PROJECT REPORT

ON
“A STUDY OF NEED FOR TRAINING AND DEVELOPMENT
AT ASHOK LEYLAND BHANDARA”

A report submitted to R.T.M Nagpur University in partial fulfillment of course in

MASTER OF BUSINESS ADMINISTRATION (M.B.A) specialization in
HUMAN RESOURSE MANAGEMENT

Submitted By

KAPIL V. GANVIR

ENROLLMENT NO: 2015016601926462

Guided By

DEPARTMENT OF MANAGEMENT STUDIES

 K. D. K. COLLEGE OF ENGINEERING, NAGPUR.
2015 -2017

KARMAVIR DADASAHEB KANNAMWAR

COLLEGE OF ENGINEERING, NAGPUR
DEPARTMENT OF MANAGEMENT STUDIES
SESSION 2014 – 2016

CERTIFICATE

Certified that the project titled -----------------------------------is a bonafide work

done under my guidance by finalsemester students of this instituteand is submitted
to Rashtrasant Tukadoji Maharaj NagpurUniversity, Nagpur for the partial
fulfillment of the requirements for the award of degree of Master of Business
Administration.

KAPIL V. GANVIR

Projectee

Prof. Dr. S.H.Randhir

Guide Co-ordinator, MBA Dept.

Dr. D. P. Singh
Principal
K. D. K. C. E., Nagpur
 ACKNOWLEDGEMENT

With profound feeling of immense gratitude and affection, I would like to thank my
guide Prof. ...............for his/her continuous support, motivation, enthusiasm and guidance.
His/her encouragement, supervision with constructive criticism and confidence enabled me to
complete this project.
I also wish to extend my reverences to ________________-for providing valuable
guidance to complete my project.

I am gratifying to Dr. S. H. Randhir, Co-ordinatorfor motivating me to put my best

efforts in this project work.

I express my admirations for Dr. A. M. Badar, Vice principal, for his valuable advice
and support throughout this venture.

I also put forth my deepest sense of gratitude towards Dr.D.P.Singh, Principal for
constant motivation and providing necessary infrastructure.

Finally, a special thank to all the faculty members of the department for their
cooperation throughout the project work.

Name of Student PROJECTEE

KAPIL V. GANVIR
 DECLARATION

The Project titled A STUDY OF NEED FOR TRAINING AND DEVELOPMENT

AT ASHOK LEYLAND BHANDARA is my own work carried out under the
guidance of (-------Guide name), Nagpur. As far as my knowledge, this work in the
same form or any other form is not submitted by me or anyone else for award of
any degree.

PROJECTEE
KAPIL V. GANVIR
 Report on

“A STUDY OF NEED FOR TRAINING AND

DEVELOPMENT AT ASHOK LEYLAND

BHANDARA”
 Index

Sr.no Topic Page no.

1 Introduction 2–2
2 Company Profile
3 Research Methodology
A) Data Collection
B) Objectives 3 – 10
C) Hypothesis
D) Sample Size
E) Limitations
F) Research Design

4 Data Interpretation 11 – 19

5 Findings 20 – 25
6 Conclusions 41 – 41
7 Suggestions 42 – 42
8 Bibliography 43-43
9 Annexure
 CHAPTER NO. 1

INTRODUCTION OF TRAINING
Training is concerned with imparting developing specific skills for a particular purpose. Training is the
act of increasing the skills of employees for doing a particular job. Training is the process of learning a
sequence of programmed behavior.

In earlier practice, training program focused more on preparation for improved performance in particular
job. Most of the trainees used to be from operative levels like mechanics, machines operators and other
kinds of skilled workers. When the problems of supervision increased, the steps were taken to train
supervisors for better supervision.

Introduction
Training need identification is a tool utilized to identify what educational courses or activities should be
provided to employees to improve their work productivity. In order to emphasize the importance of
training need identification we can focus on the following areas: -

1. To pinpoint if training will make a difference in productivity and the bottom line.

2. To decide what specific training each employee needs and what will improve his or her job
performance.

3. To differentiate between the need for training and organizational issues and bring about a match
between individual aspirations and organizational goals.

Identification of training needs is important from both the organizational point of view as well as from an
individual's point of view. From an organization’s point of view it is important because an organization
has objectives that it wants to achieve for the benefit of all stakeholders or members, including owners,
employees, customers, suppliers, and neighbors. Similarly if seen from an individual's point of view,
people have aspirations, they want to develop and in order to learn and use new abilities, and people need
appropriate opportunities, resources, and conditions.

Importance of Training Process

1. Training and development is a routine based, non-stop practice, which a growing business
organization must conduct to achieve their production target.

2. From organizational point of view it is very crucial to assure the quality, quantity, and
effectiveness etc of the product by the means of suitable training.
 3. Development of the employee comes handy with training activities, making them much more
capable in outperforming various activities with high professions and accuracy by using advance
technical/mechanical tools and equipments.

4. As a management trainee I myself come through various aspects like performance appraisal,
payroll management, labors related laws and issues etc during my training and development
project.

Evaluating the productivity of the employees can very well recognize how to distribute your workforce.
This information gathered after conducting training programmed which is immensely helpful for the
human resources manager and the whole departmentTraining helps measure the performance of the
employees by evaluating the training given and comparing the individual and group's latest output with
the output given before training programmed.

TRAINING METHODS

On-the-job training: Almost every employee, from the clerk to company president gets some on-the-job
training, when he joins a firm. Under this method, an employee is placed in a new job and is told how it
may be performed. It is primarily concerned with developing is an employee skills and habits consistent
with the existing practices of an organization, and with orienting him to his immediate problems.

Vestibule training (training-centre training): Vestibule training method attempts to duplicate on-the-job
situation in a company classroom. It is a classroom training which is often imparted with the help of
equipment and machines which are identical with those in use in the place of work. This method enables
the trainee to concentrate on learning the new skill rather than on performing an actual job. Theoretical
training is given in the classroom while the practical work is conducted on the production line. It is a very
efficient technique of training semi skilled personnel e.g. clerk, machine operation, testers, typists etc.
Training is in the form of lectures, conferences, case studies, role-playing and discussion.

Demonstrations and examples: In the demonstration techniques, the trainer describes and displays.
When he teaches an employee how to do something by actually performing activities himself and by
going through a step-by-explanation of why and what he is doing. Demonstrations are effective
techniques in teaching as it is easier to show a person how to do a job then to tell him or ask him to gather
instruction from the reading material. Demonstrations are often used in combination with lectures,
pictures, text materials, discussions etc.

Simulation: Simulation is technique which duplicates the actual condition encountered on a job.
Trainees‘interest and employees‘motivation are high in simulation exercises because he actions of a
trainee closely duplicate the real job conditions. This method is essential in cases in which actual on-the-
job practice might result in a serious injury, costly errors. This technique is a very expensive one.

Apprenticeship: Apprenticeship training is the oldest and most commonly used methods. It is training in
crafts, trades and in technical areas major part of training time is spent on-the-job production work.
Off the job training:

a) Lectures: Simplest way of imparting knowledge to trainees is by lecture. Concepts or principles,

attitude, method can be useful when large group are to be taught. The lecture method can be useful when
large groups are to be trained within a short time, thus reducing the cost per trainee.

b) The Conference Method: In this technique, the participating individuals confer to discuss points of
common interest to each other. Conference is a formal meeting, conducted according to organized plan.

c) Seminar or team discussion: There are different methods of conducting seminar. It may be based on
paper prepared by one or more trainees on the subject in consulting with the person in charge of the
seminar.

d) Case studies: The person in charge of training make out a case provides necessary explanations,
initiates the discussion going .When the trainees are given cases to analyze. They are asked to identify the
problem and recommend tentative solutions.

e) Role Playing: in role playing, trainees act out a given role as they would in a stage play. It basically
involves employee-employer relationships hiring, firing, interviews disciplining etc.

f) Programmed instruction method: A programmed instruction involves breaking information down

into meaningful units and then arranging these in a proper way to form a logical and sequential learning
programme or package.

g) T-group training: This comprises of Audio-visual aids and planned reading programme.
TRAINING PROGRAM

Identification of Preparation of Identification

training needs training of
calendar participants

Conduct of Co-ordination Intimation of

training of organizing Program
training

Collection of Evaluation of Improve

feedback training performance
effectiveness
STEPS OF TRAINING
Identification of Training

The training needs are identified by Concern Validation Studies (CVS) and the gaps are filled by
providing training. The training needs can be identified by the immediate superiors or by the employee‘s
performance appraisal.

The training needs are identified:

 At the time of interview

 Annual appraisal

 Training identification format

 Specific recommendations by functional head

Deciding the Objective of Training

The gathered information is forwarded to human resources officials for consultation and then the training
objectives are established.

The training objective is prepared after finding the requirement of training whether the gaps are about
knowledge, skill or attitude. Then the objective of training is established and efforts to accomplish started.
Training Plan

Based on the collected data and discussions with hr manager training plan is prepared.

The training plan is prepared. The training calendar is prepared monthly with the name of the trainees and
the trainer.

Training Methods and Tools

Considering the type of training, a suitable training method and required tools and equipments are
finalized. The venue is finalized and all logistics are prepared. The methods and tools are also finalized
once the type of training is decided whether it is knowledge, skill or attitude.
Training Implementation
List of employees are first of all collected with their name, designations and department and than a proper
schedule with date, day and time and venue is finalized and all the employees are made aware of. The
training is conducted and completed as per the schedule.

The training given mainly resolves around Knowledge of the products and processes for each vertical and
level.

The Concern Validation Studies (CVS) is done to identify the gaps and then here we see that he is
suitable for that job or he requires more training to do the job. We consider his previous skill and
qualifications etc.

When candidate is appearing for an interview, we ask him about the training which he has undergone in
previous program. If there is necessity for any specific skill then we are training him accordingly.

In annual appraisal there are two types of appraisals. One is self-appraisal and other head of department
appraisal. In appraisal there is point mentioned if they require any specific training for updating their job.
Likewise, head of department is asked to write that did he require any specific training to update his job
requirement.

The skill and attitude training is imparted by reality learning and NIS Academy teaches attitude only .In
that we sent training identification form to the concerned head of the department with his departmental
list along with list the training programs.

We sent candidates for training in house/ external depending upon the nature of training.

After identification of training needs, we prepare the training calendar on yearly basis. For this we seek
the following information. Nominate the persons for program, finding the faculty, venue for the program
and training.

Based on this we are preparing annual calendar.

Based on the annual calendar we prepare annual budget for training and seek the approval.

After training calendar is ready, we inform the nominee, faculties and book venue for training program
and the logistics involved is arranged.
 CHAPTER NO. 2

COMPANY PROFILE

Ashok Leyland Limited (hereinafter referred to as “the Company” or “Ashok Leyland”) was founded and
incorporated by late Mr.Raghunandan Saran on 07th September 1948with set up in collaboration with
Austin Motor Company, England for the assembly of Austin Cars. The Company was namedasAshok
Motors. After the collaboration taking place with equity participation from Leyland Motors, Ltd the name
of the Company was changed to the present name, which was named after Raghunandan’s son, Ashok.

In 2007, the Company’s stakes were bought by Hinduja Group indirectly through Industrial Vehicles
Corporation (IVECO), now the promoter shareholding stands at 53.89%. Today the Company is under the
flagship ofHinduja group of companies (hereinafter referred to as “the group”). The group was started in
the year 1914 by Late MrParmanandDeepchandHinduja.

Ashok Leyland’s shares are currently listed on the Bombay Stock Exchange(Script No.500477). Ashok
Leyland’s shares are also currently listed on the National Stock Exchange of India (Script Name.
“ASHOKLEY”) .

Ashok Leyland is an Indian automobile manufacturing Company based in Chennai, India. It is the 2nd
largest commercial vehicle manufacturer in India, 4th largest manufacturer of buses in the world and 16th
largest manufacturer of trucks globally. Operating six plants, Ashok Leyland also makes spare parts and
engines for industrial and marine applications. It sells about 60,000 vehicles and about 7,000 engines
annually. It is the second largest commercial vehicle Company in India in the Medium and Heavy
commercial vehicle (M&HCV) segment with a market share of 28% (2007–08). With passenger
transportation options ranging from 19 seaters to 80 seaters, Ashok Leyland is a market leader in the bus
segment. The Company claims to carry more than 60 million passengers a day, more people than the
entire Indian rail network. In the trucks segment Ashok Leyland primarily concentrates on the 16 ton to
25 ton range of trucks. However Ashok Leyland has presence in the entire truck range starting from 7.5
tons to 49 tons. With a joint venture with Nissan Motors of Japan the Company made its presence in the
Light Commercial Vehicle (LCV) segment (<7.5 tons).
Vision , Mission & Values

Our Vision
Be among the top Indian corporations acknowledged nationally and internationally for

- Excellence in quality of its products.

- Excellence in customer focus and service.

Our Mission
Be a leader in the business of commercial vehicles, excelling in technology, quality and value to customer
fully supported by customer service of the highest order and meeting national and international
environmental and safety standards.

Our Values
At ASHOK LEYLAND

We respect the skills and integrity of professionals

We empower those who belong to us

We work in tandem with our environment

We listen to our stakeholders, be they customers or communities

And we build value for all our shareholders

Including the society we coexist with

The Company generates revenue from Sale of Products and Rendering Services.

Sale of Product Includes:-

Commercial Vehicles:

The Company Manufactures as well as Re-Sale/Trade the Commercial Vehicles. Major type of vehicles
includes Buses, Trucks, Light Vehicles and Defense Vehicles.

Engines and Gensets

Spare Parts and Others

Head office and registered office of the Company is located at Chennai, TamilNadu,India. The Company
has its manufacturing facility located at Pantnagar, Uttarakhand,Alwar, Rajasthan, Bhandara, Maharastra,
Hosur and Ennore, Tamil Nadu, Ras al-Khaimah(UAE), Letnany, Czech Republic and Elmet, United
Kingdom.

The Company proposes to take following actions in the near future:

 Introduction of new variants in ‘CAPTAIN’, a product type Heavy Truck. Platform including
Tractors and Haulage.
 Introduction of new variants in ‘BOSS’, Intermediate Commercial Vehicle (ICV) Platform for
export applications.
 Introduction based on Neptune Engine.
The Company has the following Subsidiaries:

Albonair GmbH, Germany

It was established with a vision of being a complete solution provider for reducing automotive emissions
and has, in the short period since inception, developed the complete solution for Selective Catalytic
Reduction (SCR) and Urea Dosing System (UDS) conforming to Euro 4, 5 and 6 emission standards for
commercial as well as passenger vehicles

Hinduja Leyland Finance Limited

Incorporated in November 2008, Hinduja Leyland Finance (HLF), jointly promoted by Ashok Leyland
and the Hinduja Group, was formed to provide finance for the purchase of vehicles or equipment. HLF
received the NBFC License in March 2010 and have started operations with an equity of Rs. 225 crores.
The strength of the Company lies in its core competence in fund-based lending for a diversified portfolio
of Commercial Vehicles, Cars, Construction Equipment, Tractors and Used Vehicles and its network that
covers 19 states with over 275 locations.

Hinduja Tech

Hinduja Tech is a Hinduja Group Company incorporated in 2009, with a focus to provide Engineering,
Manufacturing, Information Technology and Enterprise Services and Solutions for Automotive,
Aerospace, Defence, Industrial and General Manufacturing industries.

Hinduja Tech serves top global companies including 18 of the Fortune Global 500 companies. It is led by
a management team with global experience in delivering high-end solutions in Engineering, ERP and IT
services space. As a business solution focused Company, Hinduja Tech has established Centers of
Excellence (CoE) to develop solutions to address key customer business imperatives in the Engineering,
Manufacturing and Enterprise domains.

Headquartered at Chennai, India, Hinduja Tech has world class development centres at Chennai,
Bangalore and Pune (India) as well as in Walldorf (Germany). Hinduja Tech Technologies has its
subsidiaries in the US, namely, Hinduja Tech Inc., and in Germany, Hinduja Tech GmbH, respectively.
Hinduja Tech also has branch offices in UK, Dubai and South Africa.
Ashok Leyland Nissan Vehicle Limited

Ashok Leyland holds 51% of the stakes inAshok Leyland Nissan Vehicle Limited as per the Joint
Venture with Japanese auto giant Nissan (Renault Nissan Group).

Avia Ashok Leyland Motors S.R.O.

The Company carried out following Research and Development (R&D) in FY 2014:

Engines & Aggregates

 Development of CPCB-II and Euro IV compliant“Neptune” Series of Engines.

