on:a) b) c) Periodical basis Need based If any other (specify)

. .

8. Which of the following programmes have you attended in last 5 years? S.No Types of training Yes No 45

. 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 9.

Lecture methods Case Study Business games Sensitivity analysis Job rotation Brain storming session Induction training Promotional training Theoretical inputs Outside sponsorship programmes Computer training programme What is the basic need of training? a) b) c) d) e) f) Increase productivity. Improving quality Improving knowledge and skill Obsolescence prevention Technological advances Organizational complexity


Which type training is needed? a) b) On the job Off the job

11. In what of the following do you think training and development programmes helped you? a) b) c) d) Better performances Promotion Job rotation Job satisfaction


To what extent these programmes were useful for development of your area of responsibilities? a) b) c) To a large extent. To some extent To a very little extent 46


Who takes the feed back after training programmes? a) b) c) d) Immediate supervisor Head of the department No feed back is taken If any other (then specify)


Do you submit any training report after the completion of the training and development programmes conducted by the organization? a) Yes b) No


What sort of a trainer would be preferred? a) b) c) A person from within the organization External trainer If any other (specify)

There are some data are analysis and they are:-

Analysis- 1 :- Is training is necessary?


NO YES Total no. of respondents

9 21 30

30% 70 % 100%

Table.1: Showing the percentage of necessary training.


Analysis-2:-Which programmed helped in training and development?




Better Performance Promotion Job rotation Job satisfaction TOTAL

12 9 5 4 30

40% 30% 16.67% 13.33% 100%

Table-2: Table showing percentage of programmed help in Training & development.


Analysis-3:- Which type of training is needed?

ANSWER On the job Off the job TOTAL NO. OF RESPONDENTS NO.OF RESPONDENTS % OF RESPONDENTS 25 5 30 83.34% 16.66% 100%

Table3: Table showing the percentage of training needed.


Book Name:

Human resource management by G.S. Sudha Research & methodology by C. R. Kothari.

ARTICLE NewspaperThe Times of India The economic times


Monthly magazine of company Annual report 2007-08

Web Site: