A STUDY ON TRAINING AND DEVELOPMENT FOR

EMPLOYEES WONJIN AUTO PARTS INDIA

PRIVATE LIMITED.
PROJECT REPORT

Submitted to the University of Madras in partial fulfilment of the requirement of the award for degree

BUSINESS ADMINISTRATION

By
K. PRABHA G. BEULA
(Reg No: 412101122) (Reg No: 412101118)

Under the guidance of

Mrs. E. HEMAPRIYA, B.E., MBA., PhD.,
(Asst. Professor in BUSINESS ADMNISTRATION)

ANNAI THERASA ARTS AND SCIENCE COLLEGE

THIRUKAZHUKUNDRAM – 603 109
MARCH – 2024
1
DECLARATION

2
 DECLARATION

We hereby declare that the project titled “A STUDY ON TRAINING AND

DEVELOPMENT FOR EMPOLYEES WONJIN AUTO PARTS INDIA PRIVATE LIMITTED” to
University of Madras in partial fulfilment of the requirement for the award of the BUSINESS
ADMINISTRATION is a record of original work done by us during the field placement in the
academic year 2023-2024.

K. PRABHA
(412101122)

G. BEULA
(412101118)

Place:

Thirukazhukundram

Date:

3
CERTIFICATE

4
 ANNAI THERASA ARTS & SCIENCE COLLEGE
Mangalam Thirukazhukundram - 603 109

DEPARTMENT OF BUSSINESS ADMINISTRATION

CERTIFICATE
This to certify that the project work entitle a study on satisfaction is based on the
original work done by K. PRABHA (412101122), G. BEULA (412101118) in partial
Fulfilment for Award of the Degree BUSINESS ADMINISTRATION Madras University
2023 -2024. This Work has not previously formed on the award of any degree Diploma
Associate ship and represent. An independent Work done by the candidates.

Mrs. E. HEMAPRIYA ,B.E.,M.B.A.,( ph.D.,) Mrs.M.SHANMUGAPRIYA,M.Com.,M.Phil.,(Ph.D.,)

Project guide Head of the Department

Dr. P.KAMALAKANNAN, M.P.Ed., M.Phil., Ph.D.

PRINCIPAL

Submitted for viva-voice examination held on:

Examiner

1.

2.

5
ACKNOWLEDEGEMENT

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 ACKNOWLEDGEMENT

We first of all thank the University of Madras and ANNAI THERASA ARTS AND
SCIENCE COLLEGE for the opportunity to present our project.

We Extent our and also extent our immense gratitude to our principal
Dr.S.KAMALAKKANNAN, M.P.Ed., M.Phil. Ph.D., for given us the opportunity his project
report and for the kind co-operation.

We also our gratitude Mrs. M.SHANMUGAPRIYA, M.Com.,M.Phil.,Ph.D., HEAD

OF THE DEPARTMENT OF BACHELOR OF BUSINESS ADMINISTRATION for their
constant encouragement and heartfelt wishes.

We profound gratitude is to Mrs. E. HEMAPRIYA ,B.E.,M.B.A.,( ph.D.,) who have guided us

throughout the study and showed wherever we struck during the study.

We obligation to extent our special thanks to the other faculty members of our department
of BUSINESS ADMINISTRATION of their kind help.
Mrs. N.YUVARANI, BBA,MBA.,
Mrs. K.B.MEERA, B.COM, MCOM,

It is our immense pleasure to extent our sincere thanks to Mr. PRAVEEN HR AND
ADMIN, WONJIN AUTO PARTS INDIA PRIVATE LIMITED for given us the opportunity to
do this project in their respected concern. And also, we thank the family and friends who have
support us to complete this project in effective manner.

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CONTENTS

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CHAPTER TITLE PAGE
NO

I. . ABSTRACT

II. INTRODUCTION

III. COMPANY PROFILE

OBJECTIVE OF THE STUDY

LIMITATIONS

LITERATURE REVIEW

IV. RESEARCH METHODOLOGY

SOURCES OF DATA

V. ANALYSIS & INTERPRETATION OF

DATA
VI. STATISTICAL TOOLS

FINDINGS

SUGGESTIONS
VII. CONCLUSIONS

QUESTIONNAIRE

BIBLIOGRAPHY

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 LIST OF TABLES

S.NO PARTICULARS PAGE NO.

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11
CHAPTER -1
ABSTRACT

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 ABSTRACT
The project aimed to find Training and development for employees of WONJIN AUTO
PARTS INDIA PRIVATE LIMITED. The main purpose of the research is to improve the
individual skill and increase an individual motivation to perform the job well. The researcher
collected the primary information required for the study through a structural questionnaire and
books are the main parts of secondary data. The nature of the study was descriptive. Convenience
samplings methods were used for the survey. The sampling size was 100 respondents. This
includes only employees of WONJIN AUTO PARTS INDIA PRIVATE LIMITED. The research
analysing data into simple tabulations, percentages, correlation is used for statistical inference. The
study concludes that there is a need for training and development program for the employees of
WONJIN AUTO PARTS INDIA PRIVATE LIMITED.

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 CHAPTER -2
INTRODUCTION

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 INTRODUCTION

Training and Development is one of the main functions of the human resource
management department. Training refers to a systematic setup where employees are
instructed and taught matters of technical knowledge related to their jobs. It focuses on
teaching employees how to use particular machines or how to do specific tasks to
increase efficiency.

Whereas, Development refers to the overall holistic and educational growth and maturity
of people in managerial positions. The process of development is in relation to insights,
attitudes, adaptability, leadership and human relation

Training and development programs are designed according to the requirements of the
organization, the type and skills of employees being trained, the end goals of the training
and the job profile of the employees. These programs are generally classified into two
types: (i) on the job programs, and (ii) off the job programs.

Different training is given to employees at different levels. The following training

methods are used For the training of skilled workers and operators Specific job training
programs, Technical training at a training with live demos, Internship training, Training
via the process of rotation of job.

Training given to people in a supervisory or managerial capacity is – Lectures, Group

Discussions, Case studies, Role-playing, Conferences etc.

People in managerial programs are given this type of training- Management Games to
develop decision making, Programs to identify potential executives, Sensitivity training
to understand and influence employee behaviour, Simulation and role-playing, Programs
for improving communication, human relations and managerial skills.

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In a world where technology is constantly evolving and knowledge is growing, training
has a significant role to play in organizational success. Successful organisations invest in
employee training and

development to improve productivity and morale, thereby generating a positively impact

on organisational bottom line. Today when skills are becoming obsolete quicker than ever
before, training and development of human capital is the tool for survival across the
business spectrum. From an employee’s perspective training and development is
practically mandatory to stay up to date and retain or increase one’s skills and
employability.

A look at the mission and value statement of successful organisation further reinforces
the relevance of training human capital in business. The Vision and Mission clearly
indicate that successful organisations distinguish themselves from others as they are
constantly improving and placing training and development as an essential tool to drive
organisational goals.

The current market trends have indicated cuts in training budgets so organisations need
to evolve efficient and effective training methods to help employees develop their skills
to make new products, generate innovative ideas, and provide high quality of customer
satisfaction. So, increasingly efficient methods of training must be adopted, as has
happened during the current pandemic situation by placing more trust on online learning.

Training and development is the field concerned with organizational activity aimed at
bettering the performance of individuals and groups in organizational settings. It has been
known by several names, including employee development, human resource
development, learning and 9 development. An organization which aspires to grow must
be in tune with the changing needs of the society. Training becomes relevant in the
context since it is only through training that the gap between performance of the
organization and the felt of a changing society can be neutralized. Training reduces the
gap by increasing employee’s knowledge, skill, ability and attitude. Training and
development are terms which are sometimes used interchangeably.

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Development was seen as an activity associated with managers. In contrast training has
immediate concern and has been associated with improving the knowledge and skill of
non-managerial employees in the present job. Training which is a vehicle for human
resource development is concerned with improving the skills of the employees and
enhancing their capacity to cope up with ever changing demands of the work situation. It
also makes a positive contribution to the empowerment of the employees.

Employee Training and Development

A strategic tool for improving business outcomes by implementing internal educational

programs that advance employee growth and retention.

Management Training and Development

The practice of growing employees into managers and managers into effective leaders by
the ongoing enhancement of certain knowledge, skills and abilities. The corporate
marketplace is quickly changing, and businesses must be flexible and easily adapt to
change. Technology is one of the key drivers in this rapid change, with automation and
artificial intelligence (AI) in the forefront.

Recent articles and industry surveys suggest that a lot of corporate training may be
ineffective. Most training won’t be fully retained by learners. Businesses must build a
culture of ongoing self-directed, self-motivated learning with focused distance learning
programs and mobile "just-in-time" training.

Organizations also have to rethink the larger framework of what skills will be needed in
the near future. A recent meta-level IBM study (PDF, 916 KB) predicts that more than
120 million workers in the world’s twelve largest economies may need to be retrained in
the next three years because of AI-enabled automation.

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Several insights from the study include:

• Skilled humans fuel the global economy:

Digital skills remain vital, but soft skills have become more important

. • Skills availability and quality are in jeopardy:

The half-life of skills continues to shrink, while the time it takes to close a skills gap has
ballooned, forcing organizations to find ways to stay ahead of skills relevancy.

• Intelligent automation is an economic game changer:

Millions of workers will likely require retraining and learning new skills, and most
companies and countries are ill-prepared for the task.

• Organizational cultures are shifting:

The digital era has introduced the need for a new business model, new ways of working
and a flexible culture that fosters the development of critical new skills.

Training and Development is the continuous process of improving skills, gaining

knowledge, clarifying concepts and changing attitude through structured and planned
education by which the productivity and performance of the employees can be enhanced.
Training and Development emphasize on the improvement of the performance of
individuals as well as groups through a proper system within the organization which
focuses on the skills, methodology and content required to achieve the objective. Good &
efficient training of employees helps in their skills & knowledge development, which
eventually helps a company improve its productivity leading to overall growth.

Training is about knowing where you are in the present and after some time where will
you reach with your abilities. By training, people can learn new information, new
methodology and refresh their existing knowledge and skills. Due to this there is much

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improvement and adds up the effectiveness at work. The motive behind giving the
training is to create an impact that lasts beyond the end time of the training itself and
employee gets updated with the new phenomenon. Training can be offered as skill
development for individuals and groups.

Training and Development Process

Training and development is a continuous process as the skills, knowledge and quality of
work needs constant improvement. Since businesses are changing rapidly, it is critical
that companies focus on training their employees after constantly monitoring them &
developing their overall personality. Steps for training and development processes are:

1. Determine the need of training and development for

individuals or teams
First of all the need has to be seen for training and development. it has to align
with the company's goals and objectives. If a company is trying to start a new
department or strengthen existing sales team in new products, then an appropriate
training is needed.

2. Establish specific objectives & goals which need to be

achieved
The goals and objectives of the training and development have to be established.
Whether the goal is awareness about new products or even installation is required
to be learnt.

3. Select the methods of training

Next, methods have to be defined. The training can be done as a :

a. Classroom Training 13
b. Online Self paced courses
c. Course with certification

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 d. Instructor led online training

4. Conduct and implement the programs for employees

After the plan and methods are finalized, the training and development
programs have to be executed where courses, instructions are taught to the employees,
partners or vendors.

5. Evaluate the output and performance post the training and

development sessions
Training and Development is incomplete without proper monitoring.
Monitoring can be done through evaluation of the instructor as well as attendees.
Instructor evaluation can be done through feedback or ratings but attendees can be
evaluated through internal or external certifications or scores.

ROLE OF TRAINING

Business Environment

Changes and Challenges

Learning and Implementation

Business Excellense

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 CHAPTER -3
COMPANY PROFILE

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COMPANY PROFILE:

Wonjin Auto parts India Private Limited is a Private incorporated on 19 September 2003. It is
classified as Non-govt company and is registered at Registrar of Companies, Chennai. Its
authorized share capital is Rs. 65,000,000 and its paid up capital is Rs. 64,796,190. It is
involved in Manufacture of parts and accessories for motor vehicles and their engines
[brakes, gear boxes, axles, road wheels, suspension shock absorbers, radiators, silencers,
exhaust pipes, steering wheels, steering columns and steering boxes and other parts and
accessories n.e.c.]

Wonjin Auto parts India Private Limited's Annual General Meeting (AGM) was last held on
N/A and as per records from Ministry of Corporate Affairs (MCA), its balance sheet was last
filed on 31 March 2020.

Directors of Wonjin Auto parts India Private Limited are John Ebenezer Mervyn William and
Youngjun Park.

Wonjin Auto parts India Private Limited's Corporate Identification Number is (CIN)
U34300TN2003PTC051635 and its registration number is 51635.Its Email address
is [email protected] and its registered address is PLOT NO.A1K, CMDA
INDUSTRIALCOMPLEX, MARAIMALAI NAGAR-603 209. TN 603209 I

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 WONJIN AUTOPARTS INDIA PRIVATE LIMITED

 CIN Number : U34300TN2003PTC051635

 Company Name : WONJIN AUTOPARTS INDIA

PRIVATE LIMITED

 Current Company Status (for efiling) : Active

 ROC Where Company is Registered : ROC-CHENNAI

 State : Tamil Nadu

 Company Registration Number : 051635

 Company Category : Company limited by Shares

 Company Sub Category : Non-govt company

 Class of Company : Private

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 Date of Incorporation : 19-Sep-2003

 Age of The Company : 20 Year(s) 3 Month(s) 19

Day(s)

 Business Activity Code : 34300

 Number of Members(Applicable in case of company without Share Capital) :

Un-Reporter

 Active Compliance : NA

 Companies Present Filing Status : NA

 Suspended at Stock Exchange : NA

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OBJECTIVE OF THE
STUDY

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OBJECTIVE OF THE STUDY:

1. To understand the various training and development practices implemented at WONJIN

AUTO PARTS INDIA PRIVATE LIMITED.

2. A detail study of training and development practices in WONJIN AUTO PARTS INDIA
PRIVATE LIMITED.

3. To relate and assess employee output level for the company after the implementation of

this practice.

4. Induce employees are the main aim of training and this is the most essential for a company.

5. To examine the effectiveness of training in overall development of skills of workforce.

6. To examine the impact of training on workers.
7. To study the changes in behavioural pattern due to training.
8. To ensure smooth and efficient working of a department.
9. To promote individual and collective morale, a sense of responsibility cooperative attitudes
and good relationships.
10. To assist employees to function more effectively in their present positioned exposing
them to the latest concepts, information and techniques.

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LIMITATIONS

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LIMITATIONS:

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LITERATURE
REVIEW

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LITERATURE REVIEW:
Training and Development: According to the Michel Armstrong, “Training is s36ystematic
development of the knowledge, skills and attitudes required by an individual to perform
adequately a given task or job”. (Source: A Handbook of Human Resource Management
Practice, Kogan Page, 8th Ed.,2001) According to the Edwin B Flippo, “Training is the act of
increasing knowledge and skills of an employee for doing a particular job.” (Source:
Personnel Management, McGraw Hill; 6th Edition, 1984) The term 'training' indicates the
process involved in improving the aptitudes, skills and abilities of the employees to perform
specific jobs. Training helps in updating old talents and developing new ones. 'Successful
candidates placed on the jobs need training to perform their duties effectively'. The principal
objective of training is to make sure the availability of a skilled and willing workforce to the
organization. In addition to that, there are four other objectives: Individual, Organizational,
Functional, and Social.

Training and development is a subsystem of an organization that emanate from two

independent yet interdependent words training and development. Training is often interpreted
as the activity when an expert and learner work together to effectively transfer information
from the expert to the learner (to enhance a learner’s knowledge, attitudes or skills) so the
learner can better perform a current task or job. Training activity is both focused upon, and
evaluated against, the job that an individual currently holds (Learner R., 1986). On the other
hand development is often viewed as a broad, ongoing multi-faceted set of activities (training
activities among them) to bring someone or an organization up to another threshold of
performance. This development often includes a wide variety of methods, e.g., orienting
about a role, training in a wide variety of areas, ongoing training on the job, coaching,
mentoring and 33 forms of self-development. Some view development as a life-long goal and
experience. Development focuses upon the activities that the organization employing the
individual, or that the individual is part of, may partake in the future, and is almost
impossible to evaluate (Nadler Leonard, 1984).