 Development of cost effective SCR after-treatmentsystem to meet BS-IV emissionnorms.
 Development of mid-range Euro V CNG engine.
 Development of a 3-Cylinder CNG engine for LCV application.
 Indigenization on of 9 Speed Gearbox for M&HCV Vehicles.
 Development of Automated Manual Transmission for ICV range of vehicles.

Vehicle Models

 Launch of ‘CAPTAIN’ series of Tipper vehicles in M&HCV Segment.

 Launch of two variants of ‘BOSS’ vehicles in ICV Segment.
 Launch of CNG and other variants of DOST
 Product on readiness for the JanBus
 Development of several U-Truck tractor andtripper models and variants for specialized
applications.
 Launch of vehicles with OBD-II systems
The Company has received following Awards and Recognition in FY 2014:

 Alwar Plant has bagged “Golden Peacock Award” for Environment Management from Hon’able
Minister of Petroleum & Natural Gas Mr. VeerappaMoily.

 Alwar & Bhandara Plants got the Aspirant – merit Certificate for Green Manufacturing Excellence
Award from Frost & Sullivan.

 Hosur 2 won merit award from Ministry of Power, India conducted by BEE (National Energy
Conservation Awards 2013).

 Hosur 2 also secured “Gold” in the Environment Award 2013 conducted by Greentech Foundation.
 Ashok Leyland Products

From 18 seated mini buses used by schools and corporate to 82 seated to double Decker buses from 7.5
ton to 49 ton in haulage vehicles, from numerous special vehicle applications to diesel engines for
industrial, marine and genset applications.

Ashok Leyland offers a wide range of products. though timely innovations the company has created new
products and application segments, there by expanding the market. From eggs to steel, from flowers to
cars…what doesn’t moves Ashok Leyland vehicles?

Ashok Leyland have made and sold product like roadways buses, CNG buses, Defense trucks Vestibule
buses, luxury buses, Rear engine buses, School buses, Tripper and Dumper, Vehicles for fire brigade.

The bus run on Delhi-Lahore route is also made by Ashok Leyland.

Apart from these Ashok Leyland makes the engines which are being used for Generators, marine and
industrial applications. Ashok Leyland makes three kinds of engines-Al engines, Iveco engine, Mostly
hino engines are being used.

Products

Buses :-
From 18 seaters to 80 seaters, our buses move some 70 million people every day. Know more about them
here.
Trucks :-
We have a comprehensive range of trucks for a variety of applications: long-hauls, distribution,
construction or mining. Find more here.

Light Vehicles :-
DOST, the first LCV from the Ashok Leyland Nissan JV, rolls out to the market. Know details of the
product here.
Defence:-
We offer end-to-end solutions to meet the logistics’ requirements of the armed forces with our platforms
Stallion, RHINO and FOX.

Power Solutions
Under the brand name, Leypower, we offer complete power solutions for a variety of applications.
Leypower symbolizes “power uninterrupted”.
Chairperson

Mr. Dheeraj G.Hinduja

Dr. Andrew C Palmer

 CHAPTER NO.3

RESEARCH METHODOLOGY

MEANING OF RESEARCH

Research as a scientific and systematic search for pertinent information on a specific topic .In fact,
research is an art of scientific investigation. It is an academic activity as such the term should be used in a
technical sense. Research is, thus an original contribution to the existing stock of knowledge making for
its advancement .it is a per-suite of truth with the help of study, observation, comparison and experiment.
In short, the search for knowledge through objective & systematic method of finding solution to a
problem is “Research”

DEFINITION OF RESEARCH

1) According to Advanced Learner’s Dictionary, “A research is a careful investigation or inquiry

especially through search for new facts in any branch of knowledge”.

2) According to Clifford Woody,“Research comprises defining and redefining problems, formulating

hypothesis or suggested solutions; collecting and evaluating data; making deduction and reaching
conclusions; and at last carefully testing the conclusions to determine whether they fit the
formulating hypothesis”.

A) METHODS OF DATA COLLECTION:-

In Conducting, the Research Primary and Secondary Sources are observed. The Findings are mainly
based on Primary Methods of Data Collection.