Source

Personnel Management, McGraw Hill; 6th Edition, 1984 Aswathappa, K. Human resource
and Personnel Management, New Delhi: Tata Mcgraw-Hill Publishing
CompanyLimited,2000, p.189 Gomez-Mejia, Luis R., David B. Balkin and Robert L. Cardy,
(2008).

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 CHAPTER 4
RESEARCH
METHODOLOGY

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RESEARCH METHODOLOGY:
Research is one of its kinds and is a process to acquire knowledge about a certain
topic. Research is done so that systematic analysis can be done and problem can be
effectively solved. The procedures by which researchers go about their work of describing,
explaining and predicting phenomena are called methodology. Methods comprise the
procedures used for generating, collecting and evaluating data. Methods are ways of
obtaining information useful for assessing explanations.

RESEARCH DEFINITION:
The definition of research given by Creswell is Research is a process of steps
used to collect and analyse information to increase our understanding of a topic or issue and it
consists of three steps: Pose a question, collect data to answer the question, and present an
answer to the question.

Data Sources:

The data collected for the study is mainly through the distribution of questionnaire; to be
precise the data collected for study is both primary and secondary sources.

Primary Data:

Primary data is the information collected for the first time; there are several methods in
which the data is complied. In this project it is obtained by mean of questionnaires.
Questionnaire is prepared and distributed to the employees.

Secondary Data:

Secondary data needed for conducting research work is collected from company websites,
library and search engines.

Research Instrument:

In this study the primary data is collected by survey technique. In this we distributed the
questionnaires to the respondents. The researcher structured the questionnaire in the form of:

1. Close Ended Questions

2. Multiple Choice Questions

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QUESTIONNAIRE:

Questionnaire is a sheet of paper containing questions relating to contain specific aspect

regarding which the researcher collects the data. Because of their flexibility the questionnaire
method is by far the most common instrument to collect primary data. The questionnaire is
given to the respondent to be filled up.

PERCENTAGE ANALYSIS
It refers to a special kind of ratio, percentage are used in making comparison
between two or more series of data. Percentage are used to determine relationship
between the series if data. Finding the relative difference becomes easier through
percentage. It is express as,

Number of respondents
Formula: --------------------------------- x 100

Number of percentage

CORRELATION METHOD
Correlation analysis is statistical tools with the help of which we determine
intensity of relationship between two or more than two variables are said to be
correlated of movements in the other accompany the movements in one for example
with the increase in rainfall up to a certain Extent the production of rice increase.
Correlation co-efficient is a measure of correlation and summaries the direction and
degree of correlation just in one figure.

Correlation analysis enables a marketing manager to estimate cost sales, prices and
other variables on the basic of other service which these costs, sales and prices may be
functionally related correlation may be classified as:
• Positive and negative

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 • Simple multiple and partial

• Linear and non-linear

To determine the relationship between variables several methods are employed

out of which main once are

• Scatter diagram

• Karl person co-efficient of correlation

• Rank methods are commonly used

Here the research uses simple correlation with the help of the formula.

ΣΧΥ
Correlation= ------------------

√ΣX2 *Σy2

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SOURCES OF DATA

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SOURCES OF DATA

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 and 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 as per suit 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”.

COLLECTION OF DATA

 Primary Data
 Secondary Data

Primary Data

1. Primary data would be collected during the course of asking questions by performing
surveys.

2. Primary data would be either through respondent either through questionnaire or through
personal interview.

3. I will collect the data through both of them.

Secondary Data

1. The data will be already available in the form of print material, website, journals etc.

2. Data will be collected from some Magazines, Newspapers, Websites and course material
for that purpose.

3. Data will be collected from the website – https://in.linkedin.com/company/wonjin-

autoparts-india-private-limited.

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