Research
Methodology

Primary Data Secondary

Data
Primary and Secondary research are the difference in conducting the research. The findings are mainly
based on primary method of data collection.I will use other secondary sources of data such as books,
journals, record of the investigations available. The important thing is that there are advantages and
disadvantages for both methods.
In Primary research, there is no data available for the researcher; hence the researcher has to
start from scratch. This means that the researcher needs to design questionnaires, collect data from
respondents and then analyze the result. In secondary research, the researcher has the necessary data
available. These data are made available through other publications or reports, like newspaper or annual
reports of companies. In secondary research, there is no need to start from scratch, the data or
information done by other organizations or publications can be used. Primary research is more time
consuming and costly.

1) PRIMARY DATA
Data that is collected for the specific purpose at hand is called as primary data. The collection of
primary data is costly and time consuming.Primarydata the one which is collected by the investigator
himself for the purpose of a specific inquiry or study. Such data is original for character and is generated
by survey conducted by individuals in research institution or an organization.
According to W.A. Neiswanger, A primary
source is a publication in which the data are published by the same authority which gathers and
analyzethem.primary data is important for all areas of research because it is unvarnishedinformation about
the results of an experiments or observation. Primary data is the specific information collected by the
person who is doing the research. It can be obtained through case studies, true experiments and
randomized controlled studies.This information can be analyses by other experts who may decide to test
the validity of the data by repeating the same experiments.

Definition:-
According to W.A. Neiswanger, “A primary source is a publication is which the data are published by the
same authority which gather and analyze them”.

i) Survey Method:- Surveys represent one of the most common types of quantitative, social science
research. In survey research the researcher selects a sample of respondents from a population and
administers a standardized questionnaire to them. Using surveys, it is possible to collects data from large
or small population. The questionnaire can be a return document that is completed by the person being
surveyed, an online questionnaire, a face to face interview, or a telephonic interview, using surveys; it is
possible to collect data from large or small population, various survey methods.

ii) Observation Method: -Observation involves recording the behaviouring pattern of people,
objects and events in systems of manner to obtain information about the phenomenon of interest.
Observation method may be structured or unstructured, direct or indirect. Furthermore observation may
be conducted in a natural or contrived environment.The observer does not question or communicate with
the people be in observed information may be recorded as the events occur or from recorded of past
events. Observational method may be structured or unstructured, direct or indirect. Furthermore
observation may be conducted In a natural or contrived environment.
Iii) Interview Techniques:-Interview is a conversation between two or more people where
questions are asked by the interviewed to obtain information from the interviewee. The interview method
of collecting data involves presentation of oral-verbal stimuli and reply in terms of oral-verbal responses.
This method can be used through personal interview and if possible through telephonic interviews.

iv) Questionnaire Method: - A questionnaire is a method of obtaining specificinformation about a

define problem so the data, after analysis and interpretation, results in a appreciation of the problem. A
questionnaire from which has to becompleted by an interview.

2) SECONDARY DATA

Secondary data may be defined as data that has been collected earlier for some purpose other than the
purpose of the present study. Secondary data is also called as historical data. Secondary sources of data
provide a wealth of information to the researcher. For more information I referred to books, magazines,
journals, news papers and websites etc. It thus provides rich insights into the research process. Secondary
data are those data which have been already collected and analyses by some earlier agency for its own use
and later the same data are used by a different agency.

Secondary data is data that is neither collected directly by the user nor specifically for the user obtain
under condition not known to the user like government reports. Secondary information as already has
been collect for some other purpose.

TYPES OF SECONDORY DATA

i) Books:-Books is a source of collection of data what exactly the reader want.

ii)Websites:- Websites is a collection of related web page including multimedia content typically,
identified with a common domain name and published an least one web server-
.http:/study.com/academy/lesson.

iii) Generals:- General data means collecting data from our surroundings.
iv) Magazine:- magazine is a general interest regular periodical covering several topic by short
articals.
B) Objective Of Study

The project is entitled as, “STUDY OF NEED FOR TRAINING AND DEVELOPMENT AT ASHOK
LEYLAND, BHANDARA“. So the basic objective of the project is follows: -

 To understand the different training methods at Ashok Leyland Industries from that employee
enhance their knowledge, skill and experience.

 To study how Training and Development programmes are undertaken in the organization.

 To know process of Training and Development at Ashok Leyland, Bhandara.

 To study the effectiveness of Training and Development in the organization.

 To measure the satisfaction level of employee regarding training and development.

C) Hypothesis:-

The statement of Hypothesis is:

“The Training and Development techniques adopted by Ashok Leyland, Bhandara have been successful
in developing the required skills of the employee for the efficient functioning of their work”.

D) SAMPLE SIZE: -
Samples are taken by 30 employees.
C) Limitations:-

1) The study is limited to employee of ASHOK LEYLAND, Bhandara.

2) Research completed in short span of time in 45 days.

3) Biased reply of the respondents likes giving wrong information.

4) Non-available of the data or the relevant information of the respondent.

5) Lack of co-operation from administration.

RESEARCH DESIGN

SR. NO. SPECIFICATION APPROCH

1 Data Source Primary & Secondary Data

2 Research approach Survey Method, Observation

3 Research instruments Questionnaires

4 Sample Unit Employee

5 Sampling Method Probability: Random Sampling

6 Sample Size 30

7 Sample Area Lakhani, Bhandara

 CHAPTER NO.4

DATA ANALYSIS & INTERPRETATION

Questionnaires asked to the employee

1. For how long you have been working for this company?

Sr. No. Response No. of Employee Percentage

1 Below 6 months 8 27%
2 6 months – 1 year 7 23%
3 1-2 year 7 23%
4 2-4 year 8 27%
Total 30 100%

Working peroid of employee

27%
27%
Below 6 months
6 months – 1 year
1-2 year
2-4 year

23% 23%

Interpretation:-
27% of employee have been working for this company for below 6 months, 23% of employee for 6
months- 1 year, 23% of employee for 1-2 year, 27% of employee for 2-4 years .
 2. Do you have attained any training program in your company?

Sr. No. Response No. of Employee Percentage

1 Yes 25 83%
2 No 5 17%
Total 30 100%

Attainment of training program

17%

yes
no

83%

Interpretation:-

83% of the employee has attained training program in the company while 17% of the employee
do not attained program.
3. Are you actively involved in learning during training process?

Sr. No. Response No. of Employee Percentage

1 Yes 30 100%
2 No 0 0%
Total 30 100%

Actively involvement of employee in learning during training

process

yes
no

100%

Interpretation: -

100% of the employee are said, they actively involved in learning during training process.
 4. Why training is important to you for?

Sr. No. Response No. of Employee Percentage

1 Increase productivity 12 40%
2 Achieving organizational goal 10 33%
3 Reducing wastage 8 27%
Total 30 100%

Training important

27%

40%
Increase productivity
Achieving organizational goal
Reducing wastage

33%

Interpretation:-

40% of employee said the training important is Increase productivity , 33% of employee are said
Achieving organizational goal, 27% of employee are said Reducing wastage.
 5. Does the training help you to upgrade your skill and knowledge?

Sr. No. Response No. of Employee Percentage

1 Yes 25 83
2 No 5 17
Total 30 100%

Training helps to upgrade skill & knowledge

17%

yes
no

83%

Interpretation:-
According to above data, 83% of the employees are said training helps to upgrade skill and knowledge
17% of employee do not agree that training helps to upgrade skill and knowledge.
6. What do you except from training session?

Sr. No. Response No. of Employee Percentage

1 Theory 2 67%
2 Practical knowledge 20 27%
3 Vocational Guidance 8 6%
Total 30 100%

Expection from training

6%

27%

Theory
practical knowledge
vocational guidance

67%

Interpretation:-
According to above data, 67% of the employee are said, they expect practical knowledge from
training session while 27% of employee said for vocational guidance and 6% for theory
7. What is your opinion on the program conducted in your organization?

Sr. No. Response No. of Employee Percentage

1 Excellent 12 40%
2 Good 12 40%
3 Average 4 13%
4 Poor 2 7%
Total 30 100%

opinion on the training

7%

13%

40% Excellent
Good
Average
Poor

40%

Interpretation:-
According to the above data, 40% of the employee are given their excellent opinion on the
program, 40% of the employee are given their good opinion while 13% are average opinion and
7% poor opinion conducted in organization.
 8. Is there safety provision for employee during training session?

Sr. No. Response No. of Employee Percentage

1 Yes 25 83%
2 No 5 17%
Total 30 100%

Safety provision

17%

yes
no

83%

Interpretation:-
According to above data, 83% of the employee are said, there is safety provision for employee during
session while 17% of employee said for no safety provision.
9. Rate of quality of training that you received from the training session?

Sr. No. Response No. of Employee Percentage

1 Very beneficial 10 33%
2 Beneficial 17 57%
3 Non-beneficial 2 7%
4 Un-important 1 3%
Total 30

Rating the quality of training

3%
7%

33%
Very beneficial
Beneficial
Non-beneficial
Un-important

57%

Interpretation:-

According to the above data, 33% of the employee rated the quality of training as beneficial, 57%
of employee rated beneficial, 7% rated non- beneficial and 3% rated un-important
10. Are you satisfied with the method of training?

Sr. No. Response No. of Employee Percentage

1 Yes 30 100%
2 No 0 0%
Total 30 100%

Employee satisfaction regarding training method

yes
no

100%

Interpretation:-

According to the above data, 100% of the employee are satisfied with the training
method.
 CHAPTER NO. 5

FINDINGS:-

1) 27% of employee has been working for this company for below 6 months, 23% of employee for 6
months- 1 year, 23% of employee for 1-2 year, 27% of employee for 2-4 years.

2) 83% of the employee has attained training program while 17% of employee do not attained training
program in the company..

3) 100% of the employee are said, they actively involved in learning during training process.

4) 40% of employee said the training important is Increase productivity, 33% of employees are said
Achieving organizational goal, 27% of employees are said Reducing wastage.

5) 83% of the employee are said training helps to upgrade skill and knowledge 17% of employee do not
agree that training helps to upgrade skill and knowledge.

6) 67% of the employee are said, they expect practical knowledge from training session while 27% of
employee said for vocational guidance and 6% for theory.

7) 40% of the employee are given their excellent opinion on the program, 40% of the employee are given
their good opinion while 13% are average opinion and 7% poor opinion conducted in organization.

8) 83% of the employee are said, there is safety provision for employee during session while 17% of
employee said for no safety provision.

9) 33% of the employee rated the quality of training as beneficial, 57% of employee rated beneficial, 7%
rated non- beneficial and 3% rated un-important.

10) 100% of the employees are satisfied with the training method.
 CHAPTER NO. 6

CONCLUSIONS:-

On the basis of the analysis made, the following conclusions are drawn:

1. Employees are satisfied with the training and development program given to them.

2. The training program has helped in developing skills of the employees.

3. After attending the training program most of the employees find their attitude better towards the
job.

4. Maximum employees think that training helps them to increase productivity.

5. Training helps in improving relationship between the employer and employees of the company.
 CHAPTER NO. 7

SUGGESTIONS:-

1. The training program should be of good quality.

2. The training should provide upgraded information.

3. Training should be continuous process i.e. should be imparted at regular intervals.

4. The duration of the training program should be less and details should be precise and accurate.
 CHAPTER NO. 8

BIBLIOGRAPHY:-

Books

* Personnel and Human Resource Management by P. Subba Rao

* Personnel Management by C. B. Mamoria

* Human Resource Management by Anjali Ghanekar

Websites

* www.Wikipedia.org

* Www.ashokleyland.com
 CHAPTER NO. 9

ANNEXURE

1. For how long you have been working for this company?
a) Below 6 months
b) Below 6 months – 1 year
c) 1-2 year
d) 2-4 year

2. Do you have attained any training program in your company?

a) Yes b) No

3. Are you actively involved in learning during training process?

a) Yes b) No

4. Why training is important to you for?

a) Increase productivity
b) Achieving organizational goal
c) Reducing wastage

5. Does the training help you to upgrade your skill and knowledge?
a) Yes b) No

6. What do you except from training session?

a) Theory
b) Practical knowledge
c) Vocational guidance

7. What is your opinion on the program conducted in your organization?

a) Excellent
b) Good
c) Average
d) Poor

8. Is there safety provision for employee during training session?

 a) Yes b) No

9. Rate of quality of training that you received from the training session?
a) Very beneficial
b) Beneficial
c) Non- beneficial
d) Un-important

10. Are you satisfied with the method of training?

a) Yes b) No